We built this firm because we made the journey ourselves.
Tessera takes its name from the small Roman token once used as a mark of trust between people crossing borders and building relationships. That’s our work: thoughtful introductions between people who have everything to gain by meeting each other well.
The founders. Hola
Federico
CO-FOUNDER
ARGENTINA · BELGIUM · NETHERLANDS
Built his career across international corporate environments in Europe after growing up in Argentina. Understands firsthand what international companies look for beneath the polish — and what helps ambitious LATAM professionals earn trust across borders.
Lidiane
CO-FOUNDER
BRAZIL · ITALY · NETHERLANDS
Rebuilt her career across countries, cultures, and professional systems after growing up in Brazil. Understands the personal and professional realities behind building an international career — and what helps people truly thrive once they arrive.
Coming from Latin America, we experienced firsthand what it takes to build trust, adapt across cultures, and earn opportunities inside international systems that were never designed to feel familiar at first.
Before building this company, we spent years building careers across LATAM and Europe — adapting to new countries, new professional cultures, and new expectations each time we moved.
Over time, we realized something important: international careers are rarely built on talent alone.
They are built on timing, communication, adaptability, mentorship, preparation, and the ability to understand what different cultures and companies actually value beneath the surface.
We learned how much depends on details most people are never taught: how to present yourself in unfamiliar environments, how to navigate different expectations around leadership and communication, how to interview across cultures, how to earn trust in rooms where nobody shares your background, and how to recognize the difference between a company that hires internationally and a company that truly knows how to integrate international talent well.
For years, friends across LATAM asked us how to make that transition successfully. At the same time, founders and hiring leaders kept asking us how to evaluate senior LATAM talent with more confidence and less noise.
Eventually, it became obvious that both sides were struggling with the same problem: translation.
Not language — expectations, context, trust, communication, and long-term fit.
So we built Tessera.
A small, founder-led firm focused on thoughtful international hiring — built for ambitious LATAM professionals and the companies serious enough to hire them well.
Five principles.
Dignity over volume.
The staffing industry treats people like inventory. We refuse. We answer every email. We give written feedback. We disclose salary bands. None of these are favors — they are the floor.
Evidence over adjectives.
"World-class talent" is what every recruitment firm says. We score candidates on five lenses with written evidence. Boards don't fund adjectives.
Quality over speed.
We deliver fast — 21 days to a shortlist — but never at the cost of judgment. We will tell you the candidate isn't ready before we will tell you the role is filled.
Both sides, always.
We work for the company. We owe the candidate the truth. There is no scenario in which we send someone to a company we wouldn't work for ourselves — paying clients included.
Founders accountable.
For our first hundred placements, both founders are personally involved in every search. The buck stops with our names.
The promises we publish — and stand behind.
We sign every engagement agreeing to these terms. If we ever break one, you can hold this document up against us.
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We answer every application.
Within seventy-two hours. Including the rejections. With a written reason.
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We disclose salary bands before any candidate applies.
If a client refuses to share the band, we don't take the search.
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We never send a candidate to a company we wouldn't work for ourselves.
We turn down clients who treat people poorly. Quietly, on principle.
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We score every shortlisted candidate on five lenses, with written evidence.
No vibes. No adjectives. No black-box AI. Recruiters sign the dossier.
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We back every placement for ninety days.
Three times the industry standard. If a placement doesn't work, we re-search at no fee.
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We disclose AI use in plain language.
Candidates are told when AI is involved in screening, what it does, and what it doesn't decide.
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We give written feedback on every final-round outcome.
Especially when the answer is no. The candidate has earned that, and so has their next interview.
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We protect candidate data with the same care we'd want for ourselves.
Compliant with GDPR, LGPD, and every relevant data-protection law. CVs are never shared without the candidate's explicit consent for a specific company.