Technical Recruiter

Jeeves is a groundbreaking financial operating system built for global businesses that provides corporate cards, cross-border payments, and spend management software within one unified platform. The company operates across 20+ countries including Brazil, Canada, Colombia, Mexico, the United Kingdom, across Europe, and the United States, and serves over 5,000 clients ranging from venture-backed startups to SMBs around the world. With a mission to empower businesses with more efficient and cost-effective financial solutions worldwide, Jeeves combines cutting-edge financial technology with exceptional team expertise to transform the business financial landscape. Jeeves has been recognized as one of The Information's 50 Most Promising Startups in 2023, as well as a Y Combinator Top Company 2021-2023 and won “Fintech of the Year" at the European Fintech Awards.

Since graduating from Y Combinator in 2020, Jeeves has successfully raised over $380 million and is backed by top world-class investors including Andreessen Horowitz, Y Combinator, CRV, Tencent, Stanford University, Clocktower Ventures, and founders of more than 15 unicorns including David Velez (Nubank), Carlos Garcia (Kavak) and Sebastián Mejía (Rappi).

Responsibilities:
Own full-cycle recruiting for technical roles — engineering, product, and data — from intake through offer acceptance. Run structured intake meetings with engineering hiring managers: translate technical requirements into a search strategy, calibration criteria, and a realistic market view. Build and execute sourcing strategies for hard-to-find technical talent using Boolean and X-ray search, GitHub, Stack Overflow, open-source communities, technical Slack/Discord groups, conference and meetup lists, and AI-assisted sourcing tools. Conduct technical pre-screens that go beyond a resume walk — assess depth, scope of ownership, and technical decision-making well enough to give hiring managers a real signal. Deliver talent market intelligence: competitive mapping, compensation benchmarks, and honest feedback when a req's requirements don't match the market. Manage the candidate experience end to end — timely communication, thoughtful prep, and a process technical candidates actually respect. Negotiate and close offers for competitive technical candidates, often against other fintech and Big Tech offers. Advocate for a data-driven approach: track funnel conversion, source effectiveness, time-to-fill, and pass-through rates, and use them to improve the process. Partner with engineering leadership on interview panel design, scorecards, and interviewer training to keep our bar consistent and our process fair. Drive technical employer branding — job posting optimization, engineering-focused content, social campaigns, and community presence. Own the end-to-end logistics of the process, from posting reqs to scheduling to offer letters to a seamless onboarding handoff. Contribute to broader Global People Operations projects and initiatives.

Requirements:
5+ years of recruiting experience, with at least 3 years focused on technical roles (engineering, product, or data). Fluent in English, Spanish, and Portuguese. LatAm technical recruiting experience required, including Mexico, Colombia, and/or Brazil. Global recruiting experience preferred. Demonstrated technical fluency: you can distinguish between backend stacks, understand what a platform vs. product engineer does, and speak credibly about the work without a script. Proven track record of closing senior and specialized technical hires in a high-growth environment. Advanced sourcing skills across multiple channels — Boolean/X-ray, GitHub and other technical communities, referrals, competitive intelligence, and outbound campaigns with strong response rates. Experience recruiting in both a startup environment and a mid-to-large stable organization preferred. Hands-on experience with an ATS and modern sourcing stack — Lever, LinkedIn Recruiter, and tools like Gem, SeekOut, or HireEZ. Lever specifically is a plus. Comfort working with recruiting data and reporting; able to build and defend a pipeline forecast. Strong consultative skills with local and remote engineering hiring managers — taking requirements, pushing back when needed, and keeping pipelines visible. Able to work independently with limited supervision and prioritize across multiple competing reqs. Agile and able to pivot quickly as priorities shift. Collaborative and team oriented, with genuine passion for candidate experience.