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Kojo is a fast-growing construction technology company founded in 2018, transforming how commercial construction companies buy materials. The construction industry represents $10 trillion in annual global spend, yet material procurement—which constitutes up to 40% of project costs—has seen minimal innovation in 70 years. Kojo is building a permanent engineering center in Mexico City in 2027 and seeking a Technical Recruiter to own full-cycle recruiting for that expansion.
In this role, you will be the sole technical recruiter driving Kojo's LATAM engineering hiring strategy, reporting to the Director of Talent and partnering directly with engineering leadership. You'll build and maintain an evergreen pipeline of senior-level engineers, focusing on outbound sourcing in a fast-moving, underserved talent market. You'll run white-glove, full-cycle recruiting for LATAM-based technical searches, with occasional North American placements.
Key responsibilities include: identifying high-talent-density teams and coaching hiring managers on passive candidate outreach; maintaining a competitive pipeline of A+ engineers; holding hiring bar standards and advising leadership when panels risk settling; keeping recruiting systems (Ashby) clean and trustworthy; and leveraging AI-native tools (Claude, Granola, LinkedIn Recruiter AI) as core sourcing and screening methods, not occasional shortcuts.
You'll work alongside a recruiting coordinator handling logistics, allowing you to focus on strategy and relationship-building. Success means earning engineering leadership's trust so they request you by name, closing senior candidates against competing offers, and building a reputation as the person who masters LATAM technical recruiting while the market is still catching up.
Required: 3+ years of full-cycle or coordination recruiting experience; proven outbound sourcing credibility (LinkedIn Recruiter fluency or equivalent); technical fluency in engineering roles; ability to partner with hiring managers as a trusted team member, not a vendor; genuine care for candidate experience; English fluency for daily collaboration with North American leadership; and ownership mentality to proactively identify gaps, drive searches to completion, and call out when hiring standards slip.
