IGN is a place where driven professionals come to build meaningful careers in a vital and evolving industry. We foster a values-based culture that emphasizes collaboration, continuous learning, and personal growth. With structured development programs, clear advancement opportunities, and a strong commitment to internal talent, IGN empowers its team members to thrive and make a lasting impact.

What do we offer? Competitive & Unique Compensation Structures – Designed to reward performance and support long-term career growth. Growth Opportunities – Clear paths for advancement and internal promotions. Benefits Active Day One – Enjoy full health and wellness coverage from your first day. Award-Winning Employer – Recognized as a Top Insurance Employer four years in a row. Supportive Culture – A values-driven workplace that prioritizes collaboration and respect. Mentorship & Leadership Training – Structured development for those with leadership aspirations. Education Support – Licensing, training, and course grants to help you grow professionally. Industry Stability – Be part of an essential and resilient sector with long-term demand. Modern Work Environment – Tools, tech, and flexibility to help you do your best work.

ROLE DESCRIPTION

The Talent Acquisition Specialist owns the end-to-end recruiting engine for all sales roles across the Insurance Growth Network. Reporting to the VP People, this role keeps a continuous, high-quality candidate pipeline flowing to support the network’s aggressive branch-growth and expansion goals — rather than starting and stopping with each vacancy.

The Specialist proactively generates candidates through both warm channels (referrals, internal talent, past applicants, industry network) and cold outreach (LinkedIn, targeted sourcing, cold-call lists, direct mail), then guides each candidate through discovery, assessment, business-plan, and interview stages in partnership with branch presidents and leadership. Success in this role is measured first and foremost by the volume and quality of qualified candidates entering the funnel.

KEY RESPONSIBILITIES

Candidate Generation — Warm & Cold Leads Proactively source and generate a steady flow of qualified sales candidates using both warm channels (employee/branch referrals, past applicants, internal talent, industry relationships) and cold channels (LinkedIn Recruiter/Sales Navigator, targeted sourcing, purchased cold-call lists, and direct-mail campaigns). Build and nurture a talent-pool “always-on” pipeline so qualified candidates are ready before roles open, keeping recruiting continuous rather than reactive.

Full-Cycle Recruiting Manage the complete recruiting lifecycle — screening, discovery calls, personality/assessment tools, business-plan workbook coordination, interviews, references, and offers — for BDR, Producer, Senior Producer, and Account Manager roles. Partner with branch presidents and the VP People & Growth to confirm role requirements, coordinate interview stages, and move candidates smoothly through each step.

Pipeline & Funnel Management Maintain accurate, up-to-date candidate records and hiring-team assignments in HUMI, Salesforce, and Asana, ensuring every candidate’s stage and next step is clearly tracked. Track time-in-funnel per phase and proactively follow up so no candidate stalls or goes cold.

Candidate Experience & Employer Brand Deliver a professional, responsive, on-brand experience at every touchpoint, positioning IGN as an employer of choice. Maintain and update job postings, candidate communications, and recruiting templates to reflect current role requirements and messaging.

Recruiting Data & Reporting Maintain recruiting metrics and pipeline reporting, providing regular updates to the VP People & Growth on candidate volume, funnel health, and time-to-fill against the network hiring plan. Surface trends and bottlenecks, recommending improvements to sourcing channels and the recruiting process.

Team Support Attend department L10’s weekly. Be familiar with and follow company policies and procedures as established (Employee Handbook, policies, and procedures, etc.) Attending and participating in staff meetings and other company functions. Demonstrate good leadership qualities with a positive attitude and ability to motivate others. Other related duties as required.

KEY PERFORMANCE INDICATORS (KPI)

The primary KPI for this role measures the Specialist’s core mandate — consistently feeding the funnel with qualified candidates from both warm and cold sources:

Qualified Candidates Generated (Warm & Cold) : # of qualified candidates entering the funnel each month who pass initial screening and meet the sales-role profile — tracked by source (warm vs. cold). Target: ≥ 8–10 qualified candidates / month, with a healthy warm-to-cold mix (e.g., ≥ 40% from warm sources)

Additional measurables: time-to-fill against the network hiring plan

KNOWLEDGE, EXPERIENCE, & SKILLS

5+ years of recruiting, talent acquisition, or sales/business-development experience; agency or high-volume sales recruiting an asset. Demonstrated sourcing ability across both warm (referral/network) and cold (LinkedIn, outbound) channels. Comfort with recruiting/CRM tools (HUMI, Salesforce, LinkedIn Recruiter, Asana) and applicant tracking. Excellent relationship-building and communication skills; able to represent the IGN employer brand professionally. Highly organized and self-directed, able to manage many candidates across multiple branches and stages simultaneously. Insurance or financial-services industry familiarity an asset; a proactive, goal-oriented “hunter” mindset preferred

This job operates in a professional office environment. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.