About Us
Market lead recruitment process + Speed and quality of execution + Aligned incentives = SUCCESS
Who are Soli Vargas Recruiting?
Lead by Solimar Vargas, a veteran of Recruitment and HR in the technology sector in Latin America for the last 13 years, the team at Soli Vargas Recruiting offers clients a service that provides knowledge and insight of the entire Latin American market, sets realistic selection goals and offers accountability for the results we create.
Over her 13 years in the industry she experienced working the different types of businesses, working for clients, software houses and
nearshoring companies, so has a deep understanding of market fundamentals and the incentives of each of the market participants.
Like all successful modern recruiters Solimar’s social media presence is a critical part of her reach and network across the Latin American technology market.
Realistic market based approach = Higher quality candidates
For a recruiter attracting high quality talent that meets the needs of their client or organization is a job that can be challenging.
In technology recruitment companies demand scarce technology profiles in the market where good quality candidates get snapped up quickly. Process really matters both in terms of making sure the quality of the candidate is high, but it is also important to be efficient. A laborious and uncoordinated process will result in the loss of the best quality candidates.
It is important we optimise your recruitment process for success.
At the same time going to market with all the relevant salary insights is key to success as well. If we have a great process but unrealistic salary expectations, we won’t be successful. It simply results in lots of wasted time and not finding the talent we want.
Neither of us win.
We can guide you through this process to avoid these potholes on your road to success.
Using external experts in the recruitment process = Language & technical quality assurance
When recruiting from Latin America, maintaining the highest standards of English is an integral part of the recruitment process. Our experience recruiting across the whole of the continent has found that different countries, generally, have different levels of English.
To make sure we are bringing the highest standards to our clients we hire an English teacher to validate the English level of all candidates.
When it comes to technical validation, it is best practice for technical skills to be validated by the hiring manager or team the candidate will be working in. Inevitably the hiring manager is responsible for their hiring decisions and technical competency is one of the most important factors in this.
However, if a client does not have a clear recruitment process then we can help with resources to validate the technical skills of a candidate and create the most efficient process that will attract quality candidates from the market.
Aligning client and recruiter incentives = High quality recruitment
Unlike most recruiters in Latin America we incentivise our recruitment team with commissions and bonuses.
If you are based in the USA or Europe, it probably sounds ridiculous, but it is true. Many companies have used Latin America as a source of cheap labor when it comes to recruitment and not offered the incentives to recruiters because they didn’t need to.
Inevitably this impacts the productivity of those recruiters who do not receive a bonus or commissions for their success in the market.
We incentivise quality and quantity from our recruiters because we offer them their salary and a bonus structure that makes them want to win for themselves and our clients. This means we are able to attract the most motivated recruitment talent in Latin America, which helps us meet our clients’ needs.
SOLIVARGASRECRUITING.COM
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