Recruiter (English Fluency Required)

Requirements

Three or more years recruiting experience, with at least one year in high volume hiring. Twenty or more placements per year, not five.

Direct experience hiring sales, SDR, or call center agents. If you have hired for a BPO or staffed US accounts, that is the strongest possible fit.

Fluent written and spoken English. You will be interviewing candidates in English and assessing their fluency, so yours has to be better than theirs.

Proven sourcing ability outside of job boards. Tell us the channels you actually use.

Comfortable running four to five interviews a day and holding a standard under pressure when a hiring manager wants to move faster.

Reliable internet, quiet workspace, and availability with meaningful overlap to US Eastern time.

Based in Latin America.

Nice to have

Experience recruiting for US companies or agencies.

Familiarity with ATS tools and building a hiring process from scratch.

Background in sales yourself before moving into recruiting.

Experience with contractor onboarding and international payment compliance.

Sourcing

Review resumes and recorded video samples against our caller scorecard. You apply the standard, the founder sets it.

Run four to five live screens per day. English fluency, US account outbound experience, tenure history, schedule fit, home office and connectivity.

Coordinate final mock call interviews with the founder. Reference check every candidate who reaches offer stage.

Pipeline and bench

Maintain three pre-screened candidates warm at all times. This is the main deliverable, not just filling open seats.

Own time to fill against a 30 day target and report it weekly. Track conversion by source so we can cut channels that are not producing.

Offers and onboarding handoff

Extend offers within pre-approved compensation bands.

Collect signed contractor agreement, W-8BEN, and verified payment details before any start date. This is a hard gate with no exceptions.

Hand off to onboarding with a complete candidate record. Run 30 and 60 day check-ins and flag attrition risk early.

Offers and onboarding handoff

Extend offers within pre-approved compensation bands.

Collect signed contractor agreement, W-8BEN, and verified payment details before any start date. This is a hard gate with no exceptions.

Hand off to onboarding with a complete candidate record. Run 30 and 60 day check-ins and flag attrition risk early.

Desirable skills

Experience recruiting for US companies or agencies, especially where you owned the relationship with the hiring manager directly

Background in sales or as an SDR before moving into recruiting. You will screen better if you have done the job

Experience building a hiring process from scratch rather than inheriting one

Familiarity with ATS tools, or comfort standing one up

Experience with international contractor onboarding, W-8BEN collection, and payment platforms like Wise or Deel

Experience hiring inside a BPO or staffing US-based accounts

Portuguese in addition to English and Spanish, if we open Brazil

Conditions

$1,400 to $2,000 USD per month base, depending on experience and trial performance

Performance bonus of $300 USD per hire, paid at each hire's 60 day mark. Tiered above three hires per month

At target hiring volume, total monthly compensation lands between $2,600 and $3,200 USD

Quarterly bonus tied to average time to fill

Paid monthly via Wise or Deel

90 day performance review with salary increase on the table

Full time exclusive engagement, not a side project

Fully remote, work from anywhere in Latin America

Required overlap with US Eastern time, 9am to 1pm EST minimum

Direct work with the founder, no layers in between

You own the recruiting function. You build the process, you are not handed one

Clear growth path to Head of Talent as the team scales

Paid five day trial at $300 USD before any offer, so you can evaluate us too