Omniconvert

Providing the digital world with the proper tools to run A/B testing, Personalization, Customer intent Interactions and Qualitative research with branching logic Surveys.

Head of CRO Business Unit

Omniconvert is a growth enabler for mid-size eCommerce websites looking to become customer-centric. 
The team has data-driven business analysts, UX designers, developers and QAs 
The platform has an integrated approach, offering:
- real-time web personalization (based on weather, geolocation, cookie and behavior data, etc)
- A/B testing using an advanced WYSIWYG editor
- triggered mobile and desktop interactions (exit-intent technology, on-load, on-scroll or on-click)
- surveys with branching logic that you can easily build in order to get strong insights about specific segments of visitors (new, returning, sleepy, lost, VIP, etc)

Head of Operations

Head of Customer Success

- Facilitating Customer Onboarding
- Working collaboratively with Sales, CRO and Customer support teams to manage the end to end onboarding of customers onto the Marketizator platform.
- Deploying, tracking and managing inbound and outbound materials necessary for customer onboarding
- Troubleshooting onboarding questions from client and/or client service team
- Ensuring accurate set-up, perform Quality Assurance and respond to initial training questions after go-live
- Providing ongoing support for clients after go-live
- Ensuring a seamless transition for customers by delivering world-class service and a positive user experience
- Working closely with internal teams to constantly improve onboarding processes, documentation, and execution

Customer Success Manager

Cheri Bijou

- Developing, implementing and executing marketing initiatives and activities ( print, web, social media )
- Creating and carrying consumer research 
- Developing and implementing CRO strategies
- Monitoring market trends and competition 
- Developing, implementing and executing strategies in order to increase sales performance
- Preparing sales promotion plans for high sales periods
- Developing, implementing and improving procedures to link marketing activities with sales activities
- Integrating data in ECS;
- Website SEO analysis;
- Sales and stock management;
- Selection and purchase of the marketed products;
- Market analysis in order to find new opportunities for development;

Founder & Business Developer

Atlantic Grup Srl

- Establishing, promoting and maintaining company’s image and products in order to generate sales
- Analyzing marketing trends and monitor industry changes
- Designing, producing and distributing print materials such as brochures, ads and direct response 
- Promoting company’s image and offers at specialized trade show exhibitions
- Client presentations
- Coordinating property closings, overseeing signing of documents and disbursement of funds
- Website maintenance
- Social media activities 
- Managing press relations

Sales and Marketing Executive

Siveco Romania SA

- Importing data and fixing errors, into the local data base
- Commissioning of installed programs, client support
- Training for future users.

Business Consultant

- Business customer analysis - Customer's requests analysis as per developed activity and their correlation with the company's IT products
- Commissioning of installed programs, client support
- Training for future users

Junior Business Consultant

Head of CRO Business unit @ Omniconvert

At Omniconvert, we empower Direct to Consumer businesses worldwide to
create customer experiences that matter. From acquisition to delivery and
retention. To the consumers, for the consumers.

Our methodology sets our products & services apart: we strongly believe in
being data-driven and consumer-centric in a world where too many eCommerce
companies are shooting in the dark.

To this end, we’ve created the Customer Value Optimization Methodology - a
methodology aimed at improving Customer Lifetime Value - #CVO.

We built our Software products and our Managed Services branch with the CVO
methodology in mind.

At the same time, we’re passing on the CVO methodology through the CVO
Academy: a CVO course platform where global leaders & experts contributed to
creating an all-encompassing course for Customer Value Optimization.

Book a free call and let’s chat about how we can help your company:
www.omniconvert.com

Sorin Enache

Luiz Cent 🪙

Hire the top 1% of talent in LatAm in less than 21 days

I'm Luiz Cent, and it's great to meet you. 

If you landed here, I invite you to pause. LinkedIn is full of people trying to sell you something, and I am one of them, but only if you are buying. 

For over a decade I've been hiring talent internationally, as a hiring manager, as a business owner and as a consultant. Building top performing teams, fully remote has been a passion of mine for years and now it's our business. 

