Most recruiters have read about scale.
We've run it.
We partner with ambitious Founders to build teams that hold up when the company doubles.
Working with fast-growing teams
From fintech and SaaS to Web3 infrastructure — our clients build the future. We build their teams.
The hire failed before the search started.
It's rarely a candidate problem. The role was never actually clear before the search began — the title was inflated, the comp didn't match the market, or the structure wasn't built for next year.
And that mistake doesn't cost a salary. It costs a quarter — the team that takes the hit, the search you have to run again, and the seat still empty six months later.
Two pillars, built for how you actually hire.
Recruiting
We define the role, the comp, and the org structure before we search. Skip that step and you're not solving your hiring problem — you're postponing it.
Staffing / Staff Augmentation
Embedded recruiting for companies hiring across LatAm — without building a local HR function from scratch.
Executive Search, Hiring Advisory, and RPO aren't extra line items — they're what Recruiting and Staffing naturally become when the need calls for it.
The process behind every placement.
We push back on the brief.
"You said CTO — you actually need a Head of Technology." That conversation happens before the search, not after the hire fails.
Calibration, not a close attempt.
Your first 3 candidates adjust the search in real time based on your reaction.
We stay until the offer's signed.
Not just until you say yes to a resume — through your full internal process.
Active follow-up.
Week 1 and month 2 post-hire. Risk management, not a courtesy email.
Replacement guarantee.
If a hire doesn't work out, we replace them. Terms agreed before the search starts.
Traditional recruiter vs. HRBaires
| Traditional recruiter | HRBaires |
|---|---|
| ✗Searches off the brief as given | ✓Pushes back on the brief before searching |
| ✗One close attempt per candidate | ✓Calibrates the search with your first 3 candidates |
| ✗Disappears after the resume is sent | ✓Stays until the offer is signed |
| ✗No post-hire follow-up | ✓Active follow-up in week 1 and month 2 |
| ✗No guarantee | ✓Replacement guarantee agreed before the search starts |
The numbers behind the experience.
The environments where our team was built — lived from the inside, not advised from the outside.
Vostu
25 → 850 employees. 40 hires per month sustained at peak growth.
Playtika / House of Fun
HR function in Argentina from 5 → 60, inside a global project of ~400. Scaled through a $90M acquisition, a $4.4B acquisition, and a Nasdaq IPO that raised $1.88B at a ~$13.8B valuation.
The Sandbox
From 0 to 550+ employees across 6 countries in under 18 months.
Bondex
Seed through TGE (June 2025). $10M+ raised.
15+ years leading the people function through every kind of scale — from Volkswagen Argentina and Accenture to Vostu, Playtika and The Sandbox. Twice brought in to carry a company through hyper-growth, once to pull one out of an attrition crisis.
Always in-house. Always accountable for the hire long after it was signed. That's where our method comes from: we've had to live with the cost of a badly defined role.
HRBaires has been fundamental to Dive's success. Their experience and personalized approach helped us find exceptional talent. We wholeheartedly recommend their services to any company seeking quality hiring.
Pablo and his team at HRBaires have been incredibly important to our success here at Sauce, finding us strong talent and the right people to grow our team in Argentina. Their expertise has helped us double our team size in Argentina, and also has taught us a lot about hiring in the region.
Let's build the team that outlasts your next round.
If you're a Founder or executive at a technology startup looking for a hiring partner to grow with — not just to fill a role — get in touch. We respond within 24 hours.
pablo@hrbaires.com · CABA, Buenos Aires · LatAm · NA · EMEA