Recruiting Manager

Remote · Full-time · US Eastern hours (9am–5pm ET) Latin America — Colombia or Argentina $2,000–$3,200 USD/month base + performance bonuses

We're building a recruiting engine from the ground up, and we want one person to own it.

Limitless Agency coaches and consults for marketing and service agencies. Our clients grow fast, and growth means hiring — appointment setters, closers, client success managers, operations leads, video editors, copywriters, technical operations. You'll be responsible for two things: recruiting for Limitless itself, and recruiting on behalf of clients who have placement engagements with us.

You'll drive the project that builds this system. You won't build it alone — we have technical, operations, and tech ops teams who will support you — but you are the person responsible for designing it, driving it forward, and making it work.

If you've ever been frustrated that nobody would let you fix the broken process, this is that job.

1. Design and drive the system (first 90 days, most of your focus)

You are the owner of this project. Our internal teams are your resources:

• Tech ops will build the pipeline, automations, and workflows in GoHighLevel — you define what they should do and how the process should flow
• Operations will help you document SOPs and integrate the recruiting process into how the rest of the business runs
• Our technical team handles integrations, reporting, and anything custom you need

Your job is to know what good looks like and drive everyone toward it. Specifically:

• Design scorecards for five role families — Revenue (setters and closers), Client Delivery (client success), Operations, Creative (editors and copywriters), and Leadership — by interviewing our existing top performers and reverse-engineering what makes them good
• Specify the screening funnel end to end: application knockouts, one-way video screens, Predictive Index job targets, skills tests and paid work samples, structured interview guides
• Define the candidate pipeline and automation requirements, then work with tech ops to get them built and tested
• Write the job ad templates, rejection templates, reference scripts, and pay bands by geography
• Hold the project to a timeline and report progress. You'll be running working sessions with other team leads, not filing tickets and waiting.

2. Run the system (ongoing)

• Build and maintain a live bench of pre-vetted candidates in every role family — real people you've personally interviewed, whose availability you've verified in the last 30 days
• Headhunt. Proactively identify and directly message strong candidates on LinkedIn and other platforms — people who aren't applying anywhere, but are exactly who we want. This is a core part of the role, not something you fall back on when applications run dry.
• Interview 20–30 candidates a month against a structured scorecard
• Run intake calls to define what a role actually requires — and push back when what's being asked for won't work at the budget available
• Deliver shortlists of 3–4 candidates within 72 hours of an approved request, each with a video intro, work sample, PI profile, and your honest assessment including risks
• Fill every open Limitless internal role within 30 days
• Own placement quality: 85%+ of the people you place are still in the seat at 90 days

What success looks like at 12 months

• 20+ verified, bench-ready candidates in each of our high-volume role families
• 5+ client placements per month
• 90-day placement retention above 85%
• Every Limitless internal role filled inside 90 days
• A documented system that runs whether or not you're online today

Required

• 3+ years of full-cycle recruiting experience, agency-side or in-house
• You've recruited in the online business world — digital marketing agencies, coaching or info businesses, SaaS, e-commerce, or remote-first companies. You know what a setter is. You know why a closer with call recordings is worth more than a closer with a résumé. You understand why "5 years experience" means very little in this space.
• Near-native written and spoken English. You'll be on live calls with US business owners and US candidates every day.
• You've hired across Latin America and know what good looks like by country, and what to pay
• You headhunt. You can identify a strong passive candidate on LinkedIn who isn't job-hunting and write a cold message that gets a reply. This is a real, practiced skill for you — not something you're willing to learn.
• You can drive a cross-functional project. You've worked with technical or operations people to build something, held them to a timeline, and shipped it. You know how to specify what you need clearly enough that someone else can build it.
• You can work 9am–5pm US Eastern time, consistently

Strongly preferred

• Experience with Predictive Index or a similar behavioral assessment
• Experience with GoHighLevel, or a demonstrated ability to learn a CRM fast
• You've built or substantially rebuilt a recruiting process before, not just inherited one
• Agency-side recruiting experience where you carried a placement number

Who this is not for

• Recruiters who want to be handed a pipeline and a script
• Anyone whose sourcing plan is "post the job and wait" — you'll be reaching out to people directly, every week
• Anyone who thinks the job is scheduling interviews
• Anyone who needs a manager to tell them what to do next in week two
• Anyone who'd rather wait for someone else to make the call than make it themselves

1. Application with a few knockout questions — 5 minutes
2. 90-second video answering two questions we send you — because you'll be asking candidates to do exactly this
3. Predictive Index behavioral assessment — 6 minutes
4. Practical exercise: we'll give you a real role we need to fill and ask you to build a scorecard and a sourcing plan for it. Paid. ~2 hours.
5. Interview with our leadership
6. References — including at least one former manager
7. Offer

We move fast. Expect a decision within two weeks of applying.

• Base: $2,000–$3,200 USD/month, depending on experience and country
• $200 bonus for every client placement that lasts 90 days
• $100 bonus for every internal Limitless placement that lasts 90 days
• $500 quarterly bonus when 85%+ of your placements are still in seat at 90 days
• 13th-month bonus / annual equivalent
• Equipment and software budget
• Realistic year-one total for a strong performer: $36,000–$48,000 USD

We pay above market on purpose. We'd rather pay one great recruiter properly than two average ones. In exchange we expect you to own outcomes, not tasks.

Most recruiting jobs are a treadmill. This one has a ceiling you can see: you're building a function that will serve dozens of companies, and you're building it from the first line. If it works, you'll be hiring and managing recruiters under you inside 18 months. You'll also be recruiting across a genuinely wide range — sales, ops, technical, creative, executive — which makes you far more valuable than a recruiter who only ever filled one function.