Case Overview
- Company: We Build It (WBI) — software factory and digital marketing agency
- Headquarters: Miami, USA
- Team size: ~40 people
- Partner: Interfell (remote tech talent in LATAM)
- Partnership start: October 2023
- Goal: Source highly qualified, culturally aligned talent for international client projects
- Language requirement: Advanced English
- Typical pipeline: 5 presented → 4 internal interviews (80%) → 2 final client interviews (40%) → 1 hire per cycle
- Total hires: 5 (including Project Manager and Full Stack AEM Developer)
- Replacements: 0
- Impacted metrics: On-time delivery, client satisfaction, profitability, and knowledge retention
Introduction
Two years ago (October 2023), We Build It (WBI)—a software factory and digital marketing agency—and Interfell formed a strategic partnership to attract and select top tech talent. The goal was to help WBI fill critical roles, build technical teams on time, and reduce turnover.
Based in Miami and operating with a team of 40 professionals, WBI needed a hiring engine aligned with its culture and capable of keeping pace with demanding international clients. Interfell stepped in as a strategic partner to make this possible.
Objectives
- Source highly qualified talent for software and digital marketing projects
- Align candidates’ culture and soft skills with WBI’s team dynamics
- Meet the fast turnaround times required by US-based clients
- Reduce turnover and preserve institutional knowledge
- Improve key KPIs: on-time delivery, client satisfaction, profitability, technical capacity, and long-term partnership stability
Challenges
- Fast, structured hiring to build project-based teams
- High expectations and a diverse tech stack requiring precise technical screening
- Advanced English required for communication with US stakeholders
- Minimizing turnover to avoid knowledge loss, onboarding rework, and additional costs
Solutions Delivered
- “Quality & Speed” recruitment process: market mapping, technical pre-screening, and validation of soft skills and cultural fit
- Advanced English validation to streamline final client interviews
- Highly curated shortlists: candidates fully aligned with technical and cultural requirements
- Consultative approach: clear communication, continuous feedback, and iterative adjustments by role/project
- Replacement guarantee (not needed to date)
Testimonials
Francisco González — Co-founder & Director, We Build It
“Having Interfell as a strategic partner in talent acquisition has been a very positive experience. They quickly understood our needs—not only technically, but also culturally. We truly feel supported and value their agility, transparency, and constant communication throughout the process.”
Marina Yates — Smart Hiring Consultant, Interfell
“Working with We Build It has been incredibly rewarding. We share values and a common story—teams founded by Venezuelan entrepreneurs who believe in transparency, agility, and creating real opportunities for LATAM talent. It has been a pleasure collaborating since October 2023.”
Carlos Espinoza — Account Manager, Interfell
“My experience with We Build It has been both enriching and professional. It’s a large-scale, important project for us. I admire how their team works, and I’m glad to see their continued success.”
Julio David García — Project Manager, WBI
“My experience at WBI has been very positive. The onboarding process was clear, fast, and human-centered. Since then, I’ve been involved in dynamic projects with open communication and a collaborative culture.”
Alexis Boggan — Full Stack AEM Developer, WBI
“Joining WBI has been excellent. From day one, the onboarding process was smooth, with all the support and access I needed. Beyond that, I really value the team’s positive energy and warmth.”
Results
1. Effective Hiring Funnel
- 5 candidates presented
- 4 advanced to WBI interviews (80%)
- 2 reached final client interviews (40%)
- 1 hire per cycle
2. Total Hires
- 5 professionals hired (including a Project Manager and a Full Stack AEM Developer)
3. KPI Impact
- On-time delivery: teams assembled quickly to avoid sprint delays
- Client satisfaction: stronger final interviews thanks to English proficiency and cultural fit
- Profitability: reduced rework and turnover → lower onboarding costs and better knowledge continuity
- Technical capacity: precise alignment with the required stack and seniority
- Long-term partnership: trust and smooth communication as the foundation
Challenges Encountered
- High-quality standards and tight timelines, especially with US clients
- Diverse tools and platforms require continuous calibration
- An advanced English requirement limits the candidate pool
How they were solved:
Fast feedback cycles, clear “must-have vs. nice-to-have” criteria, structured scorecards, and regular stakeholder checkpoints.
Outlook & Next Steps
- Upcoming roles: CRM Manager, AEM Content Author, Art Director
- Scaling the “Quality & Speed” model: expanding into new teams and verticals
- Stronger retention strategy: building talent pools ready to accelerate hiring without sacrificing quality
- Continuous KPI alignment: improving on-time delivery, client NPS, and project profitability
- Partnership consolidation: maintaining close communication, feedback loops, and continuous improvement
Final Reflection
The We Build It–Interfell partnership successfully addressed a critical challenge: sourcing specialized talent with both speed and precision. This enabled WBI to meet operational demands and deadlines for high-expectation US clients.
Over two years, the partnership has resulted in:
- 5 high-impact hires
- A highly efficient pipeline (5 → 4 → 2 → 1)
- 0 replacements
- A collaboration defined by agility, transparency, and strong cultural alignment
Looking ahead, the focus is on filling three new key roles and scaling the model to sustain growth while maintaining delivery quality.
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FAQ — How to Hire Remote Tech Talent in LATAM
1. What roles did WBI hire through Interfell?
WBI hired 5 key professionals, including a Project Manager and a Full Stack AEM Developer, all with advanced English.
These profiles were selected to integrate quickly into software and digital marketing teams serving US clients.
2. What does the hiring funnel look like?
A proven “quality & speed” model:
5 candidates → 4 internal interviews → 2 client interviews → 1 hire per cycle.
Each stage includes technical, soft skills, and English validation.
3. How is turnover reduced and knowledge preserved?
Through strong cultural fit, English proficiency, structured scorecards, stakeholder checkpoints, and continuous feedback.
Result: 0 replacements to date and strong knowledge retention.
4. What do US clients expect?
- Advanced English
- Proven seniority
- Nearshore availability (time zone alignment)
- Clear SLAs, transparent communication, and seamless onboarding
5. What are the first steps to start?
- Define requirements and “must-have vs. nice-to-have” criteria
- Market mapping and candidate screening
- Delivery of interview-ready shortlist
- Interview coordination, feedback, and offer management
6. What is the average time-to-hire?
- First shortlist: 5–10 business days
- Internal interviews: 48–72 hours
- Full cycle: 2–3 weeks
7. What collaboration model is used?
Interfell operates as a hiring partner, defining KPIs, SLAs, and weekly reporting.
They support both direct hiring and staff augmentation, with a replacement guarantee (not needed so far).
Quick Glossary
- Quality & Speed: Recruitment approach combining precision and fast turnaround
- Nearshore: Collaboration with teams in compatible time zones
- Scorecard: Structured evaluation framework for candidates