Business Operations Lead, Recruiting Fulfillment

Business Operations Lead, Recruiting Fulfillment (Remote)

Location: Remote (Latin America)

Compensation: $3,000 – $5,000 USD/month and equity conversation

Schedule: Monday to Friday, standard US business hours with Central overlap (40 hours/week)

Type: Full-time · Independent Contractor

About the Company

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

We are scaling quickly and need a hands-on operator who can turn our recruiting and fulfillment process into a repeatable operating machine. This role reports directly to the CEO and will have real ownership over how the company runs day to day.

About the Role

You will own the daily operating system behind recruiting fulfillment, client delivery quality, onboarding, CRM hygiene, and weekly metrics.

Your job is to make sure every client role has a clear path from intake to placement. That means recruiter accountability, candidate quality, slate speed, client follow-up, dashboard visibility, and clean handoffs.

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.

Strong performers can grow into broader company leadership.

Key Responsibilities

• 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.

Who You Are

• 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

-> 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.

-> It is also not a fit if you only want to manage from above. This role requires building, inspecting, fixing, documenting, and following through.

Bonus Points

• Experience in staffing, RPO, recruiting agencies, marketplaces, SaaS, fintech, BPO, or tech-enabled services.
• Experience managing recruiters, sourcers, client delivery, customer success, onboarding, or operations teams.
• Experience with RecruitCRM, HubSpot, Airtable, Clay, Make, Zapier, Notion, Google Sheets, Slack, or similar tools.
• Experience with Latin American talent markets and remote U.S. clients.
• Built the first operating dashboard, recruiting pod, client delivery playbook, or weekly business cadence at a startup.
• Bilingual Spanish and English.

What Success Looks LikeFirst 90 Days

• Weekly operating cadence is live.
• Every active search has an owner, next action, SLA, and status.
• Daily recruiter scorecard is live.
• Search aging report is live.
• Candidate slate quality bar is documented.

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• CEO can see recruiting output, client follow-up, and fulfillment risk without chasing Slack updates.

Ongoing

• Standard roles move from intake to first qualified slate in 3 to 5 business days.
• Recruiters are managed against clear throughput and quality expectations.
• CRM hygiene, client handoffs, and candidate handoffs are cleaner.
• Recruiting throughput improves without lowering candidate quality.
• The company can accept more demand because capacity, role complexity, and client responsiveness are visible before commitments are made.
• The CEO spends less time fixing operational fires because you own the operating rhythm end to end.

Benefits

• 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

How to Apply

Submit your application through our careers page along with your resume in PDF format. As part of applying, you will complete a short online assessment that includes a typing test, an English grammar test, and three brief recorded video responses. Plan for 20 to 30 minutes to complete everything in one sitting.

We use the assessment to evaluate your typing speed, written English, communication skills, and professionalism. Incomplete applications will not be reviewed.

What to Expect

• Application + Assessment: Submit your resume and complete our online assessment (typing test, English grammar test, three short video responses).
• Team Interview: A conversation with our recruiting team to assess fit, experience, and working style.
• Final Interview: A conversation with the CEO.
• Background Check + Offer: Final verification followed by your offer letter.