Nearshoring w/Miriam Sanchez

[00:00:04] Welcome to The Recruitment Flex with Serge and Shelley. I'm Serge.

[00:00:10] And I'm Shelley, and we talk all things recruitment starting right now.

[00:00:14] Bonjour and welcome to The Recruitment Flex. Shelley, we have a guest that is a first in

[00:00:23] many ways. First guest from Mexico, our first VP of Finance. So this is an exciting episode

[00:00:31] for us.

[00:00:32] Yes, she is. And they've also been a very loyal supporter of the show. So I am very

[00:00:37] pleased to welcome to the show and to have this opportunity to thank you as well for

[00:00:42] your support. The lovely Miriam Sanchez, who is the VP of Finance with Mitova. Welcome

[00:00:49] to the show, Miriam.

[00:00:51] Thank you. Thank you so much. I'm really excited to be here with you guys. And

[00:00:54] thank you for the opportunity to talk more about me and the company.

[00:00:59] So let's start there. As Serge mentioned, we've never had a VP of Finance. And so

[00:01:04] you get to be the first. So talk to us a bit about your background and your career

[00:01:11] journey with Mitova.

[00:01:12] Yeah, it's funny because I started here in Mexico to work since I have 12 years.

[00:01:18] So I was an intern in the company where my dad worked. So it was so fun because

[00:01:25] my first responsibilities were like recruiting people for a manufacturing plan. So I

[00:01:30] really had no idea what I was doing. And obviously it was a kid, so it was like

[00:01:36] super challenging for me. But I really loved that opportunity. And that's the

[00:01:40] moment where I decided to take this HR experience in my life, in my

[00:01:45] professional life. So after that, I studied administration in university and

[00:01:52] then I started my career in HR in different roles, mostly as a generalist.

[00:02:00] So I have experience literally in everything with recruitment, talent

[00:02:04] management, talent acquisition, legal services. Here in Mexico, we have

[00:02:09] different areas where people work. So I have experience in manufacturing

[00:02:14] plans where the unionized people are a little bit complicated. Sometimes what

[00:02:20] I love that kind of things. And then I started in Mitova. I have right now

[00:02:25] almost six years working here. It's funny because I started opening the

[00:02:32] office here. So I started with two employees in Mexico and then we

[00:02:36] grew and grow. And in that moment, when we started, we never have the

[00:02:42] talent services or this business side where we can offer more the area of

[00:02:49] software development and things like that. So at the beginning, it was

[00:02:53] really complicated because the cultural shock was different. So I started to

[00:03:00] create a mix culturally in Mitova between how the people work in the

[00:03:08] US side and how people work in Mexico. And it was truly successful

[00:03:13] because the people really liked it to work here. We started growing the

[00:03:17] team. And it was one of the first time that the remote work started in

[00:03:22] Mexico, principally in Jalisco. So it was super popular that kind of

[00:03:26] benefits. It was before the pandemic. So it was impressive for the people

[00:03:31] here. And we started to have a lot of interest from people who wanted to

[00:03:36] apply for the jobs here. So I was super excited about the

[00:03:41] transformation with the company. And then we started to offer talent

[00:03:47] services. One of our first clients was robots and pencils where I had the

[00:03:52] pleasure to meet Sarah. And we had the opportunity to recruit people,

[00:03:57] very talented people for robots and pencils. And it was a challenge,

[00:04:03] for sure, because the people should be really experienced with a lot

[00:04:08] of knowledge in different areas because they wanted super senior

[00:04:13] people. And we found them. I mean, I'm really proud to say that robots and

[00:04:17] pencils and other clients that we have in that moment, they say,

[00:04:22] oh my god, the people is super talented, super smart, and the

[00:04:26] clients are super happy working with them. So for sure, it was

[00:04:30] something really good for us. It was like a bump for us. The team

[00:04:34] started to grow really fast. And then starting this year, I was

[00:04:39] promoted to the VP of finals of North America. So as a general

[00:04:42] manager, I have to review everything here in Mexico. But by

[00:04:47] the other side, working and taking care of the finance of the

[00:04:50] company. But it's super challenging because right now I

[00:04:52] have two countries to take care of. But I love this. Metos is

[00:04:58] a great company to work for. And it gives me a lot of

[00:05:01] opportunity to learn a lot of things.

