Free guide for HR teams. 5-dimension framework built on 500+ placements.

Vet LatAm developers
in 4 steps.Ship in 5 days.

A proven framework HR leaders use to assess remote LatAm developers. Soft skills, technical signals, cultural fit, and reference checks, all in one place.

For HR teams
Built on hundreds of placements
100% free
5-dimension evaluation rubric
Soft-skills scoring template
Technical signals beyond the resume
Reference-check scripts
Red flags to spot early
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HR Evaluation Framework Soft Skills Assessment Technical Signals Cultural Fit Reference Check Scripts 500+ Placements LatAm Talent Free Guide
500+
Placements informed the framework
5
Evaluation dimensions
6+
LatAm countries covered
98%
Placement success rate

4 chapters. Everything HR teams need
to vet LatAm talent.

Built for HR managers, talent leads, and recruiting teams hiring remote LatAm developers for the first time. Updated with insights from 200 plus real Awana placements.

The 5-Dimension Framework

Score every candidate on technical, communication, ownership, cultural fit, and references. One rubric, every hire.

Soft Skills That Matter

English fluency, async communication, ownership, and team alignment. The signals that predict remote-work success.

Technical Signals Beyond the Resume

Projects, GitHub activity, problem-solving live exercises. What to look for and what to ignore in technical screens.

Cultural Fit and Reference Checks

Proven scripts to verify past performance, plus red flags to catch before extending the offer.

Score every candidate.
Compare apples to apples.

Dimension
What to assess
How to score
Technical
Code quality, problem-solving, stack expertise
Take-home + live coding
Communication
English fluency, async clarity, writing
Video call + writing sample
Ownership
Initiative, follow-through, accountability
Behavioral interview
Cultural fit
Values alignment, working style
Team interview
References
Past performance verification
2 to 3 reference calls

Full scoring templates and interview scripts inside the free download.

1
Vague answers about past projects
Candidates who can't explain technical decisions in their own work usually struggle in new contexts too.
2
Inconsistent reference responses
When two references describe the same candidate differently, dig deeper. There is usually a reason.
3
No async writing samples
Remote-first roles depend on written clarity. A weak writing sample is a leading indicator of friction later.
4
Pushes back on take-home challenges
Reasonable scoped exercises are standard. Strong candidates engage; signal-poor ones avoid.

5 steps. Proven across
200 plus Awana placements.

Align with hiring manager

Define what success looks like in this role before screening anyone. Co-sign the scoring rubric.

Screen candidates

Run a structured 30-minute conversation. Same questions, same order. Compare scores, not impressions.

Score against framework

Each dimension on a 1 to 5 scale. Document evidence. The rubric stops gut-call hiring mistakes.

Reference checks

2 or 3 references with the same scripted questions. Look for consistency, not just praise.

Final decision

Weighted average across dimensions. If anything below 3, slow down. Speed kills retention.