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Coverage

Three families of roles. We are honest about the ones we don't do.

Engineering, customer-facing support, and finance. Those are the functions where we have real bench, real market maps, and recruiters who can hold a technical conversation without reading from a sheet. If your role sits outside them, we will say so on the intake call rather than take your retainer and learn on your time.

01 · Engineering

Roughly two thirds of what we do

Individual contributors and first-line managers, mid-level through staff. We recruit against your rubric and your interview loop; we do not run a parallel "Interlatin-certified" process and ask you to trust it.

Backend

  • Node and TypeScript services
  • Python — Django, FastAPI
  • Go, Java and Kotlin
  • Ruby on Rails, including legacy upgrades
  • .NET, deepest pool in Colombia
  • Elixir and Phoenix — thin, but we can map it

Front-end & mobile

  • React and Next.js
  • Vue and Nuxt
  • React Native — strong in Medellín
  • Native iOS (Swift) and Android (Kotlin)
  • Design-system and accessibility specialists

Platform, data & quality

  • DevOps and SRE — AWS, GCP, Kubernetes, Terraform
  • Data engineering — dbt, Airflow, Snowflake, BigQuery
  • Analytics engineering and BI
  • ML engineers, mostly Argentina and Brazil
  • QA automation — Playwright, Cypress, Appium
  • Security engineers, application and cloud

Level definitions we use, so we are talking about the same thing: mid is three to six years and ships features independently; senior is seven-plus, owns a service and reviews others' design; staff influences multiple teams and has genuinely operated something at scale. Titles inflate wildly in this region, so we grade on the interview, not on the CV header.

02 · Support & customer

The function where time zone matters most

A support team three hours off your customers is a support team with a backlog every morning. This is the clearest case for hiring in this hemisphere rather than across an ocean, and it is where we build the largest teams — usually five to thirty people at once.

What we staff

  • Tier 1 and Tier 2 technical support, English and Spanish
  • Portuguese-speaking support out of Brazil
  • Customer success managers and onboarding specialists
  • Support engineers who read logs and file real bug reports
  • Team leads and QA/coaching roles for teams over ten
  • Trust and safety, content moderation, chargeback review

How we screen it

  • Live written exercise: a real angry ticket, answered in 12 minutes
  • Spoken calibration on an unscripted topic, graded against your tone
  • Tooling check — Zendesk, Intercom, Front, Salesforce Service Cloud
  • Shift-tolerance conversation before the offer, not after
  • Reference call on attendance, because in support it is the whole job

Volume teams work best in Barranquilla, Cali, Mérida and Recife, where the bands are lower and there is far less competition from other US buyers than in the capital tech markets. For a small, senior support pod attached to an engineering team, Mexico City or Medellín is usually the better call.

03 · Finance & accounting

Smaller book, higher hit rate

Bilingual accountants are scarcer than bilingual engineers, and every search here is genuinely a search rather than a filter of an existing pipeline. We take fewer of these and we close a higher share of them.

Staff accountant
Month-end close, reconciliations, journal entries. NetSuite, QuickBooks or Xero. US GAAP exposure is the differentiator and roughly one candidate in five has it.
AP / AR analyst
High-volume invoice processing, vendor onboarding, collections calls in English. Bill.com, Ramp and Coupa show up in most requisitions now.
Payroll specialist
People who can run a Mexican payroll end to end — CFDI 4.0 stamping, IMSS and INFONAVIT filings — or the Colombian equivalent. We hire these for ourselves too, so we know exactly where they are.
Financial analyst / FP&A
Budget models, variance commentary, board pack support. Advanced Excel is table stakes; SQL is the thing that separates the band.
Controller
Full ownership of the close plus audit coordination. Expect a counteroffer from their current employer and expect the search to take five to seven weeks.
Revenue operations
The hybrid finance-and-systems profile — Salesforce, billing platforms, subscription revenue recognition. Thin market, but we can usually map it in a week.
Screening

What actually happens before a name reaches you

Four filters. Each candidate who reaches your inbox has passed all four, and you get the written notes for every one of them — including the parts that argue against hiring.

  1. Motivation and logistics

    Why they are looking, what they turned down recently, their real notice period, their band expectation stated as a number, and whether the working hours in your role are compatible with their life. Roughly half of a raw pipeline dies here, which is exactly where it should die.

  2. Spoken English calibration

    Twenty unscripted minutes about something they actually did — the last incident they handled, the last close they ran. We grade against the CEFR scale and, more usefully, against a plain question: could this person run your standup on a bad Wednesday? The grade and a short justification go in the notes.

  3. Technical screen against your rubric

    We use your scorecard, not a generic one. For engineering that is normally a 45-minute conversation about a system they built, with follow-ups written by your team. If you don't have a rubric, we will draft one in the intake call and you approve it before we screen anybody.

  4. Employment reality check

    Country, contract vehicle, tax status, banking, equipment, and whether anything in their current arrangement — a non-compete, an unfinished monotributo re-categorisation, a visa process — will delay the start date. Catching this before the offer is the difference between a five-week and a nine-week hire.

Boundaries

What we don't fill

Saying no to a requisition we cannot close is cheaper for both of us than a search that runs eight weeks and dies.

  • C-level and board search — different craft, different network
  • Sales roles selling into US territories; you want someone who has carried that quota locally
  • Anything requiring on-site presence in the US or a work visa
  • Roles below roughly USD 12k a year, where our fee stops making sense for you
  • Single hires at a band we have already told you the market will decline
  • Legal, clinical and regulated-profession roles requiring US licensure
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