Salary: $1,800–$2,000 USD/month
Location: Mexico City, Mexico | Hybrid
Office Requirement: 2 days per week in the office
Payment: Bi-weekly base payments
Schedule: Monday–Friday, 10:00 AM–7:00 PM ET | 1-hour lunch
️ PTO: 10 days/year | Accrual basis
Holidays: U.S. holidays off
Health Insurance: ~$100/month health insurance bonus
Employment Type: Contractor
Our client is a growing software production and technology company focused on turning emerging technologies, including AI, into measurable business results. The company works across a diverse range of projects and industries and is committed to building high-performing teams through accountability, transparency, empathy, and a strong bias toward action.
As the company continues to grow, they are looking for a Senior Recruiter who can take ownership of recruiting across both technical and non-technical functions.
We’re looking for an experienced Senior Recruiter to own and drive full-cycle recruiting across a technology-focused organization and its growing real estate and property operations business.
This is a highly hands-on role for someone who enjoys variety and can confidently move between very different searches. You’ll primarily recruit for technical positions such as software engineering, DevOps, data, product, and other technology roles, while also supporting non-technical and real estate-related hiring across corporate and property operations teams.
Beyond sourcing and recruiting, you’ll conduct behavioral and cultural interviews and partner closely with hiring managers and leadership to identify candidates who are not only qualified but also aligned with the organization’s values and way of working.
This is not a recruiting coordinator role. We’re looking for someone who can independently manage searches, challenge requirements when needed, evaluate candidate quality, and take ownership of getting positions filled.
Own recruiting processes from hiring intake through offer acceptance and hire.
Partner with hiring managers to understand the business need behind each position.
Create and refine job descriptions and candidate profiles.
Source, screen, interview, and evaluate candidates.
Coordinate candidates through technical, behavioral, leadership, and client interview stages.
Maintain consistent and transparent communication with candidates.
Support offer management, compensation discussions, and candidate closing.
Keep recruiting pipelines and ATS records accurate and up to date.
You’ll recruit technical talent across positions such as:
Software Engineers
Backend Engineers
Frontend Engineers
Full-Stack Engineers
DevOps / Platform / SRE Engineers
Data Engineers
QA / Automation Engineers
Engineering Leaders
Product and other technology professionals
You don’t need to be an engineer, but you should have enough technical knowledge to understand different technologies, engineering disciplines, seniority levels, and technical environments.
You’ll work closely with technical leadership to identify strong candidates and continuously improve how technical talent is evaluated.
You’ll also support hiring across a growing real estate and property operations organization. Searches may include:
Some positions may be remote, while others may require candidates to be located in specific markets.
You’ll need to adapt your sourcing and evaluation strategy based on the role, industry, and candidate profile.
You’ll play an important role in helping the organization build strong teams and maintain its culture.
You will:
Conduct structured behavioral and cultural interviews.
Evaluate communication, ownership, accountability, adaptability, and collaboration.
Go beyond rehearsed answers to understand how candidates actually operate.
Assess alignment with company values.
Identify potential risks or concerns and communicate them clearly.
Provide structured hiring recommendations.
Help improve interview questions, scorecards, and evaluation criteria.
Strong judgment is essential. You should be comfortable recommending not to hire a technically qualified candidate when the overall fit isn’t right.
Proactively source candidates through LinkedIn, recruiting platforms, referrals, communities, and direct outreach.
Build pipelines for difficult-to-fill and recurring positions.
Develop creative sourcing strategies when traditional approaches aren't producing results.
Build relationships with high-potential candidates for future opportunities.
Identify new sourcing channels, tools, and recruiting strategies.
Help reduce reliance on external recruiting agencies.
Maintain accurate candidate records and recruiting pipelines.
Track recruiting performance and identify bottlenecks.
Establish consistent recruiting processes across different business areas.
Improve interview scorecards, candidate evaluation frameworks, and hiring workflows.
Work with leadership to prioritize searches based on business needs.
Provide clear visibility into pipeline health and recruiting progress.
Continuously improve the candidate experience from application through onboarding.
5+ years of recruiting experience, ideally in a full-cycle recruiting role.
Strong experience recruiting software engineers and other technical professionals.
Demonstrated experience sourcing passive candidates.
Experience managing multiple open positions and pipelines simultaneously.
Experience conducting behavioral, cultural, or competency-based interviews.
Strong interviewing and candidate evaluation skills.
Excellent written and verbal communication.
Experience partnering directly with hiring managers and senior leadership.
Experience using ATS platforms and modern recruiting tools.
Comfort using recruiting data and metrics to improve hiring outcomes.
Experience recruiting across different geographies is a plus.
Experience recruiting for real estate, property management, operations, finance, or related industries is a plus.
Experience recruiting for both remote and location-specific positions is a plus.
Strong Ownership
You take responsibility for getting positions filled rather than simply moving candidates through a process.
Excellent Judgment
You can distinguish between someone who interviews well and someone who is genuinely a strong hire.
Bias Toward Action
When a pipeline isn’t working, you proactively find another approach rather than waiting for more candidates to appear.
Strong Communication
Candidates and hiring managers always know where things stand.
Adaptability
You can move from recruiting a senior backend engineer one day to a property operations professional the next.
Organization
You can manage multiple positions and candidates without letting important details fall through the cracks.
Curiosity
You want to understand the technologies, businesses, teams, and roles you recruit for.
️ Empathy
You treat candidates with respect and professionalism regardless of whether they are ultimately hired.
Comfort With Ambiguity
You can take an imperfectly defined hiring need and work with leadership to turn it into a successful search.
Success in this role isn’t measured simply by the number of interviews scheduled. It’s about consistently bringing high-quality talent into the organization.
You’ll be successful when:
Hiring managers trust your judgment.
Candidates have a professional, transparent experience.
Strong candidates move efficiently through the process.
Weak candidates are identified early.
Recruiting pipelines remain healthy and organized.
Difficult positions don’t remain open simply because traditional sourcing channels didn’t work.
Leadership has clear visibility into hiring progress and challenges.
Recruiting processes become stronger and more scalable over time.
This is an opportunity to join a growing organization where you’ll have meaningful ownership over recruiting and the opportunity to influence how teams are built.
If you enjoy finding exceptional people, understanding what motivates them, navigating different types of searches, and taking pride in building strong teams, we’d love to meet you.
Apply through Latino Legends and tell us why you’re the right person to help our client build exceptional teams.
