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FIVE, NOT FIFTY

You should be choosing, not filtering

Most hiring time is spent eliminating people. We run roughly five hundred candidates through eight screening layers for every search, so what lands on your calendar is a shortlist of about five and every one of them could do the job.

Start hiring The funnel is ours. The decision is yours.
500+ screened per searchShortlist of about five8 layers before you meet anyone

HOW THE POOL NARROWS

From five hundred down to the ones worth your time

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  1. 01

    Define the six-month picture

    A twenty-minute call produces a scorecard describing the person you would be glad you hired half a year in.

  2. 02

    Cast wide, then cut hard

    Sourcing goes broad across Latin America, and the disqualifying checks run before anyone spends an hour on a conversation.

  3. 03

    Test the things that actually fail

    Skills, English, references, role fit and AI certification. Placements rarely wash out on technical ability.

  4. 04

    Hand over five

    Small enough to interview properly in an afternoon, vetted enough that any of them would be a defensible hire.

WHY A SHORT LIST IS BETTER

Fewer candidates, better decisions

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  • Interviews that compare strong options instead of screening weak ones
  • A hiring manager's attention spent where it changes the outcome
  • No résumé triage landing between your other commitments
  • A defensible choice rather than the least-bad remaining option

    • SKIP THE PILE

    Meet five people who could all do the job

    Tell us what the seat needs to own. We will do the five hundred so you only have to do the five.

    Start hiring