Talent Screener

Responsibilities

• Through the use of company and department practices and procedures, screen every candidate handed off by the Talent Sourcer, without re-reviewing or re-qualifying them before scheduling
• Personally review every applicant from all other sources against the knockout criteria and success profile defined for each requisition, and determine who is a match for a screening interview
• Advance applicants who clearly meet the criteria provided for the requisition to a screening interview without requiring further approval to proceed
• Escalate ambiguous or borderline profiles to the assigned Recruiter rather than dispositioning unilaterally
• Review and decision every applicant from non-sourced channels within three days of application submission, recording an advance, escalation, or disposition outcome in the applicant tracking system inside that window
• Report recurring quality problems in sourced handoffs to the Talent Acquisition Manager, so that calibration happens at the sourcing stage rather than through unqualified candidates consuming interview capacity
• Conduct live video screening interviews using the approved screen guide and scorecard, assessing qualifications, competencies, work authorization, location and relocation feasibility, and compensation expectations
• Listen actively and ask unscripted follow-up questions in real time to probe vague or incomplete answers, rather than reading the guide sequentially
• Adapt vocabulary, pace, and register to the candidate and the role, communicating as effectively with a warehouse associate candidate as with a senior technical candidate
• Accurately understand United States candidates across regional accents, workplace idiom, and industry terminology
• Answer candidate questions about the role, the company, and the process, escalating anything outside approved talking points to the assigned Recruiter
• Use only approved, compliant question language for work authorization, relocation, and compensation topics, and do not improvise around these areas
• Maintain a consistent question set across candidates for the same requisition and manage the interview in the allotted time
• Assign advancing candidates to the assigned Recruiter
• Maintain scoring consistency across high review volume, guarding against drift and order effects, and flag anomalies to the Talent Acquisition Manager
• Record disposition in the applicant tracking system within the applicable SLA, using structured output rather than free-form narrative
• Disposition every candidate with an accurate reason code from the approved disposition matrix
• Maintain applicant tracking system data hygiene at the screening stage, including stage accuracy, deduplication, and completion of required fields
• Maintain candidate records in accordance with applicable retention and privacy requirements, including asynchronous submissions and scoring output
• Maintain or exceed department-established performance standards, and other duties as assigned

Requirements

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, Communications, or a related field, or equivalent work experience
• 2+ years facilitating candidate interviews and virtual screenings, including at least one year with United States candidates
• Prior experience supporting a United States-based hiring team from an offshore location, with familiarity with United States workplace culture, job titles, and employment norms across hourly and professional populations

Knowledge, Skills and Abilities

• Exceptional spoken English fluency permitting unscripted, real-time professional conversation with United States candidates; equivalent to CEFR C1 or above
• Demonstrated listening comprehension across United States regional accents, colloquial workplace speech, and industry terminology, with clear and readily intelligible speech
• Demonstrated ability to apply a written rubric consistently at volume, including control for scoring fatigue and order effects
• Sound judgment about when a profile clearly meets the stated criteria and when it is borderline and belongs with the Recruiter
• Strong interviewing instincts, including the ability to recognize an evasive or rehearsed answer and probe it without creating an adversarial tone
• Disciplined daily queue management, including the self-direction to clear pending applicants ahead of the weekend
• Demonstrated ability to handle confidential personal information in accordance with written data protection and security requirements
• Comfortable working in a fast-paced, small-team environment where wearing multiple hats is essential

Benefits

• Remote Work: Work from anywhere—our team is global, and we value work-life balance.
• Growth Opportunities: As a key player i you’ll have the chance to shape your role and grow with us.
• Innovative Culture: Join a team that is passionate about leveraging data to solve challenges and drive success in a rapidly evolving market.

As part of our recruitment process, all candidates will be kindly asked to agree to Lago’s Confidentiality and Non-Circumvention Agreement . This ensures a respectful and professional experience for everyone involved.