• Own full-cycle recruiting for software engineering roles across all levels — sourcing, screening, coordinating, and closing candidates. • Partner closely with engineering managers and founders to develop a deep understanding of technical requirements, team culture, and hiring bar for each role. • Build and maintain a robust pipeline of qualified engineering candidates through proactive outbound sourcing, referrals, and community engagement. • Craft compelling, tailored outreach that resonates with technical talent and clearly communicates our mission and engineering culture. • Drive a structured, consistent interview process — define evaluation criteria, train interviewers, and ensure a high-quality candidate experience from first contact to offer. • Manage and negotiate competitive offers with a strong understanding of compensation benchmarks in the current market. • Track recruiting metrics — pipeline health, time-to-fill, source effectiveness — and use data to continuously improve funnel performance. • Help shape and evolve recruiting processes, tooling, and employer branding as the company scales.

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.