Detailed Notes
In Part 2 of our conversation with Agustin Morrone, CEO and co-founder of Vintti, we explore how AI, automation, and people-first leadership are reshaping the remote hiring process.
Vintti helps U.S. companies build high-performing remote teams across Latin America in less than 21 days—saving time, cost, and stress. In this episode, Agustin explains how they combine AI-driven interviews, automation tools, and cultural alignment to connect great talent with great companies.
🎯 In this episode: • How AI improves the remote hiring process • Why culture and communication still matter most • How to build and support global teams remotely • Lessons on leadership, discipline, and continuous growth
💬 “Companies that learn to work with AI—not against it—will win.” — Agustin Morrone
🎙️ Building Better Developers is a Develpreneur podcast hosted by Rob Broadhead and Michael Meloche. Each episode dives into lessons on leadership, process, and the evolving world of tech and business.
👉 Watch Part 1 here: https://youtu.be/bF8bPmTozaA 👉 Learn more about Vintti: https://www.vintti.com 👉 Listen to all episodes: https://develpreneur.com/
đź“Ś Subscribe for more insights on leadership, AI, and building better teams: https://www.youtube.com/playlist?list=PLxXUHr7mZ-jG69YuD7n-3xkc7dgcQPy5S
#RemoteHiringProcess #AIinHiring #FutureOfWork #BuildingBetterDevelopers #Vintti #GlobalTeams #Automation #Leadership
Transcript Text
[Music] Well, hello and welcome back. We are continuing our season of building better develations. Also, this is the building better developer podcast known as developneur. We're can continue uh this will be part two of our interview with Augustine Marone. But first all of the traditional introductions uh we'll allow him to just dive right in. myself. I am Rob Broadhead, one of the founders of Developer, also the founder of RB Consulting, where we help businesses understand where they're at, what the technology is that they've got, what is the the road map that's out there. Actually, what is more the the map, the culture map of technology that applies to their business, and we help them build a specific recipe, specific road map for how to do things better. This is improving your processes, improving your systems and improving your people even uh through the leveraging leveraging technology through simplification, integration, automation and even innovation. We can help you either you know create a a roadmap that you're going to go execute on or we can walk beside you. Uh and this is all a technology agnostic way to build a better company for yourself, build a better roadmap. Good things, bad things. Uh I guess I the the good thing was uh yesterday I was I was got to the end of my workday and decided to try somewhere because we're in a new place. Tried somewhere new for bit dinner and then even uh so it turned out great and uh actually while we're there talked to the server and she recommended a couple places. We tried a second place also excellent. So, good was got to the end of a long day and uh was able to have a couple of cool places to go to wrap up the day. Uh bad thing is this is this is one of those personal kinds of things. I'm I'm dying to share more about this and I will sometime, but we're not ready to talk about this other thing that I'm launching. Uh but uh related to that is I'm actually in a situation I'm sort of have moved back in with my children. instead of my children moving back in with me, I'm moving back with them. They're actually going to be renting a place from us and so we're there and uh for a little bit going to be roommates to them, but we also are allowing them to make it their own place, which is a challenge. It's very different when it's your place and you're having guests in versus now you're going to move into somewhere and you're being a guest and they are a multiple a multiple generation feels like difference in your style and approach to living. So, uh, I'm going to be like, you know, stressing for a little bit until we wrap that one up when we were able to move out. Again, I am not stressing waiting for the introduction of my host, co-host. So, why don't you go ahead and introduce yourself? >> Hey everyone, my name is Michael Malash. I'm one of the co-founders of building better developers, also known as developer. I'm also the owner of Envision QA where we build custom software that helps business owners take back control of their operations with a strong focus on service reliability and long-term success. From streamlining your workflow to replacing outdated systems, we create tools tailored to your business. And we don't stop there. We back everything through testing and quality checks to make sure it works right the first time. At Envision QA, we combine great software with great support so you can run your business with confidence. Learn more at envisionqa.com. Good thing, bad thing? Uh kind of similar situation? Uh a good thing? Um my daughter's u related uh brother from another marriage is moving to Tennessee. He was visiting us last week. He put a bid down on our property, so he's going to be living just down the road from us. Uh so kind of good and bad. I we're now going to be grandparents. So we get to now experience that life. So, it's gonna get a little crazy, a lot of fun. Uh, so looking forward to it. >> And that brings us to part two of our interview with Augustine Marone. Uh, he's already introduced himself in the prior episode. So, we're going to pick up right where we left off. And here we go. So through this process of growth and as you've been um building the company and finding this talent, what are some of the tools or uh like have you come up with any automation steps or anything to build these SOPs so that you can find the talent, get them on boarded quickly so that you can get them in front of your customers? What we are doing is we are so I have a very young team and as you know this new generation they they have been h doing their whole career with AI or and they what I like of of of young people is that they they are starting to think AI. This means they don't automate everything. they just do their job and they find the best way to be as efficient as they can. Right? So that's the mindset that we are trying to apply in each process of being for example h all the at the beginning of vints ourselves. Now uh 50 60% of the interviews are done by AI an AI that interviews all the the candidates. It's a prevetting machine that gives me a score. we can analyze the call and then we will get like a I don't know um 90 in English 95 in technical skills for FPNA whatever and then once the the AI has prevented that candidate we interview them personally to to understand other things and before we introduce them to our clients but that thing save us a lot of money because we we save a lot of recruiters to to hire and a lot of time of our recruiters so they get more time searching the web, searching LinkedIn, contacting people and and finding better better talent for us. That's one example, right? >> So, uh is this like a specific AI program that you have uh purchased or something you built customly to help you with these interviews? No, the the this this specific tool we purchase the tool but we are developing one of ours not to interview but to to support our team. For example, we what we do is we don't send the CV or the resume that that a candidate send us and then