Recruiter (English Fluency Required)

Qualifications and requirements 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.

Job functions 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 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