Recruiter (Sales & Ops)

About Addi

We are a leading financial platform, building the future of payments, shopping, and banking—a world where consumers and merchants can transact effortlessly, grow together and where we create abundance and generate pride in them. Today, we serve over 2 million customers and partner with more than 20,000 merchants, making Addi Colombia’s fastest-growing marketplace.

We provide banking solutions (deposits, payments, unsecured credit) and commerce services (e-commerce, marketing) using state-of-the-art technology, bridging the financial gap for millions and redefining how people experience financial freedom.

As the country’s leading Buy Now, Pay Later provider, we have secured regulatory approval to operate as a bank, unlocking even greater opportunities for our customers. In the past year, we have also achieved profitability, reinforcing the strength of our business model and our ability to scale sustainably.

Our mission has earned the trust of world-class investors, including Andreessen Horowitz, Architect Capital, GIC, Goldman Sachs, Greycroft, Monashees, Notable Capital, Quona Capital, Union Square Ventures, Victory Park Capital, and more, who back our vision for the future. With their support, we are not just growing—we are transforming Latin America’s financial ecosystem and shaping the next generation to shop, pay, and bank in Colombia.

But what truly sets us apart is how we build. We are a conscious company, driven by deep experience in scaling technology, services and products, and we live by our values every day.

About the Role

This is where you come in. Below, you’ll find what this role is all about—the impact you’ll drive, the challenges you’ll tackle, and what it takes to thrive at Addi. If you’re ready to be part of something big, keep reading.

What’s the mission you’ll drive

Drive Addi's growth in Colombia by owning a high-velocity, end-to-end recruiting engine for high-volume business and operations roles, partnering directly with leaders across commercial and operational areas to turn workforce needs into timely, high-quality hires at scale

What you will do

Own the end-to-end high-volume recruiting portfolio in Sales, Operations and related roles, consistently delivering hires across those teams by running dedicated, cohort-based hiring plans per area, sustained every month and related roles while maintaining agreed quality standards.

Meet the SLA’s for at least 90% of assigned requisitions, with clear weekly forecasts, early escalation of risks, and no critical role left without an active sourcing and conversion plan.

Build repeatable high-volume hiring funnels that achieve agreed conversion targets at each stage, using cohort campaigns, referrals, databases, events, partnerships, and direct sourcing to maintain sufficient qualified pipeline ahead of demand.

Improve funnel efficiency quarter over quarter by identifying and resolving the main bottlenecks in speed, attendance, assessment, offer acceptance, and early attrition; maintain reliable ATS data and share actionable insights with business leaders.

Establish trusted partnerships with Sales and Operations leaders, translating headcount plans, seasonality, productivity goals, and profile requirements into practical hiring strategies and achieving strong stakeholder satisfaction.

Protect quality and candidate experience at scale through structured assessments, timely communication, and consistent decision criteria; monitor offer acceptance, new-hire quality, and early retention with the business.

What we’re looking for

Proven high-volume business recruiting experience — Must-have

4+ years of full-cycle recruiting experience, including demonstrated ownership of high-volume processes for commercial or operational roles such as Sales, KAM, Hunters, Field Sales, Collections, Customer Experience, Fraud, or similar profiles.

Evidence of delivering against recurring monthly hiring goals and managing multiple cohorts or requisitions simultaneously in a fast-paced environment.

Technical recruiting experience would be good; strong understanding of frontline commercial and operational talent markets is more relevant.

Demonstrates strong business acumen and workforce planning understanding

Understands how hiring demand connects to commercial targets, capacity, productivity, attrition, seasonality, and geographic coverage.

Can translate a business forecast into hiring volumes, funnel requirements, timelines, sourcing plans, and clear trade-offs.

Communicates with leaders in business terms—not only recruiting metrics—and proactively recommends solutions when the original request is unrealistic or incomplete.

Track record of designing and running high-volume funnels

Can design simple, fast, and repeatable selection processes that preserve quality while handling significant candidate volume.

Uses multiple attraction channels, including referrals, databases, job boards, social media, events, partnerships, direct sourcing, and re-engagement campaigns.

Knows how to manage cohorts, candidate attendance, rapid screening, structured assessments, offer conversion, and backup pipelines.

Operates with strong process discipline and excellence

Runs an organized recruiting operation with accurate ATS data, clear ownership, dependable follow-up, and no candidates or stakeholders left without communication.

Creates playbooks, templates, dashboards, and automation that improve speed and consistency without adding unnecessary complexity.

Anticipates bottlenecks and adjusts capacity or process design before hiring targets are at risk.

Uses data to diagnose problems and drive decisions

Uses funnel conversion, time-to-fill, time-in-stage, attendance, offer acceptance, source effectiveness, cost, early attrition, and quality-of-hire indicators to diagnose problems and drive action.

Can turn data into a clear story, isolate root causes, run experiments, and measure whether interventions improve outcomes.

Builds trust and influence with senior business stakeholders

Builds trust with Sales and Operations leaders through reliable delivery, direct communication, and a strong understanding of their priorities.

Moves beyond order-taking: aligns on scorecards, challenges assumptions constructively, sets realistic expectations, and holds interview teams accountable for timely decisions.

Protects candidate experience at scale

Delivers clear, respectful, and timely communication throughout high-volume processes, regardless of outcome.

Balances speed with fairness and consistency, using structured evaluation criteria to reduce bias and protect Addi’s employer brand.

Demonstrates adaptability and ownership in a fast-changing environment

Thrives in an environment with changing priorities and fluctuating demand, reallocating effort quickly without losing control of the funnel.

Takes ownership of outcomes, learns from misses, and builds practical solutions rather than waiting for perfect processes.

Additional capabilities, Nice-to-have

Experience recruiting across multiple Colombian cities or for distributed frontline teams.

Experience with process automation, AI-assisted recruiting workflows, or high-volume assessment platforms.