Sales & Marketing Executive (Entry to Mid-Level) – Talent Reverse Marketing - JOBID607

Job Title: Sales & Marketing Executive (Entry to Mid-Level) – Talent Reverse Marketing

Experience Level: 1–3 Years

Industry: Staffing / Recruiting / Talent Marketing

Employment Type: Full-Time

About Us:

We’re a high-performance talent solutions agency driven by results and precision hiring. Our goal is to not just fill roles—but to build relationships, champion elite talent, and amplify their value to the right employers. Our model includes curating standout candidate categories such as "Elite 10" and "Strivers," and we’re looking for someone who can take these profiles to market in a dynamic, compelling way.

Role Overview:

We’re hiring a Sales & Marketing Executive who thrives in a hybrid role that blends outbound sales strategy with sharp marketing instincts. Your primary function will be to reverse market approved and pre-vetted candidate profiles to suitable employers, helping top-tier talent land their ideal roles through targeted campaigns, storytelling, and multi-channel outreach.

This is not a bench recruiter role. We’re not looking for someone who relies solely on internal databases or mass emails to push profiles. Instead, you’ll use a creative, proactive, and external-facing approach to drive demand and close opportunities.

Responsibilities:

• Proactively market approved candidate profiles (Elite 10, Strivers, etc.) to relevant employers/hiring managers.
• Create tailored marketing outreach strategies for candidate profiles using LinkedIn, email, social platforms, industry forums, and more.
• Craft compelling candidate value propositions, one-pagers, and pitch decks.
• Engage decision-makers via outbound efforts (calls, LinkedIn InMails, campaigns, etc.)
• Track and optimize conversion data: engagement rates, leads generated, meetings scheduled, offers closed.
• Collaborate with recruiters and sourcing teams to understand candidate strengths and target industries.
• Represent our agency’s brand with professionalism and an understanding of market positioning.
• Suggest improvements for sales collateral, messaging, and channels to increase response rates.

Requirements:

• 1–3 years of sales or marketing experience, ideally in staffing, recruitment, or an agency environment.
• Experience in outbound B2B selling, candidate marketing, or recruitment advertising.
• Excellent communication and storytelling skills (written and verbal).
• Understanding of how to position a candidate's value to different stakeholders.
• Hands-on experience with LinkedIn, CRM tools, email outreach platforms, and marketing channels.
• Creative mindset with a bias for action and measurable results.
• Must be self-motivated and able to work independently in a remote setup.

Bonus if you have:

• Knowledge of niche markets or technical recruiting.
• Experience building campaign assets (email templates, landing pages, visual one-pagers).
• Exposure to recruitment marketing, personal branding, or talent advocacy.

Compensation:

Competitive salary + performance incentives + growth opportunities

(Exact compensation discussed during interview based on experience and fit)

To Apply:

Along with your resume, please include a short summary answering this:

“How would you go about marketing and selling our candidate profiles to employers? What media and messaging approach would you take?”

Example Candidate Application Summary – “How I Would Sell”:

“To market Elite 10 or Striver candidates, I would build targeted mini-campaigns around each profile or group. I’d create a branded one-pager for each candidate, highlighting their unique strengths, wins, and ROI potential.

Using LinkedIn Sales Navigator, I’d identify hiring managers or decision-makers in companies that fit the candidate’s industry or skill alignment. Then, I’d run outbound sequences that include a mix of personalized InMails, emails, and follow-ups—with hooks like: ‘Your next unicorn hire is available now.’

For harder-to-reach prospects, I’d use content-led approaches—like short-form LinkedIn posts or candidate spotlight features that can be amplified through the agency’s page or my own network.

I’d test different subject lines, storytelling formats, and calls-to-action to increase engagement, while tracking open/reply rates and refining as I go. My goal would be to position each candidate not as a profile, but as a solution to a company’s growth needs.”