About Me

Created job descriptions and sourcing strategies tailored for the LATAM market. She built and managed candidate pipelines through ATS systems, overseeing the full recruitment lifecycle, which included screenings, client interviews, and onboarding support. Additionally, she optimized sourcing efforts by leveraging data and pipeline reporting to enhance the overall talent strategy.

Managed full-cycle recruitment for IT, telecommunications, and construction roles, partnering with clients to align hiring needs and deliver qualified candidates efficiently. She led targeted sourcing using LinkedIn Recruiter and Boolean search, improved recruitment workflows and candidate engagement, created talent attraction campaigns for social media, and mentored junior recruiters on sourcing and ATS best practices, all while implementing a comprehensive talent strategy.

Managed end-to-end recruitment for cybersecurity GTM roles, which included sourcing, interviewing, hiring, and placement. She partnered with clients to align their hiring needs, job strategy, and market insights. Additionally, she led targeted sourcing through social media, job boards, and industry networks, while also improving internal recruitment processes to enhance efficiency and the candidate experience.

Generated new business opportunities and built strong client relationships to exceed sales targets, leveraging my experience as an LATAM Recruiter. I managed a robust sales pipeline through market research and competitive analysis while implementing a talent strategy that optimizes sales processes and revenue forecasting. Additionally, I delivered tailored presentations and proposals, collaborating cross-functionally to ensure a strong client experience.

Oversaw full-cycle recruitment for telemarketer roles across Latin America, developing tailored talent strategies to meet diverse staffing needs. Additionally, she led employer branding initiatives on social media to increase visibility and attract high-quality candidates.

Coordinated full-cycle recruitment, which included candidate sourcing, screening, interviewing, and hiring, all while effectively managing HR operations. In addition, I provided administrative support across finance and operations, prepared reports and documentation, and ensured high-quality customer service through in-person, phone, and email communication, aligning with our talent strategy.

Developed targeted recruitment and sourcing strategies, managed full-cycle hiring from sourcing to onboarding, and partnered with hiring managers to define role requirements. Additionally, she leveraged social media and online platforms to engage qualified candidates while maintaining accurate candidate records within the ATS, all aligned with an effective talent strategy.

Coordinated full-cycle recruitment, which included sourcing, screening, interviewing, and hiring. She scheduled interviews, managed job postings and onboarding, supported recruitment events and career fairs, maintained ATS and databases, and ensured clear communication and timely feedback to candidates, all while implementing an effective talent strategy.

The recruitment market in Latin America continues to grow as global companies increasingly hire remote talent across the region. For candidates, this creates exciting opportunities—but also more competition. Understanding how international recruiters evaluate talent can significantly improve your chances of success. 

Global companies hiring in Latin America prioritize:

• Strong communication skills (especially written and spoken English) 
• Reliability, autonomy, and remote work readiness 
• Proven experience, not just academic background 
• Cultural adaptability and professionalism across time zones 

Your resume and interviews should clearly demonstrate these qualities.

International recruiters spend seconds reviewing resumes. Best practices include:

• Use a clear, concise, one- or two-page resume 
• Focus on results and impact, not task lists 
• Avoid local jargon; use globally understood job titles 
• Include tools, technologies, and metrics when possible 

Always tailor your resume to the role and market you’re applying to.

For international hiring, LinkedIn is often more important than job boards.

• Keep your profile updated in English 
• Clearly state that you are open to remote or international roles 
• Highlight achievements and skills in your headline and summary 
• Engage with recruiters and companies you’re interested in 

A strong LinkedIn profile can bring opportunities directly to you.

Interview expectations may differ from local processes:

• Be punctual and test your technology in advance 
• Communicate clearly and confidently 
• Prepare examples using the STAR method (Situation, Task, Action, Result) 
• Ask thoughtful questions about the role, team, and expectations 

Professionalism and preparation make a strong impression.

International roles are competitive. Success often comes from:

• Applying consistently, not randomly 
• Following up professionally when appropriate 
• Being open to contract, freelance, or entry international roles 
• Continuously improving skills aligned with global demand

Latin America is a key talent hub for global companies—but standing out requires preparation, clarity, and strategy. By aligning your profile with international standards and showcasing your value clearly, you position yourself for long-term global career growth.

If you’re based in Latin America and aiming to work with international companies, the opportunity is real—and with the right approach, it’s within reach.