Talent Acquisition Specialist

Curvion Blue is building a stronger sales organization, and that starts with recruiting the right revenue-driving talent. This role owns full-cycle talent acquisition for sales positions while developing proactive pipelines for high-ticket roles. You will focus on sourcing A-Players, evaluating real sales capability, and guiding candidates through each step from first conversation to offer and onboarding.

What you’ll do

• 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.
• Create targeted sourcing plans aligned to role requirements and candidate profiles, so new openings do not start from zero.
• Run recruiter screens to assess experience, communication, motivation, sales ability, and overall fit.
• Spot candidates with demonstrated performance, not just resume keywords.
• Evaluate candidates using defined scorecards and role-specific success profiles.
• Apply sales performance knowledge, including quotas, KPIs, close rates, lead flow, revenue, and related indicators.
• Identify red flags and make clear calls on when to move forward versus exit the process.
• Become deeply familiar with high-ticket sales roles, including what top-performing setters, closers, sales directors, and sales leaders have in common.
• Understand the difference between legitimate sales experience and resume fluff.
• Build relationships with strong sales professionals and maintain a warm, active talent network.
• Keep candidates engaged and informed throughout the recruiting process, including communication ownership through offers and acceptance.
• 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 recruiting process effectiveness, identify bottlenecks, and recommend efficiency gains.
• Support offer creation and candidate closing, including keeping strong candidates engaged through acceptance and start date.
• Partner to identify early signals of successful hires, and use performance data to refine future recruiting decisions.

What you’ll bring

• 1+ years of talent acquisition, recruiting, or full-cycle recruiting experience.
• Experience recruiting salespeople, preferably for revenue-generating roles.
• Comfort sourcing candidates beyond inbound applications.
• Ability to conduct candidate screens and make recommendations to hiring managers.
• Strong ability to quickly validate whether a candidate’s experience matches what they claim.
• High comfort speaking with sales professionals.
• Understanding of performance-driven environments and comfort with metrics.
• Ability to manage multiple open roles while staying organized and detail-oriented.
• Professional candidate communication at all levels, responsiveness, and operational strength.
• Proactive problem-solving, including the instinct to fix recruiting issues rather than waiting for direction.

Schedule and location

• Columbus, OH, onsite
• Monday to Friday
• 9AM - 6PM (specific to your time zone)

Compensation and tools

• $50,000 - $80,000 per year
• 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.
• Comfort discussing sales compensation structures and earning potential with candidates.
• Established network of sales talent.
• Experience recruiting for remote sales organizations.