Filling high-complexity engineering roles for a hyper-growth SaaS provider
Client overview
Our client, a Texas-based SaaS company, provides comprehensive IT operations automation software. Their platform enables large-scale IT departments to centralize and streamline critical infrastructure processes. Since 2021, the company has rapidly scaled from 300to over 1,500 employees, operating globally across the U.S., Europe, Latin America, and Australia.
The challenge
As part of their product development roadmap, the client urgently needed to expand their endpoint engineering team. The goal: improve patching solutions and overall endpoint management in ahigh-demand, infrastructure-heavy environment. These were mission-critical hires tied directly to the company’s ability to deliver improved services to a growing customer base.
The requirements for the roles were among the most technically demanding we’ve seen:
- 10–15 years of experience in IT infrastructure
- Proven expertise in developing patching solutions
- Background in SaaS environments
- Advanced English for daily communication with U.S.-based teams
- Immediate availability and willingness to work remotely
This was the first time the company was recruiting such a specialized technical role in Latin America. Their in-house recruiting team was focused primarily on the U.S. and European markets and lacked regional market insight.
Our approach
Prometeo Talent engaged under an RPO(Recruitment Process Outsourcing) model, dedicating two experienced recruiters to work 4 hours each per day—effectively offering 8 hours of full-time support. We focused on sourcing candidates across Brazil, Mexico, Colombia, and Ecuador, where the client had operational logistics in place (e.g., local partners for sending hardware).
- Intake & calibration
Working through the client’s recruiter lead and broader internal talent team, we spent the first phase deeply calibrating the role. This included understanding highly technical requirements, ideal resume keywords, and detailed screening questions—essential, given that we had no direct access to the technical team.
- Targeted search and screening
We screened 40 candidates, and after rigorous technical and linguistic filtering, we presented 20 finalists. Despite strong resumes, most candidates lacked the hands-on experience required to build solutions from scratch, especially in patching automation—a critical gap that drove early rejections. - Client collaboration
Unlike some projects with communication challenges, this client maintained weekly 45-minute calls and rapid follow-up via email. This allowed us to iterate quickly and adjust our sourcing strategy based on live feedback from the technical interview process.
Hiring timeline & metrics
- Project start: October 9, 2024
- First hire: Late November 2024
- Second hire: Mid-February 2025
- Total candidates screened: 40
- Presented: 20
- Hired: 2 (from Brazil and Mexico)
- Average time per hire: 88 days
Key reasons for rejections
- Lack of in-depth hands-on experience despite years in the field
- Gaps in specific SaaS or patching development exposure
- Occasionally intermediate English or strong regional accents (e.g., Brazil)
The outcome
The client successfully hired two senior Endpoint Engineers who met all critical criteria. These hires had a significant impact: they directly contributed to improving the client’s core platform at a time when urgent scaling was required. Internal feedback noted both the technical strength and cultural alignment of the hires.
Importantly, the RPO model proved more cost-effective for this client. With salaries more than $5,000/month, apay-per-hire model would have been more expensive. The RPO structure allowed for continuous effort, iterative feedback, and deeper collaboration—making Prometeo feel like part of the client’s in-house team.
Key takeaways and insights
- Technical precision matters: For complex roles, time-to-hire naturally increases. Each hire took an average of 88 days—reflecting the depth of filtering and technical qualification required.
- Market knowledge is essential: Our LATAM sourcing strategy succeeded where internal U.S.-focused teams had struggled, thanks to our regional insight and tailored candidate outreach.
- RPO fosters deeper alignment: Weekly check-ins and day-to-day involvement allowed us to stay close to the process and become a trusted extension of the team.
- Communication accelerates success: Fast responses and transparent collaboration were key drivers of efficiency and satisfaction on both sides.
