Talent Acquisition Manager (Latam)

About the Role

We are looking for a high-level LATAM Talent Acquisition Manager based in Mexico to help build and scale our recruiting infrastructure across Latin America.

This is not a traditional recruiter or HR role. We are looking for someone who understands how to build recruiting pipelines, create scalable sourcing systems, improve hiring workflows, and consistently deliver top-tier remote talent for U.S.-based businesses.

You will play a key role in helping us scale our talent acquisition operations by developing sourcing channels, building strategic recruiting partnerships, improving candidate quality, and helping architect a more efficient recruiting process.

The ideal candidate is highly proactive, operationally minded, metrics-driven, and experienced in remote staffing, outsourcing, BPO, nearshore staffing, or high-volume recruiting environments.

This is a fully remote role with significant ownership and growth potential.

Responsibilities

• Build and manage recruiting pipelines across LATAM for remote positions supporting U.S.-based companies

• Develop sourcing strategies for roles including:

  • Sales Representatives

  • Appointment Setters

  • Customer Support

  • Executive Assistants

  • Virtual Assistants

  • Marketing Support

  • Operations and Admin roles

• Create and maintain partnerships with recruiting agencies, universities, talent communities, referral networks, and sourcing channels throughout LATAM

• Drive outbound sourcing initiatives through LinkedIn, job boards, Facebook groups, WhatsApp communities, referrals, and other recruiting channels

• Improve recruiting workflows, screening processes, candidate quality, and hiring efficiency

• Review candidate applications, resumes, intro videos, and assessments

• Conduct interviews and candidate evaluations

• Help implement scalable recruiting systems, automation, and operational improvements

• Track recruiting metrics including:

  • Time-to-fill

  • Candidate quality

  • Interview show rates

  • Client interview pass rates

  • Retention metrics

• Collaborate closely with operations and leadership teams on hiring priorities and workforce planning

• Help define and improve recruiting standards across the organization

• Potentially lead or coordinate recruiting support/admin staff as the department scales

Requirements

• 3+ years of experience in talent acquisition, recruiting, staffing, or outsourcing environments

• Strong experience recruiting for remote roles and/or U.S.-based clients

• Experience building recruiting pipelines and sourcing systems at scale

• Strong outbound sourcing experience

• Experience using LinkedIn Recruiter, ATS platforms, job boards, and sourcing tools

• Excellent English communication skills, both written and verbal

• Strong organizational and operational thinking skills

• Ability to work independently in a fast-paced startup environment

• Experience recruiting within LATAM markets

• Familiarity with compensation expectations and hiring trends across LATAM

Preferred Qualifications

• Experience working in remote staffing, BPO, outsourcing, nearshore staffing, or SDR agency environments

• Existing recruiting networks within Mexico and broader LATAM regions

• Experience building recruiting partnerships and referral pipelines

• Experience improving recruiting operations or implementing automation

• Metrics-driven approach to hiring and recruiting performance

• Leadership or team management experience is a plus

What Success Looks Like

• Strong and consistent pipeline generation

• Faster hiring turnaround times

• Improved candidate quality and retention

• Reliable recruiting systems and workflows

• High-performing talent pools across key roles

• Ability to scale recruiting operations efficiently as the company grows

Work Schedule

• Fully remote

• Must have availability overlapping with U.S. business hours

• Flexibility may be required depending on recruiting priorities and interview schedules

Compensation

Compensation will depend on experience, recruiting background, and overall fit for the role. Performance incentives may be offered based on hiring outcomes and recruiting performance.