Inês Gago

Looking for a Unicorn? Or Just Avoiding Fair Pay? 🦄 “Fluent English (native-level, please)” “10+ years of experience.” “Expert in every platform ever invented” “Available full-time, 100% focused, preferably in our time zone.” “Must be flexible, proactive, organized, and ready to go above and beyond.” Oh, and the budget? Don’t even talk about it. Make it make sense. 🤷‍♀️ Here’s the truth: Latin American professionals are incredibly talented. However, many are being overlooked because of unrealistic expectations and outdated hiring mindsets. Having an accent does not indicate a lack of competence. Having 4 to 5 years of relevant experience does not mean that a person is "too junior." If your company wants top-tier, global talent, be ready to: 💰 Pay fairly 🤝 Value different cultures 🧠 Focus on skills, not stereotypes Because guess what? The perfect candidate doesn’t exist. But the right one might be the person you’re overlooking because they don’t tick every unrealistic box. #LATAMTalent #Recruiting #RemoteJobs #Career #JobSearch #HireLatamVoices

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“What is RPO? (And no, it’s not a new AI tool)” 🧠 Let’s clear this up: RPO = Recruitment Process Outsourcing It’s when a company partners with an external provider to manage all or part of its recruitment process. ✅ Not just sending resumes ✅ Not just temporary staffing ✅ It's about building scalable, data-driven, and strategic talent functions Think of it as your in-house hiring team… just outsourced to experts who eat KPIs for breakfast. Coming this week: 🎯 Who needs RPO? 💰 When does it actually save money? 🤝 Why it’s not the same as staffing Stay tuned 👀 #RPO #HiringStrategy #TalentAcquisition #Recruitment #Parisima

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🔍 Let's clear something up about Trump's Mexican tariffs and remote professional services: The truth? These tariffs DON'T affect remote professional services from Mexico. Period. Why? Because tariffs only apply to physical goods crossing borders. The software developer writing your code, the marketing expert running your campaigns, or the finance professional managing your books - their work travels through the internet, not customs. Here's what this means for growing businesses: 💰 Your remote team costs remain stable 🚀 No impact on service delivery ⚡ Zero additional regulatory complexity At NIR-YU we're seeing more companies leverage this reality, building high-performing remote teams in LatAm while sidestepping the complexities of physical trade barriers. Smart founders know: In today's digital economy, talent flows where borders can't reach. #RemoteWork #BusinessGrowth #StartupStrategy #REMOTE Intelligence #Tariffs

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I expect one fundamental change to happen in candidate search this year. Right now, when you receive a job, your first point of call is to search your CV database in your ATS, CRM or LinkedIn. However, I hope that in 2025, more TA Tech companies will allow you to search CVs and retrieve historical interview data simultaneously. 💡 My insight: Millions of interviews are conducted annually, with an average duration of around 45 minutes. Yet, all that valuable data about a candidate's skills, behaviours, and assessment is discarded and never used. What a colossal waste of valuable data and time, right? We keep relying on searching CVs and LinkedIn when we're sitting on 45 minutes of candidates talking about their backgrounds, skills, accomplishments, and preferences. 📢 Combine CV and interview data in your search. As more data (recorded interviews) becomes accessible, you can hopefully conduct an AI Q&A about the candidates' answers and the evaluations provided. Additionally, when reviewing candidates, you can watch previous clips of their experience and even share that with the new manager for them to review. If you have a skills-based interview model, think about the information that will be searchable in your database. Would you prefer a keyword result vs a 30-second clip of a candidate talking about that experience? Or both. What do you think about where this could go?