If you are looking to hire top talent, consider LatamCent, a nearshore staffing agency I founded helping USA-based companies discover the top 1% of talent in Latin America. We've helped VC backed, PE backed, and bootstrapped b2b companies find top talent in less than 21 days at 50-70% less than prices in the USA.

Taking the learnings from thousands of hires, our talent partners understand your business and goals. We've helped over 17 b2b tech companies hire Go to Market (Sales, CS, Marketing) and Engineering Talent in LatAm.

Previously, I led sales at Quolum, as a player-coach in the SDR/AE function. In less than 3 months we tripled our conversations and pipeline with half the resources. Through those conversations we re-positioned ourselves in the market, testing pricing strategies, and eventually pivoted from selling fintech to the CFO to selling cybersecurity to CISO. 

The 6 months at Quolum was a mini MBA, from board reports to Nexus/Sequoia, to selling ideas internally, it was as fast-paced as it could be taking early morning calls with India and late night calls with Australia. At Quolum I learned I never want to be a VP of sales again lol. 

Before joining Quolum, I led and grew the customer success and sales team at Mailshake, a product-led sales org that achieved over 100% YoY growth and 5+ million ARR. 

I also have a background in e-commerce growth, conversion rate optimization, SEO, and behavioral email marketing, having worked with 30+ eTailers and leading CRO programs for Optimizely's enterprise clients.

But my passion is entrepreneurship, having built eCommerce agencies, eCommerce stores, and hundreds of websites, keep shipping until one of them hits Product Market Fit. 

If you're in Miami Beach, come co work.

VP of Sales

Quolum is on a mission to save companies BILLIONS of dollars in unused SaaS applications.

Quolum is a full-stack SaaS Procurement product. We have created something out of thin air that sits at the intersection of Finance + IT + Procurement. 

To achieve responsible SaaS buying, we:

* Track feature-level utilization of SaaS apps
* Tame long tail spend via our own SaaS Card and accounting systems integrations
* Reduce FinOps drudgery by aggregating contracts and invoices
* Apply AI, Fintech, and IT workflow to reduce organizational friction.

Luiz Cent 🦉

Everyone says AI engineers are impossible to hire right now.

The real problem isn’t supply.

It’s misidentification.

We recently helped a company hire an AI engineer in LATAM, and the outcome came down to how he was evaluated, not where he was located.

He wasn’t hired because he “knew AI.”

He was hired because he had shipped models into production.

• He could explain tradeoffs in plain English.
• He cared about data quality more than model hype.
• He understood how ML fits into a real product, not just notebooks.

Most AI hires fail because teams optimize for signals instead of outcomes.

• Degrees don’t deploy models.
• Benchmarks don’t solve edge cases.
• And a flashy GitHub doesn’t guarantee product judgment.

The best AI engineers I see behave like product engineers who happen to be great at ML.

If you’re hiring AI or ML engineers this year, screen for:
• production experience
• communication
• business context
• willingness to push back when the model is the wrong answer

Filtering is the bottleneck, not geography.

DM me if you’re planning an AI hire and want a quick sanity check before you start.

#LatamCent #AiHiring #AI #SaaS #Nearshore

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Founder & CEO

Executive Member

President

I help VC backed SaaS orgs build nearshore teams in Latin America

English

Portuguese

Most founders ask the wrong question when hiring in LATAM.

They ask:

“What’s the best country to hire from?”

The better question is:

“What problem am I trying to solve with this hire?”

Because country choice doesn’t fail teams.

Misaligned expectations do.

If you’re hiring engineers but optimizing only for cost, you’ll struggle at the senior level.

If you’re hiring GTM talent without prioritizing English and US-market exposure, deals will stall.

If you’re hiring support or finance without thinking about process maturity and compliance, quality drops fast.

I’ve seen teams hire in the “right” country and still miss targets.
Not because the talent wasn’t there.

But because the hiring model didn’t match the outcome they needed.

