Technical Recruiter

Back in 2012, we were a group of engineers and designers who decided we wanted to build things, so we did. Able started as an engineering and product hub building for a portfolio of early-stage startups. We built many relationships while developing products that were thoughtful, effective, and genuinely useful. But, since then, we’ve grown… and so has our ambition.

Now, we’re entering our next chapter, defined by applied AI. AI is a powerful force in the end-to-end software development cycle, and we’re creating practices that allow us to deliver software fast and more effectively than traditional approaches, creating meaningful value for our partners. Today, our builder mindset is driving us to become an AI-native organization across every function. We’re still evolving, and that’s part of the opportunity. If you want to build, learn, and tackle challenges alongside an ambitious team, let’s build together.

This position is 100% remote in Latin America.

About the Role

As our Technical Recruiter, you'll specialize in AI, ML and engineering recruitment and own hiring from intake to offer. That includes our hardest searches, Senior and Principal AI Engineers, plus our regular full-stack, front-end and back-end roles. You'll know the AI engineering market well enough to tell a mid-level from a senior, from a principal before they reach our interview team. You'll also use AI tools to source and run searches better than a manual process can.

What We’re Looking For

Day-to-Day Responsibilities

Specialize in AI, ML and engineering recruitment: own full-cycle hiring for AI and ML Engineers (Senior and Principal) and for full-stack, front-end and back-end engineers. That covers intake, sourcing, screening, scheduling, feedback, debriefs and offers.

Design and execute recruitment strategies: build a search plan for each role, covering target profiles, channels, messaging and timelines. Adjust it when the market says otherwise.

Find principal-level AI talent: build pipelines for Senior and Principal AI Engineers beyond LinkedIn. Look in GitHub, open-source projects, research papers, technical communities and referrals.

Level candidates accurately: screen against senior-vs-principal so the interview team only meets candidates at the right level.

Use AI tools to improve search: use AI tools and LLM assistants for market mapping, search strings, candidate research and outreach.

Turn recruiting data into insights: track time-to-fill, pass-through rates, sources and decline reasons in Greenhouse. Use them to show where searches stall and what to change.

Optimize hiring processes: tighten intake, scorecards, scheduling and candidate communication. Document playbooks and interview plans so searches run the same way every time.

Required Skills & Experience

5+ years of technical recruiting, with full-cycle ownership of engineering searches.

Recent experience hiring AI or ML engineers at Senior level or above, and you can explain how a Principal differs from a Senior.

Enough technical fluency to discuss LLM applications, RAG, evaluation, fine-tuning and MLOps with engineers, and to probe their claims.

Hands-on, daily use of AI tools in your recruiting work, with examples of what changed because of them.

A track record of sourcing passive senior candidates through channels other than LinkedIn.

Fluent written and spoken English. You'll work with engineers and leaders across many countries.

A data-driven approach: you use funnel metrics to make decisions and explain them to hiring managers. Comfortable with Greenhouse or a similar ATS.

Experience designing recruitment strategies and improving hiring processes, not only running them, in a small team where processes are still being built.

Nice to Have

Experience recruiting for consulting firms or agencies with client-driven hiring

Experience hiring across multiple LATAM countries and the US

Spanish or Portuguese

Experience with Juicebox A