Buenos Aires, Buenos Aires Province, Argentina
Recruiting, for me, has always been about understanding people and business at the same time. Over 7+ years as a Senior IT Recruiter, I’ve led full-cycle searches across the US, LATAM, and Europe — working for B2B tech companies in staff augmentation, nearshore consulting, AI, and product development. That means recruiting not just for technical fit, but for client fit: candidates who can work directly with US-based stakeholders, navigate cross-cultural dynamics, and deliver in fast-paced, high-accountability environments. The roles I’ve covered span Backend, Frontend, DevOps, Mobile, QA, Salesforce, PM and UX — across Tech, Healthcare, and Oil & Gas — managing 5 to 10 open positions simultaneously in high-volume settings. My background in Psychology shapes how I approach every search: understanding what drives a candidate beyond their resume, reading what a team actually needs beyond the job description, and building the kind of trust with hiring managers that makes the whole process run better. More recently, I’ve expanded into client-facing work — staying closely connected to active searches, identifying pipeline blockers, and collaborating on process improvements. That experience has sharpened my ability to connect recruiting strategy with business outcomes. Core strengths: → Full-cycle IT recruitment at scale → Stakeholder & hiring manager partnership → Process documentation & team enablement → ATS: Greenhouse, Manatal, Lever. The through line across every role I’ve held: making the process better for everyone in it — candidates, hiring managers, and the business. That’s what I optimise for, and it’s what I bring to every team I work with.
Account Manager at Arionkoder, an AI consulting and product development company delivering nearshore tech teams to US-based clients. I serve as the face of the company for a portfolio of 7 active client accounts — managing relationships, driving account growth, and ensuring every client interaction reflects the quality and values of the business. • Account Management & Growth: Primary point of contact for client experience, resource alignment, and long-term relationship development. Actively contributed to account expansion by strengthening trust and consistency across all touchpoints. • Escalation Management: First responder for critical client concerns, coordinating cross-functional teams to deliver fast, effective resolutions. • Talent Acquisition Partnership: Collaborate weekly with the Head of Recruiting and recruiting team to review open positions, analyse pipelines, and define strategies. Act as the final filter before candidate presentation, assessing soft skills and client fit. • Candidate Readiness: Lead insight meetings — structured briefing sessions that prepare candidates with full context about the client, their team, and the interview process before any client-facing interaction. • Client Onboarding: Design and deliver structured onboarding sessions for all new hires joining client organizations, ensuring seamless integration from day one. • Process Improvement & Reporting: Identify operational gaps, implement solutions, and maintain accurate account documentation in HubSpot. Provide strategic updates to senior leadership to support decision-making.
Sr. IT Recruiter embedded in a nearshore AI consulting and product development environment, recruiting tech talent for US-based clients across Tech, Oil & Gas, and Healthcare. • Full-Cycle Technical Recruitment: Led end-to-end recruitment for Backend, Frontend, DevOps, QA, Salesforce, Mobile (iOS & Android), UX/UI, BA, and PM roles — managing 5 to 10 open positions simultaneously in a high-volume environment. • Stakeholder & Account Alignment: Worked directly with 3 Tribe Leads (internal Account Managers) to review pipelines, address blockers, analyse metrics, and align recruiting efforts with client business objectives. • Process Documentation: Proactively identified the absence of formal recruiting documentation and built the team’s hiring process guide from scratch — providing a comprehensive reference that improved onboarding for new recruiters and consistency across the team. • ATS Implementation: Actively contributed to the migration from Manatal to Greenhouse, supporting the rollout and adoption across the recruiting team. • Internal Subject Matter Expert: Served as the go-to reference for colleagues recruiting for the company’s largest client account — sharing process knowledge, client context, and best practices to support team performance. • Candidate Onboarding: Conducted induction meetings for new hires, covering culture, values, first-month expectations, and benefits. Held weekly 1:1s during their first month to ensure a smooth transition.
