Remote hiring is no longer a backup plan — for many growing companies, it’s the smartest way forward. At Bullpen, we help U.S. teams hire exceptional professionals from Latin America in under 21 days, through a process that’s structured where it needs to be, flexible where it counts, and always human.
Here’s exactly how we do it — no resume floods, no wasted time, just a clear path from open role to onboarded hire.
Hiring from LATAM has shifted from a workaround to a competitive advantage. The opportunity is huge — but so is the competition.
Knowing where to hire is only half the battle. How you hire — and who you hire through — makes all the difference.
Our clients are founders, COOs, and Heads of People — operators who don’t have hours to burn on sourcing, scheduling, and vetting. They want a partner who can run the process end to end, and get it right.
Here’s how we do it:
Step 1: Kickoff & Role Launch (Days 0–1)
We start with a focused intake call to understand your goals, team dynamics, and what success looks like in the role. From there, we create a tailored role brief and sourcing plan. The search is live within 24 hours.
Step 2: Sourcing & Screening (Days 1–10)
We combine targeted outreach with our vetted LATAM network. Every candidate is screened for English fluency, skills, time zone alignment, and culture fit. Only the best make it through — no resume floods.
Step 3: Candidate Submission (Days 5–12)
We deliver a shortlist of 3–5 candidates, complete with scorecards and tailored insights. If the market isn’t matching the scope, we share a quick market report so you can adjust early.
Step 4: Interview Coordination (Days 8–17)
We handle scheduling, reminders, and candidate communication so you can focus on conversations.
Step 5: Feedback & Iteration (Days 10–20)
Feedback loops are tight. If you need a second round, we keep momentum — no starting over.
Step 6: Offer, Hire & Onboarding (Days 17–21)
You make the offer. We handle paperwork, confirm start dates, and provide onboarding guidance so nothing falls through the cracks.
Step 7: Post-Hire Support
We check in at Day 5 and Week 4 — with you and your new hire — to ensure the relationship starts strong.
Our process is built for speed and consistency: roles filled in under 21 days, a 95% client retention rate, and more than 90% of clients hiring again within six months.
Cost savings are real — typically 50–70% compared to U.S. salaries — but the real value is in the quality and alignment. Every hire is fluent in English, aligned with U.S. work culture, and available during full or near-full U.S. business hours.
We’ve placed talent across marketing, operations, finance, tech, customer success, executive support, RevOps, and more — always aiming for hires who feel like a natural extension of your team.
Because in the end, this isn’t just about filling a role quickly. It’s about getting it right the first time.
There’s no shortage of ways to hire remotely — from self-serve platforms to low-touch recruiters. But too often, those options create friction instead of focus.
We built Bullpen differently:
Our clients don’t say, “This felt outsourced.” They say, “This felt easy.”
Hiring across borders raises important questions — about process, quality, and integration. Those questions deserve clear answers.
That’s why we’ve shared our process here: so you can see exactly how it works, what to expect, and how the right approach removes uncertainty from remote hiring.
If this has sparked ideas — or even more questions — we’re always open to a conversation. No pressure, no script, just a real discussion about what will work best for your team.
INSIGHTS Table of Contents Hiring remote talent from another country can feel intimidating. It’s understandable: compliance issues, language barriers, cultural
