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Talent Acquisition Specialist Snapshot
Curvion Blue is looking for a Talent Acquisition Specialist who knows how to find, assess, and attract high-performing sales talent.
This isn't a traditional HR recruiting role where you're posting jobs, waiting for applications, and hoping the right person wanders into the funnel.
You're going to be responsible for building and managing talent pipelines for sales roles across our business, with a heavy focus on identifying A-Players who can perform in high-ticket sales environments.
The ideal candidate has experience in Talent Acquisition or recruiting and understands how to source, qualify, interview, and move candidates through a high-volume hiring process.
Bonus points if you've actually sold before. Extra bonus points if you've sold high-ticket.
We want someone who understands salespeople because they've been one, worked closely with them, or recruited them extensively.
Position Overview
As a Talent Acquisition Specialist, you will own recruiting across Curvion Blue 's sales organization and help us continuously build a bench of exceptional talent.
You'll work closely with leadership to understand what "great" looks like for each role, then take that profile into the market and find the people who match it.
This is a hands-on recruiting role for someone who enjoys sourcing, talking to candidates, assessing talent, and moving quickly.
You will be responsible for the full recruiting lifecycle, including sourcing, candidate outreach, screening, interview coordination, candidate evaluation, pipeline management, and offer management.
More importantly, you'll become an expert in identifying the difference between someone who sounds like a great salesperson and someone who can actually perform.
Your Core Responsibilities
Talent Sourcing
Build proactive talent pipelines for closers, setters, sales leaders, and other revenue-generating roles.
Source candidates through LinkedIn, job boards, referrals, communities, databases, and creative outbound strategies.
Develop targeted sourcing strategies based on role requirements and candidate profiles.
Continuously build talent pools rather than starting from zero every time a role opens.
Candidate Qualification
Conduct recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit.
Identify candidates with demonstrated performance rather than relying solely on resume keywords.
Assess candidates against defined scorecards and role-specific success profiles.
Understand sales metrics, quotas, KPIs, close rates, lead flow, revenue, and other performance indicators.
Identify red flags and know when to move a candidate forward versus cut them from the process.
Sales Talent Acquisition
Become deeply familiar with high-ticket sales roles and the characteristics of top-performing setters, closers, sales directors, and sales leaders.
Understand the difference between legitimate sales experience and resume fluff.
Build relationships with high-performing sales professionals and maintain a warm talent network.
Help Curvion Blue become known as a destination for high-performing sales talent.
Candidate Experience
Own candidate communication throughout the recruiting process.
Keep candidates engaged, informed, and moving through each stage.
Represent Curvion Blue professionally and enthusiastically.
Create a candidate experience that reflects the level of talent we want to attract.
Recruiting Operations
Maintain accurate candidate data and pipeline stages in our ATS.
Track recruiting metrics including pipeline volume, conversion rates, time-to-fill, source performance, and quality of hire.
Coordinate interviews, skills assessments, roleplays, and other evaluation stages.
Partner with hiring managers to continuously improve the recruiting process.
Identify bottlenecks and recommend ways to improve recruiting efficiency.
Hiring & Onboarding Partnership
Support offer creation and candidate closing.
Help ensure strong candidates remain engaged through acceptance and start date.
Partner with the team to identify early indicators of successful hires.
Track quality of hire and use performance data to improve future recruiting decisions.
You SHOULD Apply If You have 1+ years of Talent Acquisition, recruiting, or full-cycle recruiting experience.
You have experience recruiting salespeople, preferably revenue-generating roles.
You know how to source candidates rather than relying exclusively on inbound applicants.
You're comfortable conducting candidate screens and making recommendations to hiring managers.
You can quickly identify whether someone's experience actually matches what they're claiming.
You are highly comfortable talking to salespeople.
You understand performance-driven environments and aren't intimidated by metrics.
You can manage multiple open roles without losing track of candidates or details.
You're organized, responsive, and operationally strong.
You're comfortable working in an environment where priorities can move quickly.
You can communicate professionally with candidates at every level.
You're proactive. If you see a recruiting problem, your instinct is to solve it rather than wait for someone to tell you what to do.
BIG BONUS POINTS You have past sales experience.
You have high-ticket sales experience.
You've been a setter, closer, AE, sales manager, or sales leader.
You've recruited high-ticket closers or setters before.
You've worked in coaching, consulting, SaaS, agency, or other performance-driven sales environments.
You understand sales compensation structures and can speak intelligently about earning potential with candidates.
You have an established network of sales talent.
You've recruited for remote sales organizations.
You SHOULD NOT Apply If You only want to work inbound applications.
You don't enjoy outbound sourcing.
You need every step of your day mapped out for you.
You don't like metrics or performance accountability.
You're uncomfortable making judgment calls on candidates.
You struggle to manage multiple priorities simultaneously.
You view recruiting as simply scheduling interviews and forwarding resumes.
You don't enjoy talking to people.
You're looking for a slow-moving corporate environment with six approval layers before anything gets done.
You have never recruited before and are looking for your first opportunity in Talent Acquisition.
Long-Term You become one of the people Curvion Blue relies on to answer:
"We need five great salespeople. Where are they?"
And your answer is:
"Already working on it."
The Person We're Looking For
We're not looking for someone who simply wants to "work in HR." We're looking for a talent hunter.
Someone who enjoys the chase.
Someone who can look at a LinkedIn profile and immediately start thinking:
"This person might be good. Let me find out." You should enjoy talking to people, asking good questions, spotting potential, and figuring out what makes someone tick.
You should be competitive enough to care about winning the search, analytical enough to care about hiring quality, and organized enough to keep the machine running.
If you've sold before, you'll probably have a natural advantage here because you already understand how to build rapport, overcome objections, create urgency, and influence decisions.
If you've sold high-ticket , even better. You already understand the world our candidates operate in.
At Curvion Blue , we're building revenue engines for our clients. That requires exceptional people.