[00:05:04] VP of finance, right? Do you have a finance background? Or

[00:05:08] it's just you were so good at what you did that they're like,

[00:05:11] we want to promote her in whatever role it is. Like your

[00:05:14] background is in finance in some ways?

[00:05:17] Yes, well, I have two different degrees, one in finance and

[00:05:20] another one in HR. In one of my jobs where I started when I

[00:05:25] was young, I was in charge of finance on a construction

[00:05:30] company. So I have some background in that way. I'm

[00:05:33] very good in numbers and taking care of a business,

[00:05:36] things like that. And I think it's part of both being really

[00:05:39] good in something and have the background. So I think that's

[00:05:42] why CEO is really happy working with me.

[00:05:45] Yeah, I love that. And I do want to touch a little bit on

[00:05:48] robots and pencils because you're right, that's where our

[00:05:51] current relationship started. And you were like a lone wolf

[00:05:55] when we started working. I think you had one recruiter

[00:05:58] and you were doing a lot of work. And to your credit, it

[00:06:01] was extremely challenging dev roles that when we were

[00:06:05] having a ton of difficulties to hire in North America

[00:06:08] during that particular time, and you guys killed it. Like

[00:06:11] the level of candidates that you guys brought save my bacon

[00:06:16] as the talent acquisition director because you brought

[00:06:19] such great candidates. So yeah, who knows to you?

[00:06:23] Yeah, it was super cool. I really love it to start with

[00:06:27] this breaking the barrier because it's sometimes really

[00:06:30] difficult to work with another country's because may

[00:06:33] be something like language barriers or if the skills are

[00:06:37] a little bit of the candidates, things like that.

[00:06:39] But I think we broke that and people is really happy with

[00:06:43] our actual clients.

[00:06:45] Smartest decision I made to go to Mexico to help us find

[00:06:50] talent.

[00:06:51] Yes.

[00:06:52] So talk a little bit more about Mitova. Are you

[00:06:56] headquartered in Mexico? Or do you have feet in both

[00:07:00] sides of the border? So just share a little bit more

[00:07:04] about who Mitova is and how it is you operate.

[00:07:08] Sure. Our headquarters principally are in Bentonville,

[00:07:12] Arkansas in the US. And we have another office in

[00:07:15] Mexico in Guadalajara. So this is the two offices

[00:07:19] where we operate. And Mitova is a technology consulting

[00:07:23] and software development company. And the mission is

[00:07:27] improve life through technology. We do this by

[00:07:30] creating custom software like mobile apps, websites,

[00:07:35] giving expert advice on technology and solving

[00:07:39] various problems, making things easier for customers,

[00:07:43] making operations smoother and keeping up with the

[00:07:47] new technology. We also have companies update all

[00:07:50] technology and drive innovation by providing calls

[00:07:53] latency, digital products and talent solutions. Our

[00:07:57] goal is to create a better experience using

[00:08:00] innovation, design, human talent and technology going

[00:08:04] beyond industry standards to make a positive impact.

[00:08:10] Miriam, I'm really curious on recruiting tech

[00:08:14] talent because I've done it right. And you've

[00:08:16] obviously specialized into it. So what are the

[00:08:20] biggest challenges that companies are facing that

[00:08:23] they would come to you and be like, hey, we

[00:08:26] need help with this. Mitova is a perfect fit. So

[00:08:29] what are the biggest challenges folks in the tech

[00:08:32] world are facing right now when it comes to

[00:08:33] recruiting talent?

[00:08:35] There are different challenge for sure. Mostly of

[00:08:39] them is that most of the clients want senior

[00:08:41] persons. So all the time they ask for talent,

[00:08:46] but sometimes the talent is very specific. So we

[00:08:49] need to find the right person not only in the

[00:08:52] tech side, we need to find the right person in

[00:08:55] personal fields too. Because we know like the

[00:08:58] people could be really good support in a company

[00:09:02] or not. In Mexico, the market is really hot.

