Hiring in Mexico, made simple
Post a job or search resumes, interview, and hire directly — no salary markups, ever.
How hiring actually works here, start to finish
No recruiter in the middle and no placement fee — which means you run the process yourself. Here is exactly what that looks like, what each stage costs you, and how to judge a candidate properly before you commit to anyone.
Create your account
Register as an employer with an email address or your Google account. It takes about a minute and costs nothing.
- No card required to sign up, and no charge to look around.
- Browsing the full candidate directory is free and unlimited — you can read every profile before you decide whether this is worth paying for.
- On the free plan you can post up to 3 jobs a month and see the first 15 applicants on each one.
- What the free plan does not include is contacting anyone. That is the paid step, and it is the only thing standing between you and a conversation.
Deliberate design: you should be able to judge whether the talent here is good enough before you spend a peso.
Get candidates in front of you
Two routes, and they work well together. Post a job and let applicants come to you, or go straight to the directory and approach people yourself.
- Post a job — write the role, the salary and the hours. It goes live after review and candidates apply to it. Best when you want volume and a self-selected pool.
- Search the directory — filter the whole talent pool yourself by skill, job title, English level, expected salary, availability and trust score. Best when you know exactly who you want.
- Most employers do both: post the job to catch inbound interest, then search proactively so you are not waiting on applications.
- You can also filter the directory down to people who already applied to your jobs, so your inbound and outbound pipelines stay in one place.
Posting and searching are both free. Nothing here costs you anything yet.
Read the profile before you spend anything
This is the stage most people rush, and it is the one that saves the most time. Every profile carries far more than a resume.
- Work history, education, rated skills, a portfolio link, and a self-declared English level you can filter on.
- A resume document on file, uploaded by the candidate.
- A trust score out of 100 — explained in full below — that separates what a candidate claims from what they have actually done on the platform.
- Whether they have been hired through the platform before, and reviews from the employers who hired them.
Shortlist on this stage. Ten careful profile reads beat fifty rushed messages.
Open the conversation
When you want to talk to someone, you unlock contact and message them directly inside the platform.
- Contacts are metered by your plan on a monthly cycle, and you can buy extra credits without upgrading if you just need a few more.
- Messaging happens in the platform so you have a written record of what was agreed — useful later when you are comparing candidates from memory.
- You are talking to the person, not an agency. Nobody is reading, filtering or marking up the conversation.
- Reply speed at this stage is real signal. Someone who answers a clear question with a clear answer within a day is telling you something about how they will work.
This is the paid step. Everything before it is free, and everything after it is between you and them.
Interview against your own topics
Set your availability, send an invitation, and the candidate books a slot that works for both of you. Then run a real interview — the topic guide below is the part that decides whether you hire well.
- Publish your availability once and share the booking link; candidates pick a slot instead of trading six emails about timing.
- Interviews you confirm are recorded against the candidate, which is one of the earned signals feeding their trust score.
- Run the same topics, in the same order, with every candidate for a role. Consistency is what makes a comparison meaningful.
- Do at least part of the call in English if the role needs English. It is the fastest, fairest test there is, and it takes five minutes.
Use the eight topic areas below. Score each one as you go — do not trust your memory afterwards.
Pick, hire, and keep the record
Compare your scores, make the offer, and mark the hire in the platform so it becomes part of the public record.
- Agree the salary and start date directly with the person. We never mark up, take a cut of, or sit between you and their pay.
- Mark them as hired on their profile or from your applicant list — this builds your roster of hired workers.
- Pay them the way you would any international contractor: Wise, Deel, Payoneer, Remitly or a direct transfer.
- Leave an honest review afterwards. It is the single most valuable thing you can give the next employer, and it feeds the trust score everyone relies on.
If it does not work out there is no lock-in and no placement fee — go back to your shortlist and hire the runner-up.
How to verify someone: the trust score, explained
Most marketplaces show you self-reported stars. This score is deliberately split in two, so a polished profile can never look like a proven track record. Filling in every field perfectly caps you at 60 out of 100 — the remaining 40 has to be earned through things a candidate cannot simply type in.
Self-reported — caps at 60
60What the candidate tells you about themselves. Useful, but it only proves they filled in a form carefully.
- Identity verified+25
- Profile photo+5
- Phone number on file+5
- Written bio (50+ characters)+5
- At least 3 listed skills+5
- Portfolio link+5
- Work experience listed+4
- Education listed+3
- Expected rate stated+3
Earned — the other 40
40Third-party and behavioural signals. These come from what the candidate has actually done, which is why they matter more than everything above.
