Find & Apply For Talent / Sports Agent Jobs in Prosper, Texas

Seeking a talented Recruiter to join our team in Prosper, Texas. In this role, you will own the full life cycle of recruiting for our independent contractor positions—from sourcing and screening candidates to extending offers, contracting, onboarding, and training. If you are an organized, driven recruiter who thrives in a fast-paced environment and enjoys building strong candidate pipelines, we'd love to hear from you. Read This Before You Apply This is a full-cycle sourcing and closing role. Your entire job is to find, pitch, and contract independent financial advisors, field sales producers, and licensed agents who affiliate with us as 1099 independent contractors — not as employees. The people you recruit run their own books of business and control their own schedules. Recruiting them has far more in common with commission sales than with corporate talent acquisition. You will run our job boards and own our ATS, and you will work inbound applicants fast — those are real parts of the job, not afterthoughts. But they are the floor, not the ceiling. The advisors and producers worth contracting are almost never the ones applying to ads, which means the majority of your pipeline has to come from outreach you generate yourself. This is not an HR job. There is no benefits administration, no employee relations, no payroll, no compliance filing for staff, and no office management attached to this position. You will not support an HR department, and this is not a path into one. What You'll Actually Do Hunt. Build target lists of licensed advisors, producers, and agents and go get them —calls, text, email, LinkedIn, referrals, industry events, competitor mapping, and public license and registration data. Run the inbound side well. Own our job board postings and our ATS, respond to applicants same-day, and keep records and activity clean and current — then go generate the rest of the pipeline yourself, because inbound alone will not fill this role. Pitch the opportunity like a salesperson: contractor economics, commission structure, book ownership, independence, and the support behind it — and handle every objection that comes with each of those. Screen against real production criteria — licensing and registration status, and whether the candidate can genuinely operate as an independent contractor. Own the process end to end, from first cold touch through signed independent contractor agreement to a producing advisor, including the persistent follow-up most recruiters abandon. Keep a live pipeline, not a stale list. Every candidate has a defined next step and a date on the calendar. Test and prune your channels — industry job boards, trade publications, professional associations, social platforms, and referral programs. Drop anything that does not produce contracted advisors. Track and report your own numbers: outreach, conversations, qualified submissions, contracts signed, and advisors who reach production. Keep every step of sourcing, screening, and selection consistent with company policy and applicable licensing and regulatory requirements. Maintain the opportunity ads, role criteria, and recruiting messaging in partnership with your manager. What You Must Have Three or more years of full-cycle recruiting in which you sourced candidates rather than only screening them, with a documented record of outbound-sourced hires or contracts. Direct experience recruiting 1099 independent contractors, commission-only producers, or licensed agents. Be prepared to name the population, the volume, and the results. Financial services, insurance, or another licensed commission-sales environment — or the demonstrated ability to speak credibly about licensing (Series 6, 7, 65, 66, state life and health) and advisor compensation structures. The ability to sell. You are the first and often the deciding impression of this opportunity. Strong written and verbal communication, and follow-through that does not require reminders. You run your own calendar and your own pipeline. Hands-on ownership of an ATS and job board postings — writing and placing ads, managing spend and channels, and working an applicant queue quickly — combined with the willingness to hunt well beyond it. We need both, not one or the other. Working proficiency with an ATS or CRM and Microsoft Office, and the discipline to log activity accurately every day. Please Do Not Apply If Your background is limited to HR generalist, HR coordinator, benefits, payroll, or office administration. You have only recruited W-2 employees into corporate or salaried roles. How You Will Be Measured Weekly outbound activity — dials, live conversations, and new sourced candidates Qualified candidates advanced per week Independent contractor agreements signed per month Contracted advisors who reach production What We Offer We offer a competitive compensation and benefits package, including: Flat-rate base pay plus incentive compensation for successful hiring outcomes. Medical, dental, and vision insurance. 401(k) retirement plan. Paid time off (PTO). Paid holidays.

Pay:

$45,000.00 - $65,000.00 per year

Benefits:

401(k) Dental insurance Health insurance Life insurance Paid time off Vision insurance

Work Location:

In person