[00:09:06] It's really complicated sometimes because there's

[00:09:08] a lot of competency all the time people is

[00:09:11] fighting for giving the best benefits or the

[00:09:14] best salaries. So one of the things that I am

[00:09:18] doing here with my team is provide to the

[00:09:22] candidates the right information about what is

[00:09:26] the best option to work with us. Like I said,

[00:09:28] remote work is one of the most important things

[00:09:32] that we promote culturally here because we want

[00:09:36] the people take care of their lives too not

[00:09:38] being in an office 100% of the time without

[00:09:41] taking care of their personal life. We

[00:09:43] promote that we help people to understand the

[00:09:46] importance of being held with your family in

[00:09:50] your personal life and in your job. Because if

[00:09:53] you are good in your job, you can be good in

[00:09:55] the other side. So the tech side here it's very

[00:09:59] important because we have a lot of universities

[00:10:01] and people who is starting their tech

[00:10:03] careers in Mexico and finding an opportunity.

[00:10:07] So it's very important for us to find the

[00:10:10] best talent like I said in different areas

[00:10:12] and for sure with the non-advanced English

[00:10:15] level because at the end they need to

[00:10:17] understand they're going to work with

[00:10:18] foreigners clients. So it's very important to

[00:10:22] understand is that Mexico talent is really

[00:10:24] good. It's worldwide talent and they can work

[00:10:29] exceptionally versus another countries. The

[00:10:33] people is here really likes to keep their

[00:10:36] best in their job because it's something very

[00:10:37] cultural that we have given their best all

[00:10:41] the time. It doesn't matter what we give

[00:10:43] the best to provide a customer satisfaction

[00:10:46] with our clients and with people who is

[00:10:50] working near us like the partners.

[00:10:54] So digging a little bit deeper on that, I'm

[00:10:56] curious obviously you recruit in Mexico,

[00:10:58] you recruit in the US and you have

[00:11:00] recruited in Canada. Tell me a little bit

[00:11:03] about some differences between the

[00:11:05] different countries. Is there a different

[00:11:06] way to approach candidates? Is there a

[00:11:08] different messaging? Is the talent very

[00:11:11] different because they're all working on

[00:11:13] very similar things as far as when it

[00:11:15] comes to tech space. But when it comes

[00:11:16] to recruiting, do you approach it

[00:11:18] differently when you're recruiting

[00:11:20] talent in different countries?

[00:11:22] Yeah, it's different. I mean, obviously

[00:11:24] the skills are the same ones worldwide.

[00:11:28] But talking about how to recruit people

[00:11:30] is a real difference because each

[00:11:31] country has their own interests. So here

[00:11:35] in Mexico, like I said, remote work

[00:11:37] is one of the most important things

[00:11:39] that everyone wants for sure. In the US

[00:11:42] there are other kind of channels where

[00:11:43] we recruit people. There are different

[00:11:46] places, personal job fairs or mostly

[00:11:49] they find it internet ways like Indeed

[00:11:53] directly to the web page of the

[00:11:55] company. And I think it's very

[00:11:57] similar in Canada. People find mostly

[00:12:00] the same ways. But I will say the

[00:12:03] most challenging thing is where the

[00:12:05] clients ask for a job profile who

[00:12:10] isn't clear. So the level could be a

[00:12:14] little bit different. But example, if a

[00:12:16] client told me, hey, media, I need to

[00:12:17] find someone like mid-level. In the

[00:12:20] US, I totally understand mid-level.

[00:12:22] It's mid-level. In Canada, it's

[00:12:23] mid-level. But in Mexico, if you

[00:12:26] said mid-level, it's a senior level.

[00:12:29] I don't know why, but it's something

[00:12:30] that I'm seeing really common. And

[00:12:34] when we have the request from the

[00:12:35] clients, I talk with team and say,

[00:12:37] hey, you know what this mean, right?

[00:12:39] And everyone say, yes, if they want

[00:12:41] mid-level, it's someone with senior

[00:12:43] level. It's same with the mid-level.

