Hire Senior Marketing & Technical Leadership in Latin America | Faye + Lupa Case Study

The Challenge: Senior Hiring Needs, No Internal Recruiting Team

A CEO with a clear hiring bar needed a partner who could find the right people fast

Growing companies often reach a point where hiring becomes urgent before recruiting infrastructure exists. The role is critical. The hiring manager knows what the right person needs to bring. But nobody owns the sourcing, screening, outreach, scheduling, and pipeline management required to get strong candidates in front of the team.

That was the situation at Faye, a global software strategy and consulting company headquartered in Calabasas, California. Faye helps mid-market and enterprise organizations implement, integrate, and optimize CRM, CX, and AI platforms including  Salesforce, HubSpot, SugarAI, Intercom/Fin, Zendesk, Freshworks, and Claude. The company has grown into a ten-time Inc. 5000 honoree and supports customers across more than 25 countries.

When CEO and founder David Faye needed to fill three senior roles across marketing, data and AI, and client advisory, his team had the discipline to interview, evaluate, and decide.  However, what they did not have was a team with the time to post jobs, review large volumes of resumes, chase candidates, or run a multi-country sourcing process himself.

“Our team lacks the time to post jobs, qualify resumes, and evaluate and interview all the candidates required to fill these positions.  Outsourcing made the most sense.”

— David Faye, CEO, Faye

Faye had already built confidence in Latin American talent. The company had more than a dozen team members across the region and had seen firsthand what the market offers. For senior leadership roles that would cost $200,000 to $400,000 a year in the US, Latin America opens access to an exceptional caliber of candidate at a fraction of the cost, with practical time-zone alignment for US-based teams.

The strategic decision was clear: hire senior talent in Latin America. The harder question was how to access the right candidates quickly, accurately, and with enough screening depth to protect the quality bar for client-facing leadership roles. At these seniority levels, the advantage goes beyond cost savings. Companies can attract stronger candidates than their US budget would otherwise allow.

Why US Companies Struggle to Hire Senior Talent in Latin America

Many US companies know the benefits of nearshore hiring. The talent exists, the time zones work, and the economics are compelling. The gap appears between deciding to hire in Latin America and consistently finding the right senior candidates.

No sourcing infrastructure

Without a recruiting function, CEOs and department heads become the sourcing team. That creates delays, inconsistent screening, and too much time spent on work that does not require executive judgment.

High-stakes senior roles

A senior marketing leader, data and AI leader, or client advisory lead directly affects revenue, delivery quality, and client trust. A bad senior hire can cost months of momentum. And in the US market, the compensation required to attract top-tier senior talent often prices out mid-sized companies entirely.

Regional market complexity

Latin America is not one hiring market. Compensation, talent concentration, English proficiency, availability, and candidate expectations vary by country and role type.

Speed pressure

Strong candidates move quickly. Every extra week of indecision can mean delayed projects, missed client opportunities, or losing top candidates to other offers.

Why Faye Chose Lupa as Its Latin America Recruiting Partner

David’s search for a recruiting partner began with online research and AI-assisted discovery. He looked for firms focused on Latin America and spoke with several agencies before choosing Lupa.

The difference was trust. Lupa founder Joseph Burns brought a technical and operational background that made the conversation feel different from a typical recruiting sales call. His experience as a former senior data engineer, combined with Lupa’s regional focus, gave David confidence that Lupa could understand both the technical bar and the realities of hiring across Latin America.

“I met with Joseph, and he's an impressive guy to talk to. That won me over.”

— David Faye, CEO, Faye

For Faye, Lupa was not simply a vendor with a sourcing database. Lupa’s value was its ability to operate like a true recruiting partner: clarify the role, understand the business context, screen deeply, present a curated shortlist, and move fast enough to match the pace of a growth-oriented company.

That fit mattered because Faye did not need more resumes. It needed fewer, better candidates, with enough context and evaluation behind each profile to make executive review efficient.

The Process: A Clear Client Brief Meets a Structured Recruiting System

Strong hiring outcomes started with clarity on both sides

The partnership worked because both sides invested in the front end of the search. David brought a disciplined interview process, clear questions, a defined rating system, and a habit of scoring candidates during the interview rather than relying on vague post-call impressions.

That clarity made Lupa’s kickoff process highly productive. The team could ask sharper questions, identify the must-haves, separate preferences from true deal-breakers, and calibrate the search around what a successful hire would actually look like.

“You need to make it as objective as possible, put the odds in your favor, have a specific set of questions that you ask each candidate, and then you evaluate their responses. You do it during the interview with them. So when you hang up, your scorecard is updated.”

— David Faye, CEO, Faye

When the first group of marketing leadership candidates did not produce the right match, David shared detailed evaluation notes with Lupa. That feedback was specific enough for the recruiting team to recalibrate quickly. Instead of working from vague reactions like 'not quite right,' Lupa received actionable signals about what to adjust in the search.

The result was immediate improvement. The right marketing leader emerged in the next round and was hired within the first five candidates David interviewed. The senior data and AI hire was selected from one of the first candidates Lupa presented.

