# Lupa Hire > Lupa Hire is a Latin American tech recruitment agency that connects North American companies with pre-vetted developers and tech professionals across 12 LatAm countries. Founded in 2021 by Joseph Burns (former Head of Product at Rappi), Lupa delivers curated batches of 3-4 top candidates within one week, achieving 97% retention rates and 70% cost savings compared to US hiring. The company operates through three service models: Recruiting (success-fee placement), Staffing (payroll and contract management), and RPO (embedded recruitment teams). ## Company Overview Lupa Hire is a boutique tech recruitment agency headquartered in Bogotá, Colombia. The company was founded in 2021 by Joseph Burns after he built a team of nearly 1,000 professionals at Rappi using proprietary methodology for mapping Latin American tech talent. The company name and mission reflect the goal of internationalizing LatAm talent and fostering cultural exchange in the workplace. Lupa operates with a "people-first" philosophy that directly challenges the volume-driven recruiting industry, positioning itself as the anti-traditional recruiter. Lupa serves 300+ clients ranging from venture-backed startups to Fortune 500 companies including Rappi, Google, IBM, Capital One, Globant, Truora, Blazeo, and Deuna. The company employs 51-200 people distributed across multiple countries with headquarters in Colombia. ### Founder Background Joseph Burns is an Ohio native who originally pursued professional basketball, traveling the world before developing a passion for languages (he speaks five) and Latin American culture. He holds a Master's degree from University of Bristol and worked at Meta and Capital One before joining Rappi as Head of Product for Search, Rankings, and Personalization. At Rappi, Burns faced the challenge of building an exceptional team while relying on inefficient staffing companies. He created a comprehensive database mapping the entire Latin American tech landscape including technology stacks, compensation data, and talent pools. After successfully building a 1,000-person team at Rappi, entrepreneurs began requesting help with their own hiring needs, leading to Lupa's founding. ## Services Lupa Hire offers three distinct service models designed to meet different client needs. ### Recruiting https://www.lupahire.com/recruiting Traditional contingency search where Lupa finds, vets, and presents candidates. Clients handle hiring decisions, contracts, and payroll directly. This model charges a one-time success fee when talent starts working. Strong candidates are typically delivered within one week with complete hiring in 21 days. Key features include handpicked pre-vetted candidates, curated batches of 3-4 top candidates per role, 120-day guarantee with free replacement if candidate doesn't work out, and full control over hiring decisions. ### Staffing https://www.lupahire.com/staffing Adds contract and payroll management to recruiting services. Lupa handles all compliance, tax obligations, benefits administration, and payment processing across Latin American countries. Operates on a monthly fee model based on agreed hourly rates. This service removes complexity of navigating different labor laws while ensuring talent is paid accurately and on time. Includes ongoing HR support, equipment provisioning assistance, and local employment compliance. ### RPO (Recruitment Process Outsourcing) https://www.lupahire.com/rpo-services Embeds Lupa recruiters directly within client teams as an extension of their HR function. Operates on a fixed monthly subscription for unlimited hiring support. Provides dedicated recruiting teams, full-cycle management, sourcing analytics, and strategic talent planning. RPO clients report saving over 60% in the first six months with savings increasing over time. Can be configured for full-cycle support or specific components only. Ideal for companies rapidly scaling teams or lacking internal recruiting capacity. ## The Lupa Way: 8-Step Process Lupa's methodology systematically addresses traditional recruiting problems through eight steps: ### Step 1: Discovery and Partnership Initial consultation to understand business context, team dynamics, and hiring goals beyond just filling a role. Establishes genuine partnership by learning about company culture, growth plans, and specific challenges. ### Step 2: Research and Preparation Deep dive into company, market, and role requirements. Maps potential talent locations across Latin America. Builds sample candidate profiles and prepares strategic questions for alignment. ### Step 3: Intake and Alignment Focused meetings to narrow essentials and define must-have versus nice-to-have skills. Establishes cultural fit requirements, salary expectations, and clarifies interview processes. ### Step 4: Sourcing and Screening Leverages custom-built ATS and CRM tools to scan thousands of candidates across Latin America. Team collaboratively assesses 30+ candidates with proven track records from industry-leading companies