AI agentic sourcing amplifies our reach. STAR interviews validate each finalist. Human curation delivers the shortlist. No marketplace algorithm. No manual scouting. A replicable protocol.
Not a startup. Not a marketplace pivot. A boutique operation that has been placing LatAm talent with foreign companies for a full decade.
Pamela Herrera launches the operation focused on placing LatAm talent with transnationals.
First cross-border placement into a US-headquartered scale-up. The nearshore thesis proves out.
Team crosses the 100-placement mark. Remote work goes global; nearshore demand accelerates.
Compliance stack extended to cover PIPEDA and CASL. Bilingual buying flow (en-us + en-ca) live.
AI agents amplify our reach into passive-candidate pools while the human team owns final curation.
1,000+ placements. 25,000+ pre-screened candidates. A US-primary brand for the US-primary customer.
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.
LinkedInCross-border hiring lives or dies on compliance. Here are the six frameworks we operate under — enumerated, not hand-waved.
US 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 US 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 our clients are paying for that judgment. That's the whole product.
Tell us the role. We come back with 3–5 curated finalists in 10 business days. Hired in 3 weeks. 90-day guarantee.
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