Recruiter

📋 Description

• • Own the full-cycle recruiting process for Jeeves’ rapidly growing São Paulo hub, partnering with hiring managers across Product, Engineering, Finance, Sales, and Operations to fill 30–50 requisitions per quarter across Brazil, Mexico, Colombia, and additional LATAM markets.
• • Architect and execute advanced sourcing strategies that leverage Boolean strings, LinkedIn Recruiter, GitHub, Stack Overflow, Twitter, WhatsApp groups, local tech communities, and employee-referral campaigns to build diverse pipelines of top-tier talent in under 48 hours for each open role.
• • Design and deliver an industry-leading candidate experience: from the very first touchpoint through offer signature and day-one onboarding, you will craft personalized outreach, schedule seamless interview loops, host engaging hiring-manager briefs, and run white-glove onboarding sessions that achieve ≥ 90 % candidate-satisfaction scores.
• • Serve as the primary talent-advisor to VPs and Directors, translating quarterly OKRs into headcount plans, advising on org design, leveling, compensation bands, and employer-brand messaging that resonate in each LATAM market while remaining consistent with Jeeves’ global culture.
• • Drive data-driven recruiting excellence by owning Lever dashboards, maintaining 100 % data integrity, publishing weekly funnel metrics (time-to-fill, pass-through rates, offer-accept, diversity mix), and presenting actionable insights to the ELT that influence budget, process, and tooling decisions.
• • Champion Jeeves’ employer brand across São Paulo’s fintech ecosystem: host meet-ups, speak at universities, partner with local accelerators, and co-create social-media campaigns (Instagram, TikTok, LinkedIn Live) that position Jeeves as the #1 startup destination for mission-driven builders.
• • Lead or contribute to Global People Operations initiatives such as ATS optimization, interview-guides standardization, relocation and visa playbooks, onboarding automation, and cross-border compensation benchmarking, ensuring every process scales gracefully from 400 to 1,000 employees.
• • Mentor junior recruiters and coordinators by running weekly sourcing jams, mock-interview clinics, and negotiation workshops, fostering a culture of continuous learning that elevates the entire talent-acquisition function.
• • Collaborate closely with Finance, Legal, and Mobility teams to manage offer approvals, stock-option grants, background checks, and work-authorization cases, ensuring 100 % compliance with Brazilian CLT, Mexican LFT, Colombian labor codes, and GDPR.
• • Iterate at lightning speed—when priorities shift overnight because a Series D round just closed or a new market launches, you will calmly re-prioritize reqs, re-allocate sourcing hours, and communicate transparently with stakeholders while protecting candidate experience.