Senior Recruiter (Tech & Non-tech)

The Recruiter exists to drive the end-to-end recruitment lifecycle for Omilia's Sales and Commercial teams across the LATAM and US regions. This role is responsible for identifying, attracting, and securing high-caliber sales talent to fuel regional growth, acting as a strategic partner to LATAM and US Leadership and ensuring that hiring velocity and quality directly support Omilia's commercial objectives in the region.

• Own the full recruitment funnel for technical and non-technical roles in LATAM/US — from sourcing through offer acceptance — independently and with measurable outcomes.
• Ensure compliance with local labor market regulations and cultural hiring practices across LATAM countries and US
• Drive down Time-to-Hire for critical commercial positions while maintaining Quality-of-Hire standards to minimize early attrition.
• Serve as a trusted strategic partner to LATAM and US Leadership, providing market intelligence, salary benchmarking data, and candidate experience best practices.
• Maintain the integrity of recruitment data in the ATS and produce reliable weekly KPI reporting (funnel conversion rates, pipeline health, sourcing channel effectiveness).
• Uphold and strengthen Omilia's employer brand in the LATAM and US market through every candidate interaction and regional career event participation.

• →Proactively source passive candidates via LinkedIn Recruiter, regional job boards, and professional networks with a focus on the Conversational AI and SaaS sectors.
• →Partner with the hiring managers to define role requirements, ideal candidate personas, and evaluation criteria for each open position.
• →Conduct structured behavioral and cultural fit interviews; coordinate and evaluate technical assessments and Omilia Pitch simulations for sales candidates.
• →Manage the Omilia Employee Referral Process for the LATAM and USA region, including eligibility verification, candidate tracking, and timely communication with referring employees.
• →Build and maintain a warm pipeline of talent across LATAM and the US through continuous relationship management, not only in response to open headcount.
• →Maintain accurate, up-to-date candidate records and requisition data in the ATS; deliver weekly recruitment dashboards to HR and Sales stakeholders.
• →Manage offer processes including compensation structuring, negotiation support, and pre-boarding communication in alignment with regional compensation frameworks.
• →Collaborate with HR Operations on onboarding coordination for LATAM and US hires, ensuring a seamless transition from offer acceptance to Day 1.

Required:

• 3–5 years of full-cycle recruitment experience, with a minimum of 2 years focused on hiring within SaaS or the broader Tech industry.
• Demonstrated expertise in the LATAM and US talent landscape, with direct hiring experience
• Fluency in English and Spanish (written and spoken) — mandatory for day-to-day stakeholder communication and candidate management.
• Proficiency with LinkedIn Recruiter, ATS platforms (e.g., Workable, Greenhouse, or equivalent), and productivity/reporting tools.
• Strong behavioral interviewing and assessment skills, with the ability to evaluate sales competencies including commercial acumen, resilience, and communication.
• Proven ability to manage multiple open requisitions simultaneously in a fast-paced, growth-stage environment.
• Solid understanding of employment law and hiring compliance requirements across major LATAM and US jurisdictions.
• Exceptional written and verbal communication skills; able to represent Omilia credibly to senior sales candidates and executive stakeholders.

Nice to have:

• Fluency in Portuguese — a significant advantage given the size of the Brazilian market.
• Experience recruiting for Conversational AI, CCaaS, or adjacent enterprise technology verticals.
• Familiarity with CRM tools (e.g., Salesforce) and their role in tracking sales-related hiring metrics.
• Prior experience with employer branding initiatives or talent marketing campaigns in LATAM.
• HR certifications (e.g., SHRM, AIRS) or formal recruitment training.

Omilia Note

- Contribute actively and effectively as an integrated team member.
- Act as an Omilia ambassador in all interactions.