About Reboot Monkey
Reboot Monkey is a global datacenter services provider headquartered in Haarlem, Netherlands, operating 24 green-powered facilities across 6 continents. We deliver colocation, IP transit, smart hands, remote hands, and managed datacenter services to clients worldwide. We're a lean, remote-first team building the infrastructure backbone of the internet.
About the Role
We will be direct with you: we have cycled through 84 people in approximately 2 years. Your job is to break that pattern. We are not looking for someone to post jobs and schedule interviews. We need someone who can look at that number — 84 churned in 24 months — and build the structured process that makes it stop. That means quality-over-quantity sourcing, structured interviews with consistent scoring, onboarding that actually prepares people to work, and early performance signal tracking that catches a bad fit in week 2, not week 8.
This role is critical to everything else we are trying to build. Without a functioning hiring pipeline, we cannot staff the operations, sales, and finance functions that the company needs to grow. You own that pipeline. Why LATAM?
We are building a 24/7 recruitment operation. With our existing team spread across CET and APAC timezones, we need recruitment coverage in the Americas timezone (UTC-3 to UTC-5) to ensure candidates are being sourced, screened, and moved through the pipeline around the clock. Brazil and Argentina are our priority markets for this role due to strong talent pools, timezone alignment, and cultural fit with our global remote team. Day-to-day you will:
Manage the full hiring pipeline for all open roles in Recruitee — from sourcing to offer
Write and post job descriptions in Recruitee (you will improve on the ones we already have)
Screen CVs against role requirements — moving qualified candidates forward, rejecting unqualified ones fast
Conduct first-stage screening calls to assess fit, availability, and English fluency
Coordinate trial tasks with candidates and score results against the rubric
Own onboarding for every new hire: send access credentials, set up their first-week schedule, run the 30-minute orientation call
Track hiring pipeline metrics weekly: candidates screened, interviews scheduled, time-to-fill per role
Report to Michel (CEO) weekly with a pipeline update
Provide Americas-timezone recruitment coverage as part of our 24/7 hiring operation
Over time: build and maintain an onboarding playbook so the process is consistent regardless of role
What You'll Own (KPIs)
These are your KPIs. Shared upfront, reviewed every 2 weeks for the first 3 months, then monthly:
Candidates screened: 20+ per week during active hiring phases Interview-to-hire ratio: 5:1 or better (5 interviews for every hire made) Time-to-fill: 21 days or less from job posting to offer accepted, per role Onboarding completion: 100% of new hires complete the onboarding checklist before their second week Weekly pipeline report: Delivered every Friday by EOD The primary metric is time-to-fill. Every day a critical role is unfilled is a day the CEO absorbs that work. Speed with quality is the target. Compensation and Terms Monthly retainer: EUR 600–800 depending on experience (competitive for LATAM market) Arrangement: Freelance / contractor — you invoice us monthly Hours: Full-time, 40 hours/week Performance reviews: Every 2 weeks for the first 3 months, then monthly