Their partnership, accuracy, and flexibility meet our needs … They have consistently demonstrated great flexibility in understanding and promptly meeting our demands.
By company stage
Hiring for
requisition volume
Volume, not one-offs
Enough open roles that a repeatable process beats a repeated scramble.
Capacity that flexes
Staff up for a launch and back down after, without permanent headcount.
Cost under scrutiny
Finance is now in the room for every hire. Bands and total cost up front.
Whole functions
Not just seats: engineering, support or finance run as a unit.
Proof at scale
Multi-country teams, run as one.
- professionals placed
- 800+
- professionals placed
- avg tenure
- 2.5y
- avg tenure
- LATAM countries
- 20
- LATAM countries
- clients hire again
- 96%
- clients hire again
The hard part at this stage
You are now employing people in five countries under four different arrangements, and nobody owns the whole picture.
The mid-market problem
The right model per country, argued not assumed
Contractor, contractor of record, or employer of record is a different answer in Brazil than in Mexico. We assess each role against the local test and show you where each one lands, with the reasoning written down.
One relationship, many markets
Contracts, payroll and compliance across the region without a vendor per country.
Retention as a number
Average tenure of 2.5 years on our placements, tracked, not claimed.
Your exposure, quantified
A read on every existing engagement, flagging which ones would fail a classification test today and what it would cost to fix each. Most companies at this size have never seen that list.
What we recommend at this stage
Five models for hiring at real volume
This is the size where hiring stops being a series of searches and becomes a system. These models are built for that.
What changes at this stage
Hiring as a system, not a series of searches
Program ownership
An account lead who owns requisition flow, SLAs and reporting.
Surge without lock-in
Contingent capacity for launches and seasonality, converted when it sticks.
Timezone overlap
LATAM keeps the team in your working day as the org spreads out.
Numbers your CFO reads
Time-to-fill, cost per hire and retention, reported without being asked.
Testimonials
Teams that hired with us
They got to the core of the business, which helped us make a faster and more assertive decision. Impressive!
Combine truly has a process. They have KPI's and they bring ideas to the table to show what they are doing. That was also something interesting to see for sure.
Next step
Pick a slot.We map the requisition flow.
45-min discovery. You leave with requisition volume mapped, the roles in scope, and where a program would start.
Not sure yet? Let us call you
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