Director of Talent Operations

Zipdev is looking for a sharp, high-potential recruiting leader to own and elevate our talent fulfillment organization.

We are not looking for someone to simply supervise an already functioning recruiting team. We want someone who has lived recruiting, succeeded personally as a recruiter, progressed into leadership, and is ready to take the next major step in their career.

The ideal candidate may currently be a Recruiting Manager, Senior Recruiting Manager, Practice Manager, Branch Manager, Market Manager, or early-stage Director within a staffing or recruiting agency. They have built credibility by doing the work themselves and have since demonstrated an ability to make other recruiters better.

This person will inherit an established remote team of recruiters, sourcers, and Talent Success professionals across Latin America. Their mandate is simple:
Take a good talent organization and make it exceptional.

They will own recruiting performance from the moment a client opens a position through placement, while also overseeing the success and retention of Zipdev talent currently working with our clients.

This is an opportunity for someone who wants more than another management position. The will have a seat at the leadership table and the autonomy to shape how Zipdev recruits, develops, measures, and retains talent as we continue to scale.

Own the performance of Zipdev's recruiting and sourcing organization, including:

• Time to first qualified candidate
• Time to fill
• Starts and placements
• Recruiter and sourcer productivity
• Interview-to-hire ratios
• Submission quality
• Aging requisitions
• Candidate pipeline health
• Quality of hire
• Recruiting capacity and forecasting

This leader should know the numbers, understand what drives them, identify problems early, and take action without waiting for the CEO to tell them what to do.

Bring deep recruiting expertise to the organization.

This person should be able to jump into a difficult search, diagnose why it is struggling, and coach the team on how to fix it.

They will continuously improve how Zipdev approaches:

• Sourcing strategy
• Candidate assessment
• Interviewing
• Client calibration
• Candidate presentation
• Offer negotiation and closing
• Market intelligence
• Recruiter training and development

We want our recruiters and sourcers to become better at their craft because of this person's leadership.

Own the performance and development of our Talent Success function and help ensure Zipdev talent remains successful after placement.

Key areas include:

• Talent retention
• Regrettable turnover
• Talent Success Partner performance
• Early identification of talent or client risk
• Performance escalations
• Talent engagement
• Retention trends and leading indicators

This is not a traditional HR leadership role. The focus is on the ongoing success, performance, and retention of Zipdev talent working with our clients.

Serve as the senior escalation point when recruiting or talent delivery requires leadership involvement.

This person should be highly credible with hiring managers and executives and capable of having direct conversations around:

• Difficult searches
• Market conditions
• Compensation
• Candidate availability
• Search strategy
• Performance concerns
• Talent retention

When this leader enters a client conversation, they should create confidence.

Continuously evaluate how technology can make Zipdev's talent organization faster, smarter, and more effective.

This includes:

• ATS optimization
• AI recruiting tools
• Sourcing technology
• Assessments
• Automation
• Dashboards and reporting
• Recruiting analytics
• AI agents and workflows
• Process improvement

We are looking for someone naturally curious about technology who is constantly asking:

Build a high-performance, high-accountability, positive culture across Recruiting, Sourcing, and Talent Success.

This leader will:

• Coach and develop recruiters and sourcers
• Identify skill gaps and create training
• Establish clear performance expectations
• Develop future leaders
• Run effective 1:1s and team meetings
• Address underperformance quickly
• Recognize and retain high performers
• Create clarity and direction
• Make decisions and move the department forward

The goal isn't simply to have a team that likes their leader.

The goal is to have a team that says: "I'm significantly better at what I do because I work for this person."

We are particularly interested in…