Lago

Co-Founder and CEO of Lago

• Lead Lago’s vision and growth as a global talent outsourcing agency, specializing in connecting startups and enterprises with top-tier international professionals throughout the Philippines, Latin America, and Eastern Europe.

• Built and scaled hiring operations that consistently deliver vetted candidates in under two weeks across tech, sales, customer service, e-commerce, and marketing roles.

• Designed competitive pricing models that outperform industry standards with transparent management fees, replacement guarantees, and contract-to-hire flexibility.

• Guided companies in building high-performance offshore teams, leveraging my experience of hiring 1,000+ overseas employees across multiple regions.

• Drive Lago’s culture of “Pathfinders,” ensuring clients gain exceptional talent while we set new benchmarks in the outsourcing industry.

Chief Executive Officer

Pattern®

Head of Global Talent for Pattern. Scope:

• Hired and created internal teams for over 1,000 international employees throughout EMEA, APAC, and UAE that provided support to support to all major departments within a $2B e-commerce organization
• Successfully expanded and consolidated large offshore talent teams in multiple countries.
• Developed cross-functional training content, embedding best practices for engaging and managing global talent into organizational standards and workflows
• Managed global talent operations in various locations such as Serbia, the Philippines, China, and India.
• Initiated the setup of four regional offices, including two in India and two in Serbia.
• Cultivated relationships with external resources, vendors, universities and partners to grow a strong funnel to provide the best talent to each department.

Head of Global Talent

• Average 30% revenue growth YOY on Amazon across all brands, aided by an average 85% fulfillable rate (during COVID-19), and 90% Buy Box ownership.
• Manage 3,000 SKUs on Amazon, including all aspects of retail readiness: product uploads, content, listing variations, safety compliance, customer experience, and listing SEO.
• Direct all customer-facing interactions: weekly project management calls, quarterly reviews, price compliance, advertising budgets, product uploads, and promotions.

Associate Director of E-Commerce

Brydge

Served as Brydge's Senior Amazon Manager to meet ROAS and Sales goals for the Amazon Channel through international Amazon management. Managed their US, CA, MX, UK, IT, DE, FR, ES, AU Amazon accounts and helped set up their Amazon JP account. Brydge is a power house in the iPad Keyboard, Vertical Dock and Hub category, I was privileged enough to work with and grow their brand to another level through Amazon.

Director of Amazon

BuyBoxer

- Managed an International and Local team to bring world-class Amazon marketing results to our over 200 brands
- Managed and generate Advertising campaigns which produced over 2 Million in Ad Revenue for 2018.
- Managed International marketing efforts by managing Amazon accounts
throughout Europe.
- Analyze marketing trends for target audience and performed re-targeting through specific keywords and content writing

Director of Advertising

Manage an International and Local team to bring world-class Amazon marketing results to our over 200 brands. 

Managed and generated Advertising campaigns which produced over 1.5 Million in Ad Revenue for 2018.

Manage International marketing efforts by traveling to Germany and managing Amazon accounts throughout Europe.

Digital Marketing Manager

Senior Digital Marketing Specialist focused on growing partner brand awareness through world class Amazon marketing strategies.

Lead of Amazon content marketing and merchandising.

Senior Digital Marketing Associate

Digital Marketing Specialist focused on growing partner support through direct communication and world class Amazon online retail marketing.

Marketing Associate

HRI (Harris Research, Inc.)

Responsibilities include:
-Managing a local team to write content and blogs for over 20 Chem-Dry clients across the United States and Canada
-Establishing great relationships with clients to gain trust and establish web presence goals
-Keeping up to date with the constantly changing Google algorithm updates
-Understanding and utilizing analytics to track website traffic
-Improving web presence overall to help clients rank better on Google
-Editing clients' Wordpress and Page Lime websites

As the Social Media Manager for Harris Research, I am over a program that has tripled in size since I started. In a year, our clients' weekly post reach increased by 400%, weekly post likes increased by 400%, and weekly post comments and shares increased by 150%. For one client, we increased sales by 33%, compared to the previous year.

My responsibilities include:
-Managing and overseeing Social Media Marketing for over 60 clients across the U.S. and Canada
-Writing unique posts to target and connect with a specific demographic
-Keeping up to date with trending topics as to better relate with potential customers
-Running Facebook Ad campaigns to generate likes, website visits and business profit
-Running contests to help with brand awareness and increase jobs booked

Social Media Marketing Manager

The Home Depot

I work in a team of 6 for Homedepot.com and Home Depot Mobile Applications for their Digital Field. We monitor and analyze the foot print trafficking on the website as well as ways we can enhance the digital aspect to increase Profit. We correct errors that are reported on a daily bases to make sure each Digital Application the Company runs smoothly as well as being fully updated and correct. As a team we are able to maintain the website/applications and help with the increase of profit the company makes per year.