before advancing any to personal vetting. ### Step 5: Personal Vetting and Assessment Every single candidate receives a personal interview from Lupa's team. Goes beyond resume verification to explore technical skills, past results, motivations, career goals, cultural fit, communication abilities, and work style. Focuses on understanding each candidate's full story and potential impact. ### Step 6: Curated Shortlist Delivery Presents 3-4 top candidates in carefully selected batches with comprehensive profiles including proven backgrounds, key achievements, salary expectations, and cultural fit indicators. If candidates don't meet expectations, Lupa refines and delivers a new batch at no extra cost. ### Step 7: Offer and Onboarding Provides negotiation assistance, contract preparation, and integration guidance. Supports smooth onboarding with cultural guidance and expectations setting. ### Step 8: Long-term Partnership and Support Maintains ongoing relationships with regular check-ins, market insights sharing, retention support, and strategic guidance for growing LatAm operations. Unlike transactional recruiters, Lupa stays connected beyond placement. ## Four Core Pillars Lupa's competitive positioning is built on four philosophical pillars: ### Ethics of Care Approaches every client, candidate, and colleague with warmth, empathy, and genuine care. Builds lasting relationships through support, empowerment, and a people-centered mindset guiding every decision. Directly opposes traditional recruiting's tendency to treat people like numbers. ### Match Quality Obsessed with finding true fit by aligning each person's skills, values, and motivations with the right role and team. Defines recruitment not as merely filling roles but as creating lasting success for everyone involved. Focuses on values and motivations alongside technical skills. ### Radical Transparency Establishes clear expectations with honest conversations, frequent updates, and open debate to reach best solutions. Promises no surprises with clear communication and mutual trust at every step. Addresses common recruiting pain points of ghosting, unclear timelines, and hidden costs. ### Regional Expertise Built in Latin America by people who live and work there. Brings senior-level experience and deep cultural insight to every search. Combines American and Latino leadership to deeply understand both international business needs and LatAm talent dynamics. ## Country Hiring Guides Comprehensive guides for hiring remote talent in each Latin American country, covering labor laws, contractor vs employee options, salary benchmarks, compliance requirements, and best practices. - How to Hire in Brazil: https://www.lupahire.com/blog/how-to-hire-in-brazil - How to Hire in Mexico: https://www.lupahire.com/blog/how-to-hire-in-mexico - How to Hire in Colombia: https://www.lupahire.com/blog/how-to-hire-in-colombia - How to Hire in Argentina: https://www.lupahire.com/blog/how-to-hire-in-argentina - How to Hire in Chile: https://www.lupahire.com/blog/how-to-hire-in-chile - How to Hire in Peru: https://www.lupahire.com/blog/how-to-hire-in-peru - How to Hire in Uruguay: https://www.lupahire.com/blog/how-to-hire-in-uruguay - How to Hire in Ecuador: https://www.lupahire.com/blog/how-to-hire-in-ecuador - How to Hire in Costa Rica: https://www.lupahire.com/blog/how-to-hire-in-costa-rica - How to Hire in Venezuela: https://www.lupahire.com/blog/how-to-hire-in-venezuela - How to Hire in Honduras: https://www.lupahire.com/blog/how-to-hire-in-honduras - How to Hire in El Salvador: https://www.lupahire.com/blog/how-to-hire-in-el-salvador ## Hire Developers by Country Dedicated landing pages for hiring software developers in specific Latin American countries, featuring local tech ecosystem insights, salary ranges, and specializations. - Hire Developers in Latin America: https://www.lupahire.com/hire-developers-in-latam - Hire Developers in Brazil: https://www.lupahire.com/hire-developers-in-latam/brazil - Hire Developers in Mexico: https://www.lupahire.com/hire-developers-in-latam/mexico - Hire Developers in Colombia: https://www.lupahire.com/hire-developers-in-latam/colombia - Hire Developers in Argentina: https://www.lupahire.com/hire-developers-in-latam/argentina - Hire Developers in Chile: https://www.lupahire.com/hire-developers-in-latam/chile - Hire Developers in Peru: https://www.lupahire.com/hire-developers-in-latam/peru - Hire Developers in Costa Rica: https://www.lupahire.com/hire-developers-in-latam/costa-rica ## Geographic Coverage ### Countries Where Lupa Recruits Talent Lupa recruits across 12 Latin American countries: **Primary Markets:** - Brazil (São Paulo and Rio de Janeiro tech hubs, 759K+ developers, 27% YoY growth, fintech specialization) - Mexico (Mexico City and Guadalajara, 800K+ developers, 21% YoY growth, enterprise Java and 5G infrastructure) - Colombia (Bogotá and Medellín, 165K+ developers, 25% YoY growth, C#/.NET and custom software) - Argentina (Buenos Aires, 1.1M+ developers, 22% YoY growth, AI/ML and