[00:12:45] If someone is asked me for a senior

[00:12:48] level in the US and Canada means

[00:12:51] mid-level in Mexico and Latin

[00:12:53] America. So I don't know why it's

[00:12:55] funny. I think it's because here

[00:12:57] principally Mexico, Latin America,

[00:12:59] the thing is that people start

[00:13:01] learning the different like languages,

[00:13:03] C++ or Java or JavaScript,

[00:13:07] whatever. They start when they're

[00:13:10] like close to end the university.

[00:13:13] So obviously they don't have

[00:13:14] enough experience in that time.

[00:13:15] And I know with the interest that

[00:13:17] we have in the US, they are

[00:13:19] starting to work since they

[00:13:20] start day one in university.

[00:13:23] So that's why we have these

[00:13:24] differences where the people

[00:13:27] needs to learn by themselves in

[00:13:29] Mexico and the US, they have a

[00:13:31] very good education. So I think

[00:13:32] that's principally the

[00:13:33] difference in their seniority.

[00:13:36] Thank you for sharing that with us.

[00:13:38] That's really interesting.

[00:13:39] I wanted to ask, it does appear

[00:13:43] that the demand for tech talent

[00:13:47] has shifted a little and it

[00:13:49] could just be from where I'm

[00:13:51] sitting and I'm not in tech

[00:13:53] recruitment on a day-to-day

[00:13:54] basis, but it does seem like

[00:13:57] there's been a bit of a shift

[00:13:59] in the market when it comes to

[00:14:00] recruiting tech talent. Has it

[00:14:02] become harder to find tech

[00:14:06] talent or easier?

[00:14:08] I can say like, I saw a tendency

[00:14:10] since the final months of the

[00:14:13] last year where it's a little

[00:14:15] bit easier to find people

[00:14:17] because there's a lot of

[00:14:18] struggles here in Mexico, a

[00:14:20] lot of changes who are moving

[00:14:22] us to find easier the

[00:14:25] candidates that we are looking

[00:14:27] for. At the end of the last

[00:14:28] year, we experimented in

[00:14:31] Mexico and in general in the

[00:14:33] Latino America countries where

[00:14:35] companies started to terminate

[00:14:36] people because they lost a lot

[00:14:38] of projects or the cost wasn't

[00:14:41] good because right now the

[00:14:43] exchange rate is complicated.

[00:14:45] The Mexican peso is really

[00:14:46] strong. So for sure, if you

[00:14:48] start to review the cost,

[00:14:50] maybe Mexico was not so good

[00:14:52] in that moment because the

[00:14:54] US dollar is slowing down.

[00:14:56] So that's why some companies

[00:14:58] have started to terminate

[00:14:59] people who give us the

[00:15:01] opportunity to find easier

[00:15:03] the talent that we wanted

[00:15:05] for our clients. We never

[00:15:07] sacrifice salaries or benefits

[00:15:09] when we recruit people. We

[00:15:10] try to find the best people

[00:15:13] with a good value in the

[00:15:14] market. So it doesn't matter

[00:15:17] the people who are terminated.

[00:15:18] We try to offer them the

[00:15:19] same things, same salaries,

[00:15:21] same benefits or better just

[00:15:24] to keep them the same quality

[00:15:26] of lives. Who is one of the

[00:15:28] goals that the company have

[00:15:30] improved the lives of the

[00:15:32] people in Mexico and surround

[00:15:34] all the countries.

[00:15:37] Did you have to do any

[00:15:38] changes adapting how you

[00:15:40] approach the market with that

[00:15:41] as far as have less

[00:15:43] recruiters on your end

[00:15:44] because it's less busy or

[00:15:46] was it pretty much status

[00:15:47] quo for you?

[00:15:48] No, our recruit numbers are

[00:15:50] the same. We want to give

[00:15:52] the most quality to our

[00:15:54] clients possible because for

[00:15:56] us, it doesn't matter if

[00:15:57] they're in Mexico, in the

[00:15:58] U.S. or Canada, we provide

[00:16:00] them 100% of our service

[00:16:03] quality and our passion. So

[00:16:06] we never sacrifice that kind

[00:16:07] of things. But I want to

[00:16:09] add that in Metoba, we're

[00:16:10] starting to develop an

[00:16:12] internal AI to recruit

[00:16:14] easily and to help us to

[00:16:15] find the best candidates

[00:16:17] for our clients. According

[00:16:19] to the data that we're

[00:16:20] going to introduce, like

[00:16:22] organizational development,

[00:16:24] the values of our clients,

[00:16:26] why they're looking for

[00:16:28] seniority, etc. Because we

[00:16:30] want to be prepared for the

[00:16:31] future to offer the best

[00:16:33] experience we have like

[00:16:34] the capability. We are a

[00:16:36] talent service company, but

[00:16:37] by the other side, a

[00:16:38] software development company.

