A published framework for senior LATAM hiring across a global network. Every shortlisted candidate is defended through five independent lenses, each scored 1 to 5 with written evidence.
A recruitment shortlist should answer one question clearly: why this person, for this role, at this stage. Most shortlists answer it with adjectives. Ours answers it with evidence.
Before we evaluate candidates, we discuss the role in depth. We cover the business problem, the team, the stage, the decision rhythm and the LATAM experience that will matter. Then we start with our network, references and trusted connections. We expand into curated talent pools, and open job-board sourcing only when it adds fresh signal.
The 5-Lens Method is the framework we apply to every senior candidate we put in front of a client. Each lens is independent. Each is scored from 1 to 5 with at least one written piece of evidence. That evidence comes from interviews, references, work samples or the candidate's track record. Recruiters can't sign off on a shortlist without scores on all five.
This page is the public version of the framework. It is readable in a few minutes, defensible to your board, and honest about its limits.
The order matters. We don't move on to the next lens until the previous one is scored. Most candidates clear Craft and Context. Most fall down on Communication or Cultural Fluency. Drive is the final filter.
Role-specific expertise, output quality, and measurable impact.
How we score it. A structured role interview plus evidence review, aligned to the work the role must deliver. We triangulate with references from managers who saw the candidate perform in equivalent settings.
Proven experience at the same stage, pace, and operating cadence as your company.
How we score it. Behavioral evidence from stage-specific moments: growth, turnaround, and high-pressure delivery. We separate true fit from flattering resumes.
Clear async writing, live verbal precision, executive presence, and role-level English.
How we score it. Written and spoken assessments scored against a published rubric. We focus on clarity, structure, and the ability to move work forward across time zones and senior stakeholders.
Ability to navigate European and US norms in feedback, escalation, autonomy, and decision rhythm.
How we score it. A scenario-based assessment using a cultural fluency rubric. We measure behavior, not identity, and only shortlist candidates who can operate confidently across cultures.
Purpose, ownership, resilience, and motivation aligned to the role, the team, and the stage.
How we score it. Evidence-based motivation from recent decisions and reference validation. We score what the candidate chose to do, not what they claim to want.
Cultural fit is not a personality test, and it is not about identity. Our CFR evaluates eight behavioral dimensions on a 1 to 5 scale, scored from concrete examples in the interview and references. They are never inferred from where the candidate is from.
Candidates who consistently fall below our standards do not reach the shortlist. We tell them why, what to improve, and what stronger looks like. Many come back a year later and get hired.
Our internal systems help us analyze career paths, role alignment, communication patterns and long-term fit. They reach a depth that manual screening alone cannot reliably achieve.
The technology supports long-list evaluation, semantic matching, market mapping, screening summaries, and structured analysis across our 5-Lens Method.
But final judgment remains human.
We do not delegate shortlist decisions, cultural-fluency assessment, compensation conversations, coaching, or hiring recommendations to AI.
Every candidate interaction is reviewed by a real person. Every final decision is made by one.
The result is a process designed to be more rigorous, more transparent, and fairer, for companies and candidates alike.
Companies that hire across countries need a repeatable way to compare candidates with different career paths. The 5-Lens Method turns cross-border hiring into evidence instead of instinct.
We use the same framework for executive search, remote hiring, startup recruiting and specialist searches in tech, finance, sales and operations. It applies whether the candidate lives in LATAM or already works abroad.