The Client Experience: Fast, Transparent, and Built Around Faye’s Workflow

For a CEO hiring alongside the day-to-day demands of running a company, operational friction can slow everything down. Lupa removed that friction by adapting to how Faye already worked.

Instead of relying only on email chains, Lupa created a shared Slack channel for real-time communication. Every candidate was organized in a client platform with resumes, LinkedIn profiles, interview notes, and status updates in one place. Feedback moved quickly, candidate context stayed visible, and David and his team could focus on interviews and decisions rather than process management.

“Your platform is a differentiator.   And, the timeliness of responses is as good as anyone I've ever worked with. We have a shared Slack channel, which I've never had with a recruiter before. It feels like Lupa is a complete values fit for us.”

— David Faye, CEO, Faye

Traditional Recruiters vs. Lupa

The Results: Three Senior Searches, Strong Momentum, and a Better Hiring Experience

Faye’s searches spanned three different departments and required candidates who could operate at a senior level in a client-facing consulting environment. Lupa helped Faye move from hiring need to qualified candidates quickly, while keeping the process focused and manageable for the CEO.

The results were especially meaningful because Faye had no internal talent acquisition team. Lupa supplied the recruiting infrastructure while Faye retained the final judgment on fit, quality, and leadership potential.

For senior leadership roles specifically, the cost advantage is even larger than for mid-level hiring. Equivalent US-based candidates for these positions would command compensation packages in the $200,000 to $400,000 range. Through Lupa, Faye was able to attract candidates of equal or higher caliber at a fraction of that cost, accessing a level of talent the company's US hiring budget would not have reached.

“The quality of candidates is great. Your pricing is reasonable. People are great to work with. I can't imagine a better experience.”

— David Faye, CEO, Faye

What Other US Companies Can Learn From Faye’s Hiring Success

1. Define the role before the search begins

The most effective searches start with clarity: what success looks like, which skills are non-negotiable, how seniority will be measured, and what kind of person will thrive in the company culture.

2. Share detailed feedback quickly

Specific candidate feedback helped Lupa recalibrate the search and improve the next shortlist. Fast, honest communication shortens the path to the right hire.

3. Outsource sourcing, not judgment

Lupa handled sourcing, screening, and coordination. David focused on the work only the hiring leader can do: assessing fit, comparing candidates, and making the final decision.

4. Use real-time communication to protect momentum

The shared Slack channel kept feedback moving and reduced the delays that often slow recruiting processes. That speed matters when senior candidates are actively evaluating multiple opportunities.

5. Choose a partner with real Latin America hiring expertise

Successful nearshore hiring requires more than access to profiles. It requires understanding which markets fit each role, how compensation varies, how to evaluate English proficiency, and how to identify candidates who can thrive in US-facing roles.

FAQs

Can a company hire senior roles in Latin America without an internal recruiting team?

Yes. Faye had no internal recruiting team and successfully hired senior talent through Lupa. The key was pairing Faye’s clear hiring criteria with Lupa’s sourcing, screening, coordination, and regional recruiting process.

How fast can companies hire senior leadership roles in Latin America?

Timelines vary by role, compensation, market, and feedback speed. In Faye’s case, the marketing leadership search moved from intake to signed offer in approximately 30 days, and the hire was made within the first five candidates interviewed.

How does Lupa evaluate senior candidates in Latin America?

Lupa uses a structured intake to define role requirements, then screens candidates for relevant experience, communication ability, technical or functional skill, cultural fit, and motivation. Candidates are presented with resumes, LinkedIn profiles, and detailed interview notes so hiring leaders can make informed decisions.

What types of roles can Lupa help companies hire in Latin America?

Lupa supports hiring across technical, data, AI, marketing, operations, advisory, and leadership roles. In this case study, Faye used Lupa for senior roles across marketing, data and AI, and client advisory.

How is Lupa different from other Latin America recruiting agencies?

Lupa focuses on partnership, carefully screened candidates, and a curated shortlist rather than high-volume resume delivery. The team combines Latin America market knowledge with structured recruiting systems, fast communication, and a client experience built to reduce hiring-manager workload.

Looking to hire senior talent in Latin America without building an internal recruiting team?

Lupa helps US companies hire senior marketing, data, AI, engineering, operations, and advisory talent across Latin America through a structured recruiting process built for speed, quality, and long-term fit.

Whether you need one critical senior hire or a full nearshore team, Lupa combines regional expertise, deep screening, and a partnership-led client experience to help you hire with confidence.

Explore how to hire faster and more accurately at lupahire.com

About Faye

Faye is a global software strategy and consulting company headquartered in California. Founded in 2009 by David Faye, the company helps mid-market and enterprise organizations implement, integrate, and optimize CRM, CX, and AI platforms including Salesforce, HubSpot, SugarAI, Zendesk, Intercom/Fin, and Freshworks. Faye is a ten-time Inc. 5000 honoree and works with customers across more than 25 countries.

About Lupa

Lupa is a recruiting, staffing, and RPO partner that helps US companies hire exceptional remote talent in Latin America. Lupa’s approach emphasizes deep consultation, pre-search research, carefully vetted candidates, curated shortlists, fast communication, and long-term partnership.