Talent Acquisition Specialist

Curvion Blue is looking for a hands-on Talent Acquisition Specialist based in New York, NY (onsite) to build a stronger recruiting engine for its sales organization. This role is designed for someone who enjoys proactive sourcing, performance-based evaluation, and owning candidate experience from first contact through offer and acceptance. You will work Monday to Friday, 9AM to 6 PM (specific to your time zone), with a compensation range of $50K to $80K per year.

What you will do

• Own recruiting across Curvion Blue’s sales organization and help continuously build a bench of exceptional talent.
• Partner with leadership to understand what “great” looks like per role, then take those profiles into the market to find the right match.
• 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.
• Run recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit, using evidence-based assessment rather than resume keyword checks.
• Assess candidates against defined scorecards and role-specific success profiles.
• Use a strong understanding of sales performance indicators including quotas, KPIs, close rates, lead flow, and revenue to evaluate readiness and potential.
• Identify red flags and make informed decisions on whether to move candidates forward or cut them from the process.
• Build relationships with high-performing sales professionals and maintain a warm talent network aligned to future hiring needs.
• Own candidate communication end to end, keeping candidates engaged, informed, and moving through each stage.
• 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 process efficiency over time.
• Support offer creation and candidate closing, including keeping strong candidates engaged through acceptance and start date.
• Partner with the team to identify early indicators of successful hires and use quality-of-hire data to improve future recruiting decisions.

What you bring

• 1+ years of Talent Acquisition, recruiting, or full-cycle recruiting experience.
• Experience recruiting salespeople, preferably for revenue-generating roles.
• Ability to source candidates effectively, not relying exclusively on inbound applications.
• Comfort conducting candidate screens and making recommendations to hiring managers.
• Strong judgment skills to quickly determine whether a candidate’s experience matches what they claim.
• Highly comfortable speaking with sales professionals and working in performance-driven environments.
• Ability to manage multiple open roles while keeping candidates and details organized.
• Operational strength: organized, responsive, and attentive to process.
• Comfort working in an environment where priorities can move quickly.
• Professional communication with candidates at every level.
• Proactive mindset: when recruiting issues appear, you solve them rather than waiting for direction.

Technologies

• LinkedIn
• Job boards
• ATS

Compensation and schedule

• Salary: $50,000 - $80,000 per year
• Schedule: Monday to Friday
• Hours: 9AM - 6PM (specific to your time zone)

Bonus points if you have

• 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
• Understanding of sales compensation structures and comfort discussing earning potential
• An established network of sales talent
• Experience recruiting for remote sales organizations

Long-term impact

Over time, you will become a key person Curvion Blue relies on when leaders ask, “We need five great salespeople. Where are they?” Your answer: “Already working on it.”

Do not apply if

• You only want to work with inbound applications
• You do not enjoy outbound sourcing
• You need every step of your day mapped out for you
• You do not like metrics or performance accountability
• You are uncomfortable making judgment calls on candidates
• You struggle to manage multiple priorities at once
• You view recruiting as scheduling interviews and forwarding resumes
• You do not enjoy talking to people
• You want a slow-moving corporate environment with many approval layers
• You have never recruited before and are looking for your first opportunity in Talent Acquisition