Corporate Digital Analyst

Acosta Sales & Marketing

I Traveled between Nevada,Wyoming and Utah helping set up groceries stores and setting up their aisles and goods in a way to better help their merchandising of their product. Learned how to help market products in a way that would accumulate more sales in the certain product and store. As a team we were able to successfully accomplish and set product in reduced time with excellence.

Mechandiser

As the CEO of Lago, I specialize in scaling businesses by building and managing high-performing offshore teams. Over the last 8+ years of living in different countries, I have successfully overseen the growth of large 1,000+ hiring initiatives to support 30+ departments within a $2+ billon company and other startups through my multiple partnerships/connections in the Philippines, Serbia, and India. This has helped me develop a keen understanding of the complexities involved in talent acquisition, operational scalability, and maintaining quality in remote work environments.

I have successfully helped companies across various industries streamline their hiring processes, tap into global talent pools, and rapidly scale without compromising on quality or efficiency. From sourcing and vetting top-tier professionals to seamlessly onboarding them into a company’s culture, I focus on creating teams that drive growth and innovation.

With experience working with both startups and established businesses, I know exactly the steps to take to build teams that can move the needle. My passion lies in making outsourcing efficient, cost-effective, and results-driven, building relationships with me team, ensuring that businesses have the right people in place to achieve their goals.

Let’s connect and explore how I can help your business scale with top global talent.

Broc Langhaim

DON'T HIRE A VA

Most founders think the first hire should be a Virtual Assistant who can “do it all.”

Spoiler alert: it’s the worst move you can make.

After hiring more than 1,000 offshore professionals around the world, here’s what your VA will look like when you look for one person to do everything:

10% - Sales
10% - Paid ads
10% - Lead generation
10% - Inbox management
10% - Ops tasks
15% - Customer support
15% - Bookkeeping
20% - Random one-offs

100% Disorganized

You’re not building a team
You’re building chaos

Instead, hire specialists who own their lane, equip them with the right process, and let them perform.

That’s how you scale with global talent — not by expecting one VA to hold your entire company together.

CEO @ Lago® | Helping Founders Get Out of The Weeds One Professional Hire At A Time.

Going from a team of 10-20 people in the Philippines, Serbia, or LATAM to 100+ can be very difficult. Here is how I did it, when I managed 1,000+ overseas employees.

1. Move away from having "VA"s the time for jack of all trades and master of none is over. 
2. "Trim the fat", build out specialized teams for each of the key roles that drive the business and get rid of anything that is adding "fluff"
3. Find your A+ players, create those specialized teams around them.
4. Create a very simplified SOP around each step that needs to be done within that team. Have your A+ player lead this initiative. 
4. Create management within those teams, you will not be able to have 100+ direct reports.
5. Your goal is to duplicate that A+ player who is now a leader, build out time for them to shadow and train your team. 
6. Treat your overseas team like an extension of your HQ operations, DO NOT SILO THEM.
6. Copy and paste this in any department.

Overtime you will need to build out General Managers in those regions, HR teams, and recruiting teams to ensure you find and keep the top talent.

This comes more organically as you get past 100 employees however, at the beginning one person can build this out with multiple departments, pass it off to the hiring manager or director to maintain department knowledge.

At one point I had 20+ departments that I was working with and directing all overseas efforts. I absolutely did not know every little technical aspect of every department. I shared with them the same steps above, help build it out, and once it was is a steady state moved to the next department.

The biggest compliment I ever got was "wow this is actually very straightforward and simple". 

Yes, it is meant to be. 

I have seen so many companies over complicate this process with having pods within pods or category managers within category managers... 

Do not overthink this, the simpler the better and your team will thank you for that.

Thinking about calling out a client/company on LinkedIn? Read this first.

Every week I get messages from global talent who are dealing with late payments or clients who suddenly go dark.

It’s frustrating. It feels unfair. And when you’re hurt or stressed, the first reaction is to warn everyone by posting their name.

But here’s the truth:

Publicly calling out a client rarely helps you.
It will damage your brand far more than theirs. Here’s why:

• Future clients will wonder if you’ll post about them too
• Companies avoid conflict, even when you’re right
• You shift from “professional” to “emotional” in their eyes
• Your long-term opportunities shrink because trust disappears

There are better ways to handle it.
• Document every message
• Follow up professionally and firmly
• Set clear payment terms in the future
• Protect yourself with contracts and deposits
• Walk away and move on with dignity

Your reputation is your career. The offshore world is small. People remember how you handle adversity.

Handle it with professionalism.
Handle it with class.

That is what will open doors later.

