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Luxury Presence

Sales Recruiter

Austin, TX · On-site

Always be building the bench. Quality and Retention * Increase retention and promotion rates by ... meaningful time recruiting SDRs, AEs, or other high-velocity sales roles. * Track record of ...

Clients Blackbox, Inc.

Recruiter

$65/hr

You'll source, screen, and shortlist candidates across marketing, sales, creative, and operations ... Building and maintaining a bench of pre-qualified candidates * Tracking and reporting on time-to ...

Clients Blackbox, Inc.

Senior Recruiter Remote

Austin, TX · On-site +1

$65/hr

You'll source, screen, and shortlist candidates across marketing, sales, creative, and operations ... Building and maintaining a bench of pre-qualified candidates * Tracking and reporting on time-to ...

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As of Jul 14, 2026, the average yearly pay for bench sales recruiter in the United States is $59,903.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,000.00 and $70,000.00 per year, depending on experience, location, and employer.

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As a Bench Sales Recruiter, your daily responsibilities often include identifying available IT consultants ('bench candidates'), marketing them to potential clients or partner companies, and negotiating contract terms. You'll source job requirements from clients or account managers, submit appropriate candidate profiles, and coordinate interviews or onboarding processes. Additionally, maintaining up-to-date records in applicant tracking systems, building relationships with vendor partners, and staying informed about industry trends are key parts of the job. This dynamic workflow requires multitasking and a proactive approach to meet client and consultant needs efficiently.

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To thrive as a Bench Sales Recruiter, you need in-depth knowledge of IT recruitment, strong networking abilities, and a good understanding of the U.S. staffing market, often supported by a bachelor's degree. Familiarity with applicant tracking systems (ATS), job boards, and database tools is essential, and experience with vendor management systems (VMS) is a plus. Excellent communication, negotiation, and relationship-building skills set top recruiters apart in this field. These competencies ensure effective candidate placement, foster client satisfaction, and drive the overall success of the recruiting organization.

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Sales Recruiter

Sales Recruiter

Luxury Presence

Austin, TX • On-site

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

Luxury Presence is building the AI growth platform for real estate. Backed by Bessemer Venture Partners and other top investors, we're a Series C company that has hit $100M in annual recurring revenue. More than 90,000 real estate professionals, including over 30% of the WSJ Real Trends top 100 agents in the United States, use us to run and grow their business.

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.

Location: Austin, TX - Hybrid (3 days/week)

Join us in shaping the future of real estate
 
The real estate industry is in the midst of a seismic shift, and the future belongs to those who break new ground. As one of the fastest-growing companies in the proptech and marketing sectors, Luxury Presence challenges the status quo of what technology can do for real estate agents, leaders, and brokerages.
 
We're a team of agile and tenacious innovators working collaboratively to drive the industry forward. Together, we build game-changing products that empower modern real estate entrepreneurs to dominate their markets. From award-winning web design to agile SEO solutions to cutting-edge AI tools, we deliver tech that anticipates market shifts and keeps our clients ahead of their competition.
 
Founded in 2016 by Stanford Business School alum Malte Kramer, Luxury Presence has grown to a global team ranked on the Inc. 5000 fastest-growing companies list three years in a row. We're backed by world-class investors, including Bessemer Venture Partners, NextEquity Partners, Toba Capital, and Switch Ventures, and have raised $89 million to date.
 
More than 18,000 real estate businesses rely on our platform, including 30% of the Wall Street Journal RealTrends top agents and teams. Additionally, many of the industry's most powerful brokerages rely on Luxury Presence as a trusted business partner.
 
Every year since 2020, Luxury Presence has ranked on BuiltIn's Best Place to Work lists. HousingWire named our founder and CEO a 2024 Tech Trendsetter, we've received several Tech100 Awards, and we just scored an Inman Innovation Award for Best AI-Powered Platform.
 
Luxury Presence is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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