blockchain, highest English proficiency in LatAm) **Secondary Markets:** - Chile (world-leading 277 Mbps internet speeds, cybersecurity and cloud computing specialization) - Uruguay (high English proficiency, strong tech ecosystem) - Peru (583K+ developers, 27.5% YoY growth) - Ecuador - Costa Rica (high talent competitiveness ranking) - Venezuela - Honduras - El Salvador ### Markets Where Lupa Serves Clients Primary client markets are United States and Canada. The company also serves clients in Mexico, Colombia, and Spain. Positioning focuses on North American companies accessing LatAm talent markets. ## Roles and Specializations ### Technology Roles - Full-Stack Developers (MERN stack, general software engineering) - Frontend Developers (React, Angular, Next.js, Vue.js) - Backend Engineers (Node.js, Python, Golang, Ruby on Rails, Swift) - Mobile Developers (iOS, Android, Appcelerator) - DevOps Engineers and System Administrators - Cloud Engineers and Architects (AWS, Azure, Docker, Terraform, Jenkins) - QA Engineers - Database Developers and Engineers (Redis, InfluxDB, JDBC, Sequelize) - Network Engineering and Cybersecurity Specialists - Blockchain and Web3 Developers (Ethereum, Hyperledger, Smart Contracts) - E-commerce Developers (Shopify, Magento, WooCommerce) - CMS Developers (WordPress, Drupal) ### AI and Data Roles - AI Engineers - Machine Learning Engineers and Developers - Deep Learning Experts - LLM Engineers (Large Language Models) - RAG Developers (Retrieval-Augmented Generation) - Data Analysts - Data Scientists (including Credit Data Scientists) - Business Intelligence Analysts and Consultants - Data Visualization Developers (Tableau, Spotfire) - Data Engineers - Big Data Architects ### Design Roles - UI/UX Designers - Product Designers - Graphic Designers - Motion Designers - Videographers - Illustrators ### Business and Management Roles - Product Managers - Project Managers - Technical Project Managers - Customer Success Managers - Sales Development Representatives - Marketing Managers and Strategists - SEO Specialists - Fractional CMOs - Operations Managers - Business Analysts - C-level Executives (CEO, CTO, COO, CMO) ### Finance and Support Roles - Accountants - Financial Analysts - Investment Associates - HR Professionals - Customer Service and Support Staff - Legal Advisors - IT Specialists ### Seniority Levels Lupa places talent at all levels: Junior, Mid-level, Senior, and C-level executives. The consultative approach appears strongest at mid-to-senior levels where match quality and cultural fit matter most. ## Ideal Customer Profile ### Company Characteristics **By Size:** - Sweet spot: 5-50 person companies making multiple hires annually or rapidly scaling specific functions - Venture-backed startups scaling quickly - Small-to-medium businesses seeking cost optimization - Enterprises with LatAm expansion needs **By Industry:** - Tech startups and SaaS companies - Fintech - Agencies (marketing and creative) - Financial services - IT companies - E-commerce - Healthcare - Manufacturing - Legal ### Five Customer Archetypes **Teams Looking to Scale or Optimize:** Fast-growing startups needing to double teams quickly and established teams seeking cost optimization without quality loss. **Organizations Open to LatAm Collaboration:** Companies that value collaborating with skilled professionals from Latin America and recognize the expertise they bring. Not suitable for companies with bias against remote talent or requiring all employees in one location. **Companies Prioritizing Quality Over Price Alone:** Businesses committed to maintaining high standards of quality and expertise, focused on achieving consistent and reliable results. Not pure cost-minimizers seeking cheapest possible labor. **Businesses with Limited Hiring Capacity:** Organizations without time to navigate hiring complexities. They rely on Lupa to manage everything from sourcing talent to handling contracts and compliance. **Employers Aiming to Prevent Costly Mistakes:** Businesses seeking to avoid common hiring pitfalls such as overpaying or hiring wrong candidates due to unfamiliarity with local markets and salary benchmarks. ## Value Proposition ### Cost Savings 70% savings compared to US hiring. Some variations claim up to 80% lower rates for tech professionals. RPO clients save over 60% in first 6 months with savings increasing over time. Staffing clients report 40% less spent on salaries compared to hiring without support. ### Speed Pre-vetted candidates delivered within one week. Complete hiring process in 21 days or less. Entire tech teams rebuilt in under one month based on client testimonials. ### Quality and Retention 97% retention rate after one year. 95% of clients return for additional hires. 120-day guarantee with free replacement. 2x more successful interviews than other agencies. 