Executive search

LATAM executive search for US and European scaleups.

Tessera Partners runs confidential executive searches for directors, VPs and C-level leaders. We hire Latin American executives for US, European and international companies, in the region or abroad. You see a first qualified shortlist in 21 days, and every placement carries a 90 day replacement guarantee.

Book a call → The 5-Lens Method

When companies call us

Most executive searches start with a hire that cannot be advertised, or one that has already failed once.

A confidential replacement

The current leader does not know yet. The search has to happen without a job post, and without the market hearing about it.

A first country or regional leader

You are opening Latin America and need one person to build the team, the pipeline and the local relationships.

A C-level hire after a funding round

The board wants a CFO, COO or CRO who has scaled a company at your stage, not just held the title.

The best candidates are not looking

The people you want are performing well elsewhere. Someone has to map them and start a trusted conversation.

A leader across cultures

The role reports to headquarters in the US or Europe and leads teams in Latin America. Both sides have to trust this person.

A previous search did not work

The last hire looked strong on paper and left within a year. You want evidence, not adjectives, this time.

Roles we fill

Seniority	Example roles	Typical search length
C-level	CFO, COO, CRO, CTO, country CEO	Shortlist in 21 days
VP	VP Sales Latin America, VP Engineering, VP Finance	Shortlist in 21 days
Director and Head of	Head of People, Finance Director, Director of Operations	Shortlist in 21 days
Country and regional manager	Country Manager Argentina, Brazil or Mexico; Regional Director LATAM	Shortlist in 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

Executive candidates are scored on the same five lenses as every Tessera Partners shortlist. For leaders, each lens asks a harder question.

Craft. Results the candidate owned at this level, checked with people who saw the work. Titles and company logos do not count as evidence.
Context. Experience at your stage and pace. Building from zero, scaling past a first market, or turning a business around are different jobs.
Communication. How the candidate writes to a board, presents to investors and runs a meeting in English with senior stakeholders.
Cultural Fluency. How the candidate leads across cultures. We test feedback, escalation and decision rhythm between Latin American teams and US or European headquarters.
Drive. Why this role, why now. We look at the candidate's recent career decisions and confirm motivation with board-level references.

Read the full 5-Lens Method →

Fees and guarantee

Our fee is 10% of first year base salary, and VP and C-level fees are agreed case by case. A 750 EUR start fee is deducted from the final invoice, and every placement carries the 90 day guarantee.

See recruitment fees →

Why Tessera Partners

Versus EOR providers

An employer of record employs and pays a person you already found. We find, assess and close the leader. Many clients use both, and we work alongside their EOR.

Versus generalist agencies

Generalist agencies send volume from job boards. An executive search maps the market, approaches people who are not looking and assesses each one in depth.

Versus in-house recruiting

Your talent team knows your company best. We add a network across Latin America and its diaspora, confidential outreach, and assessment across cultures.

Market notes

Argentina and São Paulo run on UTC-3 all year. Argentina does not use daylight saving time (timeanddate), and Brazil ended it in 2019 (Decree 9.772/2019). Colombia is on UTC-5 (timeanddate) and Mexico City on UTC-6 (timeanddate). That gives US teams a full shared working day.
Each country has its own labor code. Brazil's CLT defines an employee by continuous, paid and subordinate work (CLT, article 3). Argentina's labor law presumes an employment contract when someone provides services (Law 20,744, article 23).
English level varies widely by country and city. The EF English Proficiency Index ranks countries every year; we test English on the actual work instead of relying on country averages.
Many senior Latin American leaders already work in Europe, the US or other hubs. A search limited to one country misses them, so we map the region and its diaspora together.

FAQ

Frequently asked questions

How much does executive search cost?

Our fee is 10% of the hire's first year base salary. For VP and C-level roles we agree the fee with you case by case. 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. Every placement includes the 90 day guarantee.

How fast will we see 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 5-Lens dossier. Interview rounds and notice periods then set the final timing, and we plan both with you from the start.

What does the 90 day guarantee cover?

If a placement does not work out within 90 days, we run a replacement search at no additional fee. We stay in touch with you and the hire during that period. Issues come up early and can often be solved before they become a departure.

Can the role be remote, hybrid or on site?

Yes, all three. Many of our executive placements lead teams remotely across Latin America. Others are on site in a country office or relocate to headquarters. We agree the setup in the role brief and confirm it with every candidate before the first interview.

Which languages do your candidates work in?

Every executive candidate is assessed in English. Spanish and Portuguese are common second languages, and we also search for Italian, German and French combinations. We test language on real work, such as a written update or a live presentation, not with a self-reported level.

How do you keep a search confidential?

We never post confidential searches. We approach candidates directly, share the company name only after interest and a confidentiality agreement, and keep your current team out of the process. Candidate data is handled under GDPR and LGPD, and CVs are shared only with consent.