We conducted a long-format interview with Santiago to cover their career in depth — revealing how Santiago actually thinks, decides, and performs.
How Santiago works
A behavioral read of how Santiago operates — decisions, stakeholders, the problems they take on, and what drives them.
Decision Making
Santiago consistently demonstrates the ability to make independent decisions and take initiative across various roles. At Enterprise Recruitment, he proactively sought to prove his value after being initially rejected for the position, identifying and presenting Latin American talent as a unique asset to the company. His experience at DIRECTV further illustrates this, where he took ownership of the entire recruitment function for technology roles, navigating complex hiring processes and ensuring timely placements without waiting for direction from others. Santiago's approach to decision-making is characterized by his ability to define problems and seek solutions autonomously, as seen when he successfully managed recruitment challenges at Zurich by building relationships with brokers and understanding the operational side of the insurance business.
Stakeholders
Santiago operates at multiple levels of stakeholder engagement, effectively interacting with both internal and external parties. At DIRECTV, he worked directly with senior management, including the CIO and external recruitment firms, to ensure successful hiring outcomes. His role at Davidson Technology involved building strong relationships with clients and the Latin American tech community, where he organized meetups to connect professionals with potential employers. This ability to engage with diverse stakeholders, from hiring managers to external partners, showcases his capacity to navigate complex organizational landscapes and align interests across different groups.
Problem Complexity
Santiago handles a range of problem complexities, from short-term recruitment challenges to long-term strategic initiatives. His role at Enterprise Recruitment required him to fill multiple technology positions quickly, demonstrating his ability to manage immediate hiring needs effectively. In contrast, his experience with Pitcheers involved building a recruitment business from the ground up, which required long-term planning, market understanding, and continuous adaptation to changing conditions. This breadth of experience across different time spans and complexities highlights his capability to manage both immediate and strategic challenges in recruitment.
Motivations
Santiago's career trajectory indicates a strong intrinsic motivation for continuous learning and innovation in recruitment practices. His decision to found Pitcheers stemmed from a desire to address inefficiencies he observed in traditional recruitment models, reflecting his drive to innovate and improve processes. Additionally, his involvement in developing Taskpace and KnowMe illustrates his commitment to leveraging technology to enhance hiring practices, indicating a preference for roles that allow him to build and create impactful solutions. Santiago consistently seeks opportunities that challenge him intellectually and allow him to contribute meaningfully to the recruitment landscape.
About
As the Founder and CEO of Pitcheers, I have cultivated a transparent, context-driven approach to recruitment and talent acquisition, partnering with diverse organizations across multiple countries. My experience spans nearly two decades, during which I have honed my ability to understand complex hiring needs and build trusted relationships with stakeholders. At Davidson Technology, I specialized in technology recruitment, where I deepened my expertise in the talent market and developed a sophisticated approach to business development, ensuring that I could effectively connect companies with the right candidates.
My decision-making is rooted in a commitment to ownership and adaptability. At Enterprise Recruitment, I faced the challenge of establishing my credibility in a new country and language, which I overcame by demonstrating my value through actionable results. This experience taught me to leverage my diverse background in HR, technology, and sales to navigate ambiguity and drive successful outcomes. I thrive in environments where I can integrate insights from various sectors, transforming them into innovative solutions that meet the evolving demands of the recruitment landscape.
I excel in roles that require a blend of strategic thinking and hands-on execution, particularly in dynamic markets. My work with KnowMe exemplifies this, as I developed a platform that enhances hiring decisions through structured, evidence-based interviews. This focus on understanding candidates beyond traditional metrics allows me to add significant value to organizations seeking to improve their hiring processes and build high-performing teams.
Experience
Global CEO and Co-Founder
Jan 2025KnowMe
I built a platform that helps companies make better hiring decisions by replacing guesswork with structured, evidence-based interviews. This involved designing a system that captures deep, long-format conversations, transforming them into interactive, AI-powered profiles that provide clear insights into candidates' capabilities and decision-making processes. I focused on understanding user needs and ensuring that the technology effectively showcased candidates' full professional stories, moving beyond traditional résumé formats.
When developing this platform, I prioritized creating a user-friendly interface that would facilitate meaningful interactions between candidates and employers. I engaged with various stakeholders to gather feedback, iterating on the design based on their insights. This collaborative approach ensured that the final product addressed real hiring challenges, enhancing the overall candidate experience and improving the quality of hiring decisions.
A pivotal moment in this role was when I recognized the limitations of conventional recruitment methods. I initiated a project to integrate deeper interview techniques into our platform, which involved extensive research and testing. This decision not only aligned with my vision of reimagining the hiring process but also demonstrated my commitment to leveraging technology to enhance recruitment practices.
Founder - CEO
Dec 2016Pitcheers
I built a recruitment firm focused on transforming the hiring process by prioritizing sustainability, transparency, and human connection. My daily tasks involved understanding client needs, developing tailored recruitment strategies, and managing the entire hiring cycle from candidate sourcing to placement. I utilized various tools and methods to assess candidates beyond their resumes, emphasizing skills, culture fit, and motivation. This approach allowed me to create a more meaningful connection between candidates and companies.
