You’ve made the decision. Latin America is the next move. Now you need to get the first hire right.
Because in a new market, that person doesn’t just fill a role. They are your company.
We don’t just fill a job spec. We challenge it; respectfully, honestly, and early, because a great brief produces a great hire. A flawed brief produces an expensive mistake.
Then we go find the person. Not from a database. Through direct, credible outreach to senior professionals who wouldn’t give a traditional recruiter the time of day.
You’re entering LATAM
Opening markets in latin america
The first hire sets the tone for everything that follows. We take that seriously!
You’re already operating in the region but something needs to change. You’re scaling and the current leadership
isn’t built for the next stage. A critical person is leaving. The team needs strengthening.
What got you here won’t get you there.
We’ve managed LATAM operations from the inside. We know what a high-performing regional leader looks like, and more importantly, we know the subtle things that make someone right for your specific company culture, not just the market.
You’ve built something worth protecting. Let’s make sure the next hire strengthens it.
You’re growing in LATAM
Scaling what already exists
The ABC Islands have a structural talent problem. The local pool is thin. But Latin America, a short flight away,
in the same time zone, with a growing professional class, is full of people who are exactly what you need.
Skilled, ambitious, internationally oriented, and genuinely interested in island life.
We know this talent pool intimately. We know which markets produce professionals who integrate well in
the ABC Islands environment. We manage the full process; from identification and cultural assessment
to relocation support, so the transition works for your new hire and for your team.
Remote from Colombia or relocated to the island. We make it work.
You’re in Aruba, Bonaire or Curaçao
from remote to relocation
We support international companies
at these pivotal moments.
Moments where local insight, organizational alignment, and long-term continuity matter more than speed or volume.
We are a dedicated team of European & latin recruiters, bringing you the
best of both worlds to every search.
a boutique recruitment agency based in Bogotá.
Cross-border hiring that feels close.
We live(d) the international experience, speak your language and understand what's important for you!
We are easy to work with, Genuinely Interested, Personal & Fully Engaged to both clients & candidates
High-Touch, Senior Operation
Business Impact Driven
With 40+ years of business experience, we focus on the desired outcomes. Not just the requirements.
We’ve held the roles we recruit for.
That changes everything.
LATAM executive recruitment is different from Europe or the US. The recruiters and consultants doing outreach at most firms are talented but junior, often straight out of university, working from scripts, running checklists. Senior professionals tolerate them at best.
We are not that. Our team has held senior leadership roles across three continents; from Global HR Director to Executive VP Americas.
We’ve built teams, managed P&Ls, navigated cross-border complexity, and made the exact hiring decisions our clients are now facing.
When we reach out to a senior professional in Colombia, Mexico or Brazil, we’re not pitching a job. We’re starting a peer conversation.
That’s why our response rates are much higher. And that’s why our clients see talent that other firms simply cannot access.
Colombia is open and extrovert. Brazil is more mature and has its own specifics. Argentina is internationally experienced, with strong links to EU and best in region English.
Mexico is shaped by decades of nearshoring.
We adjust our approach market by market; who we target, how we approach them, what we say, and what profile actually fits the context.
Most companies arrive with a long list of requirements and responsibilities. We’ve yet to meet a list that didn’t need interrogating.
So we ask the questions that reframe the search: What does success look like in this role, in this market, at this stage of your LATAM journey?
That conversation has saved our clients from expensive mistakes more times than we can count.
We don’t do hit-and-run recruitment. We built relationships.
We grow with our clients through their LATAM journey; building shared knowledge, context, and accountability.
We stand behind every candidate we present. When something doesn’t feel right, we say so.
When a job description needs challenging, we do it.
We know LATAM is not one market
We challenge the brief. Every time.
We’re not transactional. We’re a partnership.
Jeniffer
Jen is a Senior Recruiter with deep experience in hospitality, floriculture industry and NGOs.
Born in Perú, career growth in Dominican Republic and currently in Bogotá.
Robert
Robert is Conexión's founder and an all-round international recruiter.
Born in the Netherlands, lived and worked 15 years in USA and since 2020 in Colombia.
We map the market and reach out directly to the right people, including the ones who aren’t looking, aren’t visible, and wouldn’t respond to anyone else.
Our response rates in LATAM are significantly higher than the industry average. That’s not an accident. It’s the result of credibility built over decades of senior international experience.
We map the market and reach out directly to the right people, including the ones who aren’t looking, aren’t visible, and wouldn’t respond to anyone else.