Nearshoring works best when you start with:

• the outcome you need in 6–12 months
• the roles that actually move the needle
• the level of risk your company can absorb

Country selection comes last, not first.

If you’re planning your next LATAM hire and want to pressure-test the model before you commit, my DMs are open.

#LatamCent #NearShore #Hiring #SaaS

Despite everyone saying developers are going to be replaced by AI, the most popular engineering role we hired for in 2025 was full stack devs!

Closely followed by AI/ML engineers, full stack devs are still in hot demand. 

Candidates who weren't AI curious, were definitely disqualified, and the candidates who stuck out are those that are vibe coding apps on their free time and weekends, and learning how to be more productive with AI.

If you are looking to build in 2026, slide in the DMs and we can share some profiles of top devs in market.

#NearShore #FullStackDev #LatamCent #Hiring

Every week, a SaaS founder asks me:

“What country should we scale in Latin America?”

The honest answer:

It depends.

It depends on the function.

Engineering, GTM, customer support, and finance all optimize for different things.

It depends on your goal.

Speed, cost efficiency, seniority, timezone overlap, or long-term leadership bench.

It depends on your model.
• Fully remote?
• One country hub?
• Building an office?
• Or starting distributed and centralizing later?

There is no “best country in LATAM.”
There is only the right country for what you are trying to build next. 

The top 3 countries we are hiring from are Colombia 🇨🇴, Brazil 🇧🇷 and Argentina 🇦🇷

Most hiring mistakes in nearshore come from choosing a country first and a strategy second.

Flip that order.

If you want a clear, practical nearshore plan based on your roadmap and roles,
DM me.

I help founders get this right before they make expensive hiring bets.

#LatamCent #GlobalHiring #HiringStrategy #Nearshore

Every week, a founder comes to us asking for a “Senior” hire.

And almost every time, what they actually want is something else.

This week’s call was with a fast-growing consumer app with millions of users.

They thought they needed:
• A Senior Product Designer
• 7+ years of experience
• Strategic design leadership

After 30 minutes of asking hard questions, the truth came out.

What they really needed was:
• Someone fully dedicated (not splitting time with side projects)
• Strong UI execution, not abstract UX theory
• Taste aligned with modern consumer apps 
• Zero micromanagement
• High autonomy and ownership
• Hunger to learn from other apps and trends

Seniority wasn’t the problem.

Titles weren’t the problem.

The gap was delivery + autonomy.

One line from the call stuck with me:
“We don’t need someone to make it look pretty. Millions of people actually use this product.”

This is where most hiring goes wrong:
Founders optimize for resumes instead of outcomes.

If you’re hiring designers (or engineers, or GTM roles), ask yourself:
• Do I need strategy, or do I need execution?
• Do I want leadership, or do I want ownership?
• Do I want years of experience, or current taste?

Clarity here saves months of mis-hires.

If you’re scaling a product team and unsure who you actually need, DM me.
Happy to help you pressure-test the role before you hire the wrong “senior” again.

#Hiring #Designers #LatamCent #Nearshore

A talent leader at a $100M+ organization said something on a call last week that more companies need to hear:

“I’m not willing to make a decision on one role. We have to think about the bigger strategy.”

That one sentence changed the entire conversation.

Because this was never about “what country has engineers.”

It was about how to build a long-term talent hub without creating risk.

She wasn’t trying to fill seats.

She was trying to build a brain trust. A team with depth that compounds over time.

And when we started talking about location, the nuance mattered.
Some countries can support junior and mid-level roles well, but senior talent in regulated fields like security gets much harder to find.

Not impossible. Just harder, and more expensive, faster.

Then compliance entered the picture.

When you serve government or regulated customers, cost alone does not get a vote.

Certifications, contractual language, audit requirements, and entity structure all shape where you can actually hire.

This is where most teams go wrong.

They treat country selection like a sourcing problem.

In reality, it’s a risk, compliance, and operating model decision.

The simplest framework I’ve seen looks like this:

• Why do we want a hub at all?
• What does success look like in 12 to 24 months?
• Which roles move first, and which roles should never move?
• What constraints does compliance introduce?
• At what seniority level do costs start to compress versus the US?

