Talent Acquisition Specialist

NOCD

. Own the recruitment engine for the field sales team .

Posted 10/8/2026full-timeChicago • Illinois • United StatesJuniorMid-Level💰 $85,000 - $100,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in full-cycle recruiting with a focus on sales talent acquisition, utilizing advanced sourcing techniques and modern ATS tools to optimize candidate pipelines and enhance the hiring process.

Highest-signal resume keywords

Full-Cycle Recruiting ExperienceHigh-Volume HiringLinkedIn Recruiter ProficiencyApplicant Tracking System (ATS) ExperienceSales Recruiting Expertise

ATS Keywords

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Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Talent AcquisitionCandidate SourcingInterviewingCandidate AssessmentRecruiting Metrics TrackingCold Outreach CampaignsBehavioral ScreeningNegotiation SkillsInterview Scorecard DevelopmentPipeline Management

Soft Skills

Excellent Communication SkillsGoal-Driven AttitudeCreative Problem SolvingCollaboration with LeadershipResilience

Tools & Technologies

LinkedIn RecruiterIndeedApplicant Tracking Systems (ATS)CRM Recruitment ToolsBoolean Search

Industry Keywords

Sales Talent AcquisitionGo-to-Market TeamsStartup ExperienceCandidate ExperienceCommercial Hiring

Tech Stack

Tools & technologies

About the role

Key responsibilities & impact

Own the recruitment engine for the field sales team
Manage the end-to-end talent acquisition lifecycle for Sales and Go-to-Market non-clinical teams
Source passive candidates using LinkedIn Recruiter, Indeed, cold outreach, employee referrals, and creative sourcing channels
Conduct daily high-volume phone screens and initial interviews
Assess sales acumen, communication skills, culture fit, and candidate suitability
Manage candidates through multi-step interview processes using the ATS
Schedule interviews, track candidate flow, and meet monthly hiring goals
Coordinate interview logistics, extend verbal offers, negotiate offer terms, and manage candidate experience through onboarding
Craft cold email and LinkedIn messaging campaigns
Map regional sales talent across target territories and build future talent pools
Track sourcing response rates, screen-to-interview ratios, time-to-hire, and other recruiting metrics
Partner with Sales Leadership and Co-Founders on job requirements, candidate profiles, and salary expectations
Develop interview scorecards, screening questions, and evaluation guides
Streamline interview workflows, reduce time-to-fill, and optimize ATS stage tracking

Requirements

What you’ll need

2–5 years of full-cycle recruiting experience, with a heavy focus on sales recruiting, commercial hiring, or agency recruitment
Proven track record in high-volume, high-velocity hiring environments where high daily phone screens and candidate pipeline activity are required
Advanced hands-on experience using LinkedIn Recruiter, Indeed, Boolean search, cold outreach campaigns, and creative sourcing channels to build passive candidate pipelines
Strong ability to quickly qualify, screen, and align junior or early-career sales candidates against behavioral and culture-fit criteria
Resilient, goal-driven attitude with a track record of finding creative solutions to hit hiring targets in competitive candidate markets
Excellent communication skills with the ability to partner closely with Sales Leadership, run calibration sessions, and deliver pipeline updates
Hands-on experience with modern Applicant Tracking Systems (ATS), e.g. Rippling and UKG, and CRM recruitment tools
Previous startup experience is a plus

Benefits

Comp & perks

Comprehensive benefits package, including medical, dental, vision coverage, and 401(k) match
11 observed company holidays a year
PTO based on an accrual system
Engaging startup environment with an outstanding mission-driven team atmosphere
Downtown Chicago office with an on-site gym and commuter benefits
12 weeks of fully paid parental leave for the primary caregiver, for qualifying full-time employees
6 weeks of fully paid parental leave for the secondary caregiver, for qualifying full-time employees
Annual performance-based incentives tied to individual achievement and company-wide goals
Ability to shape talent acquisition practices from the ground up
Exposure to executive leadership and strategic workforce planning
Collaborative, nimble team that values ideas, data, and action