Also, if you are a founder/hiring manager reading this please get your "stuff" together 😆. 

Like I said the offshore world is small and your name will get around by word of mouth, you will have a high attrition rate, and you will spend more money trying to fix a problem then generating revenue.

After 8+ years in e-com and hiring over 1,000+ offshore employees here is what I found to be the #1 problem in most e-commerce offshore recruiting efforts. 

You need someone who has scaled ecommerce brands and knows how to automate and optimize processes. Then put the right people in the right role. 

A lot of recruitment firms just hire people without actually digging into the problem. This then leads to a bad experience for the company and for the offshore contractor who doesn't know exactly what you need.

Most first year recruiting companies hire maybe 30 people in their first year.

The reason why Lago has hired 100+ contractors in our first year, is because we know the space, dig into the problem, and have done this for the largest e-commerce company in the world.

Some founders have told me they need a content specialist and don't know that in reality they are looking for a product catalog or Masterfile specialist.

They spend hours looking for talent and always find a mismatch.

Once we find the true core problem they are trying to fix we are then able to use our algorithm to know exactly where in the world the best talent is for that role.

If you are a contractor in the world or worked in the space I would love to hear if this was true for you.

Have you ever started a job with a company thinking they wanted one thing but in reality they either didn't know what they wanted or they wanted something completely different?

I am looking for a top 1% Philippine Talent Acquisition Manager. 

If you have experience with Workable, managing teams, and want to grow within a startup that has over 100 open roles right now please message me or apply below. (Faster if you apply below)

If you know anyone please let me know as well.

Hours: M-F, 8am -4pm MST (can be flexible)
Salary: $10.00+. I am looking for a complete rockstar so willing to pay more based on experience.
Time Off: 20 Days plus Philippine Holidays

Apply here:

Open article: Talent Acquisition Manager - Lago by apply.workable.com

URGENT HIRE: Looking to hire two people for a project based role with experience in uploading Prime Exclusive, Black Friday, and Cyber Monday discounts into Seller Central.

I want to be very clear, this is a project based role that we want completed by this Friday.

We are looking to hire two people by tomorrow.

If you are interested here is the link to our job posting:  https://lnkd.in/gHqVjP3t

Once you apply we will contact you as soon as possible.

Thanks!

#amazon #projectbased

Open article: Amazon Prime Exclusive Discount Support - Project Based - Lago by apply.workable.com

Amazon Prime Exclusive Discount Support - Project Based - Lago

• Assisting the Talent Acquisition Executive and other internal teams with the implementation project work plan including pre-planning items including but not limited to: scope definition; overall strategy; resource plans; financial plans; risk plans; quality plans; timelines; communication plans; launch objectives; tasks lists; project phases; meeting rhythm (if working with new clients)
• Accountability for delivering to client SLA's, monthly and quarterly business metrics
• Consulting with internal teams and the client in identifying system/process enhancements necessary to better align the solution with their business goals, including prioritizing those enhancements needed to meet project deadlines and budgets
• Reviewing risk and quality plans to ensure necessary mitigation and continuous improvement plans are identified and implemented
• Building deep relationships with our client's HR Business partners to improve outcomes and ensure KPIs and SLAs are met.
• Accountable for the management (or in direct leadership) of designated Program Staff and Program Leadership
• Accountable for (direct or in direct) building, maintaining, and developing a high performing, experienced team focused on client's deliverables (low turnover)
• Responsible for mentoring, coaching, developing, and engaging the team, recognizing strengths and weaknesses. Ensuring the client's solution and recruitment process as designed is executed consistently across multiple sites
• Developing and disseminating program status reports for internal and external stakeholders including Monthly Delivery documentation for Executive team, weekly status reports, and post-mortem analyses with leadership team. (Quarterly Business Reviews)
• Conduct daily and/or weekly huddles with Staff, cascading IBM and client information as appropriate
• Set and monitor performance of the teams KPIs as well as checkpoint goals quarterly

