Talent Acquisition Specialist

Curvion Blue is hiring a Talent Acquisition Specialist to run hands-on recruiting for its sales organization in Atlanta, GA, on-site. This role focuses on building proactive pipelines for high-ticket revenue roles and managing the full recruiting lifecycle, from sourcing and screening through interviews, offers, and candidate closing.

You will work closely with hiring managers to strengthen hiring decisions using scorecards, success profiles, and performance indicators. The position includes maintaining an accurate ATS, tracking recruiting performance metrics, and improving recruiting efficiency based on data.

What you’ll own

• 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 outreach.
• Create role-specific sourcing strategies based on target profiles and requirements.
• Continuously build talent pools so new roles do not start from scratch.
• Conduct recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit.
• Assess candidates using defined scorecards and role-specific success profiles, not only resume keywords.
• Use knowledge of sales metrics, quotas, KPIs, close rates, lead flow, revenue, and other performance indicators to guide evaluation.
• Flag red or positive signals and determine whether a candidate should move forward or be cut.
• Develop deep familiarity with high-ticket sales roles and the traits of top-performing setters, closers, sales directors, and sales leaders.
• Distinguish legitimate sales experience from resume fluff.
• Build and maintain relationships with high-performing sales professionals to support a warm talent network.
• Support Curvion Blue’s reputation as a destination for high-performing sales talent.
• Own candidate communication throughout the process to keep candidates engaged and moving stage to stage.
• Maintain accurate candidate data and pipeline stages in the 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 steps.
• Partner with hiring managers to continuously improve the recruiting process.
• Identify recruiting bottlenecks and recommend improvements to increase efficiency.
• Support offer creation and candidate closing, including helping ensure candidates remain engaged through acceptance and start date.
• Partner to identify early indicators of successful hires and use quality-of-hire data to inform 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 rather than relying exclusively on inbound applicants.
• Comfort conducting candidate screens and making recommendations to hiring managers.
• Ability to quickly validate whether a candidate’s stated experience matches what they actually show.
• High comfort speaking with salespeople and operating in performance-driven environments.
• Experience juggling multiple open roles without losing track of candidate details.
• Strong organization, responsiveness, and operational capability.
• Comfort working in a fast-moving environment where priorities can change quickly.
• Professional communication with candidates at every level.
• Proactive problem-solving mindset, including solving recruiting issues when they appear.

Tools

• LinkedIn
• ATS

Compensation and schedule

• Location: Atlanta, GA (onsite)
• Salary: USD 50,000 - 80,000 per yearly
• Schedule: Monday to Friday, 9AM - 6PM (specific to your time zone)

Big bonus points

• Past sales experience.
• High-ticket sales experience.
• Having been a setter, closer, AE, sales manager, or sales leader.
• Experience recruiting high-ticket closers or setters.
• Experience in coaching, consulting, SaaS, agency, or other performance-driven sales environments.
• Understanding sales compensation structures and discussing earning potential with candidates.
• An established network of sales talent.
• Recruiting experience for remote sales organizations.