Talent Specialist (LATAM) - Sourcing & Recruiting

Hilbert is a data science-first growth infrastructure. It tells B2C teams what their users are about to do, what is actually moving revenue, and which action to take next. Agentic by design, it compresses decisions that used to take months into minutes — built by operators, mathematicians, and engineers who lived that complexity at scale and decided to end it.

We work with the operators who move first: Fortune 500 enterprises, beloved consumer brands like FreshDirect and Blank Street Coffee, and AI-native companies redefining how software gets built. Series A, led by a16z.

The Opportunity

We’re hiring a Talent Specialist to build our talent engine across LATAM.

This is a sourcing-heavy, high-ownership role. You’ll be responsible for finding the people Hilbert needs before they find us — across engineering, AI/ML, product, GTM, growth, operations, and everything in between.

You’ll own searches across Mexico, Brazil, Colombia, Argentina, Peru, Chile and more, building talent maps and pipelines across very different functions and markets.

There won’t always be an obvious playbook. One week you might be mapping AI engineers in Brazil; the next, building a GTM pipeline in Mexico or finding an operations hire in Argentina. You’ll need to understand what great looks like quickly, figure out where those people are, and get them interested in Hilbert.

We move fast. Priorities change. Searches can be difficult. We care much more about someone who can figure things out and deliver than someone who needs a perfectly defined process.

If you love sourcing, digging into markets, finding people others miss, and seeing your work translate directly into hires, you’ll have a lot of ownership here.

What You’ll Own

• Build our LATAM talent pipelines from the ground up. Own proactive sourcing across Mexico, Brazil, Colombia, Argentina, Peru, Chile and more.
• Source across the company — from software engineering, AI/ML, and product to GTM, growth, operations, and corporate roles.
• Turn a hiring need into a sourcing strategy quickly: understand the profile, map the market, identify the right talent pools, and start producing qualified candidates.
• Find exceptional passive candidates through LinkedIn Recruiter, GitHub, communities, referrals, networks, and whatever other channels actually work.
• Write outreach that gets responses. Test messaging, channels, and targeting rather than sending the same template hundreds of times.
• Build talent maps for difficult and business-critical searches instead of waiting for applications to arrive.
• Conduct recruiter screens and develop strong judgment around who should — and shouldn't — move forward.
• Partner directly with hiring managers to calibrate searches, challenge unrealistic requirements, and use market data to improve hiring decisions.
• Own candidate momentum from first outreach through the interview process and help close the people we want.
• Know your funnel. Track outreach, response rates, qualified candidates, conversions, and hires — and change your approach when something isn't working.
• Build market intelligence around talent availability, compensation, competitors, and candidate behavior across LATAM.
• Improve the way we recruit as you go. If a process is slowing us down, identify it and help fix it.

What We’re Looking For

• Hands-on recruiting and sourcing experience across Mexico, Brazil, Colombia, Argentina, Peru, and Chile is required. You have personally built pipelines and recruited candidates in each of these markets.
• You are a sourcer at heart. You enjoy the hunt and have a track record of finding and engaging passive talent rather than relying primarily on inbound applicants.
• You can show examples of difficult searches you've cracked and explain exactly how you approached them.
• You can move between technical and non-technical searches without needing weeks to understand a new profile.
• You know how to research a market, identify relevant companies and talent pools, and turn that research into a pipeline.
• You're comfortable with LinkedIn Recruiter and know how to go beyond basic keyword searches.
• You're highly resourceful. When the obvious sourcing channel doesn't work, you find another one.
• You move with urgency and can manage several searches without waiting for someone to tell you what to do next.
• You're comfortable challenging hiring managers and bringing data and market insight into the conversation.
• You care about quality and speed — producing a large pipeline isn't useful if the candidates aren't relevant.
• You're comfortable operating in an environment where priorities can change quickly and the recruiting infrastructure is still being built.
• Professional fluency in English and Spanish is required.

Bonus Points

• Portuguese proficiency, particularly the ability to source and engage candidates in Brazil.
• Experience recruiting for the US market and partnering with US-based hiring managers.
• Experience recruiting for AI, engineering, data, SaaS, or other highly technical companies.
• Experience in an early-stage or high-growth startup where you had to build rather than inherit recruiting processes.
• You've built talent maps, sourcing systems, or pipelines from scratch rather than simply executing an established recruiting playbook.

What Success Looks Like

You don't wait for a pipeline — you create it.

Within your first months, hiring managers should know they can give you a difficult search and you'll figure out the market, find the right people, and start generating qualified conversations quickly.

You'll know which companies produce strong talent in each of our LATAM markets, which sourcing approaches work, where our funnels are breaking, and what we need to change.

Most importantly, the people you source become the people building Hilbert.

How We Work

High ownership. If you see something that needs to happen, you own it.

Move fast. We'd rather test, learn, and adjust than spend weeks designing the perfect process.

Be resourceful. Not every problem comes with a playbook.

Stay close to the outcome. Recruiting isn't measured by activity. It's measured by whether we're getting exceptional people into Hilbert.

Build as you go. We're scaling quickly, and you'll help shape how LATAM recruiting works as we grow.