Why Teilur hates the word "Outsourcing" and, as a recruiter, you should too
This should come as no surprise. Talent is spread all over the world, but opportunities are not. Latin American developers and professionals want to be part of a mission and exciting work initiatives that don’t require them to emigrate from their home countries; however, there are not enough employment opportunities that help them prove their value as a professional. One cause is that U.S. employers rarely look for world-class data and analytics talent outside major U.S. cities and universities.
Modern recruiting requires a more human approach.
U.S. companies have been employing tech professionals in tech hubs such as San Francisco and New York, thinking they have higher skill sets than workers in tech hubs in Latin American cities such as Bogota, Mexico City, Sao Paulo, and Buenos Aires. Companies that are not hiring outside the U.S. often pay four to five times more in salaries for candidates with the same proficiencies as professionals in Latin America.
According to Springwise, “The global skills gap is emerging as a long-term economic problem. An in-depth report from Korn Ferry has predicted that more than 85 million jobs in the US could go unfilled by 2030 due to a lack of skilled workers.”
Over the past decade, countless millennials have moved to important tech hub cities searching for better job opportunities, and that’s why urban rents and incomes have risen as well.
Nevertheless, remote work completely changed that dynamic. For example, Twitter employees don't have to live in San Francisco and pay $3,000 monthly rent to do their jobs, which means that companies can hire more (and even better!) talent outside of tech hubs, where salaries are expected to be significantly lower. This is what most companies in the U.S. and Canada have failed to figure out when looking to recruit talent.
Tech companies need allies, not just workers.
Teilur’s approach is different when recruiting talent, because they do not focus on the technical aspect of an employee only. They argue that the human aspect is the most important.
Teilur also does not collaborate with clients that are looking for part-time employees, freelancers, or project contractors. This is because they aim to encourage startups to think a step further when hiring someone. Managers shouldn’t hire a candidate for the tasks they can complete. Instead, they should hire someone for the ownership they can take to ignite the growth of their business.
Let’s set a quick scenario. When you hire a part-time UI/UX designer to complete tasks, they will do exactly what you ask them to do. On the other hand, when you hire a full-time UI/UX designer, they will not only execute the roadmap of a product development plan, but they will own the process and pride themselves on their work.
This is the perfect outcome of what hiring managers want, not what they "think they want."
In a remote work future, Latin America offers major talent value.
The reason why Teilur is uniquely positioned is because of its focus on Latin America.
Unlike professionals in India, China, or Eastern Europe, Latin Americans work in western time zones. North American companies can integrate Latin American candidates into their day-to-day operations and enjoy the cost-effectiveness of remote talent without scheduling difficulties.
Even though Asian and Eastern Europe countries have capable talent, bilingual Latin American developers and professionals have the upper hand because of their time zone.
Photo by fauxels
Hiring managers who are on the lookout for remote talent know how important it is to be able to get on a quick Zoom call or have someone reply on Slack quickly and not have to wait for the next day to resolve an urgent issue.
In essence, hiring a remote QA engineer on the West Coast or hiring someone with the same skills in Latin America makes no difference when it comes to talent or convenience - but it might make a difference in how much a company needs to pay for that talent.