Internal Recruiter

Internal Recruitment Lead (Growth into Head of Internal Recruitment)

Details

• Salary R30,000 - R40,000 + Discretionary bonus
• Fully remote working with the opportunity to build an offshore team in SA
• Clear growth roadmap from recruiter to Head of Recruitment

Own and professionalise end‑to‑end recruitment for the sales organisation, delivering consistent, high‑quality hiring while working as a true partner to the Group Sales Director and Sales Managers.

The role is operational at its core and focused on daily recruitment and talent pipeline management for the sales org. in the business. You'll work closely with the sales director and head of commercial insights, with a clear development plan toward Head of Internal Recruitment , where you'll have a broader strategic overview of recruitment processes, data, and candidate metrics (Churn, retention, etc.).

This role suits a strong recruiter with internal or RPO experience who wants to grow into a Head of Internal Recruitment, learning from senior leaders in the business and leading recruitment across the business in the near future.

This role exists to:

• Increase candidate quality and retention
• Remove recruitment burden from sales leadership
• Build a scalable system that works even with high churn

Core Responsibilities

• Recruitment Process & Infrastructure

  • Bring structure, consistency, and predictability to hiring.
  • Create clear hiring stages, scorecards, and decision criteria.
  • Implement and manage ATS / CRM (if not already in place).
  • Standardise interview frameworks for entry‑level sales roles.
  • Ensure compliance, documentation, and reporting are tight.

• High‑Volume Candidate Generation (circa 25‑30 hires per year)

  • This is critical given entry‑level churn.
  • Build multiple candidate pipelines (job boards, referrals, universities, events, social, agencies where needed).
  • Ensure a constant flow of candidates, not reactive hiring.
  • Own employer branding for sales roles.
  • Test and optimise sourcing channels based on performance data.
  • Build talent pools for future hiring needs.

• Stakeholder Partnership (This Is Key)

  • They must operate as part of the sales leadership team.
  • Work day‑to‑day with the Group Sales Director.
  • Partner with Sales Managers to understand:
    • What “good” looks like.
    • Performance vs attrition patterns.
    • Hiring forecasts.
  • Coach managers on interviewing and selection.
  • Challenge hiring decisions when standards aren’t met.

• Quality, Retention & Performance Feedback Loop

  • Not just filling roles — improving outcomes.
  • Track and report on:
    • Time to hire.
    • Cost per hire.
    • Performance of new hires.
  • Analyse why hires succeed or fail.
  • Adjust sourcing and selection accordingly.
  • Feed insights back into sales training and onboarding.

What “Good” Looks Like (KPIs)

You’ll want this role measured on:

• Time to hire (especially for entry‑level roles)
• Interview‑to‑offer and offer‑to‑start ratios
• 90‑day retention of new hires

Must‑haves

• Proven experience in high‑volume recruitment, ideally sales or call‑centre style environments
• Strong process and systems mindset
• Comfortable working with data and reporting
• Confident influencing senior stakeholders
• Hands‑on — not just strategic

Nice‑to‑haves

• Experience hiring entry‑level or graduate sales talent
• Built recruitment functions from scratch or scaled them
• Exposure to employer branding or campus recruitment

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