When challenges arose, I evaluated the specific needs of both clients and candidates, often rethinking traditional recruitment models to adapt to changing market conditions. I engaged in deep conversations with stakeholders to ensure alignment on expectations and outcomes, which helped build trust and foster long-term partnerships. My focus was always on delivering value through a thorough understanding of the recruitment landscape and the unique needs of each client.
A notable moment was when I identified a gap in the market for connecting Latin American tech talent with opportunities in New Zealand. I organized a meetup that brought together over 100 professionals, showcasing the potential of this talent pool to local companies. This initiative not only strengthened my network but also demonstrated my commitment to bridging gaps in the recruitment process.
Consultant
Sep 2015 – Nov 2016Davidson Technology
I managed the full-cycle recruitment process for IT roles, focusing on positions such as Software Developers, Test Engineers, and Application Specialists. My approach involved building strong relationships with clients and candidates, ensuring that I understood their needs and expectations. I utilized a consultative method, where I engaged in regular communication with hiring managers to align on requirements and provided market insights to help shape their hiring strategies.
When faced with challenges, I prioritized understanding the unique aspects of each role and the specific skills required. I often collaborated with senior IT recruiters to deepen our connection with the Latin American tech community, which allowed us to tap into a talent pool that was previously underutilized. This involved not only sourcing candidates but also advocating for their potential to clients, ensuring that we presented the best fits for their teams.
A notable instance was organizing a meetup with Trade Me, New Zealand's largest e-commerce company, to connect them with Latin American technology professionals. This initiative not only showcased the talent available but also established a platform for ongoing engagement between the two communities, highlighting my ability to bridge gaps and create opportunities in the recruitment landscape.
Recruitment Consultant
Apr 2014 – Aug 2015Enterprise Recruitment
I managed the end-to-end recruitment process across a wide range of roles, focusing particularly on technology hiring across Latin America. This involved building strong relationships with IT managers and external recruiting firms, ensuring that I understood their specific needs and the competitive landscape for talent. I navigated complex internal processes, aligning with finance and compensation teams to secure budget approvals and negotiating salary expectations to attract top candidates in a high-demand market.
When faced with challenges, I prioritized open communication and collaboration with hiring managers to make timely, data-driven decisions. I often had to coach them on the recruitment process, ensuring they understood the importance of acting quickly to fill roles within our key performance indicators. This approach not only streamlined our hiring processes but also fostered trust and credibility with the teams I supported.
A notable example of my work was when I successfully filled a critical role for a major client that had been struggling to find the right candidate. I took the initiative to conduct a thorough market analysis, identifying potential candidates who were not actively seeking new opportunities. By leveraging my network and understanding of the local talent landscape, I presented a candidate who ultimately exceeded the client's expectations, demonstrating my ability to connect the right talent with the right opportunities.
Sales & Distribution - Corporate Life & Pensions
Jan 2013 – Jan 2014Zurich Insurance Company Ltd.
I managed relationships with major insurance brokers, focusing on new business acquisition and portfolio management. My daily tasks included pitching group life insurance policies, handling ongoing client relationships, and ensuring smooth operations for policy renewals and claims. I became the bridge between brokers and internal teams, aligning their needs with underwriting requirements to expedite the quoting process. This involved a lot of follow-up and trust-building, ensuring that brokers received timely and competitive quotes.
When faced with challenges, I prioritized building strong relationships with brokers to gather the necessary information for accurate risk assessments. I evaluated the needs of both brokers and clients, balancing speed with the detailed data required by actuaries. This approach allowed me to navigate complex stakeholder dynamics effectively, ensuring that all parties were aligned and informed.
One notable instance involved managing the rollout of voluntary insurance sales campaigns at major clients like Peugeot and Mercedes-Benz. I coordinated teams of external sales representatives, organized access to plant managers, and ensured that the sales reps were trained and motivated. This required meticulous planning and strong interpersonal skills to gain buy-in from various stakeholders, showcasing my ability to manage large-scale initiatives successfully.
HR Business Partner
May 2012 – Jan 2013DIRECTV
I managed the end-to-end recruitment process across various roles, focusing on technology hiring for the organization. This involved building strong relationships with IT managers and external recruitment firms, ensuring that I understood the specific needs of each department. I navigated complex internal processes, collaborating with finance and compensation teams to secure budget approvals and negotiating competitive salaries to attract top talent in a high-demand market.
When challenges arose, I prioritized effective communication and data-driven decision-making. I worked closely with hiring managers to coach them on making timely decisions based on market insights and candidate qualifications. This approach not only streamlined the hiring process but also fostered a collaborative environment where managers felt supported in their recruitment efforts.
One notable instance was when I led a recruitment campaign targeting low-income communities through prepaid product distribution channels. This initiative not only expanded our candidate pool but also demonstrated my ability to connect with diverse talent markets. By leveraging innovative strategies, I was able to address the company's hiring needs while also contributing to community engagement efforts.
