Talent Acquisition Specialist

About The Role

We’re looking for a tenacious, high-energy Talent Acquisition Specialist to own the recruitment engine for our field sales team. You will focus exclusively on sourcing and hiring top-tier Territory Managers who sell directly to behavioral health practitioners and psychiatrists.

This high-volume role demands creative sourcing strategies, rapid candidate qualification, and an exceptional ability to assess fit for associate sales profiles. If you have an unshakeable positive attitude, love moving candidates through the pipeline at speed, and consistently find creative ways to hit targets in an agile environment, this is the position for you.

What You'll Do

High-Volume Field Sales Recruitment

• Full-Cycle Recruiting: Manage the end-to-end talent acquisition lifecycle for Sales and Go-to-Market for our non-clinical teams.
• Proactive Candidate Sourcing: Utilize LinkedIn Recruiter, Indeed, cold outreach, employee referrals, and creative sourcing channels to build a strong pipeline of passive candidates.
• Phone Screening & Qualification: Conduct daily high-volume phone screens and initial interviews to qualify talent, assessing sales acumen, communication skills, and culture fit.
• Pipeline & Funnel Management: Manage candidates through a multi-step interview process, leveraging our Applicant Tracking System (ATS) to schedule interviews, track candidate flow, and meet monthly hiring goals.
• Offer Management & Closing: Coordinate interview logistics, extend verbal job offers, negotiate offer terms, and manage the candidate experience from first touch through onboarding.

Sourcing Strategy & Pipeline Architecture

• Sourcing Campaigns & Outbound Messaging: Craft high-converting cold email and LinkedIn message campaigns to engage active and passive job seekers.
• Talent Mapping & Networking: Map out regional sales talent across target territories to create talent pools and pipelines for future requisitions.
• Recruiting Metrics & Analytics: Track key recruiting metrics—such as sourcing response rates, screen-to-interview ratios, and time-to-hire—to improve sourcing strategies.

Interview Frameworks & Process Optimization

• Hiring Manager Collaboration: Partner with Sales Leadership and Co-Founders to align on job requirements, candidate profiles, and salary expectations.
• Structured Interviewing & Rubrics: Develop interview scorecards, screening questions, and evaluation guides to ensure consistent candidate assessments.
• Recruiting Process Improvement: Streamline interview workflows, reduce time-to-fill, and optimize ATS stage tracking for a seamless candidate journey.

Qualifications & Experiences

Required:

• 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.
• A 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, UKG) and CRM recruitment tools.

Preferred:

• Previous Startup experience a plus

What You'll Love About This Role

• Ability to shape talent acquisition practices from the ground up
• Exposure to executive leadership and strategic workforce planning
• A collaborative, nimble team that values ideas, data, and action

What We Offer

• 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
• Noto provides 12 weeks of fully paid parental leave for the primary caregiver, and 6 weeks of fully paid leave for the secondary caregiver, for qualifying full-time employees.

Pay Transparency

The expected pay range for this position is $85,000 to $100,000. Actual pay will be based on the individual’s qualifications and experience. This role is also eligible for annual performance-based incentives tied to individual achievement and company-wide goals.