Nextshore’s Post

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Hi, we're here with dough from Ravello and we're gonna be speaking about hiring a run. So tell us what do you do on the below? I am our SVP of Sales. So we we all of our go to market functions outbound inbound to acquire new prospects to help them fill technical roles. And what are the tendencies that you are seeing in companies from the US where they are looking to hire abroad? What is it that they're looking for? A lot of a lot of engineering roles, ton of front end, back end specific. Most recently, a lot of the growth has been in machine learning. AI has been really hot. And I think for us, we typically are educating around the opportunity in Latin America because South Asia, Eastern Europe have been around for a number of years and Latin America in the last five, 6-7 years especially has really jumped up the charts in terms of quality supply. What differences do you see between hiring in Asia versus hiring in Americans? In America, couple big differences. A lot of them are cost models from the company. But if you look at them very, very high level, biggest difference are based on where the company is located, time zone preference, right? So if you are in San Francisco or New York hiring somebody in Eastern Europe or especially in maybe the Philippines or India, you could have a great, great engineer located there. But it might be. Acknowledging to because there's no overlap or very little overlap with the team. We actually one gentleman we onboarded, he has a team of about 80 and his tech team and he had outsourced to India for a number of years. The challenge he ran through was he had no collaboration between his team in America and his team in, in India's biggest challenges, right? Interesting. Yes, I mean we, we see the same with some of our clients that they see also challenges that have to do with cultural alignment. She would be within teams besides from the time zone and alignment. So yes, what would you tell someone that is considering to hire abroad? But they are not really sure that it's kept skeptical, but we just tell them. I think there's probably three things that they would want to know that a company had. One is can you hire really quickly, right. Can you give me 10 candidates that I otherwise wouldn't have gotten? Can you do it quickly? Obviously Second is are these high quality candidates because very few firms are willing to drop the bar. Quality wise, that's right. Yeah. Third is, is almost a check mark. Can you save me money by by doing this instead of hiring in the US? And I think 4th is to have control over the process, right? Budget is obvious, right? Price perspective. If you have a limited budget that you want to offer for this, that's obviously a huge, huge helpful component. Vetting is another important part of our industry. There's a lot of different models in the industry. We have we believe is the most flexible side where we we prepped our engineers both English and technically speaking. And then we want to also allow, you know, maybe you've got a tech team of 20, you want to follow your process as well to make sure that that person is the right fit. I guess the last component is to have a partner that actually will help you fill roles, not just one and rule, but help you fill roles into into the future. If your partner, yes, of course. And as you say that they there's going to be speed and that they're going to help you prevent having turnover, right? That's very important to have good qualities. Regardless who the company is to make sure your incentives are aligned right because a lot of recruiting models are sometimes challenging because they have a massive upfront fee. If you can, like Ravello does where we have a month to month commitment, you pay your fee on on a monthly basis to us, which makes it much more digestible instead of paying some massive amount up front and then you don't know whether the candidate is going to work out or not. Same and also have about 30 day guarantee. So if the client is not happy with the higher, we replace them until they find the person that is giving them the most value. So yeah, which I think like if you're coming from hiring in the US and you're dipping your toes into the Latin American market, it's a perfect synergy where you can say, OK, let me see what this is about because this benefit my business exactly. Yeah, totally. Well, thank you Joe very much for meeting with us today and.