A published framework for senior LATAM hiring. Every shortlisted candidate is defended through five independent lenses, each scored 1–5 with written evidence.
A recruitment shortlist should answer one question clearly: why this person, for this role, at this stage. Most shortlists answer it with adjectives. Ours answers it with evidence.
The 5-Lens Method is the framework we apply to every senior candidate we put in front of a client. Each lens is independent. Each is scored on a 1–5 scale with at least one written piece of evidence drawn from interviews, references, work samples, or the candidate's track record. Recruiters can't sign off on a shortlist without scores on all five.
This page is the public version of the framework — readable in a few minutes, defensible to your board, and honest about its limits.
The order matters. We don't move on to the next lens until the previous one is scored. Most candidates clear Craft and Context — most fall down on Communication or Cultural Fluency. Drive is the final filter.
Role-specific expertise, output quality, and measurable impact.
How we score it. A structured role interview plus evidence review, aligned to the work the role must deliver. We triangulate with references from managers who saw the candidate perform in equivalent settings.
Proven experience at the same stage, pace, and operating cadence as your company.
How we score it. Behavioral evidence from stage-specific moments: growth, turnaround, and high-pressure delivery. We separate true fit from flattering resumes.
Clear async writing, live verbal precision, executive presence, and role-level English.
How we score it. Written and spoken assessments scored against a published rubric. We focus on clarity, structure, and the ability to move work forward across time zones and senior stakeholders.
Ability to navigate European and US norms in feedback, escalation, autonomy, and decision rhythm.
How we score it. A scenario-based assessment using a cultural fluency rubric. We measure behavior, not identity, and only shortlist candidates who can operate confidently across cultures.
Purpose, ownership, resilience, and motivation aligned to the role, the team, and the stage.
How we score it. Evidence-based motivation from recent decisions and reference validation. We score what the candidate chose to do, not what they claim to want.
Cultural fit is not a personality test, and it is not about identity. Our CFR evaluates eight behavioral dimensions on a 1–5 scale, scored from concrete examples in the interview and references — never inferred from where the candidate is from.
Candidates who consistently fall below our standards do not reach the shortlist. We tell them why, what to improve, and what stronger looks like. Many come back a year later — and get hired.
Our internal systems help us analyze career trajectories, role alignment, communication patterns, and long-term fit at a level of depth that manual screening alone cannot reliably achieve.
The technology supports long-list evaluation, semantic matching, market mapping, screening summaries, and structured analysis across our 5-Lens Method.
But final judgment remains human.
We do not delegate shortlist decisions, cultural-fluency assessment, compensation conversations, coaching, or hiring recommendations to AI.
Every candidate interaction is reviewed by a real person. Every final decision is made by one.
The result is a process designed to be more rigorous, more transparent, and more fair — for both companies and candidates.