Talent Sourcer

Talent Sourcer

💰 Salary: $1,800–$2,000 USD/month
📍 Location: Mexico City, Mexico | Hybrid
🏢 Office Requirement: 2 days per week in the office
💵 Payment: Bi-weekly base payments
🕙 Schedule: Monday–Friday, 8 AM–5 PM Mexico Time | 1-hour lunch
🏝️ PTO: 10 days/year | Accrual basis
🇺🇸 Holidays: U.S. holidays off
🩺 Health Insurance: ~$100/month health insurance bonus
💼 Employment Type: Contractor

💻 Equipment Requirement: Bring Your Own Device (BYOD) — Candidates must bring their own reliable laptop/computer capable of running CRM, communications, and AI platforms.

About the Company

Our client is a growing software production and technology company focused on turning emerging technologies, including AI, into measurable business results. The company works across a diverse range of projects and industries and is committed to building high-performing teams through accountability, transparency, empathy, and a strong bias toward action.

As the company continues to grow, they are looking for a Talent Sourcer who can take ownership of recruiting across both technical and non-technical functions.

About the Role

We’re looking for an experienced Talent Sourcer to own and drive full-cycle recruiting across a technology-focused organization and its growing real estate and property operations business.

This is a highly hands-on role for someone who enjoys variety and can confidently move between very different searches. You’ll primarily recruit for technical positions such as software engineering, DevOps, data, product, and other technology roles, while also supporting non-technical and real estate-related hiring across corporate and property operations teams.

Beyond sourcing and recruiting, you’ll conduct behavioral and cultural interviews and partner closely with hiring managers and leadership to identify candidates who are not only qualified but also aligned with the organization’s values and way of working.

This is not a recruiting coordinator role. We’re looking for someone who can independently manage searches, challenge requirements when needed, evaluate candidate quality, and take ownership of getting positions filled.

What You’ll Do

1. Proactive Sourcing & Talent Mapping

• Run proactive, multi-channel outbound sourcing across LinkedIn Recruiter, Indeed, GitHub, technical repositories, trade schools, and professional communities.

• Map competitive landscapes, compensation trends, and candidate pools across target U.S. markets and engineering hubs.

• Craft high-converting, personalized outreach that turns passive talent into active applicants.

• Maintain an evergreen pipeline across both residential operations (e.g., maintenance technicians, community managers, regional leaders) and technical software engineering seats.

2. Candidate Engagement & Conversion

• Contact every qualified outbound profile within 24 hours with a compelling message and clear next step.

• Administer, track, and drive completion of the company's behavioral assessments (Culture Index), targeting a 50%+ completion rate within 72 hours.

• Run consistent nurturing sequences for high-caliber passive prospects.

• Maintain rigorous Applicant Tracking System (ATS) hygiene, logging 100% of candidate touchpoints and notes the same day.

3. Behavioral Screening & Slate Presentation

• Evaluate candidate profiles against role-specific behavioral benchmarks and scorecards.

• Conduct structured phone screens to assess functional capability, motivation, and organizational alignment.

• Deliver slates of 3+ fully validated candidates for critical open requisitions.

• Maintain an active bench of 5+ pre-qualified, ready-to-deploy candidates for recurring field and maintenance roles.

4. Pipeline Management & Candidate Experience

• Manage candidate workflows to ensure time-in-stage stays under 5 business days.

• Serve as the main point of contact from first touch to offer extension, ensuring transparent communication, timely updates, and constructive feedback loops.

5. Hiring Manager Collaboration & Scorecard Reporting

• Run intake calls with hiring managers (HR Director, VP of Operations, Regional Managers, and Engineering Leads) to define profile criteria, behavioral traits, and search timelines.

• Act as a consultative talent advisor: raise pipeline risks early, adjust strategies when markets are tight, and use data-backed recommendations to guide hiring decisions.

• Present weekly scorecard metrics and pipeline progress in team leadership meetings.

How Success Is Measured (Weekly Scorecard)

Scorecard MetricTargetOutreach & Sourcing Touches≥ 30 new outbound touches / weekBehavioral Assessments Completed≥ 6 completed / weekAssessment Completion Rate≥ 50% completed within 72 hoursPipeline Data Hygiene100% of touchpoints logged in ATS on timeActive Pre-Qualified Talent Bench≥ 5 candidates maintained at all timesTime-to-Fill (High-Priority Roles)< 7 days from vacancy opening

What You Bring (Toolkit & Experience)

• 3+ years of dedicated sourcing or full-cycle recruiting experience, with a demonstrated focus on outbound headhunting, high-volume sourcing, and engaging passive talent.

• Dual-domain recruiting capability: Experience sourcing for operational, real estate, or skilled trades, paired with comfort or experience recruiting technical/software engineering profiles.

• Advanced search expertise: Mastery of LinkedIn Recruiter, Boolean search strings, contact-finding platforms, and outbound automation tooling.

• Assessment experience: Prior exposure to Culture Index, Predictive Index, or equivalent behavioral assessment frameworks is strongly preferred.

• Data discipline: Strict adherence to ATS management, pipeline stages, and performance tracking.

• Bilingual fluency: Complete professional fluency in written and spoken English and Spanish.

• Home office setup: Dedicated, distraction-free remote workstation with high-speed internet and reliable hardware.

🚀 Ready to Apply?

Apply through Latino Legends and tell us why you’re the right person to help our client build exceptional teams.