Role Description We’re hiring a LATAM-based recruiter to own hiring across the region. This role is fully accountable for sourcing, evaluating, and closing candidates for US-facing roles while optimizing for speed, quality, and cost. You’ll operate as the primary recruiter for LATAM talent, working directly with US-based hiring managers in a fast-paced, US driven environment. Key Responsibilities - Full-Cycle Recruitment - Own the end-to-end hiring process: intake → sourcing → screening → interviews → offer → onboarding coordination. - Partner with hiring managers to define role requirements and success profiles. - Sourcing & Pipeline Building - Source candidates via Computrabajo, Encuentra24, Opcionempleo, LinkedIn, and other high-performing LATAM channels. - Build and maintain strong pipelines for recurring roles (sales, technical support, project coordinator, admin, etc.). - Proactively engage passive candidates through direct outreach — not just job postings. - Screening & Interviewing - Conduct structured interviews in English for all candidates. - Evaluate candidates for role fit, communication skills, and alignment with the role. - Calibrate candidates against compensation and role expectations. - Advance only candidates who meet the defined hiring bar — no padding the pipeline. - Stakeholder Management - Work closely with US-based hiring managers; provide regular pipeline updates and market feedback. - Serve as internal subject matter expert on LATAM talent markets and compensation benchmarks. - Onboarding Support - Coordinate with HR and admin teams to ensure smooth documentation and onboarding for new contractors. - Reporting & Optimization - Track and report key metrics: time-to-fill, source effectiveness, pipeline conversion, offer acceptance rate. - Continuously improve sourcing channels and hiring processes based on data. - Compliance Awareness - Stay informed on local labor practices and contractor norms across LATAM hiring markets. Qualifications - 3+ years of recruiting experience supporting US-based companies or clients. - Proven track record of hiring across LATAM markets. Requirements - Strong sourcing and headhunting capability — not just job posting. - Experience managing 5–10 open roles simultaneously. - Hands-on experience with ATS platforms and sourcing tools (LinkedIn Recruiter, job boards). - Must be comfortable using Hubstaff for time tracking and productivity monitoring. - Must have your own desktop or laptop. - Business-level English fluency required (spoken and written). - Must be able to communicate clearly with LATAM candidates and US-based hiring managers. - Deep understanding of LATAM talent markets, compensation norms, and candidate behavior by country. - Familiarity with top job boards and sourcing channels across Mexico, Honduras, and the broader LATAM region. - Strong communication and stakeholder management across cultures. - High ownership and accountability — self-directed with minimal supervision. - Ability to operate independently and thrive in a fully remote, async-friendly environment. Benefits - Salary: $1,000–$1,600 USD - Independent Contractor - Remote – LATAM - Company Events - Paid Training - Opportunities for Promotion - Recognition and Rewards

• Own end-to-end tech recruitment processes • Use AI-powered tools to match candidates and manage insights • Collaborate with Business Managers to align on client needs • Actively source talent and prepare strong candidate presentations • Manage multiple recruitment processes across tech stacks

• Source and engage candidates through LinkedIn, job boards, and tech communities • Screen resumes and conduct initial candidate assessments • Manage candidate outreach and follow-ups • Collaborate with recruiters and account managers throughout the hiring process • Build and maintain talent pipelines for international positions

• Develop and implement talent sourcing strategies to identify and attract top talent for open positions in the company; • Use a variety of sourcing techniques to identify potential candidates, including online job boards, social media platforms, professional networking sites, and employee referrals; • Build and maintain relationships with potential candidates and maintain a pipeline of talent for future hiring needs; • Manage the recruitment process for open positions, including posting job advertisements, reviewing resumes, and scheduling interviews; • Stay up-to-date with industry trends and developments in talent sourcing, and use this knowledge to improve and innovate the talent acquisition process; • Support of recruiters, team leads and business stakeholders with any tasks/researches related to TA activities.