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ARC-LA-01 Direct-hire recruitment Latin America → North America

You’ll meet three people. Not three hundred résumés.

Arc Talent finds, tests and checks Latin American professionals for North American small businesses. You get three finalists — each one through the same seven checks, with the evidence attached.

Book a 20-min call See the seven checks

$3,000 USD once, when you hire $0 to start

A sample shortlist

Customer support

Candidate C-1

Experience
4 years, SaaS and e-commerce support
English
C1, verified by recorded sample
Overlap
8 hours with Eastern time
Tools
ZendeskIntercomHubSpot

Sample card
Real profiles pending

7/7ARC-LA-0413
ARC-LA-02The problem

The marketplace makes the screening your job.

Upwork and Workana hand you three hundred profiles and a search box. You read them at night, after the work you actually get paid for. You interview five people, hire one, and find out in week three that the English on the profile was not the English on the call.

We do the reading. You meet the three who are left.

ARC-LA-03Typical schedule 21 dayscall to start date

Three weeks from first call to start date.

Here is the whole engagement. There is no stage we haven’t told you about.

  1. Day 0

    Intake call, 20 minutes

    We agree the role, the three things the person must be able to do, the monthly budget, and the date you need them working.

  2. Days 1–7

    We source and run the checks

    You hear nothing from us this week. This is the part you were doing yourself at 11pm.

  3. Days 8–10

    Shortlist delivered

    Three finalists, with the evidence attached — the English recording, the practical test they completed, and what their references said.

  4. Days 11–18

    You interview

    Two or three conversations, your questions, your decision. We schedule them and stay out of the way.

  5. Days 19–21

    Offer and start

    You contract the person directly. We invoice once, and that is the last you pay us for this hire.

ARC-LA-04The method 7 checksno exceptions

Seven checks. Every candidate. Every time.

Every agency says “vetted.” Almost none of them says what the word means. Here is ours, step by step, and what arrives in your inbox as proof.

  1. Check 01

    Application

    Experience, the tools they actually use, their availability, and the salary they expect — before anyone spends time talking.

    Filters out: anyone below the floor for the role.

  2. Check 02

    English sample

    Written and recorded, assessed against CEFR levels. Never a self-reported “advanced.”

    You receive: the recording and the transcript.

  3. Check 03

    Structured interview

    The same questions and the same scorecard for every candidate, so the comparison between them means something.

    You receive: the completed scorecard.

  4. Check 04

    Practical test

    A real task from the job: a week of calendar conflicts to untangle, a support ticket from an angry customer, a lead list to qualify.

    You receive: the finished work, unedited.

  5. Check 05

    Role-play

    Live, unscripted: a customer who wants a refund they aren’t owed, or a cold call to someone who didn’t ask to be called.

    You receive: our notes on how they handled it.

  6. Check 06

    Availability

    Hours they can genuinely work against yours, what else they have committed to, and the date they can really start.

    Filters out: surprises after you’ve made an offer.

  7. Check 07

    References

    We call previous employers and speak to a person. A list of email addresses is not a reference check.

    You receive: what they said.

Vetted 7/7All finalists

ARC-LA-05Time zones

Their working day is your working day.

The cheapest offshore hire is often thirteen hours away, which means every question waits until tomorrow. Latin America sits inside your business hours: ask at 10:00, hear back at 10:04.

Your day
Latin America
Manila
0006121824

5–8 hours of shared working day with Latin America. 0 with Manila.

Measured against your time zone, read from your browser. A nine-to-five on both ends.

ARC-LA-06What we fill 3 rolesby choice

Three roles. Nothing else.

We fill three roles because knowing exactly what good looks like beats covering everything badly. Need something else? Ask — you’ll get a straight yes or no in one email.

Administrative & executive assistant

  • Calendar and inbox, run properly
  • Travel, expenses, documents
  • Vendor and client coordination
  • Keeping projects from going quiet

Customer support

  • Tickets, chat and email
  • Onboarding new customers
  • Escalations that need judgement
  • Keeping the CRM honest

Sales support & lead research

  • Building lists that aren’t junk
  • Pipeline hygiene and follow-up
  • First-touch outreach
  • Reporting you’ll actually read
ARC-LA-07Price $3,000 USDone time

$3,000. Once. When you hire.

  • 01Nothing to start. No deposit, no retainer, no monthly fee. We begin work on a handshake.
  • 02Nothing owed if you don’t hire. If none of the three finalists is right, you walk away and pay us nothing.
  • 03You employ them, not us. You contract and pay the person directly. We are not an employer of record and never hold your payroll.
  • 04Your risk is your time, not your money. Until you accept a finalist, the only thing you’ve spent is the twenty minutes on the intake call.

The same hire, three ways

Cost comparison between hiring locally, using a traditional recruiter, and using Arc Talent
RouteWhat you pay
Hire locally, full time$55,000+ / year
Traditional recruiter, 15–20% of salary$8,000–11,000 once
Offshore marketplaceFree, plus your evenings
Arc Talent$3,000 once

Local salary figures are indicative North American ranges for these roles, not a quote. What you pay the person you hire is between you and them.

ARC-LA-08Who you deal with

Photo of Diego
goes here

You’ll be working with me.

Arc Talent is new, and I’m not going to dress that up. There is no wall of client logos on this page because we haven’t earned one yet.

What I can tell you is this: I built the seven checks, I run every one of them myself, and the person on your intake call is the person doing the work. No account manager, no handoff. Founding clients get the founding rate and my direct line.

— Diego Vanegas, founder

ARC-LA-09Questions

The things owners actually ask.

Q1 Are they employees or contractors?

You engage them directly as independent contractors. We are not an employer of record and we never hold your payroll. How you document and classify a contractor outside your country depends on your own tax rules — in the United States that usually means a W-8BEN on file, in Canada a contractor invoice — so confirm the specifics with your accountant. We’ll give you the paperwork the candidate already has.

Q2 How do I actually pay someone in another country?

Most of our candidates are already set up for Wise, Payoneer or a direct bank transfer, and some prefer Deel. We tell you which one your finalist uses before you make an offer, so the first payment isn’t an adventure.

Q3 Is their English really good enough?

Judge for yourself instead of taking our word for it. Every shortlist includes each finalist’s recorded English sample and its transcript, assessed against CEFR levels. If a recording doesn’t convince you, that candidate has failed the check that matters most.

Q4 What if the hire doesn’t work out?

Tell us and we’ll talk about it honestly. Because you pay nothing until you accept a finalist, and nothing recurring afterwards, you are never locked into a bad hire by a contract with us.

Q5 I need a role you don’t list. Now what?

Ask. We fill three roles well rather than ten badly, but adjacent work — bookkeeping, operations coordination, recruiting support — is often within reach. You’ll get a straight yes or no in one email rather than a discovery call designed to talk you into it.

Q6 What happens to the information I send you?

Your role brief goes to us and to the candidates we’re considering for it. That’s the whole list. We don’t sell it, publish it, or add you to a newsletter you didn’t ask for.

ARC-LA-10 · Start here

Tell us who you’re looking for.

Twenty minutes on a call is enough for us to tell you whether we can fill your role, what it will cost you monthly, and when the person could start. If we can’t help, we’ll say so on that call.

Book a 20-minute call

No pitch deck, no pressure, no commitment.

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