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How we work

A clear process, adapted to your hiring needs.

From the first conversation to the offer: what we look at in each stage, so you know what working with us involves before you start.

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We understand before we recruit.

  1. Discovery & Partnership Alignment

    We start with a discovery call to discuss your hiring goals and explain how our recruiting model works. Our agreement is non-exclusive and success-based: you may work with other recruiting sources, and a success fee applies only if you hire a candidate we introduce. Candidate attribution and fee terms are outlined in the agreement.

  2. Role & Hiring Process Definition

    Together, we define the role, must-have qualifications, compensation range, and ideal candidate profile. We finalize or refine the job description and map your interview process, stakeholders, assessments, decision criteria, and target hiring timeline.

    We also agree on how candidate profiles should be presented and how interviews will be scheduled, including the availability and calendar links we'll use.

  4. Candidate Presentation & Search Calibration

    We present candidates with the information we agreed on, such as their resume, LinkedIn profile, video introduction, screening notes, compensation expectations, and relevant evaluation results.

    We review the market and early candidate feedback together, then refine the search as needed. Weekly syncs help us review outreach, pipeline activity, submissions, and next steps.

  5. Interviews & Assessments

    We coordinate interviews directly with your team and prepare candidates for each stage. We share or coordinate your assessments, make sure candidates have the instructions and materials they need, and follow up on completion and feedback.

    While candidates are interviewing, we continue sourcing and may present additional candidates. We adjust the search based on what we learn from interviews and assessments.

  6. Selection, Offer & Hiring Guidance

    Once you select a candidate, we can help align the offer details, including compensation, benefits, start date, and other approved terms. We can prepare and send the offer letter on your behalf and guide you through direct hiring or relevant hiring partner options, based on your needs.

Timeline

A sample search timeline

Every search is different. This example shows how the six stages may unfold over time. The pace depends on the role, how clearly the profile is defined, candidate availability, and your interview and decision process.

  1. Week 1

    Discovery and role definition. This may take one or more calls, depending on who needs to be involved.

  2. Week 2

    We launch outreach and begin presenting candidates. First introductions typically start within 5–7 business days of kickoff.

  3. Week 3

    Candidate presentations and calibration, alongside first interviews and assessments. We keep sourcing while you review the first round.

  4. Week 4+

    Interviews, feedback, assessments and additional rounds continue. Once you select a candidate, we move to selection and offer.

Our goal is to reach a strong finalist within three shortlist rounds. The number of rounds and overall timing may vary as we learn from interviews and refine the search together.

What we need from you

A great search is a partnership.

Five things on your side that make every search faster and every hire better.

  • Clear and timely feedback
  • Availability for interviews
  • Alignment on priorities
  • Honest communication about changes
  • A defined internal decision-maker

Let’s talk through your hiring plans.

Get practical guidance on talent availability, compensation, search feasibility, and the best next steps for hiring in Latin America.

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A conversation, not a sales call. Or browse the roles we recruit.