When a key hire quits after six months or underperforms for just as long, most teams blame the individual. But if the pattern repeats, the problem isn’t the people. It’s the process.
Many U.S. companies default to familiar filters when hiring: a polished resume, a big-name referral, someone who interviews well. These signals feel safe, but they’re often disconnected from actual performance. Charisma and credentials might get someone through the door, but they don’t guarantee outcomes.
This is where skills-based hiring becomes critical. And why LATAM talent, when sourced through a nearshore recruitment model focused on competencies, often outperforms domestic hires in both retention and output.
The best nearshoring firms don’t just look for experience. They assess for execution: can this person do the job in your context, with your tools, and at your pace? That’s a different bar. And one that’s far more predictive of long-term fit.
We’ve seen companies cut churn dramatically just by shifting from resume-based hiring to vetting for real skills. A sales support specialist who can onboard in days. A customer success rep who thrives in async environments. These are the kinds of outcomes that build durable teams.
If you’re unsure what “good” looks like in a role, hiring for potential or pedigree often leads to misalignment. In those cases, nearshoring helps you de-risk the hire. You get pre-screened candidates who have already demonstrated their capabilities, not just their polish.
High turnover and low output are not just expensive. They’re distracting. They drain time from the rest of your team and delay progress. If this is a recurring issue, it’s a signal to shift how you evaluate talent and where you source it.
Skills-based hiring through nearshore recruitment doesn’t just reduce guesswork. It gives you a better foundation for building a reliable, high-performing team.
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