Blog
Perspectives on hiring, talent, and building great engineering & AI teams.
A step-by-step plan for founders and CTOs who just raised a round and need to add 5 to 10 AI and Data hires without sacrificing quality along the way.
A guide to telling real experience with LLMs, RAG and agents apart from a résumé full of buzzwords: what to ask, which signals to look for and which red flags to avoid.
Reference salary ranges for Data Engineers, ML Engineers, AI Engineers and other AI and Data profiles in LATAM, by seniority and type of hiring company.
AdOps, Media Buyers and Affiliate Managers do different jobs and need different skills. What each role does, what to assess in an interview, and the mistakes to avoid when hiring AdTech talent.
Specialized boutique, generalist agency or staff augmentation: which model fits when hiring AI and Data engineers in LATAM, and the five criteria to choose the right provider.
Forward Deployed Engineers (FDEs) are becoming increasingly important as AI companies move from building models and products to making them work inside real customer environments. This article explores what makes the FDE profile so difficult to hire, what signals can help identify strong candidates, and why LATAM can be a particularly strong talent market for the role.
"Remote-first” is still everywhere on LinkedIn, but the hiring market is becoming increasingly nuanced. The real question for companies isn’t remote vs. office, it’s how their work model impacts culture, collaboration, and access to the talent they actually need.
A strong CV and a solid technical interview don’t always predict how someone will perform on the job. Competency-based interviews help hiring teams evaluate how candidates make decisions, collaborate, prioritize, and operate in real-world situations.
The cost of a bad tech hire goes far beyond the salary you paid. Recruiting, onboarding, lost productivity, delayed projects, and turnover can turn a single bad hire into a cost of tens of thousands of dollars.
Staff Augmentation, Headhunting, and RPO solve very different hiring needs. Understanding when to use each model can help you scale faster, control costs, and avoid choosing a hiring strategy that doesn’t fit your actual needs.
The remote tech hiring landscape is evolving differently across LATAM and the U.S. As the U.S. moves toward more in-person models, LATAM continues to offer more remote options, creating new dynamics for attracting specialized talent.
The LATAM tech recruiting market is becoming increasingly specialized. This guide breaks down the three main types of recruiting agencies and what to consider based on your startup’s stage, hiring needs, and level of technical specialization.
Speed alone doesn’t define a strong tech recruiting agency. Quality of fit, rigorous technical validation, and aligned incentives are the three factors that ultimately impact hiring quality and cost.
Hiring tech talent isn’t just about evaluating technical skills. Understanding what motivates someone, how they work, and whether there’s genuine cultural fit can make the difference between a successful hire and one that ultimately costs time and money.
How much does an agency charge from Latam & US?
Hiring well is only half the job. The other half is getting people to stay. Three levers that move the needle on technical retention.
Hiring your first AI engineer too early burns runway; too late costs you the market. Here are five signals that tell you the timing is right.