Talent Sourcer

You have experience sourcing candidates for remote, U.S.-facing, staffing, recruiting, BPO, agency, SaaS, or high-volume talent environments. You know how to find strong candidates beyond inbound applicants.

You can write outreach in clear English that sounds human, direct, and professional. You understand how to qualify candidates based on role requirements, English level, compensation, experience, availability, and professionalism. You move fast without needing constant supervision. You are comfortable using LinkedIn, ATS systems, Google Sheets, job boards, sourcing tools, and AI tools. You care about clean data.

Recruiters should be able to understand your notes without asking you for context. You are persistent without being spammy. You are organized enough to manage multiple active searches at once.

This Role Is Not a Fit If

• You only want to review inbound applicants.
• You do not like outbound sourcing.
• You send generic messages to everyone.
• You do not keep clean notes.
• You need a recruiter to tell you every next step.
• You cannot work with daily or weekly targets.
• Your English writing is weak.
• You are uncomfortable using AI tools to move faster.

You should move quickly, write clearly, and use AI tools to improve speed without lowering quality.

Key Responsibilities

• Source qualified Latin American candidates across LinkedIn, job boards, sourcing platforms, communities, referrals, and our ATS database.
• Build Boolean searches and AI-assisted search strings tailored to each role.
• Create target lists for active and future roles.
• Run personalized outreach through LinkedIn, email, and WhatsApp when appropriate.
• Qualify candidates against role-specific scorecards before passing them to recruiters.
• Keep the ATS clean with accurate tags, notes, compensation expectations, location, English level, availability, and role fit.
• Track sourcing metrics including outreach volume, response rate, qualified candidates, assessment completion, recruiter acceptance rate, and interview conversion.
• Partner with recruiters daily to refine target profiles based on client feedback.
• Build reusable sourcing playbooks for the roles we hire most often.
• Use ChatGPT, Claude, and other AI tools to improve search strings, outreach personalization, candidate summaries, and pipeline organization.

Weekly Output Expectations

After ramp up, a strong sourcer should be able to consistently produce:

• 500 to 750 candidate profiles reviewed per week
• 250 to 400 relevant candidates added or updated in the ATS per week
• 250 to 400 targeted outbound messages per week
• 60 to 120 interested candidate replies per week
• 35 to 60 qualified candidates passed to recruiters per week
• 20 to 40 candidates accepted by recruiters as strong-fit prospects per week
• 8 to 20 candidates moved into interview, assessment, or client submission path per week

Quality matters more than raw volume. We do not want resume dumping. We want candidates recruiters trust.

About Puente Talent

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

Every role we fill is remote, every candidate is based in Latin America, and every client is a U.S. company. We are growing and need a sourcer who can build strong candidate pipelines before recruiters are overloaded.

About the Role

You will own the top of the recruiting funnel.

Your job is to find, qualify, and engage Latin American candidates for remote roles with U.S. companies across operations, sales, customer service, finance, recruiting, and back-office roles.

• Salary paid in USD
• 100% remote within Latin America
• 3 weeks of PTO
• Local holidays
• Performance bonuses
• Opportunity to grow into Senior Sourcer, Recruiting Coordinator, or Recruiter based on performance

Bonuses

Performance bonuses are available based on candidate quality and conversion.

Example bonus structure:

• Bonus for sourced candidates who reach client interview
• Larger bonus for sourced candidates who are hired
• Additional bonus for candidates who stay past 60 or 90 days

We reward sourced candidates who actually convert, not just raw activity.