Sr. Recruiting Specialist for IT
May 2011 – May 2012Panamericana
I managed the end-to-end recruitment process across a wide range of roles, focusing on technology hiring throughout Latin America. This involved building strong relationships with IT managers and external recruiting firms, ensuring that I understood the specific needs of each role. I coordinated with various departments, including Finance and Compensation & Benefits, to secure budget approvals and negotiate competitive salaries, all while maintaining a portfolio of around 20 open positions at any given time.
When challenges arose, such as navigating internal complexities or aligning hiring timelines with business needs, I prioritized open communication and collaboration. I worked closely with hiring managers to coach them on making timely, data-driven decisions, ensuring that we filled roles within the established KPIs. My approach was to actively listen to their concerns and provide insights that would help streamline the hiring process.
A notable moment during my time involved a particularly high-demand tech position that required quick action. I identified a candidate who had initially been overlooked due to a lack of specific experience. I advocated for this candidate by presenting a detailed case to the hiring manager, highlighting their transferable skills and cultural fit. This resulted in the candidate being interviewed and ultimately hired, demonstrating my commitment to finding the right talent for the organization.
Quality Assurance Manager
Feb 2011 – May 2011Voyer
I led the company's ISO 9001:2008 certification process, which involved interviewing employees across various departments to understand their workflows and identifying patterns and inconsistencies in recruitment processes. I documented these findings and standardized them into a unified methodology that aligned with ISO certification standards. This required a deep understanding of both the certification requirements and the operational realities of the organization, as I needed to ensure that our processes met the necessary benchmarks for quality assurance.
When faced with skepticism from senior consultants about my capabilities as a newcomer, I focused on building trust through open communication and demonstrating my commitment to the project. I actively sought feedback and engaged with team members to ensure their insights were incorporated into the certification framework. This collaborative approach not only helped me gain credibility but also fostered a sense of ownership among the team regarding the certification process.
A pivotal moment during my time was when I presented the initial certification plan to the entire company on my first day. Despite having no prior experience with ISO implementation, I took the initiative to prepare thoroughly, leveraging insights from my previous roles. This presentation was crucial in establishing my credibility and setting the tone for the project, showcasing my ability to tackle unfamiliar challenges head-on.
HR Business Partner
Feb 2008 – Jul 2010Mosaic
I supported recruitment across various functions, managing the end-to-end hiring process for roles ranging from call center operators to high-level IT professionals. I built strong relationships with hiring managers and external recruitment firms, ensuring that we filled positions efficiently and effectively. My responsibilities included aligning with finance and compensation teams to secure budget approvals, negotiating salary expectations, and coaching managers to make timely, data-driven hiring decisions.
When faced with challenges, I prioritized open communication and collaboration. I worked closely with managers to understand their specific needs and the nuances of their teams, which allowed me to tailor recruitment strategies accordingly. I also engaged in employee relations, addressing concerns and ensuring alignment with labor laws, which required me to navigate complex interpersonal dynamics and build trust with both employees and management.
A notable instance involved leading a salary review process where I analyzed market data and internal equity to propose adjustments that would attract top talent while maintaining budgetary constraints. This required careful consideration of various factors, including market trends and organizational goals, ultimately enhancing our ability to compete for skilled professionals in a challenging labor market.
Recruiter
Mar 2007 – Jan 2008EY
I coordinated the logistics and candidate experience for mass assessment centers, ensuring that we successfully brought in around 40 candidates each week. My role involved managing the entire process, from securing meeting rooms to liaising with providers for pre-employment medical exams and psychometric testing. I was actively involved in addressing attendance issues and rescheduling candidates, which required strong organizational skills and adaptability to meet strict deadlines.
When faced with challenges, I prioritized problem-solving and resourcefulness. For instance, I encountered a situation where a medical exam provider had no availability before the start date for a candidate. Instead of accepting this as a barrier, I took the initiative to explore alternative options, demonstrating my commitment to ensuring candidates could start on time. This experience highlighted the importance of persistence and creative thinking in overcoming obstacles.
A defining moment in this role was when I needed to prepare a report in Excel but lacked the necessary skills. I took the initiative to travel to meet my cousin, who taught me how to use the software effectively. This determination to learn and adapt not only allowed me to complete the task but also reinforced my understanding of the value of resourcefulness in a professional setting.
Education
International General Certificate of Secondary Education
Jan 2001 – Jan 2001University of Cambridge
I earned my International General Certificate of Secondary Education from the University of Cambridge in 2001, which provided me with a solid foundation in critical thinking and analytical skills. This achievement honed my ability to approach problems methodically and communicate effectively, skills that are essential in my current role as a recruitment leader. I apply this knowledge daily by assessing candidates beyond their resumes, ensuring that I understand their potential and fit within the organizations I work with.
Human Resources Master's Degree
Universidad Argentina de la Empresa
I earned my Human Resources Master's Degree from Universidad Argentina de la Empresa, where I gained a comprehensive understanding of HR principles, labor relations, and organizational behavior. This academic achievement honed my strategic thinking skills, enabling me to effectively align HR practices with business objectives. In my current role as CEO at Pitcheers, I leverage this knowledge and skill set to build strong recruitment strategies that foster meaningful connections between companies and talent.