TestBox is a SaaS platform that helps revenue teams evaluate software products using real workflows and integrations. As the company expanded its engineering presence in Brazil, hiring became a priority to support product development and integration work.
Lucas Soranzo, Lead Engineer at TestBox, plays a central role in building and scaling the engineering team. His responsibilities include evaluating candidates, running technical interviews, and supporting hiring decisions as the company grows.
As hiring needs increased, TestBox needed a reliable way to find engineers in Brazil who could contribute quickly and meet technical expectations.
Growth in Brazil created immediate hiring pressure. The engineering team needed developers who understood the technical requirements and could integrate smoothly into existing workflows.
Publishing job listings brought volume, but volume did not translate into quality. Engineers spent significant time reviewing candidates who lacked the required experience or technical depth.
Lucas explained that identifying qualified engineers required more than posting open roles.
Managing candidate pipelines also created additional overhead. Applicants came from multiple sources, making it harder to track feedback, coordinate interviews, and maintain a consistent internal process.
Without targeted sourcing and screening, hiring consumed valuable engineering time.
TestBox Needed Better Brazil Sourcing as the Dev Team Grew
Growth in Brazil created hiring pressure. The engineering team needed developers with the right technical background and local market context.
Job posts produced applicants, but too many missed the mark. Engineers had to spend time reviewing profiles, filtering candidates, and moving the right people forward. That work competed directly with product priorities.
Hiring also became harder to manage once candidates started coming from multiple sources. Follow-ups slipped. Feedback lived in scattered messages. Progress tracking turned into manual notes.
Lucas summarized the difference clearly:
TestBox needed a reliable way to find qualified engineers in Brazil without adding to the engineering team’s workload.
LatamCent Delivered Pre-Screened Engineers and Helped TestBox Run a More Organized Hiring Process
TestBox partnered with LatamCent to improve how engineers were sourced and evaluated in Brazil. The process began with TestBox sharing the role requirements, technical expectations, and what a strong candidate for the team looked like.
LatamCent then sourced and screened candidates before presenting them. Each candidate is already aligned with the TestBox-defined criteria, allowing engineers to focus on technical interviews and internal evaluation rather than early filtering. TestBox kept full control over hiring decisions, including technical panels, cultural interviews, and final selection.
Lucas described the difference compared to organic sourcing:
LatamCent also helped keep hiring steps moving by staying close to the pipeline and helping track candidate progress. Before that, tasks like reviewing candidates or providing feedback lived in Slack messages or personal notes, which made it harder to see what required attention at any given moment.
To address that, LatamCent proposed a centralized tracker tied to each open role, linking action items and candidate information in one place. That gave the TestBox team a clear view of pending steps, ownership, and progress.
With stronger candidates entering the process and clearer coordination on next steps, TestBox reduced time spent on hiring logistics and kept roles moving forward without adding extra burden to the engineering team.
Hire in Brazil Faster With LatamCent
For TestBox, LatamCent became a valuable channel for hiring in Brazil, with stronger candidates entering the process and less coordination pain during the hiring process.
The team received pre-screened engineers aligned with the role requirements, kept its internal interview standards, and avoided the churn of sorting through low-fit applicants. Candidate follow-ups stayed tighter, and next steps became easier to track with a shared action list tied to each role.
If your team needs help sourcing and screening candidates in Latin America, LatamCent can deliver a vetted pipeline that meets your criteria and keeps the hiring process moving.
Book a meeting to get qualified candidates for your next role.
