Headhunting · Retained search
We find the talent that isn't looking.
Retained headhunting for the roles you can't afford to get wrong — specialists to senior leaders, mapped, vetted, and hand-delivered across LATAM.
Trusted to hire for the brands that define the region
Why retained search
The people who change a business are rarely the ones answering a job post.
of the leaders we place weren't actively looking
still in seat a year after we place them
years hunting senior talent across LATAM
Selected clients
We find leaders for the companies that define the region.
From global enterprises to the region's fastest-scaling companies — searched discreetly, vetted deeply, placed to stay.
How we search
A search is a process, not a posting.
We map the whole market, approach the people who fit, and hand you a shortlist of three you'd be glad to hire.
- Own the commercial engine for LATAM — revenue, partnerships, and the entire go-to-market motion across the region.
- A high-visibility seat reporting to the CRO, with a board-level mandate to scale.
- Take the region from $50M to $150M in three years.
- Build the commercial playbook the rest of the company runs on.
- Make LATAM the proof case for the next five markets.
- Revenue & quota across 5 markets
- The GTM and partnerships strategy
- Pricing, packaging, and forecasting
- A commercial team of 40+
- 4 country leads and 2 partnerships directors
- A RevOps function you'll help shape
- Dotted line into Marketing and Product
- 10+ yrs leading commercial teams
- Scaled revenue past $50M
- Deep LATAM market knowledge
- Bilingual — English / Spanish
- Sold into enterprise and mid-market
- Marketplace or fintech experience
- Built a commercial org from scratch
- Operated across multiple currencies
- A predictable, multi-market pipeline by Q4
- A team that promotes from within
- Partnerships that compound year over year
- Weekly forecast with the CRO
- Quarterly board narrative
- Monthly market deep-dives
- $280–340k base + equity + performance bonus
- Relocation supported
- Chief Revenue Officer
- A Mexico City fintech, post-Series B, is hiring a CTO to take a platform built for Mexico into Brazil and Colombia — and to build the engineering leadership bench that gets it there.
- Ninety engineers today across product, platform and data. Real ownership of architecture, hiring and the roadmap, working directly with the founders and the board.
- Own the technical strategy and the platform end to end — architecture, reliability, security, and the data stack behind credit decisions.
- Build and lead the engineering leadership team: VPs and heads for platform, product engineering and data.
- Take the platform multi-country: Brazil first, Colombia second — regulation, payments rails, localisation.
- Set the engineering culture: how the team ships, reviews, hires and grows.
- 12+ yrs in software engineering, 5+ leading engineering organisations of 60+ people.
- Scaled a consumer or fintech platform through a multi-country expansion in Latin America.
- Hands-on judgment on AI tooling and where it belongs in a regulated product.
- Fluent Spanish and English; Portuguese a plus.
- A category leader in Mexican consumer credit with the unit economics to fund the next two markets.
- A founding team that has done this before and a board with operators from the region's largest fintechs.
- Hybrid, with an engineering hub in Roma Norte and a growing team in São Paulo.
- Audit the platform and the team — architecture, reliability, security, and who owns what.
- Ship three visible wins: one reliability fix the business feels, one hiring decision, one roadmap the founders would sign.
- Publish the multi-country technical plan for Brazil, with the leadership bench it needs.
- A direct line to the CEO and the founders — no layers in between.
- Weekly priorities, a monthly roadmap review, a quarterly board update.
- Hybrid, Mexico City and São Paulo — in the room when it matters.
- A modern cloud stack, an in-house data platform, and a fast-growing AI toolset.
- Whatever you can justify — budget follows good judgment.
- MXN base at the top of the market + meaningful equity + a performance bonus.
- Relocation to Mexico City supported.
- Premium health coverage; hybrid Roma Norte / São Paulo.
- Chief Executive Officer
- A high-growth marketplace is hiring its first VP of People to build the function from the studs up across three countries.
- You'll own the entire employee lifecycle — and the culture that has to scale without breaking.
- Talent acquisition, onboarding, and the employer brand
- Performance, the compensation philosophy, and leveling
- Org design and headcount planning with the founders
- A People team you'll hire and lead
- 8+ yrs in People, 3+ leading the function
- Scaled an org through 100 → 500 people
- Built compensation bands and leveling from scratch
- Operated across multiple LATAM markets
- Time-to-hire down and quality-of-hire up by Q3
- A leveling framework managers actually use
- Regretted attrition below the market benchmark
- $220–260k base + equity
- Fully remote within the Americas
- Chief Executive Officer
- A category-leading fintech is hiring a General Manager to own its largest market end to end — P&L, team, and growth.
- You'll run Brazil like a company within the company, with the resources to match the ambition.
- Double the market in 24 months without breaking unit economics.
- Build the local leadership bench so the business never depends on one person.
- Make Brazil the template the company exports to the rest of the region.
- The full market P&L and the growth plan
- Sales, operations, and local partnerships
- Regulatory and banking relationships
- A cross-functional team of 60+
- 12+ yrs operating, 5+ in a GM or country-lead seat
- Scaled a P&L past $100M
- Fluent Portuguese and English
- Deep Brazilian market and regulatory fluency
- A self-sufficient local leadership team by year two
- Profitable growth that compounds quarter over quarter
- A playbook the next market can copy
- Competitive base + equity + a P&L-linked bonus
- Based in São Paulo
- Chief Executive Officer
We learn the business, the team, and what “great” actually looks like in this seat.
We map every company and person who could be the answer — not just who's available.
Discreet, personal approaches to the people who weren't looking for a move.
Structured interviews and references — for capability and the way they lead.
A tight slate of three, each with an honest written assessment.
We structure the offer, close the candidate, and stay through onboarding.
Why LaPieza
Why our shortlist is the one you hire from.
One market. In depth.
Latin America isn't a regional desk for us. It's the market our network was built around — we know who's quietly brilliant at the company down the street, and exactly what it takes to move them.
You work with the partner, not a hand-off.
The person who takes your brief is the person who maps the market, makes the calls, and walks you through every name on the slate. No junior team after the pitch.
The introductions were earned years ago.
The best leaders don't answer ads — they answer people they trust. A decade of relationships across the region means the call that reshapes your team is often one we can already make.
Where the network reaches
Latin American talent, placed in seventeen countries.
From Latin America to Oceania — the calls we can make on your behalf extend well beyond the home market.
Proof
Recent searches, recently closed.
15go-to-market specialists hired in under 30 days.
4commercial VPs placed across LATAM.
Tell us who you need to hire.
Brief us on the role and we'll come back with how we'd run the search — and the kind of people we'd bring you.