Role Description In this role, you will be responsible for owning and driving complex technical hiring processes end-to-end, with a strong focus on impact, quality, and scalability. You will work closely with leadership and stakeholders to shape hiring strategies, optimize processes, and ensure an outstanding candidate and hiring manager experience. - Developing and executing creative, scalable, and data-informed sourcing strategies to build high-performing talent pipelines. - Building hiring plans and job descriptions aligned with business priorities, role complexity, and long-term team needs. - Owning recruiting processes end-to-end, from intake to offer, ensuring high quality, speed, and strong candidate experience. - Partnering closely with hiring managers and leadership to challenge assumptions, clarify needs, and improve decision-making. - Continuously identifying opportunities to improve recruiting processes, tools, and ways of working to increase efficiency, quality, and impact. - Using data and funnel metrics to identify bottlenecks, prioritize efforts, and influence stakeholders with evidence-based insights. - Managing complex stakeholder relationships and keeping partners aligned on status, risks, and trade-offs. Qualifications - A strong track record of recruiting for complex Engineering roles, including Management, Front-end, Back-end, Full-stack, and Data positions. - Demonstrated ability to use data and metrics to inform strategy, identify bottlenecks, and improve hiring outcomes. - A critical and analytical mindset, with the ability to connect information, question assumptions, and make well-reasoned decisions. - A natural inclination to improve processes — you notice inefficiencies and proactively propose and implement smarter, more scalable ways of working. - Strong stakeholder management skills, with the ability to build trusted relationships and navigate complex or ambiguous situations. - High standards for structured hiring processes, assessment quality, documentation, and candidate experience. - A strong sense of ownership and accountability, with a track record of going beyond expectations to deliver results. - Excellent communication skills, both verbal and written, with the ability to adapt your message to different audiences (candidates, peers, leaders, executives). - Fluency in Portuguese and English. Benefits - Annual profit-sharing program - Health, dental, and life insurance with national coverage provided by VTEX - Annual budget for professional development - Language development incentive program (English, Spanish, Portuguese) - Flexible meal allowance - Extended parental leaves - Child-care assistance - Flexible work schedule and remote-first culture - Financial assistance to build your work-from-home setup - Wellness program - Free shipping on 1000+ VTEX stores

Role Description Saratech is seeking a mid-level Technical Recruiter to support ongoing hiring efforts across engineering, manufacturing, and technical roles. This position will begin as a temp to hire role for a 90-day period, with the opportunity to transition into a full-time salaried position based on performance and business needs. - This is a hands-on, execution-focused role working closely with internal teams and partnering directly with a central point of contact to drive candidate sourcing, coordinate interviews, and support recruiting efforts across multiple open roles. - This role will have a primary internal contact for day-to-day direction, coordination, and support. - Source and identify candidates for engineering and technical roles (aerospace, mechanical, systems, manufacturing, etc.) - Review resumes and screen candidates for alignment with role requirements. - Coordinate and schedule interviews with candidates and internal hiring managers. - Maintain consistent communication with candidates throughout the process. - Track candidate pipeline, status, and activity across open roles. - Support hiring managers with candidate summaries and coordination. - Assist in managing multiple open requisitions simultaneously. - Ensure smooth and professional candidate experience. Qualifications - 5+ years of experience in recruiting (technical or engineering roles preferred) - Experience with direct sourcing (not just coordination or scheduling) - Familiarity with engineering or technical roles - Strong organizational and communication skills - Ability to manage multiple priorities in a fast-paced environment - Comfortable working in a lean, hands-on team environment Requirements - Experience recruiting in aerospace, defense, or manufacturing environments - Exposure to full-cycle recruiting - Experience working directly with hiring managers - Familiarity with applicant tracking systems and sourcing platforms - Ability to quickly understand technical job requirements and candidate profiles Benefits - Paid Sick time: All full-time and part-time employees will receive 40 sick hours per year or minimum sick time required by the state.

• Effectively identify, attract, and engage top Software Engineering candidates through creative sourcing strategies and talent mapping. • Source and maintain a large, high-quality pipeline across high-priority Software Engineer roles, balancing volume and specialization. • Partner with Zip’s founders, Head of Engineering, and senior leadership to define hiring needs, ideal candidate profiles, and go-to-market recruiting strategies. • Serve as a trusted advisor to hiring managers by providing market insights, competitive intelligence, and data-driven recommendations. • Screen, vet, and guide candidates throughout the interview and hiring process while keeping candidate experience top of mind. • Partner cross-functionally with Engineering, Marketing, Operations, and People teams to drive alignment and land successful hires. • Lead compensation conversations and offer negotiations, including startup equity packages. • Track recruiting metrics and performance to continuously optimize processes, improve conversion rates, and scale hiring effectively. • Build and maintain strong relationships with candidates, hiring managers, and senior leadership to influence decision-making and hiring outcomes.

• Effectively identify and attract Software Engineering, Product & Design candidates • Source a large pipeline of high quality candidates across evergreen or high priority roles • Engage exceptional technical candidates, engage and vet them, and manage interviewing and hiring processes, keeping candidate experience top of mind • Partner with Zip’s leaders to define hiring needs and ideal candidate profiles • Partner closely with cross-functional team members to land successful • Track recruiting metrics and performance to continuously improve Zip's recruiting processes