Talent Acquisition Specialist
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Job Summary
ROLE SUMMARY
ABOUT THE COMPANY
ABOUT THE ROLE
As METEOR continues to grow we are looking for a Talent Acquisition Specialist to support full-cycle recruitment for our clients. This is one of the most important roles in the company. The person in this seat is responsible for finding the best VA talent in the country and that directly drives whether clients stay with us expand with us and refer us to their friends.
We are looking for someone who brings deep experience as a Virtual or Executive Assistant or as a recruitment professional. That background is essential for assessing and selecting top candidates for remote assistant roles.
Whats in it for you
Join a fast-growing company that has doubled in size every year.
Gain hands-on experience with a world-class recruiting system.
Grow your expertise in talent acquisition and recruitment strategy.
Regular exposure to international clients.
Earn performance-based commissions on successful hires.
This position is perfect for someone who:
Has worked as a high-performing Virtual or Executive Assistant Recruitment or Similar roles
Enjoys evaluating people and helping determine whos right for specific roles
Wants to pivot into talent acquisition while leveraging their assistant background
Likes working in structured environments with clear processes
Has an interest in helping others improve and grow in assistant roles
Takes ownership and responsibility in everything they do
Is comfortable working in a high-volume environment with lots of moving pieces
METEOR CORE VALUES
At METEOR we value technical skills as much as cultural fit. Thats why its important for anyone joining our team to embody our Core Values:
Commitment to Excellence If your name is on it make sure its done right. No shortcuts no half-measures.
Extreme Ownership Your results are your responsibility. If something goes wrong take charge of fixing it.
Maintain a Growth Mindset Theres no such thing as I cantonly I havent learned how yet.
Strive for Simplicity Complexity kills efficiency. Focus on what matters cut the rest.
Discipline Over Motivation Motivation comes and goes. Discipline keeps you moving forward.
Consistency Over Intensity A little progress every day beats bursts of effort followed by burnout.
Resourcefulness Over Resources You dont need more; you need to make the most of whats already there.
ROLE RESPONSIBILITIES
Campaign Launch
Strong setup prevents costly mistakes later. Systems templates and sourcing channels need to be configured correctly before a single candidate is reviewed.
Work with the Customer Success team and the client to identify recruitment needs
Configure Applicant Tracking System (ATS) settings and workflows for each campaign
Prepare and customize communication templates (email WhatsApp job boards)
Collaborate with the marketing team on ad copy and sourcing strategies
Ensure job posts are clear consistent and correctly distributed
Candidate Sourcing & Screening
Sourcing brings candidates in and screening filters for the ones worth a closer look. Strong judgment at this stage protects every step that follows.
Use inbound and outbound sourcing strategies (LinkedIn job boards etc.)
Review and tag applications to identify high-potential candidates
Maintain organized and updated pipelines within the ATS
Apply judgment rooted in assistant experience to shortlist talent
Perform short screening calls to determine process advancement
Candidate Evaluation & Selection
Only the most aligned candidates should reach our clients. Assessments structured interviews and clear evidence come together here to make a confident recommendation.
Design and manage candidate assessments (skills psychometric language)
Design interview kits and lead structured interviews
Analyze test results and feedback for accurate candidate evaluation
Manage the internal existing talent pool to determine candidate potential
Create clear and concise candidate reports for client delivery
Develop candidate summary reports with final candidates and deliver to our clients
Ongoing Campaign Management & Communication
Clear timely communication is what makes a great candidate and client experience. When everyone knows where they stand trust grows and campaigns move forward without friction.
Maintain proactive communication with candidates at every stage
Respond to candidate inquiries promptly and professionally
Deliver timely rejections with clarity and care
Share regular updates with clients on campaign status
Coordinate interview schedules between candidates METEOR and clients
Manage our various recruiting tools systems and databases throughout the process
Talent Pool Management
Some clients expect a full campaign but most want to hire faster. The Talent Pool exists to meet that need cutting time-to-hire from 3 weeks to 5 days or less when it is well-maintained.
Maintain a healthy and available talent pool ready for incoming clients
Ensure diversity of skillsets and profiles across the pool
Keep candidate data accurate and up to date
Maintain a strong tagging system for fast filtering and retrieval
Onboard new talent pool candidates quickly and consistently
Generate candidate summary reports based on specific client criteria
Identify ways to make it easier to add retrieve and present candidates
Talent Acquisition Strategy & Process Improvement
Hiring is never a finished product. We are looking for someone who is always sharpening the process with AI and better systems as their default tools.
Use AI to automate repetitive tasks and make human tasks easier to do well
Track and report on recruitment metrics and performance
Suggest improvements to workflows and candidate experience
Contribute to SOP documentation and best practices
Research new tools or strategies to improve hiring results
Although the responsibilities outlined above will form the core focus of your role please note that your hiring manager may assign additional relevant tasks as needed to align with the evolving objectives of your position and the overall goals of our business.
ROLE QUALIFICATIONS
REQUIRED QUALIFICATIONS
3 years of experience in Recruitment Executive or Virtual Assistance or similar roles
Understanding of what makes a VA/EA successful in remote and high-performance environments
Interest in learning and applying structured recruitment processes
Strong capabilities for interviewing candidates to identify flags and virtues
Strong attention to detail and organization
Proficiency and proven experience using AI tools (Claude Gemini GTP etc.)
Proficiency in Google Workspace (Docs Sheets Slides Drive etc.)
Comfortable giving feedback and evaluating soft skills
Must have own computer webcam and microphone (relevant software and subscriptions provided)
Excellent English verbal and written language proficiency (C2 on CEFR Scale)
Access to a quiet work area at home with reliable internet (100 Mbps or more)
PREFERRED (NICE-TO-HAVE) QUALIFICATIONS
Prior experience in recruitment or participation in hiring decisions
Has lived worked or studied in the United States
Familiarity with ATS platforms or scheduling and evaluation tools
Experience with documentation or training content creation
Interest in coaching people development or L&D
Certifications related to executive assistance communication or HR
ROLE SPECIFICATIONS
Base Salary: Q10000 base salary
Additional Compensation:
Performance bonuses: Up to Q1500 based on KPI attainment
Placement commissions: $75-$150 per placement
Current additional compensation average: Current employees in this position are earning an average of Q6000 additional each month
Role type: Full-time.
Location: Guatemala (Remote - Work from home).
Schedule: MondayFriday (8 AM 5 PM) Saturday (8 AM 12 PM)
RECRUITING PROCESS
Application / Screening: When you apply for this position we will ask you a short questionnaire to get to know you a little bit better and ask you for some additional inputs to see if you qualify for the addition we will ask you to complete a short psychometric evaluation and a short English proficiency assessment. The idea is to explore if this is a good fit before moving forward.
Skills Assessment: You will be asked to complete a few exercises and/or projects designed to recreate the work tasks that you will be responsible for if you are given the role. This helps us gauge your skill level as well as give you a better idea of the required work.
Skills Assessment Interview: This is a 60 min - 90 min conversation where we further test your skills learn about your previous working experiences and evaluate culture fit to the role and company.
Hiring Manager Final Interview: This is a 30 min - 60 min conversation with the positions Hiring Manager (and potentially a few company team members) to get to know you better and to set the expectations and vision for the role.
The entire process usually takes anywhere between 2-4 weeks to complete depending on the seniority of the position.
CONTACT US
If you have any questions or run into any complications while submitting your application please reach out to:
