Recruiter (Sales & Ops)

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 and grow together. Today, we serve over 3.6 million customers and partner with more than 55,000 merchants, making Addi Colombia’s fastest-growing marketplace. With a state-of-the-art, technology-first approach, we provide banking solutions (deposits, payments, unsecured credit) and commerce services (e-commerce, marketing), 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