Vela is a placement agency. We headhunt senior professionals across LATAM and place them into US companies — customer success, operations, project management, executive support, design, account management, and more. This page is the process from your side of it.
Five steps. Not every search uses all of them, and we tell you which one you are in rather than leaving you to work it out from silence.
Your application lands with the team running that specific search — not in a general inbox. We read what you wrote about the work you have owned before we look at anything else, because that paragraph tells us more than a CV layout does.
Most searches run on a tight shortlist, so we come back to the people whose experience lines up with the seat. If that is you, the next thing you hear is an invitation to talk.
Not a personality quiz. We talk through work you have actually done: what you owned, what went wrong, what you changed. It is the same conversation we would run to hire someone onto our own team, because it is the same conversation.
You will get a straight answer about the company, the seat, the pay, and the timeline. Ask about all four — the people who do are usually the people who last in the role.
For some seats we ask for a small piece of real work — the kind of thing the job asks for on a normal Tuesday. It is scoped to a couple of hours, never a free project, and we tell you what we are looking at before you start.
Plenty of searches skip this. When it is used, it is because the seat is hard to judge from conversation alone, and it is usually the thing that gets someone hired over a stronger CV.
We put three people in front of the company, with a written case for each. We only forward people we would hire ourselves — that is the whole promise the company is paying for, and it is why we say no more often than we say yes.
From there you meet the company directly. We stay in it: we prep you for those conversations, and we tell you where you stand rather than leaving you to guess.
You are hired by a US company, working their hours, on their team, in the seat you interviewed for. We handle the paperwork side so paying someone in another country is not your problem to solve.
We check in at day 7, day 30, and day 90. Those are real conversations, not a form — the first month is when a remote seat either clicks or quietly does not, and it is far easier to fix early.
Every person is run through the same search, scorecard, and reference process we use to hire for our own team. Three things carry most of the weight.
What you have actually owned, and for how long. Not titles — scope. A person who ran four accounts for three years is telling us something a job title cannot.
What you did when it went wrong. Every seat we place involves decisions nobody is there to check. We are listening for how you make them, and whether you can say why.
Whether you can lead a call with a US client and be understood. This is a working requirement, not an accent test — it is most of the job in most of the seats we fill.
Interviews on a new posting usually begin about 5 days after it goes up, and most searches deliver a shortlist inside 21 days of starting. Harder seats take longer, and when that happens we say so early rather than at the end.
We will not pretend everyone gets a personal reply. A search that draws two hundred applications cannot honestly promise that, and we would rather tell you now than send you a message that says nothing. What we do commit to: if you reach the interview stage, you hear where it landed either way.
Applications also do not evaporate when a search closes. A strong one keeps you in view for the next seat we open in your field — we run new searches every month, and the fastest placements we make are usually people we already talked to once.
They were doing the work somewhere else when we found them. If you are reading this because you applied to a role, that is the same door — the search runs the same way.