Our response rates in LATAM are significantly higher than the industry average. That’s not an accident. It’s the result of credibility built over decades of senior international experience.
WEEK 01 Identification & Invitation
We have real conversations with every candidate before you ever see them. Not checklist calls. Not box-ticking screenings.
Genuine professional conversations where we assess capability, character, cultural adaptability, and fit
with your specific context. We’ve been on the other side of this table. We know what to look for.
WEEK 02 First Round Interviews
Before we open a search, we do one thing most recruiters skip entirely: we sit down with you and properly define what success looks like in this role. Not the job description. Not the wish list.
The real answer to the real question.
That conversation, sometimes uncomfortable but always valuable, is what makes the four weeks that follow actually work.
Four weeks. No mystery. No excuses.
We map the market and reach out directly to the right people, including the ones who aren’t looking, aren’t visible, and wouldn’t respond to anyone else.
Our response rates in LATAM are significantly higher than the industry average. That’s not an accident. It’s the result of credibility built over decades of senior international experience.
We map the market and reach out directly to the right people, including the ones who aren’t looking, aren’t visible, and wouldn’t respond to anyone else.
Our response rates in LATAM are significantly higher than the industry average. That’s not an accident. It’s the result of credibility built over decades of senior international experience.
WEEK 01 Identification & Invitation
We have real conversations with every candidate before you ever see them. Not checklist calls. Not box-ticking screenings.
Genuine professional conversations where we assess capability, character, cultural adaptability, and fit
with your specific context. We’ve been on the other side of this table. We know what to look for.
WEEK 02 First Round Interviews
Before we open a search, we do one thing most recruiters skip entirely: we sit down with you and properly define what success looks like in this role. Not the job description. Not the wish list.
The real answer to the real question.
That conversation, sometimes uncomfortable but always valuable, is what makes the four weeks that follow actually work.
Four weeks. No mystery. No excuses.
The strongest candidates go further. We probe harder, challenge assumptions, and build a complete picture including the things that don’t show up on a CV. Motivation. Adaptability. How they handle pressure in a cross-cultural environment.
By this point, we’re not just screening. We’re validating the people we believe in.
WEEK 03 Deep Dive Interviews
You receive a curated shortlist, typically 5 candidates, with our assessment and a clear recommendation.
Not a stack of CVs with a covering note. A genuine brief: who these people are, why they made the cut, and honestly, where we’d start if we were in your chair.
From first conversation to shortlist in 28 days.
Every time.
WEEK 04 Evaluation, Shortlist & Presentation
Real situations. Real outcomes.
A Dutch manufacturing firm entering LATAM
They’d already won projects in the region but needed their first permanent presence: a senior field technician who could support Latin American clients independently and represent the company internationally.
Most firms would have searched the obvious talent pool. We looked at adjacent industries, focused on technical profile and cultural bridging capability, and reached professionals who weren’t on anyone’s radar.
The person we placed is now the primary contact for all Latin American clients, fully embedded in the global technician group and trusted by both sides.
Dutch floriculture company growing in Colombia
They had two separate operations, outside Bogotá and Medellín, that needed bringing together under one experienced operational leader. Someone who could professionalize the structure, build the team, and position the business for its next phase.
Their Dutch HR team had no visibility into the Colombian talent market. We did. We also fine-tuned the original brief; the profile they were describing was built for a Dutch operation, not a Colombian one.
We placed a senior candidate within four weeks. He has been instrumental in unifying and growing the Colombian operation, building a high-performing team of sales professionals and agronomists.
A Curaçao tech firm looking for team expansion
Software development and system administration roles were going unfilled while the business was growing. The island talent pool couldn’t support the demand.
The client had considered building a remote team in Colombia. but held back. Managing a fully remote team in another country felt like a risk they weren’t ready to take. We didn’t push.
We had honest conversations about how Colombian developers actually work their experience with remote setups for US and European companies and professionalism. We helped the client understand what they were really hesitant about, and what the reality on the ground actually looked like. They started with a small group. Then went all in.
US Energy company growing in Colombia
A Miami-based energy company wanted to grow its market share across Latin America, entering countries where it had no presence and strengthening its position where it did. They needed a Chief Commercial Officer who could build and execute a regional sales strategy from the ground up. Bilingual, senior, with a strong energy sector background and the credibility to open doors in markets the company hadn't yet cracked.
We mapped the market and found the right person. We took the time to fully understand the company's strategic vision, objectives, and what they were really looking for in this role.
Our top candidate performed with distinction at every level of the interview process and was hired. The company has its CCO for LATAM.
