Senior Recruiter / Headhunter

Adsora; Cambé; Presencial; BRL 80.000 - 120.000; Tempo integral

Resumo da oferta

A performance marketing company in Brazil is seeking a Senior Recruiter responsible for managing end-to-end hiring, particularly for high-impact roles such as media buyers. The ideal candidate will have prior recruiting experience in performance marketing, possess a strong understanding of relevant metrics, and be able to source and validate top talent effectively. This position offers a competitive base salary, performance bonuses, and the opportunity for long-term growth as a core talent operator within the company.

Qualificações

• Experience recruiting for media buyers and affiliate marketers.
• Strong understanding of the direct response marketing language.
• Proven ability to fill high-impact roles efficiently.

Responsabilidades

• Own full recruiting cycle including sourcing, screening, and interviewing.
• Run structured candidate validation processes focusing on proof of success.
• Coordinate administrative support for interviews and candidate follow-ups.

Conhecimentos

Recruiting for performance marketing roles

Understanding of CPA, CPL, EPC

Ability to screen candidates effectively

Organizational skills

Persistence in outbound messages

Descrição da oferta de emprego

The role

Adsora is a performance marketing company focused on affiliate offers. We are hiring a senior recruiter who can run end-to-end hiring for high-impact roles, starting with a senior Meta media buyer who has recently scaled affiliate offers from $5k to $100k per day on Meta (proof required). Experience across YouTube, TikTok, and native is a plus.

This is not a "post a job and wait" role. You will hunt, qualify, and close talent. You will also own a set of VA-style support tasks that keep the hiring machine and daily ops moving.

We currently manage about $500k per month in Meta spend and we want to scale faster with A-level operators.

Mission

Build and run a predictable hiring pipeline that consistently lands operators who can scale paid social profitably, starting with a senior Meta affiliate media buyer.

What success looks like

First 30 days

Fill the senior Meta buyer role (or have multiple final-stage candidates ready). Build a clear scorecard and interview plan for the senior Meta buyer role (and next roles in the queue). Launch outbound sourcing across multiple channels (LinkedIn, communities, referrals, databases, etc.). Deliver a steady flow of qualified candidates each week (not just resumes). Run structured screens that filter for real affiliate scaling experience, proof, and owner mindset. Set up a clean tracking system for the pipeline (stages, notes, next steps, rejection reasons).

By 90 days

Fill 2-8 roles.

By 12 months

Own recruiting as a system : documented sourcing playbooks, question banks, scorecards, and evaluation rubrics. Consistently fill priority roles fast with high retention and high output hires. Be the internal "talent operator" who can scale the team as spend scales.

Responsibilities

Recruiting and interviewing

Own the full recruiting cycle : sourcing, outreach, screening, interview coordination, follow-ups, references, offers. Write and post job listings, then actively recruit instead of waiting for applicants. Run structured screens focused on proof, recent performance, decision quality, and ownership. Coordinate skills tests and case studies (and keep candidates moving quickly). Build candidate packets for the hiring manager : summary, proof, strengths / risks, compensation expectations, notes. Keep the process tight : fast response times, clean communication, no dropped balls.

"Proof-first" candidate validation

Validate recent spend, results, and context (offer type, tracking, payout structure, constraints). Spot inflated claims and surface the real story behind performance screenshots. Ask the questions that reveal if someone can truly scale, not just maintain.

VA and ops support (light but important)

Calendar management for interviews and internal meetings. Inbox support for hiring related messages and candidate follow-ups. Basic research tasks (talent lists, role benchmarks, competitor hiring patterns, community sourcing). Keep docs organized (scorecards, interview notes, pipelines, templates, candidate folders).

Who you are

You have recruited for performance marketing roles before (media buyers, affiliate marketers, creative, editors, tracking / ops). You understand the language of direct response : CPA, CPL, EPC, payouts, margins, tracking, attribution, postbacks. You can confidently screen a "senior Meta buyer" and know what real proof looks like. You are persistent and comfortable sending lots of outbound messages without getting precious about rejection. You write clearly and follow up like a professional. Candidates do not slip through the cracks. You move fast, keep things organized, and you do not need hand-holding.

Core values fit

Resourcefulness : You figure it out and bring options, not problems. Good and fast beats perfect : You ship the first version, then improve. Constructive disagreement : You call out weak logic and hype, respectfully. Kind, not nice : You give honest feedback and protect the company from bad hires. Growth mindset : You learn quickly and tighten the process every week. Full ownership : You treat hiring like a revenue lever, not an admin task.

Offer and compensation

Base pay (based on location and experience). Performance bonuses tied to outcomes like roles filled and sustained for 3, and 12 months. Long-term upside if you become our core talent operator as the team scales.

How to apply

Email

with :

A short note on your recruiting background (what roles you have filled, and for what kinds of companies) Your sourcing channels and process (what actually works for you) 1–2 examples of candidates you successfully placed (role, why they were strong, how you found them) Your availability and desired compensation (base + per-hire bonus expectations)