Talent Acquisition Specialist

Curvion Blue is hiring a Talent Acquisition Specialist in Columbus, OH (onsite) to run full-cycle recruiting for sales roles and build proactive pipelines for high-ticket hiring.

Responsibilities

• Own full-cycle recruiting for the sales organization, from sourcing through offers and onboarding coordination.
• 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 outreach.
• Create targeted sourcing strategies based on role requirements and candidate profiles.
• Develop continuous talent pools so new openings do not start from zero.
• Run recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit.
• Spot true performance signals, not just resume keywords.
• Assess candidates against defined scorecards and role-specific success profiles.
• Use understanding of sales metrics including quotas, KPIs, close rates, lead flow, revenue, and related performance indicators.
• Identify red flags and decide when to move candidates forward or remove them from the process.
• Develop deep familiarity with high-ticket sales roles and the traits of top-performing setters, closers, sales directors, and sales leaders.
• Differentiate legitimate sales experience from resume fluff.
• Build relationships with high-performing sales professionals and maintain a warm network.
• Help Curvion Blue become a destination for high-performing sales talent.
• Manage candidate communication end-to-end, keeping candidates informed and engaged through each stage.
• Represent Curvion Blue professionally and enthusiastically throughout the process.
• Maintain accurate candidate data and pipeline stage tracking in the ATS.
• Track recruiting performance 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 improve recruiting processes continuously.
• Identify bottlenecks and recommend improvements to recruiting efficiency.
• Support offer creation and candidate closing.
• Help ensure strong candidates stay engaged through acceptance and start date.
• Partner internally to identify early indicators of successful hires.
• Track quality of hire and use performance data to improve future recruiting decisions.

Requirements

• 1+ years of Talent Acquisition, recruiting, or full-cycle recruiting experience.
• Experience recruiting salespeople, preferably for revenue-generating roles.
• Ability to source candidates through outbound methods, not only inbound applications.
• Comfort conducting candidate screens and presenting recommendations to hiring managers.
• Strong ability to validate whether someone’s experience matches what they claim.
• High comfort speaking with salespeople.
• Experience in performance-driven environments and comfort working with metrics.
• Ability to manage multiple open roles while staying organized and detail-oriented.
• Operational strength, responsiveness, and organization.
• Comfort working in a fast-moving environment with shifting priorities.
• Professional communication with candidates at every level.
• Proactive problem-solving mindset for recruiting process improvements.

Technologies

• LinkedIn
• Job boards
• ATS

Bonus Points

• 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.
• Knowledge of sales compensation structures and ability to discuss earning potential with candidates.
• Established network of sales talent.
• Experience recruiting for remote sales organizations.

Schedule

• Monday to Friday
• 9AM - 6PM (specific to your time zone)

Compensation Range

• USD 50,000 - 80,000 per year

Long-Term Focus

• Become a key resource for finding “five great salespeople” when urgent hiring needs come up.
• Maintain an ongoing, pipeline-first approach to answering recruiting demand.

Not a fit if:

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