Outbound Talent Scout - especially for high producing sales reps

ROLE: Outbound Talent Scout - especially for high producing sales reps LOCATION: Onsite in northern San Diego, CA (on Miramar RD, just across from Marine Corps Air Station Miramar) COMPENSATION: $100,000+ base | $160,000–$200,000+ Year 1 OTE | Higher upside for proven top performers

ABOUT THE ROLE:

AcquisitionReps.com / Let’s Grow COO (same company) has been hired by one of Southern California’s largest home buying companies to find an Outbound Talent Scout who can help them recruit the kind of people who win in high-pressure, high-earning, direct-to-consumer sales environments. This is not a corporate HR role. This is not a “review resumes and schedule interviews” role. This is not for someone who wants to hide behind job postings. This is a sales-driven recruiting seat for someone who knows how to chase, persuade, qualify, challenge, and close high-performing people. The best person for this role may already be a recruiter. But they may also be a top-performing salesperson from solar, door-to-door, home services, high-ticket retail, hospitality, network marketing, real estate, or another direct-to-consumer sales environment. If you can sell, build trust quickly, ask sharp questions, read people well, and move competitive candidates to action, we can train the recruiting mechanics. If you want comfort, predictability, work from home, or a slow desk, this is not the job. If you want to make serious money, compete with high performers, and be measured by results, keep reading.

THE MISSION:

Your job is to find and recruit the people who will help the company grow. Sales hiring will be the majority of the role. You will help recruit acquisitions reps, inside sales reps, dispositions reps, closing managers, listing agents, account managers, and other revenue-driving roles across the company and its vertically integrated businesses. You may also support searches across operations, accounting, asset management, marketing, leadership, and other business-critical seats. But the core mission is simple: Find strong people before everyone else does. Get their attention. Build trust. Challenge them. Move them through the process. Close them. Repeat. This company does not want a passive recruiter. They want someone who can recruit the way a top sales rep sells. The best person in this seat will not wait for applicants. They will hunt.

WHAT WINNING LOOKS LIKE:

You are winning when the company is not dependent on job board applicants. You are winning when hiring managers have strong candidates before they start asking where the pipeline is. You are winning when high-performing sales candidates take your call, trust your read on the opportunity, and move quickly through the process. You are winning when hiring managers see stronger candidates because of your outbound work. You are winning when your outreach turns into conversations, interviews, offers, accepted offers, and hires. You are winning when leadership can say, “This person raises the talent level of the company.”

CRITICAL ACCOUNTABILITIES:

Build outbound pipelines that turn into hires You will source candidates through LinkedIn, databases, referrals, direct outreach, competitor mapping, local market research, and creative search strategies. You are expected to create a pipeline, not wait for it. Recruit high-performing sales talent A major part of this role is recruiting people who can sell. You need to understand drive, confidence, urgency, resilience, money motivation, emotional intelligence, and competitive edge. The wrong sales hire costs the company time and revenue. Your job is to find the people who can actually produce. Sell the opportunity like a closer Strong candidates are not sitting around waiting to apply. You will need to get their attention, earn trust quickly, explain the upside clearly, handle objections, and move them to the next step. If you cannot create urgency in a conversation, this role will be difficult. Keep a visible scoreboard You will track outreach volume, reply rates, screens booked, interviews, offers, accepted offers, and hires. The numbers will be visible. Activity matters, but quality and conversion matter more. Push the process forward Slow recruiting loses strong candidates. You will keep candidates warm, drive hiring manager feedback, follow up quickly, and make sure good people do not stall out. Recruit across multiple companies and functions Sales will be the center of gravity, but not the whole job. You will also support hiring across the company’s connected businesses, including operations, account management, closing coordination, accounting, asset management, marketing, leadership, and other roles as needed. Improve the funnel every week You will test sourcing lists, outreach angles, channels, screening questions, and follow-up sequences. If the reply rate is weak, you adjust. If candidate quality is off, you sharpen targeting. If candidates drop out, you fix the process.

