LATAM Recruiter at Futureproofing in São Paulo, São Paulo, BR

LATAM · Fully Remote · Part-Time

FutureProofing builds AI-native founding teams for ambitious startups, enterprises, and innovation organizations. We bring together AI engineers, technical product leaders, and AI-native workflows to help organizations move from strategy and ideas to production systems in weeks, not months.

But none of that works without the right people in the pipeline. Right now, talent is our bottleneck.

We're looking for an AI Recruiter who can screen quickly without cutting corners, understands what real AI engineering depth looks like, and is comfortable giving a clear “no” to a likeable candidate who simply doesn't meet the bar.

This is not a high-volume, keyword-matching recruiting role. We're looking for someone who treats every screen as a real evaluation, not a formality—and who uses AI tools as naturally in their own workflow as the engineers we place use them in theirs.

Why This Role Exists

We're receiving a high volume of inbound candidate interest, and our current recruiting capacity isn't enough to keep up.

That creates real risk:

• Great candidates sitting too long in the pipeline
• Strong talent being lost because we don't move quickly enough
• Recruiting decisions becoming less rigorous under volume

About FutureProofing

FutureProofing assembles AI-native founding teams to build products, platforms, and AI capabilities for ambitious organizations.

We work with:

• Startups
• Enterprises
• Consultancies
• Biotech companies
• Nonprofits
• Innovation teams

Our goal is simple: help organizations move quickly from strategy to production.

We operate with:

• High trust
• High ownership
• A bias toward action

Ambiguity is normal here.

The people who thrive at FutureProofing are proactive, technically curious, and comfortable creating structure where none exists—including in how their own role evolves.

What We're Looking For

Required

• Demonstrated experience using AI tools in your recruiting workflow, whether for sourcing, screening, evaluation, or process automation
• Ability to speak about a time when an AI tool got something wrong—and how you caught it
• Experience with structured, multi-stage, or rubric-based hiring processes, not just credential or keyword-based screening
• A track record of managing high-volume pipelines (200+ candidates per month) through systems and process
• Demonstrated ability to deliver a clear, direct “no” to candidates who don't meet the bar
• Genuine, self-directed curiosity about AI and technology

Strongly Preferred

• Prior experience recruiting technical or engineering talent
• Experience recruiting for embedded teams, consulting, staff augmentation, or similar environments
• Experience operating in a fast-moving, resource-constrained environment
• Comfort working without extensive institutional processes or predefined playbooks

You Can...

• Tell within one conversation whether someone's AI experience reflects real depth or surface-level exposure
• Run a rigorous, structured screen without sacrificing speed
• Hold a decision under pressure—even when the candidate is highly likeable and the pipeline is thin
• Build and manage your own system for tracking a large candidate pipeline
• Use AI tools as part of your daily workflow while knowing when to double-check their output

You Have...

• A process-first approach to recruiting
• High personal standards for what “qualified” really means
• Strong organizational discipline under real volume
• Clear, direct communication—even when delivering difficult feedback
• Genuine interest in AI and where the industry is heading

Who This Is Not For

This role is likely not a fit if:

• You prefer a slower, highly relationship-driven recruiting process over a fast-moving, high-volume environment
• You're more comfortable with credential-based or single-criterion screening than layered evaluation
• You haven't yet incorporated AI tools into your day-to-day workflow
• You rely primarily on memory rather than systems to manage your pipeline
• Your default instinct is to find a reason to say yes rather than protecting a clearly defined hiring bar

What You'll Own

Within your first month, you'll be expected to:

• Get fully up to speed on what “good” looks like for our AI Engineer roles
• Demonstrate that understanding in live candidate screens
• Bring the active recruiting pipeline current
• Establish a reliable, system-based process for managing candidates going forward
• Independently screen candidates and confidently advance or reject them based on our seniority framework
• Identify coverage gaps and create clean handoffs during hours you're not actively covering

Why FutureProofing?

You won't be screening resumes in a vacuum.

You'll be one of the first filters determining who becomes part of the AI-native teams we build for our clients.

The standard you hold will directly shape what FutureProofing is able to deliver.

If you care about:

• Identifying genuinely strong technical talent
• Holding a high bar
• Moving fast without becoming careless
• Building better recruiting systems
• And using AI to make your work smarter

This role was built for you.

Interested?

Apply and tell us how you've used AI to improve your recruiting workflow—and one example of when you knew the AI got it wrong.