Permanent tech hires, sourced and vetted across 20+ LatAm markets. We screen for stack, seniority, English, and time-zone fit before you ever see a profile — so your interviews are decisions, not filters — at salaries 30–50% below US benchmarks.
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If one of these is burning your team's time right now, this model was built for you.
Post a developer role and the pipeline floods — most of it unqualified, all of it demanding attention. Volume was never the problem. Signal is. We source directly instead of posting, so the pipeline starts qualified.
Every unvetted candidate who reaches your engineers costs sprint time — screens, take-home reviews, debriefs. Multiply by a noisy pipeline and hiring becomes your team's second job. Our vetting spends our hours to protect yours.
A generalist recruiter matches words on a CV — “React,” “Python,” “AWS” — without ever evaluating the work. Our screens are run by technical recruiters using hands-on assessment, so “matched” means demonstrated, not mentioned.
Offers built on US intuition miss LatAm reality in both directions — too low and your finalist walks, too high and you've set a precedent. Live salary data across 20+ markets means your first offer is the credible one.
Technical recruiter · [specialty, e.g. backend & platform roles, LatAm markets]
Every search is owned by a technical recruiter who understands the stack they're hiring for — takes your brief in your team's language, runs the assessments, and stands behind every profile that reaches your calendar.
30 minutes · No commitment
Every profile that reaches you has been matched against your brief on five dimensions — each one verified, none of them taken from a CV on faith.
Tech recruitment is the classic search, done properly: you open a role, we deliver a vetted shortlist, you hire directly onto your own payroll. No embedded team to fund, no monthly contract to manage — a per-role engagement with a per-hire outcome.
It sits deliberately between our other models. Need capacity this month with the option to flex? That's staffing. Hiring continuously at volume? That's RPO. Building your permanent team one right hire at a time? This page.
The reframe
Most companies buy recruiting as sourcing — more candidates in the pipeline. Tech recruitment done well sells the opposite: fewer, better interviews. You're not paying us to find people. You're paying us to make every hour your engineers spend interviewing end in a decision.
Your engineers enter the process exactly once per candidate: at the final interview, where their hour decides.
The model is contingency: a one-time fee per hire, due when your new engineer signs and starts. No retainers, no subscriptions, no cost for a search that doesn't close.
The larger saving is structural. Because the hire is a LatAm-based engineer on a local package, the salary itself typically lands 30–50% below US benchmarks for equivalent seniority — a saving that repeats every year the person stays, not once at signature.
And the hidden line item — your engineers' interview hours — is where the 3:1 ratio pays out: fewer interviews per hire means the sprint keeps moving while the search runs.
Replacement guarantee. If the hire leaves within the guarantee window, we rerun the search at no additional fee. Our incentive is a hire that stays, not a fee that clears.
Shortlist accountability. If the first shortlist misses your bar, we recalibrate and rebuild it — the fee is contingent, so a weak shortlist costs us, not you.
Candidate experience, protected. Every approach and rejection runs professionally under your employer brand — the engineers you don't hire remain engineers who'd still recommend you.
A 3:1 interview-to-hire ratio, because every profile is vetted on five dimensions before it reaches your calendar.
Technical recruiters run hands-on assessments in the role's actual technology — “matched” means demonstrated, never keyword-matched.
Direct sourcing and live comp intelligence across 20+ markets — credible offers at 30–50% below US benchmarks.
Tell us the role, the stack, and the bar. We'll show you the sourcing plan, the assessment format, and the fee — before you commit to anything.
Book a free consultation30 minutes · No commitment