Jr. Recruiter

Location: Ciudad Nezahualcoyotl

Position Overview
Segula Technologies Mexico is looking for an energetic, detail-oriented   Junior Recruiter   to join our Talent Acquisition team in Mexico City. In this hybrid role, you will work directly with HR Business Partners and Talent Acquisition Leads to support end-to-end recruitment operations across our key engineering sectors with a heavy emphasis on Automotive (Body, Powertrain, Closures, Restraints, Systems Integration), Data Engineering/AI, and Industrial Manufacturing.
You will be responsible for sourcing qualified engineering talent, screening candidates, managing candidate pipelines, scheduling interviews, and maintaining operational agility to support fast-paced client staffing requirements.

Key Responsibilities

Sourcing & Talent Pipeline Management:
Proactively source technical profiles (Design & Release Engineers, Data/AI Engineers, CFD/FEA Specialists, Maintenance Specialists, Software Developers) using Linked In Recruiter, job boards, networking, and referral networks.
Screening & Assessment:
Conduct initial phone/video screening interviews to evaluate candidates’ technical backgrounds, soft skills, language proficiency (English/Spanish), availability, and compensation expectations.
HR Business Partner & PMO Support:
Collaborate closely with internal HR BPs, PMO leaders, and Account Managers to understand project requirements,

Job Description s (JDs), Purchase Orders (POs), and candidate submission timelines.
Interview Coordination:
Schedule and coordinate technical interviews between candidates, internal engineering managers, and external OEM client leads.
ATS & Reporting Maintenance:
Keep internal applicant tracking systems (ATS), tracker spreadsheets, and recruitment metrics updated in real-time to ensure full pipeline visibility.
Candidate Relationship Management:
Maintain clear, prompt, and professional communication with candidates throughout the hiring lifecycle to deliver a positive candidate experience.

Key Competencies

Technical Profile Comprehension:
Ability to quickly understand complex engineering roles, technical stacks (CAD/CATIA/NX, PLCs, Python, SQL, MLOps, DFMEA), and automotive/industrial terminology.
Sourcing Efficiency:
Familiarity with Boolean search logic, advanced Linked In sourcing techniques, and alternative recruitment channels.
Agility & Organization:
Strong time-management skills to prioritize multiple open requisitions concurrently in a high-volume, fast-moving consultancy environment.
Communication & Interpersonal

Skills:

Professional, persuasive, and clear communication skills across both written and verbal channels.
Adaptability & Drive:
A proactive approach to problem-solving, willingness to learn technical engineering domains, and a strong customer-service orientation toward both candidates and internal stakeholders.

Required Qualifications & Experience

Education:

Bachelor’s Degree in Psychology, Business Administration, Human Resources, Industrial Engineering, or related fields.

Experience:

1 to 3 years of experience in talent acquisition, recruitment assistance, or sourcing—preferably within engineering consultancies, IT/technical staffing agencies, or automotive/manufacturing sectors.
Technical Sourcing Tools:
Hands-on experience using Linked In Recruiter, OCC, Computrabajo, Jobfit, or candidate tracking databases.

Languages:

Advanced conversational and written   English proficiency (B2 Level minimum)  for candidate screening and cross-border operational alignment.
Office & Productivity:
Proficient in Microsoft Office 365 (Excel, Teams, Outlook, Word) and Google Workspace.

Key Performance Indicators (KPIs)

Candidate Submissions:
Submit 4–6 qualified, pre-screened technical candidates per week across active engineering requisitions.
Time-to-Screen:
Complete initial phone/video screenings within 24–48 hours of requisition assignment or candidate application.
Pipeline Accuracy:
Maintain 100% accurate, real-time tracking of candidate statuses, interview schedules, and feedback in the recruitment matrix.
Language Assessment:
Conduct 100% of English evaluations during initial screens to confirm client B2/C1 requirements prior to profile submission.

End-to-End Screening & Submission Workflow

Requisition Alignment:
Review project requirements, job descriptions, location modalities, and client PO details directly with the HRBP/PMO.
Boolean & Targeted Sourcing:
Execute targeted Boolean searches across Linked In Recruiter, local job portals, and internal databases to identify passive and active engineering candidates.
Structured Initial Screening:
Technical Verification:
Validate specific tools (e.g., Siemens NX, CATIA V5, PLCs, Python, SQL, GD&T), industry sector experience (OEM vs. Tier-1), and project methodologies.
Language Evaluation:
Assess English fluency through structured interview questions tailored to technical reporting and client interaction.