Description

Talent Acquisition Consultant - Sales

Remote

Purpose

Recruit and source Outside Sales Professionals as the primary focus, building strong sales talent pipelines that support revenue growth across CERTUS. Provide recruiting support for other requisitions as business needs and team capacity require.

Key Contributions

Own end-to-end recruitment for Outside Sales Professionals, from intake and sourcing through offer acceptance and onboarding handoff.
Proactively source active and passive sales candidates through direct outreach, referrals, job boards, professional networks, and targeted talent searches.
Screen for outside sales experience, prospecting ability, territory ownership, measurable sales results, and alignment with role-specific licensing and compensation requirements.
Partner with sales leaders and hiring managers to clarify hiring needs, align candidate expectations, coordinate interviews, and obtain timely feedback.
Build and maintain qualified sales talent pipelines for priority markets and recurring openings, including licensed candidates where required.
Deliver clear candidate summaries, resumes, and screening notes; maintain accurate recruiting records and responsive communication through each hiring stage.
Complete required background and pre-employment steps accurately, coordinate onboarding readiness, and support other roles or regions when needed while maintaining outside sales hiring priorities.

Success Metrics

Time-to-fill: = 45 days average for Outside Sales Professionals and other frontline roles; = 60 days for field management roles supported.
Candidate quality: = 80% of hires successfully pass the 90-day introductory period.
Background check compliance: 100% completion of required checks and clearance before onboarding.
Pipeline readiness: At least 3 pre-screened candidates per open outside sales requisition within 14 days of posting; maintain active sourcing pipelines for priority markets.
Candidate satisfaction: = 90% positive post-hire survey feedback.
Hiring manager satisfaction: = 90% positive survey score on recruiter responsiveness, candidate alignment, and partnership.
Requisition management: No requisition > 75 days open without a documented action plan; track sourcing activity and candidate progression to identify barriers.

Growth Impact

Accelerates revenue growth by reducing open sales territories and connecting leaders with qualified Outside Sales Professionals.
Improves sales hiring quality through targeted sourcing and screening aligned with performance expectations and market requirements.
Supports scalable growth through repeatable sourcing strategies, qualified talent pipelines, and accurate, compliant hiring execution.
Strengthens team capacity by supporting additional requisitions when needed while sustaining focus on outside sales recruiting.

Capabilities & Strengths

Proactive sourcing ability with the persistence and creativity to engage passive outside sales candidates and build pipelines across multiple markets.
Strong interviewing and assessment skills to evaluate prospecting experience, sales results, territory management, motivation, and alignment with commission-based roles.
Clear, persuasive communication that accurately presents the opportunity, compensation structure, performance expectations, and hiring process.
Strong organization, attention to detail, and follow-through while managing multiple requisitions, candidate stages, and competing deadlines.
Collaborative partnership with sales leaders, hiring managers, HR, and recruiter peers; adapts to changing needs and supports other requisitions as assigned.
Uses recruiting data and candidate feedback to identify pipeline gaps, improve sourcing strategies, and escalate hiring barriers promptly.

Requirements

Required Qualifications

At least 2 years of recruiting or talent acquisition experience, including proactive sourcing and screening for sales or other high-volume, performance-driven roles.
Experience managing candidates through the recruitment process, including screening, interview coordination, offers, and pre-employment requirements.
Ability to assess outside sales candidates against role requirements, including prospecting, quota attainment, territory development, and relevant licensing requirements.
Proficiency with Paylocity Recruiting and Onboarding, LinkedIn sourcing, Boolean searches, and Microsoft Office tools.
Experience using an applicant tracking system, job boards, professional networking platforms, and direct outreach to maintain accurate records and develop candidate pipelines. Paylocity preferred.
Strong written and verbal communication, sound judgment, discretion with confidential information, and consistent attention to detail.
Ability to manage requisitions across multiple locations, prioritize outside sales hiring, and provide support for other openings as business needs require.
High school diploma or equivalent required; relevant recruiting experience and demonstrated results are essential.

Preferred Qualifications

Experience recruiting Outside Sales Professionals in pest control, pool services, or another home services or route-based business.
Experience sourcing commission-based sales talent and licensed pest control sales candidates in competitive markets.
Experience supporting a multi-brand, multi-state organization with recurring hiring needs and changing requisition volumes.
Bachelor’s degree in Human Resources, Business, or a related field; recruiting or HR certification is a plus.

Notice Regarding the Use of Artificial Intelligence in Application Review

Notice of AI Use in Job Application Review

As part of our commitment in creating a fair, efficient, and consistent hiring process we may use artificial intelligence (AI) to help our recruiting teams organize, summarize, and analyze information provided by candidates, including resumes, application responses, and other materials submitted during the application process.AI may be used to identify patterns, highlight relevant skills, and experience, and assist in comparing a candidate’s qualifications with the requirement of a specific role. These tools are to improve efficiency and consistency while supporting more informed hiring decisions, which will ultimately be made by the hiring team.

Open roles (1)