Canadian scale-ups in Toronto, Vancouver, Calgary, Montreal and Ottawa hire LatAm talent through a boutique with a decade of cross-border placements. AI agentic sourcing + STAR interviews + human curation. PIPEDA, CASL and CRA/T4A-NR compliance handled by name.
Not a startup. Not a marketplace pivot. A boutique operation that has been placing LatAm talent with foreign companies — and expanded formally into the Canadian market in 2022.
Pamela Herrera launches the operation focused on placing LatAm talent with transnationals.
First cross-border placement into a US-headquartered scale-up. Nearshore thesis proves out.
Team crosses the 100-placement mark. Remote work goes global; nearshore demand accelerates in Canada.
Compliance stack extended to cover PIPEDA and CASL. CRA/T4A-NR contractor orientation added. Toronto, Vancouver, Calgary, Montreal and Ottawa buyer flows live.
AI agents amplify reach into passive-candidate pools while the human team owns final curation.
1,000+ placements. 25,000+ pre-screened candidates. A North America-primary brand for Canadian and US scale-ups.
15+ years in talent for transnationals. Led talent operations at TuHacia during its unicorn consolidation (100+ hires/month). Based in Mexico City.
LinkedIn
15 years in agencies as VP/CSO/CMO/Creative VP at Havas, IPG, WPP, and VML. Based in Madrid.
LinkedInCanadian cross-border hiring lives or dies on PIPEDA and CASL alignment. Here are the six frameworks we operate under — enumerated, not hand-waved.
Canadian scale-ups keep hitting the same wall: the LatAm engineering, marketing, creative and data talent they need is real, senior, and available — but not visible from Canadian job boards, and not reachable through generic remote-work marketplaces. The candidates who show up in a marketplace search are not the same candidates a well-run outbound process would land.
There's a gap between two extremes. Algorithmic marketplaces optimize for pool size and self-service filtering — great for volume roles, weak for critical hires. Purely manual boutique recruiting optimizes for craft but bottlenecks on human bandwidth — great for one hire at a time, weak at replicable throughput. Both leave money on the table.
NearTalent sits between them. AI agents amplify our sourcing — reaching into passive-candidate pools that manual outbound can't scan. STAR-framework interviews validate every finalist — because structured screening beats casual chats when you're hiring remotely across a border. A human curator delivers the shortlist — because the last mile of judgment doesn't automate well. And PIPEDA, CASL and CRA/T4A-NR are enumerated by name — because Canadian buyers deserve to know exactly which frameworks are handled, not vague promises about "compliance."
Tell us the role. We come back with 3–5 curated finalists in 10 business days. Hired in 3 weeks. 90-day guarantee. PIPEDA and CASL handled.
Start hiring