Spark Digital was acquired by intive As an IT Recruiting Analyst some of my responsibilities were: • Worked with stakeholders to execute a recruiting and hiring strategy. • Led and drove full cycle process: sourcing, screening, interviewing, evaluation, and offer negotiation process of a particular pod (we have 4 pods: Front-end, Back-end, US, and Services which includes UX, PM, and other non-technical roles) • Acted as Lever Focal: audited the database of candidates uploaded to the ATS and exported reports of the metrics of the recruiting team. • Embraced candidate & client experience. • Acted as an internal and external-facing representative of intive and the Recruiting team. • Kept our Applicant Tracking System (ATS) accurately updated at all times and ensure compliance across the team. • Partnered with external recruiting agencies, third-party vendors and with managed service providers. • Prepared status reports and participated in sales and client update meetings. • Partnered closely with Creative Services’ area and became a referent in Product and Design profiles. As a focal point I was the first contact to have intake meetings with the UX Manager to talk about the different needs of our clients. Also had the opportunity to give training to my team in order to have a better knowledge about the different design profiles. • Actively participated and collaborated in several initiatives across the company and within the Recruiting team.
Spark Digital is a group of thinkers, designers and builders who make software products to power the Communications, Media and Technology industries. We seek partnerships with clients where our experience reduces risk and makes it easier to build amazing software products. As an IT Recruiting Analyst some of my responsibilities were: • Performed full-cycle recruiting - from sourcing and interviewing to negotiating offers and closing candidates. • Uploaded and managed job postings on LinkedIn. • Outlined recruiting strategies to attract and engage talent. • Partnered with startups and enterprise clients from diverse industries such as Saas, Tech, Fintech, Healthcare, EdTech, Media and Entertainment. • Roles: Frontend, Backend, Fullstack, Mobile, Data, QA Manual and Automation Engineers, DevOps, Project Managers, Business Analysts. UX, UX/UI, Visual Designers and Product Managers. Seniority ranged from mid level to managers.
Cognizant is one of the world's leading professional services companies, transforming clients' business, operating and technology models for the digital era. Our unique industry-based, consultative approach helps clients envision, build and run more innovative and efficient businesses. Headquartered in the U.S., Cognizant is ranked 194 on the Fortune 500 and is consistently listed among the most admired companies in the world. Cognizant in Argentina is helping clients unlock the digital possibilities and is enabling clients to make a smooth transition to an agile, hyper-connected and dynamic enterprise. As a Talent Acquisition Specialist I: • Developed strong relationships and communication with managers to anticipate hiring needs. • Screened applications. • Sourced/Scouted passive candidates and reached out to the best ones. • Analyzed past initiatives and results to identify new, high-yield channels and initiatives for our recruiting campaigns. • Interviewed candidates and supported them throughout the recruiting process, ensuring they have the best experience possible—no matter the outcome. • Conducted and led search "kick-off" meetings with hiring managers to discuss job descriptions, search plans, industry information, and industry contacts to develop the recruitment strategies. • Managed the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting. • Maintained accuracy of the applicant tracking system (ATS) and utilized the system. • Created innovative sourcing and engagement strategies to bring the best talent to each role. • Focused mainly on profiles as Full Stack, Backend, Staff (Administration & HR), etc. • Executed multiple sourcing techniques: LinkedIn, Referrals, Apps, etc.
Based in the heart of Silicon Valley, GlobalLogic has been advising, designing, and building amazing software & digital products for 20 years. Responsibilities: • Responsible for handling whole IT recruitment processes for GlobalLogic LatAm, including local and remote contributors, focusing mainly on profiles as QA, BackEnd, FrontEnd, SOA, BA, Technical Support, UX Designers, etc. • Maintained day to day communication with Delivery and Account management. • Acted as Focal Point for key accounts: attending daily meetings with Project and Delivery Managers, keeping track of Recruitment and Resourcing actions for an average of 20 open positions. • Executed different training sessions for managers and technical interviewers regarding recruitment best practices, new processes or tools used. • Organized and participated in different events such as meetups, job fairs, conferences, among others. • Conducted phone and on-site interviews. • Submitted a shortlist of candidates to internal clients. • Negotiated and extended offer packages. • Provided follow-up and assistance throughout the onboarding process.