The Romy Talent Method™
Strategic Talent Matching

You’re not shopping for resumes. You’re protecting delivery, margins, and momentum. The Romy Talent Method™ is our four-pillar framework for matching elite LATAM professionals to your exact outcomes—so you grow without the churn, overhead, or guesswork.

What you get

Dedicated search—tailored, role-specific search process from day one.

Retention over recruitment—72% of clients stay beyond one year.

Repeatable scale—50% of clients return for additional placements; top partnerships have scaled to 6 associates.

Cost efficiency up to ~60% vs. U.S. hires—without sacrificing quality or ownership.

Global reach, local rhythm—talent sourced across 10 countries; embedded in your tools and time zones.

Candidate Testing

Start Hiring

Precision Discovery

We start where most staffing stops: business objectives. We map the outcomes you need (SLAs, backlog relief, revenue goals), your tech stack and workflows, collaboration norms, and what “great” looks like in the role. You’ll get a defined success profile and interview plan tied to performance metrics—not generic requirements.

‍You’ll see: a crisp brief with outcomes, team dynamics, KPIs, and ramp plan.

Behavioral & Cultural Alignment

Skill alone doesn’t drive adoption. We screen for communication style, ownership, pace, and collaboration preferences—plus practical realities like time-zone overlap—so your hire works like an internal teammate from day one.

‍You’ll see: candidates evaluated for tone, initiative, stakeholder management, and cross-functional fit.

Role-Specific Readiness

Every candidate completes structured Criteria Assessments built around the exact responsibilities of your role—Tiered IT troubleshooting, DevOps scenarios, sprint contribution, paid media optimization, or content calendar ownership—so you’re validating real performance, not potential.

You’ll see: practical exercises tied to your stack and KPIs (e.g., ticket triage, CI/CD improvements, ROAS optimization, content cadence planning).

Scalable Integration

Hiring one or building a pod, we stay engaged through onboarding, check-ins, and iteration. As needs shift, we can expand coverage (e.g., add Tier 2 or account management) and keep costs predictable.

‍You’ll see: an onboarding checklist, performance checkpoints, and flexible scaling paths.

Smarter Hiring with Criteria

Why we use it

Resumes are subjective. Interviews are inconsistent. And gut feeling doesn’t scale. Criteria gives structure to hiring by replacing assumptions with evidence. We use role-specific Criteria Assessments to reduce hiring risk, eliminate false positives, and ensure every candidate can perform in the environment you’re hiring for—not just talk about it.
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This allows us to:
• Predict on-the-job performance before day one.
• Remove bias and guesswork from hiring decisions.
• Shorten ramp time and reduce early turnover.

What it measures

Criteria evaluates how candidates think, execute, and communicate in real working conditions.

Depending on the role, assessments measure:
• Practical job execution (not theoretical knowledge).
• Problem-solving under realistic constraints.
• Technical or functional competency by role.
• Business communication and clarity.
• Attention to detail, ownership, and follow-through.

The result: fewer misfires, stronger day-one contributors, and teams that scale without constant rehiring.

How it reduces churn

Most churn doesn’t happen because someone “lacks skill.” It happens when the role expectations, execution level, or working style don’t match the reality of the job. Criteria closes that gap before you hire.

By testing candidates on the work they’ll actually own, we reduce the common drivers of early turnover: slow ramp time, misaligned expectations, inconsistent delivery, and communication breakdowns.

This helps you:
• Hire people who can contribute fast (less frustration, faster wins).
• Avoid “looks good on paper” hires that stall once they start.
• Improve manager confidence and team trust from the first weeks.
• Build a repeatable hiring standard as you scale.

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Roles we commonly match

Each search is dedicated—no pre-sold bench—so your shortlist reflects your stack, tools, KPIs, and culture.

Roles We Place

IT & Engineering

Full-Stack Developers (React, Node.js, .NET)
DevOps (AWS, Docker, CI/CD)
IT Support (Tiers 1–3)

Marketing & CX:

Paid Media Specialists
Content Marketing Managers
Account/Client Success Managers

Features

How it compares

Most staffing models focus on speed or scale. Romy is built for long-term performance, retention, and alignment.

Curated, intentional hiring

Each associate is carefully matched to your role, team, and business goals—no volume hiring, no guesswork.

Embedded team members

Your Romy associates operate as part of your internal team, with clear ownership, accountability, and predictable costs.

A strategic nearshore partner

We support mid-to-enterprise companies with workforce solutions designed to scale responsibly and perform over time.

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Learn how our model works

Find Your Perfect Match

See how top IT and marketing teams hire faster, reduce churn, and scale with confidence.

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The Romy Talent Method™Strategic Talent Matching

What you get

Precision Discovery

Behavioral & Cultural Alignment

Role-Specific Readiness

Scalable Integration

Smarter Hiring with Criteria

Roles we commonly match

How it compares

Curated, intentional hiring

Embedded team members

A strategic nearshore partner

Find Your Perfect Match

The Romy Talent Method™
Strategic Talent Matching