Executive Recruiter

To Vendors

• Primary focus is sales leadership recruiting, with flexibility to support other sales roles as priorities shift.
• This contractor role is remote. To be considered for future FTE opportunities, candidates would need to be located near one of the following office locations: Cincinnati, OH; Dallas, TX; Rochester, NY; or Tempe, AZ.
• Pre-screening consists of 5 unique video questions pertaining to the candidate's experience.
• Interview process is expected to include a 30-45 minute panel interview, with an additional interview if needed.
• Please refer to current market rates for this skill set. Once we have more details around expected rate, we will share.

Role Description
We are seeking an experienced Executive Recruiter with a strong background in sales recruiting to support leadership hiring across multiple sales organizations and geographic markets.


This recruiter will focus primarily on sales leadership positions, including District Sales Manager and Zone Manager-level roles, and may also support additional sales recruiting needs as business priorities shift. The role requires someone who can quickly enter a new market, understand the target candidate profile, identify qualified prospects, and build strong candidate pipelines.


The ideal recruiter is comfortable working in a fast-paced environment where hiring needs can arise quickly and several positions may open at the same time across different markets. This person should be confident communicating with senior hiring leaders, skilled at engaging passive candidates, and able to understand the qualities that differentiate a strong salesperson from an effective sales leader.


Sales recruiting experience is required. Experience recruiting within HCM, payroll, HR technology, or a similar B2B sales environment would be particularly valuable.



Required Skills/Experience:

• Demonstrated experience recruiting sales professionals and sales leadership
• Experience recruiting people-leader roles such as District Sales Managers, Zone Managers, or comparable sales leadership positions
• Strong understanding of outside/field sales organizations and the qualities required to successfully lead sales teams
• Proven ability to source and engage passive candidates
• Ability to quickly learn new geographic talent markets and develop effective sourcing strategies
• Strong candidate outreach and influencing skills, including the ability to engage experienced professionals who may not be actively looking for a new opportunity
• Excellent communication skills with the ability to work credibly with senior and executive-level hiring leaders
• Ability to evaluate sales leadership candidates based on their experience coaching teams, developing employees, and driving sales results
• Ability to manage multiple priorities and pivot quickly as hiring needs change
• Comfortable working in a fast-paced recruiting environment
• Strong partnership skills with hiring managers and recruiting teams
• Comfortable working across multiple recruiting technologies and sourcing platforms

Nice-to-Have Skills/Experience

• HCM/payroll industry recruiting experience
• Experience recruiting mid-market or enterprise B2B sales talent
• Experience recruiting sales leaders across multiple geographic markets
• Experience recruiting highly field-based sales leadership positions
• Experience using LinkedIn Recruiter, ATS platforms, CRM/sourcing tools, or similar recruiting technology
• Experience supporting organizations with rapidly changing or high-volume hiring needs

Key Responsibilities

• Recruit sales leadership talent across multiple sales organizations and geographic markets
• Support searches for roles such as District Sales Manager, Zone Manager, and other sales leadership positions
• Partner with hiring leaders to understand position requirements, team structure, market needs, and successful candidate profiles
• Develop effective sourcing strategies and quickly identify relevant talent pools in new geographic markets
• Build strong candidate pipelines for current and future sales leadership needs
• Proactively source and engage passive sales leadership candidates
• Conduct recruiter screens to evaluate sales leadership experience, management capabilities, and overall fit
• Assess candidates' ability to coach sales teams, drive performance, and lead field-based sales organizations
• Present qualified candidates to hiring managers with a strong focus on submission quality
• Build relationships with prospective candidates and influence experienced professionals to consider new opportunities
• Manage multiple searches simultaneously and pivot between markets as priorities change
• Partner closely with recruiting teams and hiring leaders throughout the interview and selection process
• Utilize LinkedIn Recruiter, ATS, CRM/sourcing tools, Seamless, and other available recruiting resources
• Manage recruiting activity against established performance expectations, including phone screens, submissions, hires, and candidate quality