[00:16:40] So we have everything to

[00:16:42] include the technology and

[00:16:43] the talent side to give

[00:16:46] something super powerful

[00:16:48] for our clients.

[00:16:51] That's such a good point,

[00:16:52] right? Because you are a

[00:16:53] software development company

[00:16:55] and you are a service

[00:16:56] company. So combining the

[00:16:58] talent that you already

[00:16:59] have to build something

[00:17:00] best in class in the

[00:17:01] space is definitely

[00:17:02] interesting. Tell me more

[00:17:03] about that. Like what,

[00:17:05] yeah, when do you plan

[00:17:06] on releasing it?

[00:17:08] Will you sell it?

[00:17:09] Yeah. Are you going to

[00:17:10] sell it to outside?

[00:17:11] Just keep it in house?

[00:17:12] Yeah.

[00:17:12] Yeah, it's interesting.

[00:17:14] This is something that we

[00:17:15] are discussing internally

[00:17:17] because I know AI have a

[00:17:18] lot of potential, but I

[00:17:21] don't have information

[00:17:22] right now. Either Panis

[00:17:23] sell this technology

[00:17:25] where we're super

[00:17:26] advancing that part.

[00:17:27] And it's going to help us

[00:17:28] to be more productive and

[00:17:30] effective to find the

[00:17:31] best candidates in a

[00:17:32] short time for our

[00:17:33] clients with the best

[00:17:35] rate possible in terms

[00:17:36] of fit.

[00:17:38] So I'm curious talking

[00:17:39] about technology, like

[00:17:41] what technology or

[00:17:42] systems are using right

[00:17:43] now to facilitate your

[00:17:45] recruitment? Do you have

[00:17:47] ATS, HRAS? Do you use

[00:17:50] any tech recruitment

[00:17:52] tools? Like what we call

[00:17:53] our tech stack. So all

[00:17:54] the tools that we leverage

[00:17:55] to help us recruit, what

[00:17:57] does Mitova use?

[00:17:58] Well, we don't have a

[00:17:59] different technology

[00:18:01] software where we use

[00:18:02] it. It depends on the

[00:18:03] area, but for recruitment,

[00:18:05] it's very helpful for us

[00:18:06] using ISO. This is a

[00:18:08] recruitment software

[00:18:09] where we follow up the

[00:18:10] processes of the

[00:18:11] candidates. We have

[00:18:13] another sub work with

[00:18:14] very good for us.

[00:18:15] Who is Cantara. This

[00:18:17] software is very helpful

[00:18:19] for following up the

[00:18:20] hours of the people

[00:18:22] where they are working.

[00:18:23] And internally we have

[00:18:25] a lot of things that

[00:18:26] we develop for our

[00:18:28] own self to improve

[00:18:30] times following up process

[00:18:32] and things like that.

[00:18:33] Mostly we use those

[00:18:35] and with a lot of

[00:18:36] help with AWS in

[00:18:38] something, which have a

[00:18:39] lot of things in the

[00:18:40] cloud. But technology is

[00:18:42] over like Mitova is

[00:18:43] technology since Mitova

[00:18:45] started, we use

[00:18:46] everything with

[00:18:48] technology.

[00:18:49] Is there anything

[00:18:50] technology wise you're

[00:18:51] like, Oh, it'd be so

[00:18:52] great if we had that

[00:18:54] that would simplify

[00:18:55] your life. I guess

[00:18:56] what's really cool

[00:18:56] about working for a

[00:18:57] company like yours is

[00:18:58] you can go to your

[00:18:59] team and be like,

[00:19:00] Hey, I need something

[00:19:01] to do this. Can you

[00:19:02] guys build it or

[00:19:03] should I go outside

[00:19:04] and acquire it?

