Talent Acquisition Specialist

Curvion Blue is building a stronger sales organization, and that starts with recruiting the right revenue-driving talent. This role owns full-cycle talent acquisition for sales positions while developing proactive pipelines for high-ticket roles. You will focus on sourcing A-Players, evaluating real sales capability, and guiding candidates through each step from first conversation to offer and onboarding. What you’ll do Build proactive talent pipelines for closers, setters, sales leaders, and other revenue-generating roles. Source candidates using LinkedIn, job boards, referrals, communities, databases, and creative outbound strategies. Create targeted sourcing plans aligned to role requirements and candidate profiles, so new openings do not start from zero. Run recruiter screens to assess experience, communication, motivation, sales ability, and overall fit. Spot candidates with demonstrated performance, not just resume keywords. Evaluate candidates using defined scorecards and role-specific success profiles. Apply sales performance knowledge, including quotas, KPIs, close rates, lead flow, revenue, and related indicators. Identify red flags and make clear calls on when to move forward versus exit the process. Become deeply familiar with high-ticket sales roles, including what top-performing setters, closers, sales directors, and sales leaders have in common. Understand the difference between legitimate sales experience and resume fluff. Build relationships with strong sales professionals and maintain a warm, active talent network. Keep candidates engaged and informed throughout the recruiting process, including communication ownership through offers and acceptance. Maintain accurate candidate data and pipeline stages in the ATS. Track recruiting metrics such as pipeline volume, conversion rates, time-to-fill, source performance, and quality of hire. Coordinate interviews, skills assessments, roleplays, and other evaluation steps. Partner with hiring managers to improve recruiting process effectiveness, identify bottlenecks, and recommend efficiency gains. Support offer creation and candidate closing, including keeping strong candidates engaged through acceptance and start date. Partner to identify early signals of successful hires, and use performance data to refine future recruiting decisions. What you’ll bring 1+ years of talent acquisition, recruiting, or full-cycle recruiting experience. Experience recruiting salespeople, preferably for revenue-generating roles. Comfort sourcing candidates beyond inbound applications. Ability to conduct candidate screens and make recommendations to hiring managers. Strong ability to quickly validate whether a candidate’s experience matches what they claim. High comfort speaking with sales professionals. Understanding of performance-driven environments and comfort with metrics. Ability to manage multiple open roles while staying organized and detail-oriented. Professional candidate communication at all levels, responsiveness, and operational strength. Proactive problem-solving, including the instinct to fix recruiting issues rather than waiting for direction. Schedule and location Columbus, OH, onsite Monday to Friday 9AM - 6PM (specific to your time zone) Compensation and tools $50,000 - $80,000 per year Technologies: LinkedIn , job boards , ATS Bonus points Past sales experience. High-ticket sales experience. Experience as a setter, closer, AE, sales manager, or sales leader. Experience recruiting high-ticket closers or setters. Background in coaching, consulting, SaaS, agency, or other performance-driven sales environments. Comfort discussing sales compensation structures and earning potential with candidates. Established network of sales talent. Experience recruiting for remote sales organizations. #J-18808-Ljbffr