Talent Acquisition Consultant - Contract

What We’re Looking For We’re looking for someone who genuinely understands sales. Not just how to recruit salespeople, but what great sales performance actually looks like. You should be able to have an intelligent conversation with a VP of Sales or CRO about quota attainment, pipeline generation, sales cycles, conversion rates, outbound activity, forecasting, territory planning and what separates top performers from average ones. You’ll likely bring many of the following: Proven experience recruiting exceptional commercial talent including SDRs, BDRs, Account Executives, Sales Managers and Revenue Leaders. Outstanding outbound sourcing skills - you spend as much (or more) time proactively finding candidates as you do managing inbound applications. A track record of filling difficult commercial roles quickly without compromising hiring quality. High agency - you identify problems, solve them and keep momentum without waiting for direction. Excellent judgement and a strong understanding of what “bar raiser” talent looks like. Comfortable assessing sales capability beyond the CV, including: Quota attainment Pipeline generation Average deal size (ACV) Sales cycle length Win rates Forecast accuracy Territory performance Enterprise vs Mid-Market vs SMB experience Outbound prospecting capability MEDDICC, Challenger, SPIN, Command of the Message or similar sales methodologies Able to distinguish genuine top performers from candidates who simply interview well. Highly organised with excellent recruiting processes and candidate management. Comfortable operating at startup pace where priorities change quickly and hiring needs evolve. Lever experience is helpful, but we’re far more interested in your recruiting judgement than the ATS you’ve used. How You’ll Spend Your Time Proactively sourcing exceptional commercial talent every day. Building relationships with passive candidates before we need them. Running disciplined, fast-moving interview processes. Partnering closely with hiring managers to define hiring bars and interview criteria. Keeping recruitment data, pipelines and forecasting accurate. Continuously improving how we hire, reducing time-to-fill while increasing quality-of-hire. Raising the standard of every commercial hire we make. Hiring Process & AI Disclosure At Loop AI, we may use AI tools to support parts of the hiring process - reviewing applications, analyzing responses, supporting interview workflows. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are always made by people. Questions about how your data is processed? Reach out directly. Accessibility & Reasonable Accommodations Loop AI is committed to providing an accessible and inclusive hiring process. If you require a reasonable accommodation at any stage of the recruitment process, please let us know and we’ll work with you to provide appropriate support. $300 - $400 a day #J-18808-Ljbffr Loop AI