Overview Full Potential Solutions (FPS) is a performance-based technology services firm headquartered in Boston, MA with operations across 19 locations in 11 countries that puts culture and our 6,000 employees first. We employ the best people, processes and proprietary technology available to deliver omnichannel solutions for our clients and provide fulfilling careers for our employees. Our mission is to create an environment within which our people THRIVE! We invest in our people and put culture first because we believe that happy, fulfilled teams can achieve great things. FPS offers a competitive suite of employee benefits, including a lucrative compensation program; medical, dental and vision benefits; and the opportunity for accelerated career growth for high-potential individuals in our fast-growing company. We are committed to creating a culture where our people can succeed and reach their full potential, because we believe that if you put people first, we can drive excellence for our clients. Our Core Values: Integrity - Do what’s right for everyone: clients, shareholders, partners & colleagues. TEAM is more important than self. Create an atmosphere of mutual respect. Excellence - Deliver exceptional client results, reward and recognize performance, and maintain a relentless pursuit of improvement. Accountability - Act like an owner. Take pride in our work. Measure results (your own and our clients). Be passionate. Grace - Respect and appreciate differences. Care for one another. Be humble. Make work personal. Our Mission: To create conditions within which people can thrive! Our Core Values: Integrity - Do what’s right for everyone: clients, shareholders, partners, and colleagues. TEAM is more important than self to create an atmosphere of mutual respect. Excellence - Deliver exceptional client results, reward and recognize performance, and be in a relentless pursuit for improvement. Make your work and your goals personal. Accountability - Act like an owner. Take pride in your work. Grace - Respect and appreciate differences. Care for one another and embrace humility. Our Mission: To create conditions wherein people can thrive! As the Sales Recruitment Leader, you will oversee the complete recruitment process for a specialized sales program. Your responsibilities include leveraging a range of sourcing strategies, sharing industry insights and best practices with recruiters and hiring teams, and offering expertise on talent and market trends. Your primary objective is to lead the team in securing top sales professionals who meet or exceed the minimum sales performance targets. Responsibilities Leadership: Lead a team of sales recruiters responsible for agent and non-agent hiring within a sales program. Establish performance expectations, monitor metrics, and drive the team to achieve or surpass recruitment targets. Offer continuous training and growth opportunities to enhance the skills and capabilities of the sales recruitment team. Sourcing Strategy: Customize sourcing strategies to focus on demographics, industries, or skill sets that match the sales team's requirements. Stay updated on industry trends, competitor hiring methods, and market changes to attract B2B industry professionals. Utilize online platforms and networking opportunities to engage with prospective candidates. Recruitment Strategy: Create and execute sales targeted selection strategies that align with business goals and sales objectives. Continuously assess and improve the recruitment strategy by gathering feedback from the recruitment team, hiring managers,stakeholders and candidates. Collaborate with Workforce Management (WFM) and Operations (Ops) to determine headcount requirements and develop strategic planning initiatives. Profile Analysis: Generate monthly/quarterly profile analyses and present findings to stakeholders to improve sourcing and recruitment strategies. Stakeholder Collaboration and Immersion: Work closely with the operations and training teams to grasp team dynamics, culture, and talent needs. Participate in operations Weekly Business Reviews (WBR) and/or Quarterly Business Reviews (QBR) to grasp program challenges and achievements. Attend program product-specific training to deepen understanding of the program. Reporting: Develop and maintain leadership dashboards showcasing crucial recruitment metrics and outcomes, including operational Key Performance Indicators (KPIs), program sales targets, and candidate experience feedback results. Cost Per Hire Management: Efficiently oversee the cost per hire budget, strategically and tactically allocating resources to optimize the effectiveness of recruitment efforts. Qualifications Minimum of ten (10) years of relevant experience, with a minimum of five (5) years in targeted sourcing of sales professionals With a proven track record in sourcing and screening outbound sales candidates. Successfully delivered and worked in recruiting for an outbound sales program with a minimum headcount of 50 FTEs (and above) Experience in a headhunting firm is a requirement Proficient in sourcing techniques and tools, such as use of boolean searches, social media, talent mining and online networking Ability to work confidently with senior leaders, providing on-the-ground insights to align with strategic priorities Excellent verbal and written communication skills to effectively present complex topics to diverse audiences and build lasting relationships with internal teams, external partners, and candidates Strong organizational and analytical skills, adept at using data to facilitate discussions, propose changes and recommend solutions Hands-on experience with Applicant Tracking Systems (ATS) Demonstrated resilience and positive conflict management skills Meticulous attention to detail Proficient in project management Available to work onsite and during night shifts