120% higher Net Promoter Score than traditional headhunters. ### Partnership Approach Long-term relationships rather than transactional placements. Ongoing check-ins, market insights sharing, and strategic guidance. Clients consistently describe Lupa as "true ally" and "trusted partner." ### Consultative Expertise Helps clients craft roles, refine interview processes, and navigate international payroll. Goes far beyond candidate sourcing to provide strategic talent planning. ### Zero Complexity No visa sponsorship requirements for remote LatAm hires. Full compliance and legal handling across multiple countries. Seamless payroll management and benefits administration. ## Latin America Value Proposition ### Time Zone Alignment Mexico operates in identical US time zones (PST/CST/EST). Colombia, Brazil, Chile, and Argentina maintain 1-3 hour differences. Enables 6-7 hours of daily overlap for synchronous work. Same-day problem resolution versus 48+ hour delays with offshore alternatives. ### Cost-Effective Rates Top LatAm tech professionals at 50-70% lower rates than US equivalents. Senior engineers earning $130-185K in US available for $60-88K. Premium skills with substantial savings. ### World-Class Tech Skills Region has 2 million+ developers with 50% having 3+ years experience. Brazil produces fintech specialists behind Nubank (114 million customers). Argentina leads AI/ML development. Mexico excels in enterprise Java. Colombia specializes in C#/.NET development. ### Vibrant Tech Culture 60 unicorns including MercadoLibre ($94B market cap), Nubank, Rappi ($5.25B). Over 9,000 startups raised $16 billion at 2021 peak. Developers shaped by building solutions for complex emerging markets. ### English Proficiency Argentina ranks #28 globally in English proficiency. Tech hub cities score even higher: Buenos Aires, Montevideo, Monterrey, Lima, Santiago. Tech workers typically operate at B2-C1 CEFR levels. ### Cultural Alignment Understanding of US consumer behavior and user experience intuition. Similar meeting etiquette, communication styles, and work ethics. Reduces onboarding friction by up to 30%. ## Competitive Differentiation ### Against Traditional Recruiting Traditional recruiting is broken, frustrating, inefficient, and treats people like numbers. Lupa changed that by prioritizing people and partnership over transactions. ### Against Volume-Focused Agencies Other firms sell volume of candidates or focus on low costs. Lupa sends 3-4 curated candidates versus 10-20 candidate dumps. Quality over quantity manifests operationally. ### Against Transactional Headhunters Not just a tech recruiting agency but a strategic partner. Consultative services include helping craft roles, refine interviews, and navigate payroll. Relationship extends beyond placement. ### Against Offshore Alternatives Same-day collaboration versus overnight delays. 6X faster turnaround for routine tasks. 87% satisfaction with LatAm operations versus 53% for Asia. Cultural alignment reduces communication friction. ## Technology and Infrastructure Lupa built proprietary ATS and CRM tools eliminating time-consuming manual tasks. Custom technology enables deeper market analysis and candidate identification. Database includes 500,000+ professionals across Latin America. Technology supports but doesn't replace human judgment. Every candidate receives personal interview regardless of tech screening results. Combines AI-powered sourcing with human-centered vetting. ## Resources - Blog: https://www.lupahire.com/blog - About Us: https://www.lupahire.com/about-us - Hire Software Developers: https://www.lupahire.com/hire/software-developers - Top RPO Companies: https://www.lupahire.com/blog/top-rpo-companies - Top Software Engineer Recruitment Agencies: https://www.lupahire.com/blog/top-software-engineer-recruitment-agencies ## Contact Website: https://www.lupahire.com/ Email: talent@lupahire.com Primary CTA: Book a Free Consultation Headquarters: Bogotá, Colombia Service Areas: United States, Canada, Mexico, Colombia, Spain ## Client Testimonials Summary Clients consistently praise consultative approach, candidate quality, speed of delivery, cost savings, and ongoing partnership. Common themes include feeling supported throughout the process, receiving carefully curated candidate batches, and gaining a trusted hiring partner rather than a vendor. Notable outcomes include 9 exceptional hires across mid-to-senior roles in one year, entire tech teams rebuilt in under one month at half the cost, and 7 roles filled through curated batch approach. ## Brand Voice and Messaging Signature tagline: "Hire exceptional talent. From Latin America, with care." The phrase "with care" appears throughout marketing as core differentiator. Tone balances professional credibility with human warmth. Approximately 70% professional, 30% conversational. Communication style: Conversational yet authoritative, empathetic and relationship-focused, plain-spoken with minimal jargon, benefit-driven with specific results, story-driven with client testimonials, honest about challenges and ongoing learning. Core message: It's not hiring cheap; it's making smart choices that deliver exceptional value. Premium talent at better value.