Welcome to the Recruitment Hackers Podcast. A show about innovations, technology and leaders in the recruitment industry. Brought to you by Talkpush the leading recruitment automation platform. 

Max: Hello everybody. And welcome back to The hacks from max,  our recruitment podcast for recruitment hackers and people who’re interested in accelerating recruitment. Today we have a really exciting guest joining us who is not coming strictly from the world of recruitment and talent acquisition. But in fact, from the world of sales, Tito Borht is the founder and CEO of AltiSales, which is one of the leading sales development providers to the startup and tech world in the U.S. I met him in San Francisco a few years back, and I've been following him ever since on social media. Which he has turned into a hiring engine for his company. 

Tito, welcome to the show. 

Tito: Thanks Max. It's good to be here.

Max: Thanks for coming. So on this show we talk a lot to Talent Acquisition professionals and we present content for people who are hiring thousands and thousands of people.

And yesterday I was talking to somebody who hires 10,000 people a year. Your business is at the different end of the spectrum but I think that's what you've done at AltiSales can be really inspiring for companies of all sizes which is leveraging your voice on social media in order to attract exceptional talent. So that's where I'd like to take the conversation to. but first before we get going tell us a little bit about yourself.  What is the AltiSales.

Tito: Cool. Yeah. Quick background here. So I started a sales development consulting and outsourcing company back in 2012. The idea came 2011 started really doing work 2012. And we’re a really fun company to work for. I mean, we are a distributed company. We have employees and I think at one point we had like nine countries, I think now we're like seven different countries. A lot of people work from home. We have cool things happening like the quarterly president's club.

So every, three months, everybody who's hit their goals for the company is flown over to a cool destination. We've done things like Cancun, Mexico, the Bahamas and places like that, we get the team together and we spend about a long weekend, with one another, just enjoying ourselves, getting to know the rest of the team and so on and so forth because the rest of things are just managed via Zoom. So we're really interacting, just via video conference.

Max: So with this pandemic in place, no more quarterly president's club. I Imagine

Tito: Yeah, we're punting the President’s Club for the future. So everybody who’s qualified in Q1 and now is qualifying in Q2 is going to join me the same one  at some point and we’re going to make it bigger and better once we can travel. But yes, coronavirus has ruined a little bit of the fun, you know, I sometimes joke with the employees and I say, you know, maybe the way we will run this is we'll just do president's club like this. 

Max: Ooh. Yeah. For those who are listening, Tito just switched on his zoom background with the Palm trees. Yeah, I think this is the closest, a lot of people have been to the beach, sad times.  But  you know, I mean, I don't want to talk about sales efficiency, but for Talkpush. We’re spending less time traveling and more time selling, actually. Maybe you've seen the same thing.

Tito: Yeah, that's right. I think companies that are commonly remote are doing so much better than the usual company. And then companies that are usually in house are struggling to figure it out. At the beginning it was figuring out their setup, meaning what do I need at home to be able to have the basic equipment so I can work.

But nowadays it's productivity, you know, it's not easy to transition from working at the office to working from home and not wanting to take a nap from noon to 3:00 PM, right. Or whatever it is. 

Max: I already took mine.  So we're good.  Nothing wrong with taking a few naps, by the way. I mean, that can also be a productivity tip. but yeah, maybe not a two hour one.  I do think if you want to accelerate your time to nap, a glass of wine at lunch really,  does the trick. Tell us about AltiSales, the type of profiles that you're hiring for and maybe, you know, when you started this company how did you come up with a recruitment process  that was gonna speak to your values? That was going to speak to the kind of people you want to work with?

Tito: Yeah. So it was funny because the company, the first thing we set up was based in LA Paz, Bolivia, and we hired half of our team in the U S and we offered them all expenses paid to Bolivia. This was  back in 2012.  And then we hired a few people locally in Bolivia, and we built a hybrid team, righ, of native Americans living in Bolivia for six months, doing some work and then some local people that would be more or stable throughout the years in terms of being able to work with us. Unless, because the visas get more complex the longer you want to keep people out of the country and working there.

So, I think at the beginning it was very much trying to figure it out.  Where do we post in these different countries? What countries want to use websites like Indeed versus Craigslist versus local, even newspapers or stuff like that.  Finding the people with the basic requirements, like for us, we're an English we're speaking company. Then our main, you know, language is going to be English across the board.  But, then there are some teams that speak Spanish more than English. For example, we have a good amount of people in Latin America.  So the early days I think it was more figuring it out and understanding where to post and what to post,  in different places.

But then as years went by the strategy evolved and nowadays we actually find about 80% of our employees directly through social media. I mean, LinkedIn is probably the biggest place. They come inbound. So, I post something about us recruiting and we just started getting applications, which is awesome.

And then the other 20%, I think, comes from regionally sourced through current employees that understand their local countries and we know where to post. So we want to hire somebody in Colombia. We have somebody there that will tell us where to post. Somebody in Costa Rica, somebody in Bolivia, somebody in Argentina, we have all these different countries where we know what are the common places, where English speaking people, would be looking at.

Max: You know, the good job boards and marketplaces. You were talking about the sourcing strategy from a posting and then how it moved to social media. In a bigger company you have let's say 20 or 30 people working in recruitment. You'd have half the team doing sourcing the other half doing interviewing.

And then within the sourcing team, maybe you'd have a team that's dedicated to social media storytelling and answering questions. And if they're big enough, maybe they even have a chatbot, like the one we provide in order to handle these inquiries. 

I guess your time has, over the years, you've shifted more of your time into social media and into storytelling because you realized that it was gonna save you money on advertising or was it m...