If you are looking at LATAM after trying India, or after building in India without a clear transition plan, you’re not alone.

The companies that get this right define the endgame before they hire the first person.

If you want a country-by-country breakdown for engineering and security-adjacent roles, including where costs start to spike at senior levels, DM me and I’ll share it.

#LatamCent #Nearshore #Hiring #Cybersecurity #Talent

Most hiring mistakes don’t come from bad interviews.

They come from skipping the hard thinking upfront.

In WHO, Geoff Smart says the best teams start with one thing:

A clear scorecard.

Not a job description.
Not a wishlist.
A definition of success.

Yet most founders still hire like this:
“Smart.”
“Culture fit.”
“Has done this before.”

That’s how you end up with impressive resumes and disappointing outcomes.

The teams that win do this instead:
• Define the mission of the role
• Lock 5–7 measurable outcomes
• Interview only to that scorecard

When someone fails, it’s usually not because they lied.
It’s because the company never agreed on what winning looked like.

Hiring isn’t about finding great people.
It’s about being precise about the job.

The clearer the scorecard, the fewer regrets you’ll have later.

#LatamCent #WHO #FindYourWHO #Hiring

Chairman and Founder at ghSMART

Most hiring problems aren’t talent problems.

They’re clarity problems.

Founders come to us saying:

“We need a senior engineer.”

“We need someone who can just own it.”

“We need them yesterday.”

But when we slow it down, the real gap is usually this:

• What outcomes does this role actually own in the next 6–12 months?
• What decisions should this person make without permission?
• What would failure look like after 90 days?

Until that’s clear, resumes don’t matter.
Countries don’t matter.
Even seniority doesn’t matter.

Great hires happen when the role is designed around outcomes, not titles.

If you’re struggling to hire right now, don’t ask:
“Where can we find this person?”

Ask:
“What do we actually need this person to change?”

That answer fixes more than any sourcing strategy ever will.

#LatamCent #Nearshore #Hiring

I love seeing Wade Foster waste no time in applying Claire Vo's feedback to his AI interview agents. 

In addition to evaluating candidates based on meeting notes and AI prompts, now they will give feedback to the interviewer as well on how they can improve their interview process. 

This is all gold. 

If you haven't invested time binge watching How I Ai w/ Claire you are missing out on generational wealth.

#HowIAI #AI #ClaireVo #Zapier #Hiring #InterviewTips

Co-founder & CEO at Zapier, YC & Mizzou Alum

Building ChatPRD.ai | 3x CPTO | Startups, Leadership, Product x Engineering, and AI | clairevo on X | chiefproductofficer on TikTok

Hiring locally feels safe. It's comfortable. It's what everyone tells you to do. 

But if you want to scale globally, it's a trap. 

Local hiring is often rooted in familiarity, trust, and speed. But it can hold you back. 

What works in one market doesn't always work in others. 

Your customers are in different time zones, cultures, and business environments. 

Hiring locally might delay your growth, limit your talent pool, and inflate costs. 

I've seen founders spend months trying to find the "perfect local candidate" only to realize they're stuck on a small pond. 

Meanwhile, competitors who embrace remote teams across borders move faster, adapt quicker, and save money. 

Scaling globally isn't about finding the best candidate in your backyard. 

It's about finding the right talent, wherever they are. 

It's about building diverse teams that speak your customers' languages, understand their pain, and move at their pace. 

Don't limit yourself to local talent if you want to conquer the world. 

Think bigger. Act smarter. 

Your next hire could come from anywhere 🌎, and that's what will truly make or break your growth. 

Are you ready to stop playing small? Or will you keep chasing the myth of local perfection? 

The choice is yours. 

#LatamCent #Hiring #SaaS

taplio

The Battle

Sorin Enache

Luiz Cent 🦉

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The Battle

Sorin Enache

Luiz Cent 🦉

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Luiz Cent 🦉's LinkedIn Performance

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