[00:19:05] Does that happen?

[00:19:08] Yes, I think one of

[00:19:09] the part that I had

[00:19:11] the idea to create

[00:19:11] the AI was because

[00:19:13] I saw that we can

[00:19:15] find better people

[00:19:17] according their skills

[00:19:19] or their feet for

[00:19:21] our clients in a

[00:19:22] short time, because

[00:19:23] we have a lot of

[00:19:24] data here. We have

[00:19:25] a lot of resumes

[00:19:26] and feedbacks from

[00:19:27] the technical side

[00:19:28] because we provide

[00:19:29] that to our clients.

[00:19:31] That's why the

[00:19:32] idea of creating

[00:19:34] something new

[00:19:35] started. And I'm

[00:19:36] really grateful

[00:19:37] that we have the

[00:19:38] talent who can make

[00:19:39] everything possible,

[00:19:40] designers, developers,

[00:19:43] people who is

[00:19:44] working in the

[00:19:45] cloud, like saving

[00:19:46] everything and helping

[00:19:47] us to control

[00:19:49] how to move everything.

[00:19:51] So it's very good

[00:19:52] for us because if

[00:19:53] I have an idea,

[00:19:54] I know I'm going to

[00:19:55] be supported from

[00:19:56] my team in Mexico

[00:19:58] and the US to

[00:19:59] make it possible.

[00:20:00] But at the beginning

[00:20:01] it was hard because

[00:20:02] when we started

[00:20:03] with this business

[00:20:04] side of talent,

[00:20:06] we didn't have anything

[00:20:07] in that moment to

[00:20:08] save things or follow

[00:20:10] up the process

[00:20:11] with the candidates.

[00:20:12] So we moved to

[00:20:12] different platforms

[00:20:14] in HR, since

[00:20:16] Google, since

[00:20:17] BanbuHR.

[00:20:19] And I don't remember

[00:20:20] the name, but it was

[00:20:21] an Indian software

[00:20:22] program where we follow

[00:20:24] up the candidates.

[00:20:25] But none of those

[00:20:27] were exactly what

[00:20:28] we needed.

[00:20:29] So right now we're

[00:20:30] using principally

[00:20:31] our own system

[00:20:33] and then using

[00:20:34] the ISO processes

[00:20:36] to follow up

[00:20:36] all the candidates

[00:20:37] and understand

[00:20:38] where the people

[00:20:39] are coming.

[00:20:40] Some people are

[00:20:41] coming directly from

[00:20:42] LinkedIn.

[00:20:43] Some people are coming

[00:20:44] directly from

[00:20:45] Indie or another

[00:20:46] webpage.

[00:20:47] Or some people just

[00:20:48] came directly from

[00:20:49] Job Fair.

[00:20:50] So it's very important

[00:20:51] for us to understand

[00:20:52] the data to give

[00:20:53] us more information

[00:20:55] about the future,

[00:20:56] where our recruitment

[00:20:58] processes is successful

[00:21:00] and what we need

[00:21:01] to use to improve.

[00:21:03] So Miriam,

[00:21:04] as you look to the future,

[00:21:05] because you brought up

[00:21:06] some really interesting

[00:21:08] things about the fact

[00:21:09] that some systems out there

[00:21:11] are not going to do

[00:21:12] everything that you need

[00:21:13] and having access

[00:21:16] to talent that can

[00:21:18] help you build it

[00:21:19] and solve problems.

[00:21:21] But I think what really

[00:21:23] tweaked me was the idea

[00:21:24] of understanding source

[00:21:27] of where your best

[00:21:28] talent comes from,

[00:21:30] because no matter

[00:21:30] where you are in the world,

[00:21:33] whether it's Mexico,

[00:21:34] US, Canada or Europe,

[00:21:36] that is such an important

[00:21:37] piece of data

[00:21:38] to know what is

[00:21:40] your best source.

[00:21:42] And so if you've got

[00:21:44] a solution,

[00:21:44] some way of actually

[00:21:45] tracking it, right?

