Sr Talent Partner - Full-Cycle Recruiting

About the role

A South recruiter is looking for a Senior Talent Partner to act as a strategic talent advisor and champion of the company's culture. The role goes beyond filling seats: it focuses on quality of hire, consultative partnership with hiring managers and a white-glove experience for candidates. It is open to candidates residing in Latin America, with applications submitted in English.

Key responsibilities

• Own end-to-end recruitment across permanent, contractor and temporary roles, building and nurturing talent pipelines for evergreen positions
• Promote the employer brand and deliver a professional, transparent candidate experience
• Lead offer negotiations and closing, coordinating with the hiring manager, HR and Finance
• Advise hiring managers on job descriptions and role design, and push back on unrealistic expectations or slow feedback loops
• Coach hiring managers and interview teams on fair evaluation, interview skills and feedback structuring
• Run the interview process: set up interview loops, scorecards and calibration sessions, and enforce decision timelines
• Improve the hiring lifecycle, including requisition approvals, ATS workflows and offer processes
• Manage recruitment vendors and candidate assessments, and integrate AI and modern tools into sourcing and communication
• Help set up the new ATS within the Deel-based HR environment and report on time-to-fill, pipeline health and hiring manager satisfaction
• Partner with People leadership to shape onboarding and early-tenure check-ins

Required profile

• 6+ years of full-cycle recruitment experience across permanent, contingent and temporary roles
• Digital/technology recruitment background, with familiarity with technical concepts and engineering role requirements
• Consulting or agency experience highly preferred
• Proven track record of custom recruitment plans and sourcing strategies, with a focus on quality of hire and retention
• Experience supporting new-hire onboarding and optimizing ATS systems, including leading an ATS transition
• Working knowledge of employment regulations and market trends in the recruited regions