Talent acquisition in Latin America: Practical insights and strategic considerations 

In a recent discussion hosted by Hung Lee, the Recruiting Brainfood Podcast guru, a team of hiring experts shared their wisdom on finding and selecting new team members in Latin America. This insightful conversation featured Juliana Park Izka Gonzalez (Founder, The Hiring Revolution), Carlos Guillermo Lopez (Founder, IHR Latin America), and Stephan Poweska (Head of Global Talent Acquisition, Lionbridge).

Nonso Onowu on November 18, 2023 Average reading time: 5 min
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Talent acquisition in Latin America: Practical insights and strategic considerations 

Together, they provided practical insights into the challenges and opportunities of talent acquisition in Latin America. 

Enhancing talent engagement through deeper appreciation of local nuances 

In her insightful discourse, Juliana Park underscored the pivotal role of comprehending local nuances in the realm of talent engagement, emphasizing that true success lies in the mastery of these intricacies. A cornerstone of this mastery is effective communication, where transcending language barriers takes center stage as an indispensable factor in fostering robust connections with prospective talents in the diverse landscape of Latin America. 

Park’s observations shed light on the profound impact of cultural awareness in shaping meaningful interactions with candidates. The diverse nature of Latin American cultures necessitates a measured and customized approach to talent acquisition.

This extends beyond mere recognition of cultural differences to the implementation of tailored strategies, reflecting a pragmatic and hands-on methodology crucial for achieving triumph in this dynamic region. 

The call for cultural awareness in talent engagement is not merely a theoretical consideration but a practical imperative. It is a recognition that effective communication goes beyond language proficiency, delving into the rich diversity of local customs, values, and traditions. Acknowledging and respecting these aspects not only demonstrates a commitment to diversity and inclusion but also forms the bedrock of a successful talent acquisition strategy. 

In essence, the crux of Juliana Park’s message lies in the acknowledgment that effective talent engagement demands a profound understanding of the local context.

By embracing and navigating the unique nuances present in Latin America, organizations can forge deeper connections with candidates, ultimately paving the way for a more successful and harmonious professional relationship. Through a lens of cultural sensitivity, talent acquisition becomes not just a transactional process but an artful and strategic endeavor, enhancing the overall fabric of the organization in this vibrant and diverse region. 

Adaptable compensation strategies amid economic fluctuations 

Carlos Guillermo Lopez shared some insights about how tricky it can be to decide on salaries when the economy is acting unpredictable. He specifically highlighted the challenges that come with negotiating salaries for jobs that include getting a share of the company, especially when the stock market is in a constant state of ups and downs. 

This discussion led to a collective realization that it’s crucial to think about coming up with pay plans that can adjust as the economic situation changes.

The idea is to create a compensation strategy that acknowledges and responds to the ever-shifting economic landscape. 


Lopez’s key point was that negotiating how much people get paid becomes even more complicated when the economy is uncertain. This complexity is amplified for roles where employees receive a portion of the company, and the value of that share is tied to the unpredictable nature of the stock market. In response to this challenge, he encouraged a shift in mindset towards developing pay plans that are flexible and capable of adapting to the economic climate, recognizing that economic conditions are always in flux. 

In essence, the takeaway from Lopez’s insights is the need for businesses to be proactive in adjusting their compensation strategies to align with the unpredictability of the economy.

It’s not just about setting a fixed salary but being open to revising and tailoring compensation plans based on the dynamic shifts in the economic landscape.

This adaptability ensures that organizations can navigate salary negotiations more effectively, fostering a resilient and mutually beneficial relationship between employers and employees in the face of ongoing economic uncertainties. 

Smart hiring moves in Mexico 

Stephan Poweska shared some smart ideas from Lionbridge’s expansion into Mexico. The key takeaway was a strategic approach that places a higher emphasis on hiring experienced leaders over entry-level talent.

The idea behind this strategy is to build a solid foundation and a united company culture, making it easier to bring in a more extensive team. 

Poweska’s insights shed light on the importance of making thoughtful decisions when expanding into Mexico. Instead of focusing solely on hiring entry-level employees, Lionbridge prioritized bringing in leaders with specific expertise. The goal here is to lay a strong groundwork for the company, ensuring a cohesive and shared company culture. This, in turn, makes it smoother to integrate a larger workforce down the line.  The core of Poweska’s message is about being strategic in hiring decisions.

By starting with experienced leaders, the company is setting itself up for success, creating a strong base that can support and integrate a diverse and expanding team.

This approach emphasizes the long-term view, ensuring that the company is not only building a team but also fostering a culture that can accommodate growth and diversity in the future. 

Elevating talent acquisition through technological innovation 

In shedding light on the evolving world of talent acquisition, Izka Gonzalez highlighted the role of technology, with a particular focus on asynchronous interviewing as a powerful tool for skill assessment. Emphasizing the transformative potential of these technological advancements, Gonzalez highlighted their ability to streamline and enhance the candidate evaluation process.  

Furthermore, Gonzalez highlighted the imperative of a robust onboarding process, especially pertinent for remote or distributed teams. The emphasis was placed on recognizing onboarding not merely as a procedural step but as a critical component in fostering seamless integration and sustained productivity within the modern work environment. 

In essence, Gonzalez’s insights illuminate the symbiotic relationship between technology and talent acquisition, showcasing how innovative tools, such as asynchronous interviewing, can revolutionize the assessment of candidates’ skills.

Moreover, the recognition of a well-crafted onboarding process as a keystone for success underscores the holistic approach required to navigate the challenges of building and sustaining effective teams in a remote or distributed work landscape. 


Unlocking LATAM’s potential 

Unlocking LATAM’s potential means taking advantage of the opportunities it offers to businesses looking to grow. The discussion explored seven key reasons why companies are drawn to this region for talent acquisition, showcasing the strong case for tapping into Latin America’s potential.

  1. Cost-effective Talent Development: Latin America boasts a competitive advantage in nurturing talent without incurring exorbitant costs, making it an appealing destination for companies aiming to optimize their resources.
  2. Access to Skilled Professionals: The region is a treasure trove of skilled and capable professionals across various industries, providing a rich pool of expertise to tap into.
  3. Increased Diversity and Innovation: Embracing Latin America means embracing diversity, fostering innovation through varied perspectives, experiences, and cultural backgrounds.
  4. Language Proficiency: Proficiency in languages, especially English, is prevalent among the workforce, facilitating seamless communication with global partners and clients.
  5. Time Zone Syncing for Efficient Communication: The geographical proximity and time zone alignment enable better coordination and real-time collaboration with teams across continents.
  6. Cultural Compatibility: Shared cultural values and a similar work ethic foster a sense of understanding and compatibility between Latin American professionals and their international counterparts.
  7. Unique Blend of Affordability and Ambition: Professionals in Latin America offer a rare combination of being cost-effective while being driven by ambition, making them a valuable asset to companies looking for high-quality talent with a competitive edge.

Together, these factors paint a comprehensive picture of the immense potential and advantages that Latin America presents, enticing companies to unlock and harness the region’s burgeoning opportunities for growth and success.


Navigating regulatory complexity: The significance of EOR hiring 

Analysing the importance of Employer of Record (EOR) services in navigating Latin America’s complex regulatory landscape added a practical dimension to the conversation. By leveraging EOR services, companies can circumvent entity set-up costs, fines, and penalties. The discussion extended to GoGlobal’s Recruit & Hire solution, offering a strategic approach to sourcing and engaging top remote talent in Latin America while ensuring compliance with local regulations. 

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