Field Sales Recruiter

Company Background

Aquaria’s mission is to safeguard and unlock a sustainable future for clean water.

Aquaria has created proprietary technology that harvests clean water from the air for entire communities. We envision a future where Aquaria can sustainably supply entire cities with energy from the sun and water from the air.

Disruptions to clean water access are among the main ways we suffer from the effects of climate change, and access to clean water remains one of the most pressing global challenges. Today, more than 2 billion people lack access to safely managed drinking water services, and this problem is worsening.

Aquaria is backed by top Silicon Valley investors, including Softbank Mistletoe, Soma Capital, Bow Capital, Ciri Ventures, HF0, and former House Majority Leader Dick Gephardt. Aquaria was part of the 2023 Fast Co. World Changing Company of the Year award in multiple categories.

Position Overview

Aquaria is hiring an Internal Recruiter, Field Sales to build and scale our door-to-door and showroom / inside field teams. You’ll own the full recruiting funnel—from kickoff and sourcing to offers and day-one readiness—for high-velocity, high-standards sales hires. This role blends hands-on sourcing with process design : you’ll find resilient, coachable closers and canvassers; tighten pass-through rates at every stage; and partner closely with Sales Leadership and Ops to launch new markets on schedule. If you love building pipelines, moving fast, and measuring everything, this is for you.

Key Responsibilities

• Intake & Role Definition — Run structured kickoffs with Sales Leadership; clarify headcount plans, territories, comp, and success profiles (behaviors, activity metrics, culture).
• Sourcing Engine — Build multichannel pipelines (LinkedIn, Indeed / ZipRecruiter, Facebook groups, Craigslist, community orgs, trade schools, veteran networks, referrals); create geo-targeted campaigns for new market launches.
• Screen & Assess — Conduct high-volume phone screens to evaluate grit, reliability, communication, territory fit, schedule flexibility, and coachability; use structured scorecards.
• Candidate Experience — Orchestrate fast, respectful loops (speed-to-screen SLAs in hours, not days); coordinate ride-alongs / auditions and hiring days to compress time-to-offer.
• Hiring Manager Enablement — Prep interview kits, rubrics, and work samples; train interviewers on bias mitigation and consistent leveling.
• Offers & Close — Present comp plans (1099 / W-2 as applicable), expectations, and ramp; negotiate and secure acceptances with tight follow-up.
• Pre-Onboarding Logistics — Coordinate background / MVR / drug screens where required; collect documents; schedule orientation with Sales Ops and Training (“Aquaria University”).
• Metrics & Reporting — Track and improve funnel KPIs : applicants→screen rate, screen→onsite / ride-along, offer rate, acceptance %, time-to-fill, show rate on day 1, 30 / 60 / 90-day retention and productivity.
• Employer Brand — Partner with Marketing to refresh job ads, videos, and testimonials; localize messaging by market while staying on-brand.
• Cross-Functional Coordination — Work with Sales Ops for territory assignments, equipment needs, and start-class scheduling; align with Finance / HR on classification and pay setup.
• Compliance — Ensure EEO, consent / opt-out, and classification (1099 vs W-2) practices meet federal / state requirements; maintain consistent documentation.

Requirements

Must-Haves

Nice-to-Haves