How to build a recruitment team from scratch in LATAM
The first 3 clients, the first recruiter, the first tools. What works and what destroys agencies in their first 12 months.
The week 1 mistake: starting with the product
Most agency founders start by choosing the name, designing the logo, buying the domain and setting up the corporate email. All fine — but none of those elements get the first client. The first day should be a list of 20 people in your network who make hiring decisions. And a call to each one.
The first 3 clients: how to get them
Client 1: Someone who already knows you. A former boss, a former colleague who's now a director, a trusted contact. This isn't selling — it's "I'm building something, do you have a position I can help with?"
Client 2: A referral from Client 1. After closing the first position, ask: "Do you know anyone else who might be looking to fill positions?" That question at the right moment generates 60% of clients in the first 12 months.
Client 3: Cold outbound — but with evidence. Show the results from the first two clients (even if modest) and the process you followed.
When to hire the first recruiter
Hire when: you have a recurring client with at least 3-5 positions per year, you can guarantee the recruiter at least 6 months of stable work, and you have your search process documented.
Don't hire before the process is documented. A recruiter without a process will invent their own — and it probably won't be the one you want representing your agency.
The minimum viable tool stack
| Tool | Purpose | Cost |
|---|---|---|
| ATS (like Klyver) | Pipeline, candidates, CRM | $79-249/mo |
| Sourcing | Free or $800/yr Premium | |
| Zoom/Meet | Interviews and demos | Free |
| Calendly | Scheduling | Free |
The mistakes that destroy agencies in year 1
- Charging too low to "win the client": Calculate the real cost of your time before quoting.
- No contract: A verbal agreement isn't a contract. You need a signed document specifying fee, guarantee, exclusivity and payment terms.
- Depending on one client: If one client represents more than 40% of revenue, you have a concentration problem.
- Hiring before you have cash flow: Make sure you have at least 3 months of the recruiter's salary in the bank before hiring.
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