Awana

Awana We connect stellar LatAm talent with forward-thinking companies worldwide.

With over 80 satisfied clients—from Fortune 500 companies to rapid-growth startups—we've established ourselves as the go-to experts in LATAM IT staffing.

The first time I told a client "we can't help you with this," I thought it was the end of the relationship.They needed a...
09/03/2026

The first time I told a client "we can't help you with this," I thought it was the end of the relationship.
They needed a CTO. But the problem wasn't talent it was an unresolved founder-engineer dynamic. Filling the role as-is would've guaranteed a churn in 6 months.
We told them straight up. Fixed the dynamic first.
4 months later, we helped them hire their CTO. Still there.
A real partner tells you what you need to hear, not what you want to hear. Even when it's "not yet."
That's recruiting with a long-term view.
👉 DM "PARTNER" if that's the kind of partner you're looking for.

09/02/2026

The best candidates are already working, not actively applying. The difference is knowing where to find them, how to reach them, and what makes them move.

At AWANA, we help US startups build high-performing engineering teams across LATAM without the endless hiring cycle.

Less time searching. More time building.

DM “TEAM” if you’re hiring in LATAM.

We talked to 1,000+ LATAM engineers. Here are the 5 things they want that US startups rarely offer.Real ownership not ju...
09/02/2026

We talked to 1,000+ LATAM engineers. Here are the 5 things they want that US startups rarely offer.

Real ownership not just tickets. Async-first culture not Slack at all hours. Career visibility knowing what comes next. Honest feedback not just "you're doing great." Reasonable timezone overlap 2-3 hours, not full EST.

Companies that get these right close 40% faster.

DM "CULTURE" and we'll show you how your company compares. 🚀

Your job description might be scaring off your best senior candidatesIt's not a talent shortage it's a clarity shortage....
08/27/2026

Your job description might be scaring off your best senior candidates

It's not a talent shortage it's a clarity shortage. Senior engineers look for concrete signals before they apply: what they'll actually solve, who they'll work with, and what they'll truly own. When we swapped generic language for specifics, response rates jumped +340%. It's not about the salary you're offering it's about how real the opportunity sounds on paper. Want us to take a look at yours? DM "JD" takes 20 minutes.

08/26/2026

Most companies view hiring in Latin America as just "cheap labor" or a way to outsource minor tasks. Stripe took the exact opposite approach. 💡
Instead of handing off secondary work, they brought in a dedicated VP of Engineering for the region (Juan Pablo Buriticá) and challenged LATAM engineers with solving their toughest, most critical technical problems. ⚙️💻
The result: world-class talent stepping up to tackle world-class challenges.
The issue was never a lack of talent in LATAM it was a lack of access to real opportunities. 🌐✨
What’s your take on this hiring strategy? Let us know in the comments below! 👇

🔗 Link in bio for the full breakdown.
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⚙️ The 90-day technical onboarding most teams get wrongWeek 1: context, not code. Weeks 2-4: first contribution. Month 2...
08/25/2026

⚙️ The 90-day technical onboarding most teams get wrong
Week 1: context, not code. Weeks 2-4: first contribution. Month 2: first real ownership. Month 3: peer review. Skip the sequence and ship code in week 1, and you're not saving time you're setting up churn by month 9. Built from 130+ placements. DM "ONBOARD" for the free 90-day template.

A VP of Engineering search almost failed on day 45. What saved it? We paused, realigned, adjusted the package, and hired...
08/19/2026

A VP of Engineering search almost failed on day 45. What saved it? We paused, realigned, adjusted the package, and hired in 3 days. The VP is still there today.
Have you ever had a search almost fall apart? What happened? 👇 If yours has stalled, DM me 'STUCK.'

"We move fast" reads great to founders. To senior engineers, it often reads as no process, constant pivots, and no time ...
08/17/2026

"We move fast" reads great to founders. To senior engineers, it often reads as no process, constant pivots, and no time for quality. What they actually want: real tech stack, real challenges, real ownership, real team structure. No startup manifesto.
Clarity attracts. Honesty converts. Reality retains.
Is your JD selling the dream or showing the reality? 👇

Some hires just come down to knowing exactly what to listen for. When a Series B fintech needed a Staff Engineer, Daniel...
08/14/2026

Some hires just come down to knowing exactly what to listen for. When a Series B fintech needed a Staff Engineer, Daniela didn't just source resumes she listened for what the CTO wasn't saying, and used passive outreach through our network to find the perfect fit. 47 days from kickoff to offer.

Great recruiters don't just find candidates. They understand technical context, business priorities, and human motivation and that's how great hires happen.

Awana | Pre-vetted senior LATAM engineers.

A founder told us this last week and it's not a rare story. Most senior engineering searches don't drag on because good ...
08/12/2026

A founder told us this last week and it's not a rare story. Most senior engineering searches don't drag on because good candidates don't exist. They drag on because decision-making stalls, feedback loops are slow, and "strong enough" gets mistaken for "not quite right." The real bottleneck usually isn't sourcing it's process. Better hires. Better teams. Built to last.

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