- Resume document on file+10
- Hired at least once through the platform+10
- Has reviews from past employers+5
- Average review rating of 4 or better+5
- Completed a confirmed interview+5
- Skills rated, not just claimed+5
How to read a score
70–100
Verified identity plus a real platform track record. Interview with confidence.
45–69
Solid, well-documented profile — usually someone early on the platform rather than someone unproven professionally. Worth a conversation.
Under 45
Thin profile. Might still be excellent, but you are doing all the verification yourself. Ask for references.
A new arrival with genuinely great experience can score low simply because they have not been hired here yet. Treat the score as a shortcut, never as a verdict — the interview is still where you decide.
What to actually ask: eight topics that separate candidates
Run these with every candidate for the same role, in the same order, and score each one out of 5 as you go. The structure is the point — it turns "I liked her" into something you can defend and compare a week later.
Can they do the actual work
Generic experience questions get generic answers. Ask about a real task from your week.
- Walk me through the last time you did something like [a specific task from the role]. What did you start with, and what did you hand over?
- What part of that kind of work do people usually get wrong?
- Show me something you produced that you are proud of, and tell me what you would change now.
English, tested rather than claimed
A stated level is a starting point, not evidence. Five minutes on a call settles it completely.
- Switch to English and ask them to explain their current job to someone outside their field.
- Ask a follow-up they could not have prepared for, and listen to how they recover.
- Have them explain something back to you in their own words to check comprehension, not just fluency.
Hours and overlap
The time-zone advantage only pays off if you agree the specifics up front.
- What hours can you commit to consistently, in my time zone?
- Do you have any other regular commitments — study, another client, family obligations — during those hours?
- How much notice would you need for an occasional early start or late finish?
Setup and reliability
Remote work fails on infrastructure more often than on talent. This is a boring question that prevents a real problem.
- Describe your internet connection and your backup if it goes down.
- What computer and equipment are you working with?
- Where will you be working from, and how quiet is it during a client call?
How they work without supervision
You are not going to be looking over their shoulder. Find out what they do when they get stuck.
- You hit something you cannot resolve and I am asleep. Walk me through exactly what you do next.
- How do you keep track of what you owe people and when it is due?
- Tell me about a time you noticed something was wrong that nobody had asked you to look at.
Tools they already know
Cheaper to hire someone who knows your stack than to teach it. Ask before you assume.
- Which of [your actual tools] have you used, and how heavily?
- What is your process for learning a tool you have never touched?
- What is the last new system you had to learn, and how long before you were useful in it?
Communication style
Most remote hires that fail, fail here. This is worth more weight than people give it.
- How often do you want to hear from me, and how do you prefer to receive feedback?
- Tell me about a time you disagreed with a manager. What did you do?
- If you were falling behind on a deadline, when and how would you tell me?
Money and commitment
Leave this vague and it becomes your first argument. Settle it in the interview.
- What monthly figure are you looking for, and what would make you say yes today?
- Are you interviewing elsewhere, and what is your timeline?
- What would make you leave a role like this after six months?
Score as you go
Rate every topic 1 to 5 during the call, not after it. Write one sentence of evidence next to each score. When you sit down with four candidates a week later, the notes are what you will actually compare — and they are what stops the most recent interview from winning by default.
A candidate scoring 4s across the board usually beats one with two 5s and a 2.
What this realistically takes
Day 1
Create the account, post the job, and start shortlisting from the directory the same afternoon.
Days 2–4
Applications arrive. Read profiles and trust scores, and cut to a shortlist of five to eight.
Days 3–6
Unlock contact and open conversations. Ask two or three screening questions in writing before booking any calls.
Days 5–10
Run interviews against the eight topics. Thirty to forty-five minutes each is plenty.
Days 8–12
Compare scorecards, make the offer, agree salary and start date, and mark the hire.
Assuming you move promptly at each stage. The bottleneck is almost always how fast you review and reply, not how fast candidates respond.
We publish the candidate guide too, and it is worth two minutes of your time: it tells workers the exact eight topics we recommend you ask about, and shows them the same trust score you filter by. Everyone arrives better prepared.
Read the candidate guide →Start with the part that costs nothing
Read the profiles and the trust scores before you decide whether any of this is worth paying for. That is the order we would want if we were you.