Recruiter (Sales & Ops)

Addi; Bogotá ciudad; Presencial; COP 78.120.000 - 156.240.000; Jornada completa

Descripción de la vacante

Addi in Colombia is seeking a senior recruiter to own and optimize high-volume hiring for sales and operations. You will partner with leaders to translate workforce needs into timely, high-quality hires at scale, ensuring speed, quality, and candidate experience across cohorts.

You will design fast, repeatable selection processes, manage multiple requisitions, and use diverse channels to sustain a healthy pipeline while maintaining stakeholder satisfaction.

Formación

• 4+ years of full-cycle recruiting experience, with ownership of high-volume processes for commercial or operational roles.
• Evidence of delivering against recurring monthly hiring goals across multiple cohorts.
• Technical recruiting experience is a plus; understanding frontline talent markets is highly relevant.

Responsabilidades

• Own end-to-end high-volume recruiting for Sales, Operations and related roles; run cohort-based hiring plans monthly.
• Meet SLA targets for requisitions with weekly forecasts and proactive risk escalation.
• Build repeatable funnels using referrals, databases, events, partnerships, and direct sourcing to maintain pipelines.

Conocimientos

High-volume recruiting

Business acumen

Stakeholder management

Sourcing strategies

Descripción del empleo

About Addi

We are a leading financial platform, building the future of payments, shopping, and banking—a world where consumers and merchants can transact effortlessly, grow together and where we create abundance and generate pride in them. Today, we serve over 2 million customers and partner with more than 20,000 merchants, making Addi Colombia’s fastest-growing marketplace.

We provide banking solutions (deposits, payments, unsecured credit) and commerce services (e-commerce, marketing) using state-of-the-art technology, bridging the financial gap for millions and redefining how people experience financial freedom. As the country’s leading Buy Now, Pay Later provider, we have secured regulatory approval to operate as a bank, unlocking even greater opportunities for our customers. In the past year, we have also achieved profitability, reinforcing the strength of our business model and our ability to scale sustainably.

Our mission has earned the trust of world-class investors, including Andreessen Horowitz, Architect Capital, GIC, Goldman Sachs, Greycroft, Monashees, Notable Capital, Quona Capital, Union Square Ventures, Victory Park Capital, and more, who back our vision for the future. With their support, we are not just growing—we are transforming Latin America’s financial ecosystem and shaping the next generation to shop, pay, and bank in Colombia.

But what truly sets us apart is how we build. We are a conscious company, driven by deep experience in scaling technology, services and products, and we live by our values every day.

About the Role

This is where you come in. Below, you’ll find what this role is all about—the impact you’ll drive, the challenges you’ll tackle, and what it takes to thrive at Addi. If you’re ready to be part of something big, keep reading.

What’s the mission you’ll drive

Drive Addi's growth in Colombia by owning a high-velocity, end-to-end recruiting engine for high-volume business and operations roles, partnering directly with leaders across commercial and operational areas to turn workforce needs into timely, high-quality hires at scale

What you will do

• Own the end-to-end high-volume recruiting portfolio in Sales, Operations and related roles, consistently delivering hires across those teams by running dedicated, cohort-based hiring plans per area, sustained every month and related roles while maintaining agreed quality standards.

• Meet the SLA’s for at least 90% of assigned requisitions, with clear weekly forecasts, early escalation of risks, and no critical role left without an active sourcing and conversion plan.

• Build repeatable high-volume hiring funnels that achieve agreed conversion targets at each stage, using cohort campaigns, referrals, databases, events, partnerships, and direct sourcing to maintain sufficient qualified pipeline ahead of demand.

• Improve funnel efficiency quarter over quarter by identifying and resolving the main bottlenecks in speed, attendance, assessment, offer acceptance, and early attrition; maintain reliable ATS data and share actionable insights with business leaders.

• Establish trusted partnerships with Sales and Operations leaders, translating headcount plans, seasonality, productivity goals, and profile requirements into practical hiring strategies and achieving strong stakeholder satisfaction.

• Protect quality and candidate experience at scale through structured assessments, timely communication, and consistent decision criteria; monitor offer acceptance, new-hire quality, and early retention with the business.

What we’re looking for

• Proven high-volume business recruiting experience — Must-have

  • 4+ years of full-cycle recruiting experience, including demonstrated ownership of high-volume processes for commercial or operational roles such as Sales, KAM, Hunters, Field Sales, Collections, Customer Experience, Fraud, or similar profiles.

  • Evidence of delivering against recurring monthly hiring goals and managing multiple cohorts or requisitions simultaneously in a fast-paced environment.

  • Technical recruiting experience would be good; strong understanding of frontline commercial and operational talent markets is more relevant.

• Demonstrates strong business acumen and workforce planning understanding

  • Understands how hiring demand connects to commercial targets, capacity, productivity, attrition, seasonality, and geographic coverage.

  • Can translate a business forecast into hiring volumes, funnel requirements, timelines, sourcing plans, and clear trade-offs.

