01
Design
Define the capability gap, role scorecard, level, location logic, interview evidence, and owner for the hiring decision.
05
Hiring system / US–LATAM
Build a LATAM engineering team—not a queue of résumés
Role design, technical evaluation, interview systems, and operating practices for fintech companies building engineering capability across US–LATAM markets.
The trigger
The company needs to add engineering capacity, but the role, hiring bar, interview signal, management model, or local operating path is not yet coherent.
- Engagement structure
- Defined scope and deliverables
What changes
01
Roles tied to the actual organization and technical constraints.
02
A repeatable evaluation system that produces comparable evidence.
03
An onboarding and management model designed for a distributed team.
04
Coordination with specialist partners for local entity, employment, contract, and soft-landing questions.
Working method
02
Evaluate
Install structured screens, technical interviews, rubrics, calibration, and candidate communication.
03
Land
Support closing, onboarding, team integration, and coordination with local specialist partners where required.
Concrete deliverables
- Organization and role-design brief
- Job scorecards and interview plans
- Technical rubrics and interviewer calibration
- Candidate decision and debrief templates
- Distributed onboarding and management plan
- Partner coordination for local operating needs
Good fit when
- Fintech or payments context matters to the hiring bar
- The company wants internal capability, not staff augmentation
- Leadership will participate in calibration and closing
- Legal, tax, employment, and entity matters remain with qualified partners
Next move