About this role
You'll build sourcing strategies, create talent pipelines and bring a tenacious, competitive drive to every search — the same fire-in-the-belly mindset we look for in the sales agents you're hiring. You'll manage the full recruiting lifecycle, including sourcing, screening, interviewing, offer, and candidate closing, while partnering with hiring managers to understand business needs, share market insights and guide consistent, equitable hiring decisions. The ideal candidate has experience recruiting sales professionals, building talent pipelines and managing high-volume or challenging searches, and brings a get-up-and-go attitude and enduring competitive drive to every requisition. An advanced level of knowledge in full lifecycle recruiting components including successfully attracting and sourcing a diverse range of candidates, qualifying, interviewing, networking, assessing, salary negotiation, relationship management, and due diligence A self-starter's mentality — a genuinely competitive streak and a relentless focus on hitting the number — the kind of drive that's hard to miss and even harder to slow down. Knowledge of (and prior experience with) a web-based applicant tracking system and other recruiting-related tools and technologies Demonstrated ability to manage competing demands, receive constructive feedback, and maintain adaptability and flexibility Demonstrated ability to take ownership of selection process and successfully manage volume and complex workload in a fast-paced, metric driven environment and to provide insightful analysis Excellent written and oral communication skills necessary to effectively work with key stakeholders as well as strong organizational, time management and process management skills Competencies typically acquired through a bachelor's degree (or equivalent) and 5+ years of full lifecycle recruiting experience on a national, multi-location basis Build and maintain diverse pipelines for outside sales agents and future hiring needs. Develop targeted sourcing strategies using direct sourcing, referrals, networking, social media, and community partnerships. Manage requisitions and lead candidates through the full recruiting process. Partner with hiring managers to define requirements, evaluate candidates, and drive hiring decisions. Monitor pipeline health, funnel activity, and recruiting metrics to improve outcomes. Adapt recruiting strategies based on business needs and market conditions. Ensure an inclusive, consistent and candidate-focused selection process. Own sourcing strategy for a defined set of specialties and markets, building deep expertise hiring managers can rely on. Find talent through a mix of channels — social platforms, online communities and direct outreach — and turn those conversations into real applicants. Make the first call, gauge fit early and move the right people forward quickly. Work with Recruitment Brand and Marketing colleagues to shape and launch hiring campaigns that resonate with sales talent. Keep candidate data current and give stakeholders clear, regular visibility into pipeline activity. Bring market data and competitive insight to the table, shaping strategy and advising stakeholders on what it takes to win talent.