Senior Talent Acquisition

We pay above market and improve upon any external offer to retain the best talent.

At Evolve, we believe in the power of education to change lives. We offer high-quality technology programs, designed to prepare our students for the challenges of the future. Our team is composed of passionate professionals dedicated to educational excellence. Join us and become part of a community that values innovation and professional growth.

This is a position dedicated to the integral management of Evolve's internal selection processes, integrated into the People team and reporting directly to its Management.

Every hire defines who builds Evolve. That is why this position is not limited to managing processes: it carries the real responsibility of ensuring that every addition is the right one.

The role combines two talent attraction pathways: direct search, identifying and contacting the ideal professionals for each position, and the management of received applications, evaluated with identical criteria. The scope covers all areas of the company - Product, Growth, Revenue, Content, Tech, Finance, People, and Legal -, with the same standard in all cases: rigor in evaluation and care for each candidate's experience.

Evolve is a company built on technology, so a relevant part of the positions to be covered corresponds to technical profiles. Technological criteria are decisive: it is what allows for a proficient dialogue with hiring managers and with the candidates themselves, and for formulating the right questions in each case.

This is a role with a high degree of autonomy and exposure, with room to define Evolve's selection model together with the team. The ultimate goal is to bring in the people who will move the company forward.

We adapt to the needs of the team, guaranteeing efficiency without sacrificing quality of life.

Strategic talent vision
• Anticipating the business's talent needs, beyond the positions open at any given moment: understanding where each area is growing and what profiles it will need before the vacancy exists.
• Advising hiring managers as a strategic partner, not as a candidate provider: helping to decide if the real need is to hire, restructure, or wait.
• Building Evolve's employer value proposition, adapted to each type of profile and market.

Talent attraction: direct search and inbound
• Designing and executing the search strategy, adapted to the particularities of each area of the company.
• Active sourcing in LinkedIn Recruiter (and other AI tools), professional communities, events, and specialized networks, adapting the channel and the message to each profile.
• Building and maintaining talent pipelines by area, with a medium-term vision, beyond the positions open at any given moment.
• Writing personalized contact messages, with specific context regarding the profile and the opportunity.
• Screening and managing inbound talent: applications to our offers and spontaneous applications, handled with the same criteria and agility as direct search.

Integral process management
• Managing the complete process from first contact to onboarding: screening, competency-based interviews, coordination with hiring managers, offer, and acceptance.
• Defining the profile with each hiring manager before starting the search: criteria, essential requirements, approved range, process, and responsibilities defined from the start.
• Evaluation based on evidence of competencies and results.
• Rigorous ATS management: the pipeline reflects the real status of each process and allows for data-driven decision-making.

Internal advisory and market vision
• Direct dialogue with area managers: advising on how to structure the team, which profile responds to the stated need, and what is achievable in the market.
• Continuous mapping of the talent market: what profiles exist, in which companies, what conditions they handle, and what value proposition is most attractive.
• Reporting process metrics: time to fill, conversion by phase, source quality, and hire quality.

Candidate experience and employer brand
• Caring for the candidate experience in all phases of the process, with clear, timely, and respectful feedback for all people participating in it.
• Active contribution to the continuous improvement of the selection process and Evolve's employer brand.

What are we looking for?
• 4-6 years of experience in recruitment, with a demonstrable focus on direct search and processes managed from start to finish.
• Experience in high-demand environments, with several processes managed in parallel without losing quality or focus in any of them.
• Proven generalist background: experience covering both business profiles (sales, marketing, operations) and product or technology profiles, with the ability to adapt the tone to each.
• Technological criteria: ability to differentiate stacks, seniorities, and what problem each role solves (data, AI, full stack, cybersecurity), with the necessary level to formulate the right questions in each conversation.
• Advanced mastery of LinkedIn Recruiter: Boolean searches, projects, advanced filters, and contact strategy, as a daily use tool.
• Work with ATS and data orientation: performance measured in well-closed processes and in the quality of each hire.
• Autonomy and responsibility for results: proficiency in contexts where the process is built while being executed, and proposing improvements on one's own initiative.
• Native or fluent Spanish and English B2-C1.
• AI agency - advanced use of artificial intelligence applied to the day-to-day of recruitment (sourcing, screening, and follow-up), with the judgment to gain efficiency.

We are committed to our team in the long term, betting on stability and growth.

We encourage professional evolution, the assumption of responsibilities, and team leadership.

A dynamic, ambitious, and demanding environment, where talent is driven and growth is real.