Services
Recruitment services in Brazil
Executive search, specialised recruitment, high-volume hiring and RPO by sector, function and role. Find the area that matches your need.
01
Executive Search
Confidential search for leadership seats, run with the board or the executive team.
See the full solutionExecutive search in BrazilHiring leadership in Brazil: how confidential search works here, what a market map tells you beyond the shortlist, and how local employment terms shape the offer.Hiring a country manager or CEO in BrazilChoosing who leads your Brazilian operation: what the role really owns here, the builder-versus-operator question, and why autonomy decides the outcome.CFO recruitment in BrazilHiring a CFO for your Brazilian operation: what the role actually covers here, why local statutory reporting changes the profile, and how the search works.CTO recruitment in BrazilHiring a technology leader in Brazil: which CTO archetype your stage needs, how the local talent market actually behaves, and what makes strong candidates say no.Commercial director recruitment in BrazilHiring a commercial leader in Brazil: what the role owns locally, how relationship-driven selling changes the profile, and how commission interacts with CLT.Head of sales recruitment in BrazilHiring a sales leader in Brazil: assessing team builders over individual closers, ramp time as the honest metric, and how commission interacts with CLT.HR director recruitment in BrazilHiring an HR leader for a Brazilian operation: why the role carries union negotiation and labour risk, and how that changes the profile you need.Plant director recruitment in BrazilHiring industrial leadership in Brazil: safety accountability under the NRs, active union relations at plant level, and how to assess floor presence.Marketing director recruitment in BrazilHiring marketing leadership in Brazil: brand versus demand profiles, why local channel habits differ, and how to assess accountability for pipeline.General manager recruitment in BrazilHiring a GM for a business unit in Brazil: P&L ownership with partial autonomy, the promoted-specialist risk, and how it differs from a country lead.
02
Specialised Recruitment
Dedicated consultants by function and sector, for roles that need technical assessment.
See the full solutionTech recruitment in BrazilBuilding an engineering team in Brazil: how the talent market actually behaves, seniority calibration across markets, and the CLT and PJ decision before you hire.Logistics recruitment in BrazilHiring supply chain and logistics teams in Brazil: the profile families, mandatory licences to verify, and why site location decides who you can actually hire.Hiring supply chain professionals in BrazilAssessing logistics talent in Brazil: how seniority titles actually map here, which questions separate operators from observers, and what to verify early.Hiring sales professionals in BrazilBuilding a sales team in Brazil: how commission interacts with employment law, why relationships carry more weight here, and how to assess unverifiable numbers.Hiring IT professionals in BrazilCorporate IT hiring in Brazil: infrastructure, support, security and ERP — a different candidate market from product engineering, with different assessment.Hiring finance professionals in BrazilBuilding a finance team in Brazil: why tax and statutory roles are the hardest to fill, which qualifications are mandatory, and how the careers differ.Hiring marketing professionals in BrazilBuilding a marketing team in Brazil: local channel habits, what the data protection law requires operationally, and how to assess portfolios fairly.Hiring engineers in BrazilEngineering recruitment in Brazil: council registration and technical responsibility filings, why foreign degrees need recognition, and how to assess.Hiring HR professionals in BrazilBuilding an HR team in Brazil: why payroll administration is a specialist function, how collective agreements shape compensation, and what to assess.Hiring legal professionals in BrazilBuilding an in-house legal team in Brazil: bar registration as a condition of practice, why labour and tax dominate, and what foreign counsel does not cover.Hiring operations professionals in BrazilBuilding an operations team in Brazil: planning, process, service operations and field service — what the roles cover and how to assess them properly.Telecom recruitment in BrazilHiring for telecom operations in Brazil: field, network, NOC and regulatory are distinct markets, and height-work certification gates who can be deployed.Education recruitment in BrazilHiring for schools and education groups in Brazil: how the academic calendar governs timing, why qualification requirements are regulatory, and what to check.Insurance recruitment in BrazilHiring for insurers and brokers in Brazil: broker registration as a condition of practice, why actuarial talent is scarce, and how the careers differ.Construction recruitment in BrazilStaffing construction projects in Brazil: mandatory site safety training, engineering registration and technical responsibility, and why mobilisation drives timing.Hire LatAm talentHiring in Latin America from the US: working-hours overlap, English fluency assessed properly, employment models, and where the talent actually is.Talent market mapping in BrazilMap the market before opening a role in Brazil: who exists, at which companies, what they are paid, and what would actually make them move.Financial services recruitment in BrazilHiring for a bank or fintech in Brazil: mandatory certifications, the regulatory roles you must staff, and why background screening lengthens your timeline.Healthcare recruitment in BrazilHiring clinical staff in Brazil: council registration as a condition of practice, specialist qualification checks, and how shift design drives acceptance.Industrial recruitment in BrazilStaffing a plant in Brazil: mandatory safety certifications that gate access, shift premiums that change cost, and why the site location defines your talent pool.Retail recruitment in BrazilStaffing retail operations in Brazil: why store leadership drives turnover, how collective bargaining varies by city, and what hyperlocal hiring really means.
