About Addi

We are a leading financial platform, building the future of payments, shopping, and banking—a world where consumers and merchants can transact effortlessly, grow together and where we create abundance and generate pride in them. Today, we serve over 2 million customers and partner with more than 20,000 merchants, making Addi Colombia’s fastest-growing marketplace.

We provide banking solutions (deposits, payments, unsecured credit) and commerce services (e-commerce, marketing) using state-of-the-art technology, bridging the financial gap for millions and redefining how people experience financial freedom. As the country’s leading Buy Now, Pay Later provider, we have secured regulatory approval to operate as a bank, unlocking even greater opportunities for our customers. In the past year, we have also achieved profitability, reinforcing the strength of our business model and our ability to scale sustainably.

Our mission has earned the trust of world-class investors, including Andreessen Horowitz, Architect Capital, GIC, Goldman Sachs, Greycroft, Monashees, Notable Capital, Quona Capital, Union Square Ventures, Victory Park Capital, and more, who back our vision for the future. With their support, we are not just growing—we are transforming Latin America’s financial ecosystem and shaping the next generation to shop, pay, and bank in Colombia.

But what truly sets us apart is how we build. We are a conscious company, driven by deep experience in scaling technology, services and products, and we live by our values every day.

About the Role

This is where you come in. Below, you’ll find what this role is all about—the impact you’ll drive, the challenges you’ll tackle, and what it takes to thrive at Addi. If you’re ready to be part of something big, keep reading.

What’s the mission you’ll drive

Partner with Addi’s leaders to build and sustain high-performing teams as the company grows in complexity, helping area leaders make better people decisions by strengthening workforce planning, leadership effectiveness, and organizational health—ensuring our structure, talent, and culture scale together.

What you will do

• Establish workforce plans for all supported functions with a 12–18 month horizon, focused on senior and specialized roles. Plans identify hiring priorities, top capability gaps, and succession risks, and are actively used in quarterly planning. Success is reflected in clearer talent trade-offs and fewer reactive hiring decisions.

• Improve leadership effectiveness in high-autonomy, expert teams by strengthening decision-making, role clarity, and accountability. At least 80% of supported leaders show improvement in agreed leadership behaviors, with fewer escalations driven by ambiguity or stalled decisions.

• Guarantee performance and development processes are consistently applied and inform real talent decisions. All performance cycles are completed with strong calibration, development plans exist for critical roles, and outcomes are used for promotions, compensation, succession, and exits—reducing surprise performance issues.

• Support leaders translate Addi’s culture into clear, function-relevant behaviors. Cultural friction points are addressed, resulting in measurable improvement in priority engagement or culture metrics, while preserving functional identity.

• Proactively identify and manage people and org risks through regular reviews covering capability gaps, succession, engagement, and burnout. Succession plans exist for critical roles, avoidable attrition is reduced, and urgent people escalations decrease over time.

What we’re looking for

Proven experience in senior stakeholder partnership

• Partners effectively with Directors, VPs, and functional leaders as a trusted thought partner.

• Influences and challenges leaders with confidence, even in high-stakes or sensitive situations.

• Builds credibility quickly with leaders who have deep functional or technical expertise.

Demonstrates ability to operate in expert-led, high-autonomy environments

• Supports leaders managing senior, specialized, or highly independent contributors.

• Navigates low-structure environments without over-relying on rigid processes or policies.

• Balances empowerment and accountability in teams with strong individual expertise.

Track record of strategic workforce and organizational planning

• Translates business strategy into actionable workforce and talent plans.

• Identifies capability gaps, succession risks, and scaling needs early.

• Advises on org design decisions to support growth, specialization, and efficiency.

Possesses strong capability in leadership coaching and advisory

• Coaches leaders on performance management, feedback, and difficult people decisions.

• Helps leaders clarify roles, expectations, and accountability within their teams.

• Strengthens leadership effectiveness through ongoing, practical guidance—not one-off interventions.

Experienced in managing complex and ambiguous people issues

• Handles sensitive employee relations and organizational challenges with sound judgment.

• Assesses risk and impact when navigating grey areas, balancing people needs and business priorities.

• Brings structure and clarity to situations with incomplete or evolving information.

Has solid expertise in performance, feedback, and development practices

• Ensures performance and development processes are consistently understood and applied.

• Helps leaders use feedback and performance data to make meaningful talent decisions.

• Drives continuous improvement in how teams grow, develop, and retain talent.

Demonstrates strong communication and influencing skills

• Communicates clearly and concisely with both HR and non-HR stakeholders.

• Adapts messaging to different audiences, from senior leaders to individual contributors.

• Uses data, insight, and context to influence decisions and drive alignment.

Why join us?

• Work on a problem that truly matters – We are redefining how people shop, pay, and bank in Colombia, breaking down financial barriers and empowering millions. Your work will directly impact customers' lives by creating more accessible, seamless, and fair financial services.

• Be part of something big from the ground up – This is your chance to help shape a company, influencing everything from our technology and strategy to our culture and values. You won’t just be an employee—you’ll be an owner

• Unparalleled growth opportunity – The market we’re tackling is massive, and we’re growing faster than almost any fintech lender at our stage. If you’re looking for a high-impact role in a company that’s scaling fast, this is it.

• Join a world-class team – Work alongside top-tier talent from around the world, in an environment where excellence, ownership, and collaboration are at the core of everything we do. We care deeply about what we build and how we build it—and we want you to be a part of it.

• Competitive compensation & meaningful ownership – We believe in rewarding our talent. You’ll receive a generous salary, equity in the company, and benefits that go beyond the basics to support your growth.

How the hiring process looks like

We believe in a fast, transparent, and engaging hiring experience that allows both you and us to determine if there's a great fit. Here’s what our process looks like:

• Step 1: People Interview (30 min)

  A conversation with a recruiter to get to know you, your experience, and what you're looking for. We’ll also share more about Addi, our culture, and the role.

• Step 2: Initial Interview (45 min)

  A more in-depth conversation with the hiring manager, where we explore your skills, experience, and problem-solving approach. We want to understand how you think and work.

• Step 3: 2 Deep Dive interviews (45 min)

  You'll meet future colleagues and cross-functional team members to get a feel for how we work together. We’re looking for strong contributors and cultural fits, so bring your questions, too!

• Step 4: Business Case (3-5 Days)

  You may receive a real-world challenge or case study to complete. This is a chance to showcase your expertise and how you approach key problems relevant to the role.

• Step 6: Co-Founder Interview (30 min)

  If there’s a strong match, you’ll have a final conversation with our Founder to align on expectations, cultural fit and ensure mutual excitement. From there, we’ll move quickly to an offer and discuss next steps.

We value efficiency and respect for your time, so we aim to complete the process as quickly as possible. Our goal is to make this experience insightful and exciting for you, just as much as it is for us. Regardless of the outcome, we are committed to always providing feedback, ensuring that you walk away with valuable insights from your experience with us.