Awana

Name: Awana
Address: New York, NY, US
Telephone: +19179636367

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.

10/06/2026

Most remote engineers lose their first two weeks to vague access, no clear owner, and a slow crawl toward doing anything real. This framework compresses that into 5 days.
Days 1-3 are about getting set up and shipping something real: access and a buddy assigned on day one, a first commit before 5pm, then a small, real ticket with clear scope on days 2-3. Days 4-5 shift from context to feedback: a 1:1 about the business (not the code) so they understand what the company does and where their work fits, then a demo on day 5 where they show what they built.
That's when you ask the question that matters most: what confused you this week? Their confusion isn't a signal they're struggling, it's a signal your docs are. Fix the system, not the person.

Save this for your next hire. 💾

10/05/2026

Before you lock your budget, run it through 5 questions instead. Which roles actually unblock revenue, ranked so you know which 2 to hire first and which can wait a quarter. What's the fully loaded cost, not just salary, but payroll taxes, benefits, tools, and recruiting time. How long can the seat realistically stay empty, counted backward from the start date you need (a January start means the search starts in the fall). Office or timezone: most roles don't need your zip code, they need your working hours. And who owns week 1 for each hire, because no owner means no real onboarding, hire or not.

Five questions, one budget that actually holds up past Q1.

Planning your 2027 team? We'll look at your plan with you. Talk to an operator. 👉 awana.io

09/28/2026

One year ago, Awana placed our 100th engineer. Here's what we've learned. 🎯

The teams that hire well follow a pattern. The ones that struggle usually do the opposite.

After 130+ placements, the best outcomes share 3 things: they treat the recruiter as a partner, not a vendor. They do the internal work before the search even starts scoping, alignment, comp. And they trust the process, even when it's uncomfortable.

The companies that struggle reverse all three. Our job is to help you do the hard parts too.

💬 What's the best thing a recruiting partner has ever done for your team?

If you want that kind of relationship, DM us.

Better talent. Stronger teams.

09/25/2026

Most startups realize in October they needed to hire 60 days ago. Don't be that team.

If Q4 hiring is on your roadmap, the time to start is now not when the deadline is already breathing down your neck.

📩 DM "Q4" and let's get ahead of it.

Better talent. Stronger teams.

09/23/2026

"How to tell your CTO their salary is 40% below market" and why founders need to hear it.

We watched 3 clients lose senior engineers. Not because of culture. Not because of the role. Because of compensation gaps they didn't even know existed.

Here's what the post covers: how to frame the conversation, how to use market data as an ally instead of an accusation, and how to know when your compensation is quietly costing you talent. It's already gotten 8,000+ reads and 12 founder DMs.

The best recruiting partners tell you what you need to hear — even when it's uncomfortable.

📩 DM "BLOG" and we'll send you the full post.

Great talent lives here.

09/22/2026

How to hire developers in Colombia. World-class talent. Real business impact.

Colombia has quietly become one of the strongest tech hiring markets in LATAM and for good reason. You get access to a large pool of skilled developers across every major stack, competitive hiring costs compared to the US and Western Europe, strong technical and soft skills built on a culture that values clear communication, and a genuine culture of long-term collaboration instead of high turnover.

For companies looking to scale engineering without sacrificing quality, Colombia offers a rare combination: talent that performs at a senior level, at a cost structure that actually makes sense.

Great talent lives here.

📩 DM "COLOMBIA" and we'll walk you through how to build your team there.

09/21/2026

The LATAM time zones guide for US engineering teams. What actually works vs. what founders assume.

Mexico runs CST–MST. Colombia, Peru, and Ecuador stay on EST with no DST. Argentina, Chile, and Brazil run EST +1 to +2.

The optimal overlap window is 9am–1pm EST. A sync-first culture with 2 hours of overlap beats forcing full overlap every time.

📩 DM "TIMEZONE" for the full guide.

09/16/2026

94% retention at 18 months. 3.2 years average tenure.

Hiring slower can mean retaining longer.

We help clients design interview processes that actually predict retention.

📩 DM "PROCESS" to learn how.

09/14/2026

The 5 questions that reveal what an interview can never show: How did they handle a major technical decision that didn't go their way? What would their skip-level manager say about their communication? Where did they struggle most? How did they handle conflict on the team? What would make them thrive or fail in a new environment?

A 4-round interview shows you what they can do. A reference check shows you how they actually work.

📩 DM "REFERENCE" to get our complete reference check framework a 30-minute structured conversation guide that reveals what a 4-round interview misses.

Better talent. Stronger teams.

09/11/2026

Still searching for a senior engineer after 45+ days? That's not normal. Usually it comes down to one bottleneck: the brief changed mid-search, there are too many interviews, compensation isn't aligned with market, or you're simply not reaching passive talent.

Find the bottleneck. Fix the search.

200+ placements. One conversation can unblock it.

📩 DM "STUCK" and let's find yours.

Address

New York, NY

Telephone

+19179636367

Website

https://www.awana.io/

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