03
High-Volume Projects
Hiring at scale with a sized funnel, a service level per stage and a standard process.
See the full solutionHigh-volume hiring in BrazilHiring at scale in Brazil: funnel mathematics, mandatory steps that cannot be compressed, and why training capacity caps how fast you can staff an operation.High-volume industrial hiring in BrazilStaffing a plant in Brazil at scale: mandatory safety training that cannot be accelerated, shift premiums that change cost, and why the site caps your funnel.High-volume wholesale hiring in BrazilStaffing cash-and-carry operations in Brazil: store and warehouse profiles in one project, pre-dawn shifts, and continuous replacement after opening.High-volume last-mile hiring in BrazilStaffing last-mile operations in Brazil: employment versus partnership models, licence and vehicle checks, and why the peak is daily rather than seasonal.Building a sales team at scale in BrazilHiring a large sales team in Brazil: ramp capacity as the real constraint, and why commission design errors appear as turnover in month three.High-volume logistics hiring in BrazilStaffing a distribution operation in Brazil at scale: funnel mathematics, show-up rate as the governing metric, and why training capacity caps your hiring speed.High-volume retail hiring in BrazilOpening stores across Brazil: why distributed hiring is harder than concentrated hiring, and why collective agreements differ between neighbouring locations.
04
RPO and Temporary Staffing
Recruitment run from inside your operation, and fixed-term hiring under the local regime.
See the full solutionRPO for technology companies in BrazilEmbedded technical recruitment in Brazil: what an RPO should absorb, what must stay with engineering, and who you are really competing with for senior talent.RPO for banks and fintechs in BrazilEmbedded hiring for financial institutions in Brazil: certifications and screening lengthen the offer-to-start gap, which is when counter-offers arrive.RPO for industrial operations in BrazilEmbedded hiring for plants in Brazil: continuous shift replacement, mandatory safety certification inside the process, and time-to-cover as the metric.RPO for growing companies in BrazilEmbedded recruitment for established companies scaling in Brazil: when volume justifies internal structure, and how to avoid creating dependency.Seasonal and temporary staffing in BrazilTemporary work in Brazil: the two permitted grounds, the 180-plus-90-day limit, and why a registered agency is a legal requirement rather than a choice.Outsourced recruitment for HR operations in BrazilTaking recruitment off an overloaded HR team in Brazil: why payroll always wins the contest for attention, what to outsource and what must stay in-house.Temporary logistics staffing in BrazilCovering seasonal peaks in a Brazilian operation: what temporary work law allows, the 180-day limit, and why the agency relationship is not optional here.Seasonal retail staffing in BrazilYear-end retail hiring in Brazil: the temporary work regime and its limits, why lead time decides quality, and how to convert the peak into a permanent base.Retail RPO in BrazilRunning continuous store hiring in Brazil: why time-to-cover beats cost-per-hire, and how collective agreements vary across a store network.RPO for scaling startups in BrazilBuilding a team in Brazil after a funding round: when RPO beats an agency or a local recruiter, and what you keep once the engagement ends.