Retained search for the leadership roles you can't advertise. We map every qualified executive across 20+ LatAm markets, approach them with discretion, and calibrate the shortlist with you — until the finalists aren't the best who applied, but the best who exist.
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If one of these is on your desk right now, this is the model built for it.
You're replacing a sitting leader, entering a market quietly, or filling a role whose vacancy would spook customers or competitors. A retained search runs the entire process without your name in public — disclosed only to candidates under confidentiality, at the moment it counts.
The executives you want are running companies, not refreshing job boards. Only a sliver of the leadership market is ever actively looking — the rest must be found, mapped, and approached directly, one calibrated conversation at a time.
A mis-hire at the executive level doesn't cost a salary — it costs the time it takes to notice, exit, and re-search, while the team beneath drifts. Calibration against the full market is how you buy certainty before the offer, not after.
You're hiring a country GM or regional VP in a market you don't know: unfamiliar comp structures, unfamiliar networks, unfamiliar signals of seniority. We bring the local map — who's strong, who's movable, and what it actually takes to close them.
Search partner · [specialty, e.g. C-suite & VP searches, LatAm markets]
Every mandate is led personally by a senior search partner — the same person who takes your brief makes the approaches, runs the calibration reviews, and sits beside you through final negotiations.
30 minutes · No commitment
A shortlist is only as good as the market behind it. This is the depth beneath a typical Prometeo executive shortlist — and the discretion at every step down.
Executive search is a retained mandate: one search partner owns your role exclusively, from the first briefing to the signed offer. You are not one client among forty on a contingency recruiter's desk — the mandate is the partner's commitment, and the retainer is yours.
The work starts before any candidate exists: a briefing that covers the role, the board dynamics, the succession context, and what failure would look like. The scorecard you approve becomes the standard every conversation is measured against.
The reframe
Most companies think they're paying a search firm to find candidates. A retained search pays for something else: certainty that the market was cleared — that the leader you hire was chosen against everyone who could have taken the job, not just whoever happened to apply.
You get a weekly readout throughout — who's been approached, what the market is saying, and where the search stands against the map.
The fee is a retainer tied to the mandate, structured in stages: at engagement, at shortlist, and at hire. You're paying for exclusive, exhaustive coverage of the market — not a bounty on whoever shows up first.
The LatAm advantage compounds at the executive level. Regional leadership compensation typically runs well below US benchmarks for equivalent scope — and because we hold current comp data across 20+ markets, your offer lands in the credible range the first time: strong enough to close, calibrated enough not to overpay.
Set against the cost of an executive mis-hire — the lost time, the re-search, the team that stalls underneath — the retainer is the cheapest part of the decision.
Your side. The search can run without your company named until the moment of mutual interest — under NDA where the situation demands it. Confidential replacements stay confidential.
The candidate's side. Sitting executives risk their current role by talking to us. We protect them the way we protect you — which is exactly why they take our calls, and why your shortlist includes people no job ad would ever reach.
The guarantee. If the placed executive leaves within the guarantee window, we rerun the search at no additional fee. The mandate ends when the right leader is in the seat and staying.
Every shortlist is benchmarked against a full map of the market — the finalists are the best who exist, not the best who applied.
Partner-led, confidential approaches protect your company and the candidate — which is why sitting executives engage at all.
Networks and live compensation data across 20+ markets, so your offer is credible locally and efficient globally.
Tell us the role, the context, and the confidentiality it needs. We'll show you how we'd map the market, who leads the search, and the fee structure — before you commit to anything.
Book a free consultation30 minutes · No commitment