Sales Recruiter

Our Glassdoor reviews are fantastic (3.3/5 on 311 reviews), our CEO’s approval rating is 71%, and 65% of our reviewers would recommend working here. Our Indeed ratings have consistently improved as we’ve been expanding our teams (3.5/5 on 85 reviews) and we now have over 14K followers on LinkedIn.

***Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa.

Job Summary: 

The Sales Recruiter leads candidate talent discovery and selection for all Mid-Market Sales Development Representative (SDR) positions. This role drives high-volume proactive sourcing strategies to build a robust candidate pipeline while strictly executing end-to-end recruitment and evaluation processes. In close partnership with Sales Leadership and Talent Acquisition, the role oversees structured interview frameworks, assesses organizational and performance fit, and makes hiring decisions to build a high-performing, high-retention sales team.

• Proactive Candidate Sourcing: Actively drives high-volume sourcing efforts across external databases, networks, and recruitment channels to identify, attract, and engage top-tier Mid-Market SDR candidates.
• Process Execution & Selection: Executes end-to-end structured recruitment and selection processes for all Mid-Market SDR open roles, ensuring consistent evaluation standards and full process compliance from initial screen through candidate selection.
• Fit Evaluation & Hiring Decisions: Conducts rigorous behavioral assessments and interviews to evaluate candidate skills, experience, and profile alignment, holding authority to make decisive hiring decisions.
• Strategic Collaboration & Benchmarking: Partners directly with Talent Acquisition and Inside Sales Management to ensure continuous alignment between sourcing practices, profile benchmarks, and the evolving needs of the SDR organization.
• Sourcing Strategy Optimization: Recommends and implements enhancements to sourcing channels and candidate profile benchmarks based on turnover analytics and sales performance metrics.
• Process Measurement & Reporting: Tracks, analyzes, and regularly reports on sourcing metrics, conversion rates, and interview efficiency to optimize the overall recruitment pipeline.
• Lifecycle Integration & Onboarding: Manages new hire orientation and onboarding communications, and conducts exit interviews for resigning SDRs to gather strategic insights that refine future sourcing
  and interviewing practices

•    2-5 years of experience conducting behavioral based phone interviews, preferably for high-volume, evergreen, sales roles  
•    Experience in interviewing techniques and ways to overcome interviewing biases ensuring diverse top talent.
•    Ability to use different questioning techniques to solicit complete responses from candidates.
•    Ability to partner cross functionally and builds solid relationships to drive changes resulting in improvement outcomes.
•    Ability to analyze data, see trends, and translate those trends into action items.
•    Comfort with ambiguity, ability to act without having the whole picture using sound judgment and strong decision-making skills.  
•    Passionate about business results and quality, with a strong sense of accountability, metrics and ownership.
•    Strategic thinker with the ability to grasp the tactical details.
•    Strong verbal and written communication skills, is dynamic, and can capture a group’s interest and maintain it as well as the ability to facilitate meetings with diverse and sometimes conflicting points of view.
•    Ability to manage multiple projects, multi-task and effectively prioritize conflicting assignments with minimal supervision.
•    Ability to influence and collaborate at all levels and across all functions of the organization.
•    Proven ability to organize/manage multiple priorities coupled with the flexibility to quickly adapt to ever changing business needs.
•    Strong analytical and problem solving.  Solid decision making in a timely manner.

• Reports To:   Director, Talent and Performance
• Direct Reports:  None
• Interacts with: Candidates, Sales Coaches, Sr. Director of Inside Sales, Employees

• Bachelor’s degree preferred or equivalent experience

• Trust: Have confidence in our team. Have integrity in your actions  
• Be Humble: Stay grounded. Seek feedback. Be curious.
• Be Passionate: Love what you do. Love what we do.
• Embrace Challenge:  See obstacles as opportunities to learn and grow. 
• Be Accountable: Take ownership. Be reliable. Be proactive. 
• Care Personally About Each Other: Show compassion, empathy and open-mindedness

We are excited to consider talented individuals from across the country. However, please note that we currently do not support candidates residing in the following states: Alaska (AK) / Delaware (DE) / Hawaii (HI) / Kansas (KS) / Louisiana (LA) / Maine (ME) / Montana (MT) / Nebraska (NE) / Nevada (NV) / New Mexico (NM) / North Dakota (ND) / South Dakota (SD) / Vermont (VT) / Wyoming (WY) / Puerto Rico (PR)

We thank all candidates for their interest in RoadRunner, but we cannot respond to everyone personally. Only those selected for an interview will be contacted. We look forward to reviewing your application! 

RoadRunner is an affirmative action and equal opportunity employer and is committed to the full inclusion of all qualified individuals. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. It is the policy of RoadRunner that qualified individuals with disabilities are not discriminated against because of their disabilities regarding job application procedures, hiring, and other terms and conditions of employment. It is further the policy of RoadRunner to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. RoadRunner is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship.