How we recruit and vet.
Four steps from intake call to first day. Most placements are done in under three weeks.
We write the scorecard.
A 45-minute call. What this person does in week one, what “working out” looks like at day 90, which tools they need on day one, and how much English the role genuinely requires.
Most agencies skip this and send résumés. Résumés are what you get when nobody defined the job first. The scorecard is the contract between us on what a successful placement looks like.
We also ask: what does a failed hire look like? What happened the last time you brought someone on and it didn’t work? That’s often more useful than the job description.
You receive
Written scorecard document
English level requirement
Skills task brief
Agreed start-date target
We recruit against it.
5–8 business days for most roles. We source actively — we don’t post a job listing and wait. Our network is in Medellín and across Colombia, Peru, Ecuador, and Mexico.
Every candidate completes a skills task built for your job, not a generic test. A video editor gets a real brief. An account manager runs a roleplay. An EA gets a scheduling problem with three conflicting priorities.
English is assessed on the CEFR scale and confirmed with a recorded video. You see the score. Not our adjective for it.
You receive
Active sourcing, not a job board post
Role-specific skills task
CEFR English score per candidate
Recorded intro video
You interview three.
The shortlist is always three people. Each comes with: a recorded intro video, their completed skills task with our notes, their CEFR score, a written summary of their background, and their monthly rate.
Watch the videos before you spend a minute on calls. That’s the whole point — you hear the accent, the English, the communication style before you’ve committed 30 minutes to a screen.
If none of the three are right, we go back out. No additional charge, no argument about whose fault it was.
You receive
Shortlist of three candidates
Intro video per candidate
Skills task output with our notes
Monthly rate per candidate
We handle everything after.
Contract, payments, equipment coordination, time-off tracking. One invoice from us, in USD, at the start of each month. You never touch Colombian payroll, social security, or severance rules.
Then check-ins at 30, 60, and 90 days — with you and with them separately. Those two conversations are never the same. The hire might be thriving by your read and struggling by theirs, or vice versa. We surface both.
After the 90-day window, we stay in contact quarterly. If something changes — the hire’s situation, your needs, the scope — we want to know before it becomes a problem.
You receive
Contract and payment handling
Single monthly invoice in USD
30/60/90 check-ins (both sides)
Ongoing account management
Candidate profile — sample
Skills task summary
Candidate edited a 4-minute DTC ad from raw footage to final export in 6 hours against a stated 8-hour deadline. Three revision rounds completed. Pacing, color grade, and subtitle burn-in all to brief. Note: opened After Effects for lower thirds where Premiere would have sufficed \u2014 result was correct but slower. Worth flagging in intro call.
Intro video
3 minutes, recorded in English. Comfortable pace, clear pronunciation, no prompting. Strong on process, less strong on explaining creative decisions \u2014 worth asking about in the interview.
We don't staff software engineers, accountants requiring a CPA, or anyone who needs a US or Canadian license. We don't do anything medical.
We do sales, admin, creative, and marketing. If you come to us with a role that doesn't fit, we'll tell you on the intake call and point you somewhere that does rather than try to fill something we can't fill well.
The scorecard: role definition, success criteria at 30/60/90 days, tool requirements, English level needed, timezone, and start date. It takes 45 minutes. If you can’t do it in 45 minutes, the role isn’t defined well enough to hire for.
We tell you on the intake call if a role is likely to take longer. Specialized searches, C1+ English requirements, or niche tool fluency all extend the timeline. We’d rather set accurate expectations up front.
You can. We present three because we’ve learned that seeing three is the fastest way to calibrate — the first one sets the baseline, the second or third often surprises you. But there’s no obligation to talk to all three.
You can request a replacement at any point. No minimum threshold of bad performance, no required documentation. If the hire isn’t working for you, say so and we start again.
With you: is this person doing what we said they would? Any scope drift, communication issues, or misalignment? With them: how are they finding the role, the tools, the communication style? We ask both sides the same questions and compare the answers.
The guarantee
If it doesn't work in 90 days, we replace them. Free.
No arbitration, no prorated credit, no argument about whose fault it was. We recruited the person, so the recruiting cost is ours to absorb. Bring back the scorecard we wrote together and we start again.
You can also just leave. Thirty days' notice, no exit fee, nothing clawed back. We'd rather earn next month than trap you in this one.
Ready to hire
Tell us the role. We'll tell you whether we can fill it.
Thirty minutes, no deck. If it isn't a fit, we'll say so on the call instead of following up for six weeks.