Sales Recruiter

Why This Role Matters

Our sales floor is the engine of the business. The pace is fast, the bar is high, and the people on it are the difference between hitting $100M ARR and blowing past it. We are scaling our SDR and AE teams in Austin and Phoenix, and we need a recruiter who owns sales hiring as their own business.

This is not a req-jockey role. You will run the sales hiring engine end to end. You will build the personas, the messaging, the pipeline, the in-market channels, and the assessment process that gets us 5 to 8 strong hires every month, sustained. You will be on the floor with our sales managers, calibrating the bar in real time, and you will push them to make sharp, confident decisions.

If you love sales, love finding people who win, and want your work to show up directly in revenue, this is the seat.

What You'll Own

Pipeline and Sourcing

• Build and sustain a candidate pipeline that yields 5 to 8 sales hires per month, with at least 50% sourced.

• Run 20+ candidate screens per week. Treat the calendar as the leading indicator.

• Use LinkedIn, Juicebox, and creative sourcing tools to find sellers who don't surface through inbound. Write outreach that earns high response rates.

Assessment

• Quickly and qualitatively assess candidates for grit, consistency, communication, and coachability — the traits of a seller who can run a one-call close in our motion.

• Identify the signal that doesn't show up on a resume or LinkedIn.

• Drive hiring managers to decide. Hold the line on quality and push the team to move forward when the signal is there.

Sales Hiring Brand and Collateral

• Stand up SDR and AE hiring personas that codify what good looks like at Luxury Presence.

• Build candidate-facing collateral that attracts the right talent and helps the wrong talent self-select out.

• Position our sales seats around what actually makes them great: the product, the market, the comp upside, the team.

In-Person Hiring in Austin

• Own the in-person hiring strategy in ATX. Build local sourcing channels, university partnerships, trade show presence, and on-site interview days.

• Be visibly in the market. Coffees, events, meetups, campus visits. Always be building the bench.

Quality and Retention

• Increase retention and promotion rates by raising the bar at the top of the funnel.

• Partner with sales leadership on post-hire ramp signals so we close the loop between assessment and outcomes.

What We're Looking For

Experience

• 5+ years of full-cycle recruiting experience, with meaningful time recruiting SDRs, AEs, or other high-velocity sales roles.

• Track record of sustaining high-volume sales pipelines and hitting monthly hire targets.

• Strong sourcing chops with LinkedIn Recruiter, Juicebox, and other modern tools.

• Experience designing or refining sales hiring processes, including assessment loops that predict on-the-floor performance.

Attributes

• Relentless executor. You run your calendar like a sales rep runs theirs.

• Extreme owner. You take sales hiring as your full scope and report on it like a P&L.

• High bar for talent. You have a specific point of view on what makes a great seller and will hold the line.

• Marketer at heart. You can write, position, and merchandise a seat well enough to make the right candidates lean in.

• Builder of long-term channels. You think past the current month and invest in universities, events, and relationships.

• Sales-floor energy. You want to sit with managers and reps, not behind a wall in HR.