[00:21:47] Not just self disclosed

[00:21:49] and candidates said,

[00:21:49] I found you on your website,

[00:21:51] but to be able to really track

[00:21:53] two steps back.

[00:21:53] Where did they come from?

[00:21:54] What were they doing

[00:21:56] and understand that behavior

[00:21:58] that would be like chocolate,

[00:22:01] right?

[00:22:01] To have access

[00:22:02] to that sort of data.

[00:22:03] So as you look to the future,

[00:22:05] what sort of trends

[00:22:08] or developments

[00:22:09] that you foresee coming

[00:22:11] are going to have an impact

[00:22:12] on recruitment in HR?

[00:22:14] This is something

[00:22:15] I think is really important

[00:22:17] to understand.

[00:22:18] It isn't like worldwide thing.

[00:22:20] I give a lot of conferences

[00:22:21] about this here in Guadalajara.

[00:22:23] It's about how their generation

[00:22:25] are changing.

[00:22:26] This is not the kind

[00:22:27] of recruitment like three,

[00:22:29] four, five, ten years ago.

[00:22:31] The recruitment process

[00:22:32] is changing and it's challenging

[00:22:34] because people likes

[00:22:36] another kind of things

[00:22:37] that the candidates before.

[00:22:40] So principally,

[00:22:41] I think we need to understand

[00:22:44] candidates are looking for more

[00:22:46] personal life thing

[00:22:48] and then understand

[00:22:50] that they want to be here.

[00:22:51] So we educate them

[00:22:55] with following

[00:22:56] and the structure of a company

[00:22:58] about how everything works,

[00:23:00] how they can grow

[00:23:01] with a current product

[00:23:02] will be really successful

[00:23:04] for both sides

[00:23:05] because I have some clients

[00:23:06] who comments about that.

[00:23:08] Hey, I don't like this generation.

[00:23:10] The new one like the Zeta generation

[00:23:12] because they want everything fast.

[00:23:13] They only want money

[00:23:15] and things like that.

[00:23:15] We're trying to let them know

[00:23:16] that these people really smart

[00:23:19] who lives with the technology

[00:23:20] all the time.

[00:23:21] It's their life.

[00:23:22] 100% of their time is technology.

[00:23:24] So they need to understand

[00:23:26] that these people is smart.

[00:23:27] They want everything fast.

[00:23:28] They want everything in that moment

[00:23:30] because they can access that.

[00:23:33] If you want to order food,

[00:23:34] if you want to call someone

[00:23:36] with a video call

[00:23:37] in that moment,

[00:23:38] if you want some clothes

[00:23:39] or buy something in Amazon,

[00:23:41] you're going to have

[00:23:41] everything in that moment.

[00:23:43] Instead, 10, 15 years ago,

[00:23:46] with the people

[00:23:47] were more about

[00:23:49] wait for the processes,

[00:23:50] win the things.

[00:23:52] It was a little bit different.

[00:23:53] So being in the middle

[00:23:54] and tell the people,

[00:23:56] hey, relax,

[00:23:57] you're going to be

[00:23:58] in some point

[00:23:59] where you want to be.

[00:24:00] But you need to learn

[00:24:01] a lot of things.

[00:24:02] Train yourself as the team.

[00:24:04] Ask for guidance

[00:24:06] because if you are moving

[00:24:09] to a new other positions

[00:24:10] without experience,

[00:24:12] you're going to fall down

[00:24:13] because you don't have the experience

[00:24:14] to manage something.

[00:24:16] So I think this is the future

[00:24:18] where the company needs

[00:24:19] to understand how to communicate

[00:24:21] well with the candidates

[00:24:22] who are younger

[00:24:23] and the candidates

[00:24:24] younger need to understand

[00:24:26] that there's a rules

[00:24:26] to follow up in a company.

[00:24:28] If we as recruiters

[00:24:30] being in the middle

[00:24:31] and explaining how both

[00:24:33] can communicate well

[00:24:34] and improve their things,

[00:24:36] I think we're going to have

[00:24:37] people really successful

[00:24:39] in both sides.

[00:24:42] Fantastic, Miriam.