Talent Acquisition Manager

•	Responsible for end-to-end recruitment cycle of the of the business unit ensuring you conduct strategic planning, attraction, sourcing, selection, and conversion of candidates for both specific requisitions, building a diverse pipeline of highly skilled resources, effectively managing candidate relationships, and selling IBM as an employer of choice – all to ensure the right talent is available when needed.
•	Handle recruitment activities from gathering the requisitions, sourcing, screening, interviews, offers, follow up till the candidate joins.
•	Articulate in writing a plan with deliverables, timelines and a formal tracking process/reporting/metrics.
•	Manage customer/partner expectations through a deep understanding of business.
•	Work with hiring managers to understand immediate and future requirements in business units to regulate direction of efforts.
•	Interview candidates within the framework of the position specification. Possess validated ability to screen, interview and prepare an ideal candidate slate within an appropriate and consistent timeline.
•	Focus on effective networking methods to reach the greatest number of potential candidates through internet sourcing, direct mailing, LinkedIn, industry leads & sources, key contacts, portals, etc.
•	Ability to understand how to recruit passive candidates and possess the mentality to “profile people and gauge chemistry of candidates for fit and understand their motivation” rather than sell a role.
•	Experience in handling salary mapping, offer negotiation and follow up with the candidates.
•	Recommend ideas and strategies related to recruitment that will contribute to the long-range growth of the company, implementing any new processes and fine tuning standard processes for recruiting that fits within IBM’s mission to deliver the highest quality results to the customer.
•	Client Management
•	Manage Reporting and Analytics.
•	Responsible for managing/driving key recruitment metrics

Senior Talent Acquisition Partner 

Lionbridge Technologies

Lionbridge partners with brands to break barriers and build bridges all over the world. For 25 years, we have helped companies connect with their global customers and employees by delivering translation and localization solutions in 350+ languages. Through our world-class platform, we orchestrate a network of passionate experts across the globe who partner with brands to create culturally rich experiences. Relentless in our love of linguistics, we use the best of human and machine intelligence to forge understanding that resonates with our customers’ customers. Based in Waltham, Massachusetts, Lionbridge maintains solution centers in 23 countries. Learn more at www.lionbridge.com.

Human Resources Recruiter

TransPerfect

Senior AI Recruiter
Resource large volume of participants and potential employees for several projects related to AI technology and the localization market, as well as support them through the onboarding process.
Create and use dynamic and creative social media strategies for mass recruiting (Facebook, LinkedIn, Twitter, Instagram, Reddit, etc.)
Establish and grow country or market-specific networks of resourcing channels, job boards, partners, vendors etc, that includes building strong relationships with communities and professional services, colleges, agencies, media, and internet resources.
Create, publish, manage ads and resourcing material for the different requirements.
Making the most of each application – testing linguists on their main fields of expertise, negotiating their most competitive rates.

Recursos humanos

Lionbridge

Design, implement and manage programs and processes for recruiting and selecting candidates that include candidate search, interviews, recommendations and delivery of job offers.

Definition of strategies for the attraction of talent for assigned positions.

Manage the relationship with hiring managers to define specifications of the necessary profiles and guarantee the effectiveness of personnel searches.

Assist in other Human Resources department programs as needed.

Carry out periodic evaluations about the fulfillment of the functions of the department.

Nexsys Latinoamérica

As part of the leading value-added IT solutions distributor in Latin America, I was responsible for managing full-cycle
recruitment processes across multiple countries. Partnered with hiring managers and regional leaders to identify
talent needs, attract top candidates, and ensure a streamlined selection process aligned with business goals.
Recruited for both technical and commercial roles, supporting Nexsys’ strategic partnerships with over 50 global IT
manufacturers. Leveraged employer branding, digital sourcing, and regional insights to build robust talent pipelines
in a fast-paced, innovation-driven environment.
Key responsibilities:
• Led end-to-end recruitment for sales, marketing, operations, and technical roles across Latin America.
• Implemented talent acquisition strategies to support business expansion in emerging tech markets.
• Managed candidate pipelines, interviews, and offered negotiations in coordination with HR and business
stakeholders.
• Collaborated on onboarding processes and talent mapping initiatives to align with regional workforce planning.

Especialista en recursos humanos

Regional Business Consultant

SWAT Solutions, Inc.

Regional Presales Engineer with EMC,VMWARE, CITRIX and CISCO

Ingeniero regional

Licensing expert in Adobe, Microsoft, Symantec, Veritas, and VMware-certified and specialist of academic specialization, VLE, VSP, VTSP, VTSP MO VTSP BC,VOP

Licensing Specialist

Coordinator

SYKES Costa Rica

Customer Service Representative

With a robust foundation in talent strategy and organizational change management, my role at IBM has centered on aligning human resources with broader business objectives. At the forefront of HR transformation, I've led initiatives that enhance client SLA delivery and drive month-to-month business metrics. The focus has consistently been on operational excellence and strategic workforce planning to support IBM's global standing and client satisfaction.

My recent tenure as a Talent Acquisition Manager refined my expertise in CRM and HRB, enabling me to consult on system enhancements that align with our clients' business goals. Through strategic planning and a comprehensive understanding of talent acquisition, I've contributed to streamlining recruitment processes, ensuring a diverse and highly skilled talent pipeline. The ability to manage end-to-end recruitment cycles effectively has been pivotal in positioning IBM as an employer of choice.

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The Battle

Broc Langhaim

Andrey Rivera

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The Battle

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Andrey Rivera

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