Who Gets Hired and Onto Which Teams
Zero G Talent's listings show six open roles across six functions — Business Analyst Internship (2027, Colombia), Field Sales Supervisor (Medellín, Colombia), Head of Marketplace Supply (LatAm), AI Analytics Engineer (Colombia), Consumer Growth Specialist (Colombia), and Senior Capital Markets Operations Analyst (Colombia). One role names Medellín explicitly; another spans the broader LatAm region. All roles are tagged to Colombia.
The functional spread covers business analysis, field sales, marketplace supply, AI analytics, consumer growth, and capital markets operations. This mirrors a two-sided marketplace model with credit origination, merchant and consumer acquisition, and data analytics — consistent with ADDI's described evolution from buy-now-pay-later to a financial and commerce platform serving 2.5 million customers and 30,000 merchants across more than 1,000 cities.
Geography shapes eligibility: every posting names Colombia; none mention visa sponsorship or relocation. The LatAm-wide role does not specify which countries it covers.
Pay: What the Market Tells Us
ADDI publishes no salary bands, equity grids, or variable-compensation formulas in its job postings or on its careers site. None of the six openings include a compensation range. The company has not publicly disclosed its compensation structure.
From public statements, ADDI describes its philosophy as competitive market rates and performance-based upside without attached numbers. In the Colombian fintech sector, peers such as Nubank have published bands for engineering and product roles. ADDI's omission suggests either a deliberate choice to negotiate individually or an internal structure not yet codified for external view.
Candidates should expect compensation discussions to occur after initial screens, not in job descriptions. Equity liquidity remains uncertain: ADDI has not announced a secondary-tender program, and its cap table is not public. Employees at similar-stage Colombian fintechs have reported multi-year waits for liquidity events, but ADDI-specific data is not available.
Inside the Interview Loop
No public ADDI hiring deck, recruiter blog, or employee walkthrough appears in the sourced material. The careers page lists benefits and values but not a stage-by-stage pipeline. Glassdoor and LinkedIn reviews are sparse and undated.
The only grounded description comes from the six open roles themselves. A Business Analyst Internship typically follows a campus-style funnel. The Field Sales Supervisor role in Medellín suggests local hiring-manager involvement. The Head of Marketplace Supply search, a senior LatAm-scope seat, will likely involve executive recruitment and stakeholder interviews. The AI Analytics Engineer and the senior capital markets operations analyst role sit in technical functions. The Consumer Growth Specialist role likely includes growth-experiment review.
Across functions, every posting is Colombia-based and every function is represented. The process appears decentralized: recruiters coordinate, but the hiring manager owns the rubric.
What strengthens a candidacy? Cross-functional fluency aligns with ADDI's described needs: the Head of Marketplace Supply needs capital-markets language; the AI Analytics Engineer must translate model output into growth levers; the Capital Markets Operations Analyst interfaces with treasury, legal, and engineering. CEO Santiago Suarez has emphasized that ADDI's risk models, regulatory regime, and funding structures are Colombian and regional — candidates who cannot articulate how usury laws, Datacrédito scoring, or local securitization vehicles change product decisions will struggle in stakeholder rounds.
Remote collaboration habits matter. ADDI's CTO Carlos built a monorepo and event-based architecture logging every platform action, enabling over 50 AI agents across the company. Interviewers listen for async communication artifacts: written decision logs, Loom updates, Notion or Confluence hygiene, timezone-aware scheduling.
What weakens it? Over-indexing on brand-name pedigree without LatAm fintech context. Treating behavioral rounds as a formality backfires. The company's stated values (ownership, transparency, building for the long term) map to interview signals. Generic STAR stories that don't reference trade-offs between speed and compliance read as unprepared.
Practical takeaway: ask the recruiter which function owns the role and who the final decision-maker is. Then tailor prep to that function's daily friction points. The board confirms ADDI hires across all six functions simultaneously. There is no single loop; there are six.
The Hubs: Bogotá, Medellín, and the Space Between
ADDI's job board makes the geographic footprint explicit: open roles are tagged to Colombia, with a specific call for Medellín. The other five roles list Colombia generally. This is consistent with a dual-hub model in the country's two largest cities, though only Medellín is explicitly named in current postings.
No public office addresses, floor plans, or facility photos appear in the research. The company's careers pages and press materials don't detail square footage, lab build-outs, or hardware test benches.
The Field Sales Supervisor in Medellín implies a commercial team meeting merchants and partners on the ground in Antioquia. The concentration of product, analytics, capital-markets, and growth roles in Colombia points to a headquarters-style cluster where strategy, data, and engineering sit close for fast iteration. Physical sites exist but are not the only place work happens.
The research contains no evidence of dedicated R&D labs, hardware integration spaces, or compliance-certified environments (PCI-DSS, SOC 2) at either hub. Fintechs handling capital-markets operations and marketplace supply typically require secure infrastructure, but a candidate cannot evaluate facility readiness from public sources. If your role touches regulated money movement or large-scale data pipelines, ask the hiring manager directly about controlled-access zones, incident-response war rooms, or colocation arrangements.
Remote-first does not mean facility-agnostic. The listings tag roles to Colombia and allow distributed work within the country. The company treats hubs as collaboration anchors rather than attendance mandates — CEO Santiago Suarez instituted "Field Day" Wednesdays visiting merchants across Colombia in 2024. That distinction matters for candidates weighing relocation: you may be hired "in Colombia" with quarterly hub visits, or hired "in Medellín" with a desk waiting. The research does not clarify which applies to which role. Treat the location tag as a starting signal, not binding policy, and confirm expectations before signing.
What Predicts Success
The hiring pattern reveals the profile: six functions, six simultaneous searches, one country cluster. The organization is built for operators who move across seams without losing traction.
Cross-functional fluency is essential, as previously described.
LatAm fintech context is non-negotiable, as emphasized earlier.
Remote collaboration habits leave evidence, as described earlier.
Field proximity drives product decisions. The Medellín-based Field Sales Supervisor role and the Consumer Growth Specialist role in Colombia both demand ground-truth feedback loops. Suarez's own "Field Day" practice — wearing the field team jacket and visiting random merchants, exemplifies this.
Process minimalism shows in the hiring design: decentralized loops, hiring-manager-owned rubrics, no single standard pipeline. The organization rewards people who automate their own busywork, document the playbook, and move to the next lever.
Zero G Talent's board showed six roles, six functions, one country cluster. The people who last are the ones who treat that density as the job.
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