Senior Recruiter

Job Description: As Senior Recruiter, you will lead high-impact full-cycle searches supporting Solidigm’s hiring needs in Mexico, with a focus on semiconductor, engineering, technology, manufacturing, and select corporate roles. You will translate business priorities into locally relevant recruiting strategies, advise hiring leaders on Mexico’s talent market, and engage qualified active and passive candidates. This role combines deep technical recruiting expertise with professional fluency in Spanish and English, disciplined execution in SmartRecruiters, and effective collaboration with Mexico-based and U.S. stakeholders. Key Responsibilities* Lead requisition intake with hiring managers to define job requirements, selection criteria, location and work-model expectations, interview plans, and recruiting priorities for Mexico-based positions.

• Manage sourcing, screening, interview coordination, offer support, and accepted-offer follow-through; conduct candidate conversations and stakeholder communications in Spanish and English as appropriate.
• Build semiconductor and technical talent pipelines using LinkedIn Recruiter, SmartRecruiters, Boolean searches in Spanish and English, referrals, professional communities, university networks, and approved Mexico-focused job boards such as OCC and Computrabajo.
• Develop target-company maps and market insights for relevant Mexican engineering and manufacturing talent pools; assess local candidate availability, relocation interest, compensation expectations, and competing opportunities.
• Advise hiring leaders on pipeline health, candidate feedback, search risks, and practical adjustments to sourcing strategies or role requirements.
• Partner with Mexico HR, Compensation, and the approved employing entity to communicate gross compensation in Mexican pesos (MXN), pay frequency, variable pay, statutory benefits, and any approved additional benefits accurately.
• Candidate documentation readiness, and expectation setting for Mexico hiring; partner with HR Shared Services on post-offer handoffs and start-date coordination.
• Maintain accurate candidate sources, screening notes, dispositions, interview feedback, requisition status, and offer activity in SmartRecruiters; report pipeline conversion, time-to-fill, offer acceptance, and candidate-experience trends.
• Use consistent, job-related selection criteria and respectful, nondiscriminatory interviews aligned with Mexico’s Ley Federal del Trabajo.
• Handle candidate information under approved privacy notices and Mexico’s Ley Federal de Protección de Datos Personales en Posesión de los Particulares; follow approved consent, access, retention, and cross-border sharing procedures.
• Coordinate schedules across the applicable Mexico location and U.S. time zones, confirming local holiday calendars and seasonal time differences rather than assuming a fixed offset.
• During screening, ask baseline readiness questions about RFC status, CURP availability, required employment documentation, work schedule, and applicable travel.
• Complete the offer readiness checklist before handoff to HR Shared Services, reconfirming RFC and CURP readiness, legal-name consistency, schedule and travel alignment, understanding of post-offer steps, and documented timing risks. Remain engaged for candidate milestone communication and coordinate final start readiness with HR Shared Services and the business.

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