[00:24:43] It's really interesting

[00:24:44] because Shelley started

[00:24:46] recruiting in the ages

[00:24:47] of the fax machine, right?

[00:24:49] And that was her number one tool

[00:24:50] and how the world has evolved.

[00:24:52] That's a joke, Shelley, but

[00:24:53] I know, I know.

[00:24:54] No, it's true.

[00:24:55] Like when you as I'm saying it,

[00:24:57] I'm like it was probably true

[00:24:58] because my first job in sales

[00:25:01] I would fax

[00:25:03] customers different things, right?

[00:25:05] It feels so long ago,

[00:25:06] but it's not that long ago.

[00:25:08] I don't want to age

[00:25:09] or something too much.

[00:25:11] So Miriam, thank you so much

[00:25:13] for joining us.

[00:25:13] If anyone wants to get a hold of you,

[00:25:16] what's the best way?

[00:25:17] LinkedIn, I'm assuming.

[00:25:18] Yeah, they can find me

[00:25:19] directly in LinkedIn

[00:25:20] and they can route me

[00:25:22] and send me email,

[00:25:24] whatever.

[00:25:24] I'm totally open.

[00:25:25] I would love to talk with anyone

[00:25:27] who is interested to know more about

[00:25:29] what we're doing in Metoba.

[00:25:31] Could be a software development

[00:25:33] or talent side solutions

[00:25:35] or just if you have a question

[00:25:37] about how the things work in Mexico,

[00:25:39] I'm super happy to help with.

[00:25:41] Well, I think that's

[00:25:42] the fascinating aspect of it

[00:25:43] because I don't think we realize

[00:25:46] how much talent is in Mexico

[00:25:49] and there's huge advantages

[00:25:50] and I saw it firsthand

[00:25:52] working with Metoba

[00:25:53] and getting incredible talent.

[00:25:55] So for anyone wanting

[00:25:57] to find out more about Metoba,

[00:25:59] they can go to metoba.com

[00:26:01] M E T O V A dot com

[00:26:05] Miriam again,

[00:26:06] it was so great to see you again

[00:26:08] and thank you so much for joining us

[00:26:09] on the recruitment flags.

[00:26:11] Thank you so much, Shelley.

[00:26:12] Thank you so much, Serge.

[00:26:13] I'm super proud to be here

[00:26:15] sending hugs to you.

[00:26:16] Thank you.

[00:26:17] Thank you.

[00:26:19] Au revoir.

[00:26:28] Shelley, let's face it,

[00:26:29] texting candidates is the easiest way

[00:26:32] to hire quicker today,

[00:26:33] but your cell phone

[00:26:34] doesn't connect to your ATS.

[00:26:36] You're sharing your personal number

[00:26:38] with strangers,

[00:26:38] so it's pretty scary, right, Shelley?

[00:26:40] And it's not even legally compliant.

[00:26:43] This is where our friends

[00:26:44] at Rectex come in.

[00:26:46] They've created simple

[00:26:47] yet powerful text recruiting software

[00:26:49] that works with your ATS.

[00:26:51] Plus, it's designed by recruiters

[00:26:54] for recruiters,

[00:26:55] so you know it works.

[00:26:57] To learn more and book a demo,

[00:26:59] visit www R E C T X T dot com

[00:27:04] mention the recruitment flags

[00:27:06] and get 10% off annual plans.

[00:27:09] Imagine how fast we could solve

[00:27:11] the world's biggest problems

[00:27:13] if more SaaS startups

[00:27:14] would gain traction sooner.

[00:27:16] Welcome to the Tech Entrepreneur

[00:27:18] on a Mission podcast.

[00:27:19] This podcast is dedicated

[00:27:21] to sharing experiences

[00:27:22] from B2B SaaS CEOs

[00:27:24] who are going above and beyond

[00:27:26] to deliver change that is noticed.

[00:27:28] You will hear their secrets

[00:27:29] and learn what is required

[00:27:31] to build a SaaS business

[00:27:32] that the world starts talking about

[00:27:34] and keeps talking about

[00:27:36] and how to overcome

[00:27:37] the roadblocks.

[00:27:38] Just to do so.