YOUR FIRST 90 DAYS ON THE JOB:

First 30 Days You are learning the business, the roles, the hiring standards, and the market. You are also already producing. Expected outcomes: You spend 80%+ of your time on outbound sourcing and candidate conversations You contact at least 150 targeted candidates You build talent maps for the highest-priority sales roles You understand what separates a real sales producer from someone who just interviews well You know the recruiting metrics and report them clearly You begin building trust with hiring managers First 60 Days You are no longer just ramping. You are driving the pipeline. Expected outcomes: At least 70% of your active pipeline is outbound-sourced You are adding 75+ new outbound contacts per week Hiring managers are seeing qualified candidates from your sourcing work You have at least one priority role at final interview, offer, or close stage Your outreach is improving based on reply and conversion data You are showing that you can move candidates with urgency First 90 Days You are proving your seat works. Expected outcomes: 90% of closed hires are coming from your outbound sourcing You can show the full funnel from outreach to hire You have a repeatable process for building a passive candidate pipeline You are producing stronger candidates than inbound alone could produce Leadership trusts you to drive hiring without being chased

WHO WILL WIN HERE:

You will probably win here if you: Want to make a lot of money and understand that money follows production Like competition and want a clear scoreboard Have recruited salespeople or have been a strong salesperson yourself Know how to get people’s attention and move them to action Can build trust fast with direct-to-consumer sales personalities Are persuasive, sharp, curious, resilient, and hard to discourage Move fast without needing reminders Can handle rejection, silence, pressure, and pushback without getting emotional Are comfortable being measured every week Can switch between different role types without losing speed Want to be known as one of the best at what you do

BACKGROUNDS WE LIKE:

We are especially interested in people with experience in: Sales recruiting for direct-to-consumer or performance-based roles Agency recruiting with heavy outbound sourcing Real estate sales or acquisitions Solar sales Door-to-door sales Home services sales High-ticket retail sales Hospitality, especially bartending or serving in high-volume environments Network marketing or commission-driven sales environments Traditional recruiting experience is helpful, but it is not the only path. If you have the sales DNA, communication skills, urgency, and competitive edge, the recruiting process can be trained.

WHO SHOULD NOT APPLY:

Do not apply if you: Want a comfortable recruiting job Want to work remote Prefer HR, compliance, onboarding, or employee relations Need a slow, predictable desk Avoid outbound calls, outreach, or follow-up Need constant direction to stay productive Get defensive when your numbers are reviewed Are uncomfortable with competition Do not care about being #1 Struggle to challenge strong candidates Think job postings are the main recruiting strategy Want a title more than you want to produce

LOCATION:

This is an onsite role in northern San Diego, CA off Miramar RD just across from MCAS Miramar. The company works in person, five days per week. That standard matters to the culture. This is not a remote role. This is not a hybrid role. For an exceptional candidate, limited schedule flexibility may be discussed later in the process, but candidates should assume this is an in-office role.

COMPENSATION:

This is a W-2 role with a strong base salary. The starting base is expected to be around $100,000, with flexibility for the right person. Strong performers should expect $160,000–$200,000+ in Year 1 total compensation. For a proven top performer who can recruit and close high-level sales talent, the company is open to discussing a higher compensation path with meaningful upside. This compensation plan rewards production. The more quality hires you help bring into the business, the more valuable you become.

BENEFITS AND UPSIDE:

The company offers healthcare insurance and standard employee benefits, with additional details shared during the interview process. The biggest long-term perk is the company’s employee homebuyer program. After 12 months in good standing, eligible team members may have the opportunity to purchase properties through the company at a discount, with support around financing and construction. Multiple team members have used this program to build real wealth. This is not just a recruiting seat. It is a chance to build a career inside a high-growth real estate company with real earning and wealth-building upside.

HOW OUR HIRING PROCESS WORKS:

Acquisition Reps is managing this search on behalf of our client. The process is designed to identify people who can actually perform, not people who only interview well. Expect a structured process that will include: A one-way video interview 15 minute call to discuss the role and next steps Predictive Index behavioral and cognitive assessments 1st round 45-60 minute interview with one of our recruiters Sample work project Working Genius assessment 1-2 final round interviews with company leadership Possible additional assessments to be administered by the client A final culture-fit conversation over lunch with our client’s team The company is selective because this is a key seat within their organization. The person in this role will help decide who gets into the business. If you want a high-standard, high-output recruiting seat with real upside, apply now. If you want comfort, this is not the job for you.