Senior Recruiter

Responsibilities — Own full-cycle hiring for tech and non-tech roles — Run hiring experiments — new sourcing channels, outreach formats, assessment methods, AI-driven workflows — measure the impact and scale what works — Proactively source and engage passive candidates, map talent markets and build pipelines for future needs — Act as a thought partner to hiring managers: shape role profiles, align on the hiring bar, and bring market insights — Negotiate and close offers with highly competitive candidates Requirements — 5+ years of full-cycle recruiting experience with hands-on hiring for both tech and non-tech roles — Strong direct sourcing skills — you can point to hires that came from your own outreach — You use (or even build) AI tools in your daily workflow and can show concrete examples of where they improved your speed or quality — A track record of changing how hiring works and comfort with risk: you've questioned a standard process, run an experiment, and can tell us what worked and what didn't — Solid understanding of the tech stack — Experience working with demanding stakeholders, including first-time hiring managers — Fluent English Benefits — Compensation package: base salary and performance-based bonuses — Relocation support: full assistance for a smooth relocation for the employees and their family to Lisbon — Office-first: flexible hours with a possibility to work remotely — 52 days per year, and 22 days of paid annual leave — Care & Wellbeing: health insurance (including dental care) for employees and their children, daily meal allowance, and 100% paid sick leave — AI-first approach: licenses and access to a wide range of AI tools — Team & Growth: collaboration with colleagues across Portugal, Brazil, Latvia and China, with opportunities for promotions, professional trainings, and English & Portuguese courses — Community & Engagement: annual team building activities, knowledge-sharing workshops, and a strong sense of team work