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🤖 The 7,500 Talent Gap: How AI is Reshaping Malta's Recruitment Game Malta's tech sector just hit €1.4 billion in revenue, but we're facing a 7,500 professional shortage. The twist? Companies are turning to AI-powered recruitment to solve the very problem caused by lacking tech talent. 📊 What the latest data reveals: - AI resume parsing and chatbot pre-screening now mainstream across Malta - Remote/hybrid roles up 27% year-on-year (AI enabling global talent reach) - 87% of tech firms planning team expansion through 2028 - Malta's employment growth: 1.8-2.1% vs EU average of 0.3-0.4% - Tech salaries ranging from €30,000 entry-level to €200,000+ for senior AI roles 🎯 For employers: AI tools are game-changers, but they're only as good as the strategy behind them. Don't let technology replace human insight - use it to enhance it. For job seekers: The skills that matter most? Adaptability and AI-literacy. Whether you're in finance, legal, or iGaming, understanding how AI impacts your field is becoming essential. The bottom line? Malta's recruitment future is here. Companies embracing AI-driven hiring while maintaining human connection will win the talent war. How is AI changing your job search or hiring process? Share your experience 👇 #MaltaJobs #AIRecruitment #TechTalent #ManpowerMalta #RecruitmentInnovation

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Welcome back to CV Insights #4! 🔎 Over the last weeks, Jenny, Batol and I covered several areas to make sure your CV is compelling and relevant. In this last part, we'll focus on your skills and potential additional sections, who will give Recruiters a glimpse into the person behind your experiences.   Adding Skills: List any technical or soft skills that are relevant for the job you are applying for. By listing only relevant skills, Recruiters get an additional insight on you and your skillset. For some lateral entry roles (like Recruiting) this could be just as important as your education or work experiences. Be specific and provide examples of how you have used these skills in your previous roles. For instance, instead of just listing "Sales," you could say "Boosted sales by 30%, consistently exceeding targets." or add examples   Additional Sections: Depending on your industry and experience, you might also want to include sections for languages or volunteer work to provide a more well-rounded view of your skills and interests. A 2-sentence Introduction on the top can also be helpful when wanting to make a career shift, letting Recruiters know you actively apply for roles in this area.   We hope these tips have been giving you some CV insights from a Recruiter's view. Are there any additional tips you would give from a recruiter or applicant point of view? Feel free to post them in the comment section. Happy applying! 🚀   #PhaidonRecruiterInsights #PhaidonInternational #CVtipps #CVinsights

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Q2 update: Lithuanian companies are hiring international sales talent. In Q2 alone, we placed 24 sales reps for Lithuanian companies. 12 were outside of Lithuania. The breakdown:   🇵🇱 Poland 5   🇺🇸 USA 2   🇳🇱 Netherlands 2   🇩🇪 Germany 1   🇨🇾 Cyprus 1   🇱🇻 Latvia 1 One founder told me: "If I can't hire Lithuanian sales reps who speak German, I'll hire where my customers are." This is why this is a smart move: → Native speakers selling to native speakers  → Local market knowledge built-in  → Same time zone (mostly)  → Already understand local business Yes, it costs 20-40% more. Yes, there are labor law complexities. But when your alternative is empty seats or mediocre local hires, the math becomes simple. P.S. The German sales rep we placed, already opened 3 accounts in Germany.

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Recruitment isn’t broken. Expectations are. We’re in a market where: 💼 Candidates want flexibility, purpose, and decent pay 🧠 Employers want unicorns… at 2019 salaries 📉 And job ads still look like legal disclaimers The disconnect? Recruiters are caught in the middle, translating two very different languages. Good recruiters don’t just “fill jobs.” They coach hiring managers, manage candidate expectations, and close the gap between fantasy and reality. It’s not just about volume. It’s about alignment. 👉 Clients: Listen to your recruiter. They know what’s happening on the ground. 👉 Candidates: Be honest about your goals. It saves everyone time. 👉 Recruiters: Keep pushing for clarity....not just CVs. It’s not a war for talent. It’s a battle for understanding. What’s the wildest mismatch you’ve seen between client expectations and candidate reality? Let’s hear the best (or worst) 👇 #RecruitmentReality #HiringTips #RecruitmentLife #WorkplaceTrends #CandidateExperience #TalentStrategy #RealTalk

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