18663 - Sales Recruiter

Distro; United States; On-site; USD 75,000 - 90,000; Full time

Job summary

Distro is seeking a results-driven Sales Recruiter to source quota-carrying sales professionals across the United States, with a focus on Business Consultants and related B2B roles. You will partner with sales leaders to build pipelines, engage passive candidates, and move top talent through a fast, evidence-based hiring process.

You will assess candidates on sales metrics such as quota attainment, revenue production, and pipeline development, while managing multiple requisitions across markets.

Qualifications

• 3+ years of full-cycle recruiting experience, including demonstrated experience recruiting B2B sales professionals.
• Proactively source and engage passive candidates rather than relying on inbound applications.
• Strong understanding of quota-carrying sales positions and how sales performance is measured.
• 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 sourcing, interviewing, engagement, and closing skills.
• Ability to work with urgency and maintain organization across searches.
• Experience recruiting Business Consultants, Account Executives, Territory Sales Representatives, Regional Sales Managers, Channel Sales professionals, or similar roles.

Responsibilities

• Own 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.
• 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, pipeline generation, and other results.
• Understand differences in hunter, account-growth, channel, and sales-leader profiles and match talent accordingly.
• Present hiring managers with qualified candidates supported by evidence-based summaries.

Skills

Full-cycle recruiting

Sourcing passive candidates

B2B sales recruiting

Quota-carrying sales positions

LinkedIn Recruiter

ATS

Interviewing

Closing candidates

Market intelligence

Tools

LinkedIn Recruiter

ATS

Job description

Position Summary

We’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 Responsibilities

• Own 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 Abilities

• 3+ 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

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$75,000 - $90,000 a year