  • Communicates with leaders in business terms—not only recruiting metrics—and proactively recommends solutions when the original request is unrealistic or incomplete.

• Track record of designing and running high-volume funnels

  • Can design simple, fast, and repeatable selection processes that preserve quality while handling significant candidate volume.

  • Uses multiple attraction channels, including referrals, databases, job boards, social media, events, partnerships, direct sourcing, and re-engagement campaigns.

  • Knows how to manage cohorts, candidate attendance, rapid screening, structured assessments, offer conversion, and backup pipelines.

• Operates with strong process discipline and excellence

  • Runs an organized recruiting operation with accurate ATS data, clear ownership, dependable follow-up, and no candidates or stakeholders left without communication.

  • Creates playbooks, templates, dashboards, and automation that improve speed and consistency without adding unnecessary complexity.

  • Anticipates bottlenecks and adjusts capacity or process design before hiring targets are at risk.

• Uses data to diagnose problems and drive decisions

  • Uses funnel conversion, time-to-fill, time-in-stage, attendance, offer acceptance, source effectiveness, cost, early attrition, and quality-of-hire indicators to diagnose problems and drive action.

  • Can turn data into a clear story, isolate root causes, run experiments, and measure whether interventions improve outcomes.

• Builds trust and influence with senior business stakeholders

  • Builds trust with Sales and operations leaders through reliable delivery, direct communication, and a strong understanding of their priorities.

  • Moves beyond order-taking: aligns on scorecards, challenges assumptions constructively, sets realistic expectations, and holds interview teams accountable for timely decisions.

• Protects candidate experience at scale

  • Delivers clear, respectful, and timely communication throughout high-volume processes, regardless of outcome.

  • Balances speed with fairness and consistency, using structured evaluation criteria to reduce bias and protect Addi’s employer brand.

• Demonstrates adaptability and ownership in a fast-changing environment

  • Thrives in an environment with changing priorities and fluctuating demand, reallocating effort quickly without losing control of the funnel.

  • Takes ownership of outcomes, learns from misses, and builds practical solutions rather than waiting for perfect processes.

• Additional capabilities, Nice-to-have

  • Experience recruiting across multiple Colombian cities or for distributed frontline teams.

  • Experience with process automation, AI-assisted recruiting workflows, or high-volume assessment platforms.

  • Professional working proficiency in English; fluency in Spanish is required.

Why join us?

• Work on a problem that truly matters – We are redefining how people shop, pay, and bank in Colombia, breaking down financial barriers and empowering millions. Your work will directly impact customers' lives by creating more accessible, seamless, and fair financial services.

• Be part of something big from the ground up – This is your chance to help shape a company, influencing everything from our technology and strategy to our culture and values. You won’t just be an employee—you’ll be an owner

• Unparalleled growth opportunity – The market we’re tackling is massive, and we’re growing faster than almost any fintech lender at our stage. If you’re looking for a high-impact role in a company that’s scaling fast, this is it.

• Join a world-class team – Work alongside top-tier talent from around the world, in an environment where excellence, ownership, and collaboration are at the core of everything we do. We care deeply about what we build and how we build it—and we want you to be a part of it.

• Competitive compensation & meaningful ownership – We believe in rewarding our talent. You’ll receive a generous salary, equity in the company, and benefits that go beyond the basics to support your growth.

How the hiring process looks like

We believe in a fast, transparent, and engaging hiring experience that allows both you and us to determine if there's a great fit. Here’s what our process looks like:

• Step 1: People Interview (30 min)
  You'll have an initial conversation with our Talent Acquisition Manager. The goal is to learn more about your background, what motivates you, and what you’re looking for in your next challenge. We’ll also share more about life at Addi and answer your initial questions.

• Step 2: Initial Interview (45 min)
  This is a two-part conversation with the and a Peer from the TA team and our Head of People. We'll dive deep into your experience with stakeholder management, sourcing, and closing complex roles. You’ll also get a transparent, day-in-the-life perspective from a potential teammate.

• Step 3: Deep Dive Interviews (30 min each)
  You'll meet future colleagues and cross-functional team members to get a feel for how we work together. We’re looking for strong contributors and cultural fits, so bring your questions, too!

• Step 4: Business Case (60 min)
  This is a practical, collaborative session where you’ll be presented with a real-world recruiting scenario relevant to Addi. It’s your opportunity to showcase your strategic thinking, problem-solving skills, and how you approach a challenging search.

• Step 4: Co-Founder Interview (45 min)
  The final step is a conversation with our Co-founder & CTO. This is a chance to connect directly with one of our founders and have a high-level discussion about our values, our mission, and the exceptionally high bar we set for talent at Addi.

We value efficiency and respect for your time, so we aim to complete the process as quickly as possible. Our goal is to make this experience insightful and exciting for you, just as much as it is for us. Regardless of the outcome, we are committed to always providing feedback, ensuring that you walk away with valuable insights from your experience with us.