Brazil

Recruitment in Brazil and for Brazilian talent abroad

Tessera Partners recruits senior Brazilian professionals for companies in Brazil, Portugal, the rest of Europe and the US. Searches are led by Lidiane, our Brazilian co-founder, and cover São Paulo, remote roles and Brazilians already living in Europe. Expect a qualified shortlist in 21 days and a 90 day replacement guarantee.

Book a call → The 5-Lens Method

Searches in Brazil and Portugal are led by Lidiane. Meet Lidiane →

When companies call us

Companies call us when they need Brazilian professionals and want a partner who knows both Brazil and the destination market.

Opening or growing in Brazil

A foreign company needs its first local manager or a team in São Paulo.

A Brazilian professional for Europe

A company in Portugal, the Netherlands or Italy wants to hire Brazilians who already live in Europe.

Remote roles with Brazil

A US or European team wants to hire in Brazil for remote work in English.

CLT or PJ

You need to choose the employment model and want candidates who accept it from the start.

Portuguese and English every day

The role serves customers in Brazil and reports to headquarters that works in English.

Technology and product

Engineers, product managers and tech leaders for teams between Brazil and Europe.

Roles we fill in Brazil

Function	Example roles	First shortlist
Technology and product	Senior software engineer, product manager, engineering manager	21 days
Sales	Account executive, sales manager, country manager Brazil	21 days
Finance	Senior FP&A analyst, controller, finance manager	21 days
Operations and customer	Operations manager, customer success lead, supply chain	21 days
Data and AI	Data engineer, senior data analyst, AI trainer	21 days
Executive	Director, VP, C-level for Brazil or regional roles	21 days

We run the full process with you and present senior talent as fast as we can, with a first qualified shortlist in 21 days.

How the search works

Intake

A working call, then a structured intake. We test the real need and agree a signed role brief with you.

Search, days 1 to 21

We start with our network, references and trusted connections, then curated talent pools. Job boards only when they add signal.

Shortlist by day 21

Three to five candidates, each with a written 5-Lens dossier and our recruiter's view.

Interviews and offer

We run scheduling, interview preparation, debriefs, references and offer support.

Follow-through to day 90

Regular check-ins with you and the hire through day 90, backed by the replacement guarantee.

How we evaluate candidates

Every candidate goes through the five lenses, with written evidence. For Brazilian talent, they focus on the following.

Craft. Concrete results in the role, confirmed with former managers in Brazil or abroad.
Context. Experience in companies like yours, from São Paulo startups to multinationals.
Communication. Clear Portuguese with local customers and teams, and English tested on real work when the role needs it.
Cultural Fluency. The ability to work with European or US headquarters: direct feedback, autonomy and decision rhythm.
Drive. Real motivation for the role, including for people who consider moving or already live in Europe.

Read the full 5-Lens Method →

Fees and guarantee

Our fee is 10% of the hire's first year base salary, with a 750 EUR start fee deducted from the final invoice. Every placement carries a 90 day replacement guarantee at no extra fee.

See recruitment fees →

Why Tessera Partners

Versus EOR providers

An EOR employs and pays someone you have already chosen. We find and assess that person, and work with your EOR if you have no entity in Brazil yet.

Versus generalist agencies

Generalist agencies send CV volume. We start with Lidiane's network between Brazil and Europe and present short shortlists with evidence.

Versus in-house recruiting

Your in-house team knows your company. We add networks in Brazil and in the Brazilian community in Europe, plus assessment of bilingual profiles.

Market notes

Tessera Partners does not give legal or payroll advice. Confirm each point with your lawyer or payroll provider.

CLT employment: an employee is someone who works on a continuous, subordinate and paid basis (CLT, article 3). Employees receive a 13th salary (Law 4,090/1962), paid vacation with an extra third (Constitution, article 7) and a monthly 8% FGTS deposit (Law 8,036/1990, article 15).
PJ contracts: hiring someone who works as an employee through a company contract is risky. The CLT voids acts meant to defraud its rules (CLT, article 9).
Notice: 30 days, plus 3 days per year of service, up to 90 days (Law 12,506/2011).
Brazilians in Europe: Brazilians are the largest foreign community in Portugal, about 31% of foreign residents at the end of 2024 (AIMA, Migration and Asylum Report 2024).
Time zone: São Paulo is on UTC-3 all year, with no daylight saving time since 2019 (Decree 9,772/2019). That is 1 to 2 hours ahead of New York and 3 to 5 hours behind Western Europe.

FAQ

Frequently asked questions

How much does recruiting in Brazil cost?

Our fee is 10% of the hire's first year base salary. A 750 EUR start fee confirms the search and is deducted from the final invoice. That invoice is due within 7 days of signing with the candidate. For VP and C-level roles, we agree the fee case by case. Every placement includes the 90 day guarantee.

How fast do you present candidates?

You see a first qualified shortlist within 21 days of the signed role brief. It usually has three to five candidates, each with a written dossier. We then support interviews, the offer and the start date, with Lidiane involved throughout.

What does the 90 day guarantee cover?

If the placement does not work out within 90 days of the start date, we search again for the same role. There is no additional fee. We check in with you and the hire during that period, so adaptation issues come up early.

Do you recruit for on site, hybrid or remote roles?

All three. We recruit for on site and hybrid roles in São Paulo and other cities. We also recruit for remote roles and Brazilians already living in Europe. We confirm the setup and the employment model, CLT or PJ, with every candidate before interviews.

Do candidates speak English?

For roles that work with headquarters abroad, yes. We test English on real tasks, such as a written update or a call with a foreign manager. English levels vary widely in Brazil, so we never rely on self-reported levels or certificates alone.

Can you help us choose between CLT, PJ and an EOR?

We explain the practical differences and confirm what each candidate accepts. The final decision is legal and tax related, so we recommend confirming it with a lawyer or your EOR. Our role is to bring the right person to the offer with no surprises about the model.