Technical Recruiter

Back in 2012, we were a group of engineers and designers who decided we wanted to build things, so we did. Able started as an engineering and product hub building for a portfolio of early-stage startups. We built many relationships while developing products that were thoughtful, effective, and genuinely useful. But, since then, we’ve grown… and so has our ambition. Now, we’re entering our next chapter, defined by applied AI. AI is a powerful force in the end-to-end software development cycle, and we’re creating practices that allow us to deliver software fast and more effectively than traditional approaches, creating meaningful value for our partners. Today, our builder mindset is driving us to become an AI-native organization across every function. We’re still evolving, and that’s part of the opportunity. If you want to build, learn, and tackle challenges alongside an ambitious team, let’s build together. This position is 100% remote in Latin America. About the Role As our Technical Recruiter, you'll specialize in AI, ML and engineering recruitment and own hiring from intake to offer. That includes our hardest searches, Senior and Principal AI Engineers, plus our regular full-stack, front-end and back-end roles. You'll know the AI engineering market well enough to tell a mid-level from a senior, from a principal before they reach our interview team. You'll also use AI tools to source and run searches better than a manual process can. What We’re Looking For Day-to-Day Responsibilities Specialize in AI, ML and engineering recruitment: own full-cycle hiring for AI and ML Engineers (Senior and Principal) and for full-stack, front-end and back-end engineers. That covers intake, sourcing, screening, scheduling, feedback, debriefs and offers. Design and execute recruitment strategies: build a search plan for each role, covering target profiles, channels, messaging and timelines. Adjust it when the market says otherwise. Find principal-level AI talent: build pipelines for Senior and Principal AI Engineers beyond LinkedIn. Look in GitHub, open-source projects, research papers, technical communities and referrals. Level candidates accurately: screen against senior‑vs‑principal so the interview team only meets candidates at the right level. Use AI tools to improve search: use AI tools and LLM assistants for market mapping, search strings, candidate research and outreach. Turn recruiting data into insights: track time-to-fill, pass-through rates, sources and decline reasons in Greenhouse. Use them to show where searches stall and what to change. Optimize hiring processes: tighten intake, scorecards, scheduling and candidate communication. Document playbooks and interview plans so searches run the same way every time. Required Skills & Experience 5+ years of technical recruiting, with full-cycle ownership of engineering searches. Recent experience hiring AI or ML engineers at Senior level or above, and you can explain how a Principal differs from a Senior. Enough technical fluency to discuss LLM applications, RAG, evaluation, fine-tuning and MLOps with engineers, and to probe their claims. Hands‑on, daily use of AI tools in your recruiting work, with examples of what changed because of them. A track record of sourcing passive senior candidates through channels other than LinkedIn. Fluent written and spoken English. You'll work with engineers and leaders across many countries. A data-driven approach: you use funnel metrics to make decisions and explain them to hiring managers. Comfortable with Greenhouse or a similar ATS. Experience designing recruitment strategies and improving hiring processes, not only running them, in a small team where processes are still being built. Nice to Have Experience recruiting for consulting firms or agencies with client‑driven hiring Experience hiring across multiple LATAM countries and the US Spanish or Portuguese Experience with Juicebox AI or similar AI sourcing tools What Success Looks Like We’re looking for someone who brings more than technical skills. The right person for this role is: AI‑fluent. You already use AI tools in your day‑to‑day work to analyze information, automate repetitive tasks, draft materials, and work more efficiently. A builder. You’re comfortable creating processes and systems where there isn’t a playbook yet. You’d rather ship a useful first version and improve it than wait for perfection. A clear communicator. You surface problems early, ask questions when something is unclear, and communicate what you know — and what you don’t. Comfortable with ambiguity. Able is growing and evolving quickly. You’ll help shape the processes and systems you’ll eventually own. Able is powered by curious, thoughtful people who care about what they build and how they build it. We’re actively investing in our team through AI training, knowledge‑sharing, and hands‑on experimentation to ensure everyone grows alongside the technology. This position is 100% remote in Latin America. Strong verbal and written communication skills in English are a requirement. As a team member, you can expect: To work 40 hours per week, and be available during normal business hours as needed Payments made in USD 18 days of PTO per year, observance of local holidays, and an annual break between Christmas and New Years Able builds technology products in a portfolio model. We believe that people, teams, and processes are more important than the ideas themselves, so we’ve focused on bringing great people together, and investing in their growth. We’ve built products in a variety of industries. Everything from media to finance to toys to healthcare. Sometimes we work with management teams to help their businesses grow faster or unlock value using technology. Other times we start or buy businesses outright. Each time, we look for opportunities to leverage technology built at the portfolio-level to drive value faster. Able is committed to inclusion and diversity and is an equal‑opportunity employer. All applicants will receive consideration without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, disability, or veteran status. This is but the beginning of a conversation we’d love to have with you. Voluntary Self‑Identification For government reporting purposes, we ask candidates to respond to the below self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file. As set forth in Able’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability. A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr Able