Sales Talent Acquisition Specialist

About UsVensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a "One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com .Position SummaryWe’re looking for a results-driven Sales Recruiter who knows how to find great sales talent, not just wait for it to apply.In this role, you’ll recruit quota-carrying sales professionals across the United States, with a primary focus on Business Consultant and related B2B sales positions. You’ll partner with sales leaders to identify high-performing talent, build pipelines in competitive markets, engage passive candidates, and move the right people through the hiring process with speed and purpose.The ideal candidate is a proactive talent hunter who understands sales. You know how to look beyond a polished résumé and uncover the numbers behind a candidate’s performance: quota attainment, revenue production, pipeline generation, territory growth, new-business development, and overall sales results.Essential Duties and ResponsibilitiesOwn full-cycle recruiting for Business Consultants and other B2B sales positions across multiple U.S. markets.Develop creative sourcing strategies to identify active and passive sales professionals.Build targeted talent pipelines by geography, industry, competitor, and sales specialization.Proactively engage candidates through LinkedIn Recruiter, direct outreach, referrals, ATS databases, professional networks, job boards, and other sourcing channels.Build long-term pipelines for recurring and forecasted sales hiring needs instead of relying solely on inbound applicants.Conduct structured screens to understand candidates’ sales experience, achievements, motivation, and career goals.Evaluate experience in new-business development, prospecting, pipeline generation, territory growth, consultative selling, negotiation, and closing.Dig into measurable performance indicators, including quota attainment, revenue production, new-logo acquisition, sales rankings, pipeline generation, and other relevant results.Understand the difference between new-business hunter profiles, account-growth profiles, channel sellers, and sales leaders, and match talent to the right opportunity.Present hiring managers with qualified candidates supported by clear, evidence-based summaries of their experience and results.Manage candidates from initial outreach through screening, interviews, offer, acceptance, and pre-employment activities.Keep candidates engaged throughout a competitive hiring process and proactively address concerns, competing opportunities, compensation expectations, and potential offer risks.Partner closely with hiring managers to establish priorities, understand changing business needs, obtain timely feedback, and keep searches moving.Recalibrate sourcing strategies when a pipeline is not producing the quality or volume required.Deliver a responsive and professional candidate experience from first contact through hire.Monitor recruiting activity and pipeline health to understand what is working and where adjustments are needed.Track candidate outreach, qualified submissions, hiring-manager acceptance, interviews, offers, hires, pipeline conversion, source effectiveness, and time to fill.Maintain accurate and timely candidate and requisition information within the ATS.Share talent-market insights with hiring leaders, including candidate availability, compensation expectations, competitor activity, sourcing challenges, and candidate feedback.Knowledge, Skills, and Abilities3+ years of full-cycle recruiting experience, including demonstrated experience recruiting B2B sales professionals.Proven ability to proactively source and engage passive candidates rather than relying primarily on inbound applications.Strong understanding of quota-carrying sales positions and how sales performance is measured.Ability to assess candidates against metrics such as quota attainment, revenue generation, pipeline development, territory performance, and new-business acquisition.Experience managing multiple requisitions, hiring managers, candidates, and geographic markets simultaneously.Strong direct-sourcing, interviewing, candidate-engagement, and closing skills.Strong organization, follow-through, attention to detail, and the ability to work with urgency.Confidence partnering with hiring leaders and providing market-based recommendations when a search strategy needs to change.Experience using applicant tracking systems, LinkedIn Recruiter, job boards, and other sourcing tools.Strong written and verbal communication skills.Experience recruiting Business Consultants, Account Executives, Territory Sales Representatives, Regional Sales Managers, Channel Sales professionals, or similar quota-carrying positions.Recruiting experience within HCM, payroll, PEO, EOR, HR technology, SaaS, staffing, professional services, or another consultative B2B sales environment.Experience supporting high-volume or recurring sales hiring across multiple U.S. markets.Experience using recruiting analytics to improve sourcing strategies and funnel conversion