About the Role

We're looking for a Founding Talent Partner who operates like a talent entrepreneur: a builder who personally closes senior A-players, not a full-cycle recruiter who executes inside a funnel someone else designed.

You'll partner directly with the CEO to build the teams that will define Pentince's next stage of growth. You'll hire across engineering, AI, operations, hospitality, commercial, and business functions, and you'll build the recruiting engine from scratch that makes attracting top performers repeatable.

The difference we care about: we've met plenty of skilled recruiters who can run a process. What's rare, and what this seat demands, is someone who can name the senior A-players they personally won, including the ones who first said no, and who has built a talent funnel from zero and can point to exactly what it produced.

This role combines talent acquisition, talent operations, and people partnership. You'll own sourcing, inbound conversion, hiring processes, and candidate experience, and you'll become the go-to person for recruiting and people-related matters across the company.

- You find talent others miss.
- You win candidates who weren't looking, and candidates who said no.
- You create pipelines before they become urgent.
- You move fast without sacrificing quality.

What You'll Do Partner with Leadership on Critical Hiring
- Work directly with the CEO and hiring managers to define hiring priorities across the business.
- Act as a strategic thought partner on talent decisions, organizational needs, and hiring plans.
- Help identify and attract the people who will have the highest impact on company growth.

Close Senior A-Players
- Personally source, engage, and close senior and hard-to-fill hires, including passive candidates and those who initially decline.
- Own the persuasion and negotiation that turns a "no" into a signed offer.
- Build genuine relationships with exceptional candidates before positions become urgent.

Build A-Player Talent Pipelines from Scratch
- Own recruiting across technical, commercial, operations, hospitality, and business functions.
- Design proactive sourcing strategies and build funnels from zero, rather than inherit and run existing ones.
- Map talent markets, identify target companies, and maintain relationships with top talent.

Source Creatively and Relentlessly
- Leverage LinkedIn, Ashby, referral networks, WhatsApp communities, industry groups, university programs, niche communities, and emerging sourcing channels.




- Test new sourcing approaches continuously and double down on what works.
- Use AI tools to increase sourcing efficiency and candidate engagement.

Own Inbound and Run a High-Velocity Process
- Review and qualify inbound applications, and continuously improve JDs, employer branding, and messaging to raise applicant quality.
- Maintain strong pipeline coverage, coordinate interviews, and keep hiring teams aligned and moving quickly.
- Identify risks early and solve bottlenecks before they impact hiring outcomes.

Act as the Internal People Partner
- Serve as the primary point of contact for day-to-day recruiting and people operations matters.
- Support onboarding, employee experience initiatives, and basic HR processes.
- Partner with external providers to ensure compliance with Colombian labor regulations.

Build Recruiting Systems
- Create scalable recruiting workflows, templates, scorecards, dashboards, and reporting.
- Track funnel performance, conversion, hiring velocity, and sourcing effectiveness.
- Use data to improve recruiting outcomes, treating it as a tool to win better hires rather than as the scoreboard itself.

What Success Looks Like

Day 30

- Develop a deep understanding of Pentince's hiring needs and talent priorities.
- Own active recruiting processes with minimal oversight.
- Establish sourcing plans and pipeline targets for priority roles.
- Become a trusted recruiting partner to leadership.

Day 90
- Multiple critical roles actively progressing, with senior hires moving toward close.
- Consistent sourcing and inbound systems operating effectively.
- Recruiting metrics and reporting established.
- Hiring managers view recruiting as a competitive advantage.

Month 12
- Pentince has a predictable recruiting engine capable of supporting company growth.
- Strong talent pipelines exist across key functions.
- The company has successfully hired multiple high-impact senior contributors across technical and business teams.
- Recruiting processes are scalable, data-driven, and highly efficient.

What We're Looking For

Required Experience

- 3 to 6+ years of recruiting experience in startup, technology, agency, or high-growth environments.




- A track record of personally closing senior A-players in hard-to-fill roles, with specific, named hires you can speak to, including candidates you won after an initial no.
- Experience building at least one talent funnel from scratch, with clear evidence of what it produced (not operating a funnel someone else built).
- Experience hiring across multiple functions, including technical and non-technical roles.
- Strong proactive sourcing capabilities.
- C1 English (required). This seat closes U.S.-market senior hires and partners daily with a U.S.-based leadership team.
- Familiarity with ATS platforms such as Ashby, Greenhouse, Lever, or similar.

Traits We Value
- You thrive in fast-paced environments where priorities change quickly.
- You take ownership and move without waiting for instructions.
- You are highly organized and can manage multiple searches simultaneously.
- You enjoy solving difficult hiring challenges and winning candidates others can't.
- You think creatively about talent acquisition and candidate engagement.
- You are comfortable working under pressure and maintaining high standards.
- You leverage AI tools daily to improve productivity and recruiting outcomes.

Role Setup
- Location: Bogotá, Colombia
- Schedule: Onsite
- Type of Contract: Colombian Labor Contract (local employment and benefits)

This Role Is NOT For You If
- You've only executed inside funnels someone else built, and can't name a senior hire you personally won.
- You measure yourself mainly by throughput (hires per month, time-to-fill) rather than by the caliber of people you've closed.
- You believe recruiting starts and ends with posting jobs.
- You are uncomfortable sourcing candidates proactively or chasing a "no."
- You need constant direction to prioritize your work.
- You struggle to manage multiple hiring processes simultaneously.
- You prefer highly structured corporate environments over fast-moving startups.
- You are uncomfortable being accountable for hiring outcomes.

Why This Role Is Different
- You'll partner directly with the CEO on some of the company's most important decisions.
- You'll hire across every major function in the business.
- You'll help shape the talent strategy of a growing company.
- You'll have significant ownership and visibility from day one.
- You'll build systems and processes rather than simply follow existing ones.
- You'll develop broad recruiting, people, and business exposure rarely available in traditional recruiting roles.

📌 Talent Acquisition Lead (Bogotá)
🏢 Lapieza
📍 Bogotá