Visual Blasters is the company behind Flip-A-Clip, an animation app used by millions of creators worldwide. The team builds and ships product from a mix of locations, with a growing presence in Argentina and Brazil alongside the US headquarters.
Josh Ward is the Chief Administrative Officer. He oversees HR, recruiting, payroll, accounting, and the company’s legal side. Recruiting is one piece of a much broader role, so every hour spent on sourcing is an hour taken away from everything else on his plate.
Heading into the year, Visual Blasters set growth targets that depended on bringing in stronger marketing and operating hires. Josh started looking for a partner to handle sourcing and screening in Latin America without adding more work to the internal team.
The search led to LatamCent.
Filling Specialized Roles Required Sourcing Beyond the US
Visual Blasters, the team behind animation app Flip-A-Clip, had a clear restriction heading into the year. The company set ambitious growth targets, and hitting them depended on filling several niche roles with people who could perform from day one.
Josh Ward, Chief Administrative Officer, oversees HR, recruiting, payroll, accounting, and legal. Recruiting is a much wider scope of responsibilities, which made the time cost of hiring a real issue.
With recruiting sitting inside that role, every hour Josh spent reviewing candidates came out of payroll, accounting, or legal work.
The company had already built early traction in Latin America, with team members in Argentina and Brazil, and wanted to keep hiring in those markets without rebuilding a sourcing process from scratch each time.
The harder part was finding sourcing support that understood the region.
Hiring in Argentina or hiring in Brazil from the US side means working with currency, time zones, compliance, and contractor logistics that most US recruiting firms do not handle. Posting roles directly on local job boards generated volume without context. Reviewing candidates one by one would have pulled Josh away from his other responsibilities.
There was also the integration problem.
Visual Blasters did not want a vendor sitting outside the company to send resumes via email. Hiring managers needed to talk to whoever was sourcing candidates the same way they talked to internal team members, with shared context on each role and each interview stage.
Without a sourcing partner to handle screening and integrate with the existing team, every new hire would have meant another stretch of the same friction.
LatamCent Sourced & Screened Marketing Candidates For Visual Blasters
Josh found LatamCent while searching for help on the lifecycle marketing specialist role. After a few calls with the team, the fit was clear. The LatamCent side understood the role, asked the right questions, and moved quickly.
The process started with a working session on the role.
LatamCent took the requirements, the seniority band, the tools the candidate needed to know, and the working hours that fit the Visual Blasters team. From there, sourcing and screening happened on LatamCent’s side. Visual Blasters did not review raw resumes or run first-round interviews.
Each candidate came in with a clear summary, the stage of the hiring process they were in, and a recording of the LatamCent screening interview. The recordings gave Visual Blasters context before they ever joined a call. Hiring managers could decide who to push forward without doing the early filtering work themselves.
Communication ran through a shared Slack channel.
LatamCent worked inside the same workspace as Josh, the hiring managers, and the wider team. Updates on candidates, scheduling, and feedback happened in one place. Hiring managers reached out directly when they had questions on a profile or wanted to move someone forward.
After the lifecycle marketing manager hire, Visual Blasters kept working with LatamCent on additional marketing roles using the same process.
LatamCent also handled the administrative side of hiring in Latin America, including compliance and contractor setup. Visual Blasters made every hiring decision. LatamCent built and managed the pipeline that led to those decisions.
The process with LatamCent felt less like working with an outside vendor and more like working with an in-house recruiting operation.
A Hiring Process That Scales With Visual Blasters
The hiring of the lifecycle marketing manager was the start. Visual Blasters kept running new roles through LatamCent because the process held up under repeated use.
Candidate tracking gave Josh and hiring managers a clear view of where each person stood in the pipeline. Stage updates landed in Slack as candidates moved forward. Interview recordings let hiring managers walk into their own calls already knowing how a candidate handled screening questions, so the first conversation focused on fit rather than basics.
The admin and compliance load of hiring in Argentina and Brazil sat with LatamCent. Contractor setup, local requirements, and the paperwork that comes with hiring outside the US are no longer something Josh has to learn on the fly.
When asked what LatamCent could do better, Josh had nothing to add.
The candidate summaries, the stage visibility, and the recordings already gave him what he needed to make hiring decisions without slowing down the rest of his work.
Visual Blasters now has a way to hire in Latin America and has registered marketing and operating roles, all filled through the same process that began with a single lifecycle marketing manager search.
Build Your Marketing Team in Latin America With LatamCent
For Josh Ward and the team at Visual Blasters, working with LatamCent made hiring outside the US a repeatable part of the company’s growth. What started as a search for one lifecycle marketing manager became the working model for every marketing role that followed.
LatamCent handled the sourcing, screening, and admin work that used to sit on Josh’s plate.
Visual Blasters maintained full control over who they interviewed and hired, and hiring managers received candidates who were already vetted, recorded, and tracked through a shared Slack channel.
Visual Blasters plans to keep hiring through LatamCent as the company moves toward its growth targets, building on the same process that brought in its first marketing hire from Latin America.
Book a meeting to hire vetted marketing candidates in Latin America.
