Senior Full-Cycle Recruiter

MexicoRemoteContractsenior

RecruiterPeople

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Quick Summary

Overview

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Full-Cycle Recruiter based in Mexico.

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RecruiterPeople

This is a high-ownership recruiting role focused on finding exceptional talent for a growing U.S.-based home-services organization.
You’ll own the entire recruitment lifecycle, from proactive sourcing and screening through interviews, assessments, offers, and follow-up.
Rather than relying on application volume, you’ll focus on identifying a small number of high-quality candidates who are likely to succeed and stay long term.
The role covers a diverse range of positions, including skilled trades, field and inside sales, customer service, dispatch, installation, and operations.
You’ll need to go beyond traditional recruiting platforms, using communities, referrals, social media, competitor research, and creative sourcing strategies to reach hard-to-find talent.
Working remotely from Mexico, you’ll develop a strong understanding of the local U.S. talent market and partner directly with hiring managers.
This is an ideal opportunity for a resourceful, self-directed recruiter who enjoys building pipelines from scratch and taking full ownership of hiring outcomes.

Own the full recruitment lifecycle from initial sourcing and outreach through screening, interviewing, assessments, offer coordination, and candidate follow-up.
Proactively source candidates rather than relying primarily on incoming applications.
Build and maintain talent pipelines for difficult-to-fill positions across skilled trades, sales, customer service, dispatch, installation, and operations.
Partner directly with hiring managers to understand role requirements, candidate profiles, and hiring priorities.
Conduct candidate screening and interviews while assessing skills, experience, motivation, and long-term fit.
Manage candidate assessments, communication, follow-up, and progression throughout the recruitment process.
Use a wide range of sourcing channels, including LinkedIn Recruiter, Boolean search, job boards, Facebook groups, trade communities, social media, referral networks, competitor research, and direct outreach.
Research and understand the U.S. local talent market to identify where qualified candidates are most likely to be found.
Experiment with creative sourcing channels and continuously improve outbound recruiting strategies.
Keep the ATS accurate, organized, and up to date throughout the recruitment lifecycle.
Focus on quality of hire and long-term retention rather than simply maximizing the number of hires.
Take full ownership of recruiting outcomes and proactively identify solutions when qualified candidates are not applying.

Requirements

~2 min read

3+ years of full-cycle recruiting experience with ownership across sourcing, screening, interviewing, and hiring.
Experience recruiting for U.S.-based companies or clients.
Strong outbound sourcing experience, particularly for passive and hard-to-reach candidates.
Hands-on experience with LinkedIn Recruiter, Boolean search, job boards, ATS platforms, and other recruiting tools.
Proven ability to source candidates through Facebook, social communities, referral networks, or other nontraditional channels.
Excellent spoken and written English, with strong communication skills for working with U.S.-based candidates and hiring managers.
Highly resourceful and comfortable finding creative ways to reach qualified talent.
Fast-moving, organized, and highly self-directed, with the ability to manage the recruitment process without close supervision.
Strong candidate assessment and interviewing skills, with a focus on identifying long-term potential rather than simply matching resumes to job descriptions.
Ability to learn and understand a local U.S. labor market while working remotely from another country.
Experience recruiting for plumbing, HVAC, electrical, construction, skilled trades, field sales, or other sales roles is a strong advantage.
Comfortable working in a recruiting-focused role rather than a broader HR position, with no responsibility for employee relations, compliance, or disciplinary processes.
Willingness to take a proactive approach and directly pursue qualified candidates when traditional applicant channels do not produce strong results.