Business Operations Lead, Recruiting Fulfillment

• You have operated in a high-performance environment such as a staffing company, recruiting agency, remote talent company, marketplace, BPO, startup, tech-enabled services company, or fast-moving agency.
• You have owned messy operating workflows, built systems from scratch, and managed people through execution.
• You move fast without being sloppy. You can make a good call with imperfect information.
• You are comfortable with metrics like gross margin, recruiting capacity, time-to-fill, time-to-slate, client response time, retention, CAC, payback, and hiring triggers.
• You can hold people accountable without creating drama.
• You write and speak clear English and can communicate directly with U.S. clients, vendors, and internal team members.
• You have strong judgment, low ego, and enough urgency to fix the problem in front of you.
• You want to grow with the company. This role is for someone who wants to build over years, not someone looking for a short stepping stone.

This role is not a fit if you need clean processes before you can execute, prefer strategy decks over operating dashboards, avoid hard conversations with underperformers, or need the CEO to tell you every next step.

• Own the weekly operating cadence across recruiting, fulfillment, client onboarding, CRM hygiene, and metrics. Turn unclear client needs into role scorecards, sourcing plans, candidate quality bars, and owner timelines.
• Manage recruiters and sourcers against weekly throughput targets, slate quality standards, and follow-up expectations.
• Audit candidate slates, screens, work samples, and client submissions so quality improves as volume grows.
• Build the weekly dashboard across active searches, search aging, time-to-slate, starts, gross profit, retention, client health, recruiting capacity, and source attribution.
• Fix bottlenecks fast, including weak intake notes, slow client feedback, aging searches, poor CRM hygiene, missed handoffs, and unclear ownership.
• Build and maintain SOPs across sourcing, screening, candidate handoff, client handoff, onboarding, and placement follow-through.
• Connect demand generation to fulfillment by tracking referrals, landing page leads, outbound, paid tests, and source-to-placement reporting.
• Recommend next hires, tools, and process changes based on actual constraints, not theory.
• Reduce CEO involvement in daily follow-up by making the operating system visible and accountable.

Puente Talent connects top Latin American professionals with growing U.S. companies through selective remote hiring.

This is not an assistant role. This is not a pure project manager role. This is not a strategy-only role. We need a hands-on operator who can find the bottleneck, fix it, and turn the fix into a repeatable process.

• Salary paid in USD
• 100% remote within Latin America
• 3 weeks of PTO
• Local holidays
• Direct exposure to company leadership
• Real ownership over the operating system
• Clear path to broader leadership if performance is strong