Technical Recruiter - LATAM Engineering

About the Role

LATAM engineering hiring isn't the quiet, cost-driven move it used to be. More and more AI and software companies are standing up permanent engineering centers across the region, and senior placements have overtaken junior ones. We're doubling down on LATAM technical talent with a Mexico City office in 2027.

This is a chance to own technical recruiting for that build, and sharpen our technical recruiting motion as that bet gets bigger. This hire will be the sole technical recruiter at Kojo with real authority over how we compete for engineering talent in one of the fastest-moving, least-understood talent markets in tech right now.

You partner directly with engineering leadership, work alongside a recruiting coordinator so the logistics don't fall on you alone, and partner with our Director of Talent to hold an increasingly heightened talent bar that determines who builds Kojo's product.

What you'll own

• Run full-cycle, white-glove recruiting for Kojo's LATAM engineering org, plus occasional NA-based technical searches when they come up.
• Build an evergreen, competitive outbound pipeline of A+ engineers , identifying high-talent-density teams and coaching hiring managers on how to go after passive candidates the rest of the market isn't reaching.
• Hold the bar high enough that engineering leadership trusts every name you bring them, and say so when a panel is about to settle.
• Keep Ashby clean enough that anyone on the team can trust it without a second look.
• Work AI-natively: Claude, Granola, Ashby, LinkedIn Recruiter's AI features, and emerging sourcing tools are part of how you source, screen, and manage pipeline day to day, not an occasional shortcut.

Representative Projects

• Built the outbound engine behind Kojo's first wave of LATAM engineering hires, senior-heavy from day one , with next to no inbound volume to lean on.
• Closed a senior engineer against a competing offer from a company paying well above what the market usually requires.
• Earned enough trust with an engineering leadership team that they started asking for you by name.

About You

You've watched LATAM engineering hiring go from a quiet advantage to one of the most contested plays in tech, and you want to be the person who masters it while everyone else is still catching up. This is the kind of role that turns into a specialty, and a reputation. If you'd rather build the pipeline nobody else has than work off whoever applies, we should talk.

What we're looking for

• Exceptional ownership and agency to proactively identify pipeline gaps, create momentum on stalled searches, make sound calls with imperfect information, and consistently drive every search across the finish line without waiting for direction (3+ years of full-cycle or coordination recruiting experience required ).
• A keen eye for who's truly great, on and off the resume, and a real stake in whether a hire turns out to be a top performer, not just whether a role gets filled.
• Proven outbound sourcing credibility, whether it’s a fluency in LinkedIn Recruiter or another sourcing funnel. The most impactful business partners have real opinions on target companies, who's overpaying, who just had layoffs, and where the best underrated senior engineers are, especially now that everyone else is chasing the same names.
• Technical fluency in the roles you’re hiring for, knowing enough about engineering to earn a Director of Engineering's trust, fast.
• Genuine care, showing up for candidates as a trusted resource in the market, not simply an interview scheduler.
• Proven stakeholder partnership where hiring managers treat you as part of their team, not an outside vendor filling a req.
• Someone who wants to be shadowed, takes feedback as fuel, and cares about the recruiting team's success as much as your own.
• English fluency, since you'll work daily with NA-based engineering leadership and hiring managers.

What you care about

• Customer Obsession: A candidate's experience is a business need, not a box to check after hours.
• Passion: You take real pride in who you hire, not just that a role got filled.
• Accountability: You call out when a panel's about to settle, and you own a search's outcome like it's yours.