Senior Tech Recruiter for NA and BR | Advanced English

👩‍💻 Let's break it down into what you'll actually do:
Recruiting & execution
Lead end-to-end hiring processes for technology roles, from profile mapping and intake meetings through sourcing, assessment, offer negotiation and acceptance.
Design and execute creative sourcing strategies to attract passive talent in highly competitive markets, using channels such as LinkedIn, GitHub, tech communities, research networks, events and referrals.
Build and nurture talent pipelines for critical, recurring and highly specialised roles, including diverse talent pipelines.
Deliver a high-quality, transparent and respectful candidate experience at every stage of the process.
Navigate the complexity of recruiting for Brazil and North America, including different market dynamics, candidate expectations and time zones.
Talent partnership & strategic advisory
Partner directly with hiring managers, Tech Leads, Heads and senior leaders as a trusted talent advisor.
Challenge assumptions and lead constructive, sometimes difficult conversations when needed to achieve better hiring outcomes.
Influence workforce planning and organisational design discussions instead of only reacting to open requisitions.
Proactively provide structured market intelligence, including talent availability, compensation insights, competitor activity and sourcing landscape across Brazil and North America.
Translate business needs into realistic, compelling and effective talent strategies.
Data, innovation & mentorship
Track recruiting metrics and KPIs, turning data into practical recommendations and continuous improvement actions.
Drive process improvements, automation and innovative approaches that improve the experience for candidates and hiring managers.
Mentor other recruiters, share best practices and help raise the strategic maturity of the Talent Acquisition function.
Employer brand & community
Strengthen Syngenta’s tech employer brand in the markets you support.
Engage with technology communities, events and networks, collaborating with Employer Branding to position Syngenta as a destination for global technology talent.
Act as a credible ambassador of our culture, mission and employee value proposition.
🌱 What you need to bring to do this well
>Must-Haves:
Solid experience in tech recruiting operating in a talent partner model — with a proven track record of strategic influence, not just operational execution.
Great verbal and written communication skills in English (advanced) — this is the language of your day-to-day in this role and will be assessed during the hiring process.
Strong knowledge of the tech landscape (programming languages, stacks, frameworks, career paths, methodologies, etc.) — you don't need to code, but you need to speak the language and genuinely enjoy diving into this world.
Experience recruiting tech talent in an international context, ideally with direct exposure to Brazilian and North American markets.
Consultative mindset with strong communication, partnership and influence skills across all levels — from first-time managers to C-level, from HRBP to peers and team members.
Analytical thinking and data-driven decision-making.
Ability to produce and deliver structured, actionable market intelligence to stakeholders.
Autonomy and proactive — you'll have a lot of freedom to test, fail, and learn. The sense of ownership here is real and, as a senior talent partner, we expect you to propose, conduct and put rhythm on initiatives.
Resilience and adaptability — the pace is fast and that's exactly how we like it.
>What Sets You Apart (the extra mile we will love to see):
Experience recruiting digital R&D profiles — Data Scientists, Data Modelers, AI Engineers, or similar — you understand what makes these profiles uniquely challenging to attract, assess, and close.
Experience with workforce planning or org design.
🌈 Diversity and Inclusion really matter for us
We are an equal opportunity employer committed to diversity and inclusion. We encourage applications from people of all backgrounds, identities, and experiences. We know sometimes the challenge seems too big when you are from a diverse group, but please be sure of your value and empowered to try if in your perception you match at least 75% of the requirements – research says diversity group representatives tend to reduce their accomplishments and don't apply when there is no 100% match between the job post and their self-evaluation. This is not to say we will reduce the requirements; this is to say that diverse people often have a diminished perception of their own achievements. They may have a huge impact on previous experiences and a proven track record, but don't recognize it. We do. We are an evidence-based company. And we are rooting for you.

Employment type
Full-time

Work arrangement
Hybrid