resend that to a client. We we we we send everything normalized with our CVs with all the information. So what we have done is we created our our own tool and from the interviews that the candiate had with our team uh the interviews that or the the meetings that we have with the client and uh the LinkedIn of our candidates and AI put that together and they h and it builds a a CV customized to our clients and and for with the skills and assets of of each of our candidates. That's one example and then we automate a lot of messaging, emailing, followup, those things we are automating a lot and that helps us to be on top of our clients I don't know for for reviews uh asking them for feedback for our candidates and what h those kind of things we are building in in >> so I know you're you using AI now so throughout the journey of your company Um, have you used AI the whole time or have you kind of gone from like the manual process into AI? Have you seen a higher success rate with the AI with the vetting or was it a little more personal, a little more um the cultural fit? Were you able to see that a little bit more before the AI or is AI just kind of streamlining the process? We use the AI in terms of in the when we preet candidates we use the A just for the technical skills English level those kind of things cultural feed we are still doing it ourselves because we have to to I don't know to go deep in some things and it's not just what the client what the candidate is saying is also the way they are saying if they have energy they are speaking like this or if they are just laying down. So there are lots of things that we need to interpret to understand if that person is a fit for our clients. Um h at the beginning where we where we were doing everything ourselves uh I don't know when church was uh came out like massive but I remember already being in vint when when when this started or or when I I realized we can start using it right h we started January of 2023 so I think it was at the same time so imagine >> now when you're going through especially now this is an interesting one I really thought of until we started this conversation. As you're going through and you're you're looking for candidates, how do you see the the whole resume CV approach to uh you know applying for a job? because you it sounds like you guys have this this interview process and I'm wondering if this and maybe from yourself are you saying that maybe that whole resume CV thing becomes a secondary part of looking for a job if somebody's out there trying to you know land a position because if you can just jump into an AI you know conversation and interview then it does does it even make sense for you to have that sort of that that gatekeeper of a of a resume or a CV and then how is that how is that working with how you guys are looking for people? How are you incorporating this into I guess we'll call it the traditional way to find candidates versus now incorporating AI into that process. >> You know, we we have tried some tools to to to try to help us search through LinkedIn or those things, but we we didn't find anything that works. uh what is working best for us is our recruiters doing uh searching the mainly to be honest uh I think we do we hire everyone through LinkedIn we search there everyone is there at least in Latin America uh we have contacts with some universities but we mainly scout LinkedIn and we didn't found anything that helps us scout better LinkedIn is is getting better and they obviously we we have like the pro program I remember the the technical name but they had the pro program and they are investing a lot on AI and the AI at the beginning didn't work right that good now it's getting better but what the best thing for the moment for us is h to scout ourselves but what what I think is key and what I and this is something that that I think a skill that that at least our team has is that we are always testing new things and comparing hey this makes sense or not this tool is make me is making my job better or not and I encourage a lot in vinty for the people to take risks to to I don't I don't care if they spend a bit some kind of money or a bit of money in buying a tool and doing a test and it it works hey we can implement it in the whole team so I encourage them a lot to do that because it's a moment that they are starting lots of new tools and and I want them to test them and and and to see if we find things uh and we find better ways to to do the things that we do, right? So, I think that's that's key. We we won't like uh stay in our status quo. We are always challenging everything so we can find better ways of doing what we do. >> Another question just sort of uh a little bit of a a change of pace again a little bit, but so are there certain are there are there because I've seen this in a lot of different areas. So there's uh we'll call them traits or I you know things like that for certain cities or countries in Latin America where that it's like where you know especially like cultural fits and stuff like that where if you want a person that's a certain type of person or a certain type of employee that you're going to have a better fit looking at like like say Rio de Janeiro versus Mexico City or or something like that or does it do you is it um do you find that from a professional point of view it is much more of a of a roughly the same culture in general then it comes down to personalities as you're trying to do those fits. >> So yes there is a difference from Colombia to Argentina, Argentina to Mexico. So for example in in Colombia and this is h things that we have been discover since we started it was not on purpose but we started h I don't know presenting free for a position of customer support we introduced three candidates to our clients one from Colombia one from Mexico from Argentina and in 90% of the cases when we are speaking about customer support things like that they choose someone from Colombia because they are more They are nicer people. They are they are very patient. And these these things in customer support are super important compared in sales. In sales they generally choose people from Argentina because they are always I don't know they are it's easier for them to to to to expose themselves to go out there to to to I don't know they like to talk. I mean I we like to talk because I'm from Argentina so I don't know why I wash my hands but but I don't know from Mexico we are succeeding a lot in financial positions because there are lots of because they are near to the US there are lots of financial institutions and they share a lot of of of the general accounting h rules h so it's easier to find people with experience right so we start realizing and seeing patterns there but again We try to find the the person the perfect person for our clients, right? And that even though there is a general rule uh for some countries that are better in some things, h we try not to at the end not to stick to the status quo because if we stick to the status quo, we may be more efficient in a general rule, but we will start losing some golden gems that are are out there. And I try to challenge all the time our team to say let's not stay in in in the things that always work. Let's challenge because that's the only way to to to win and to to to win to our competition because if everyone does the same we are going to be the same and that's it. And I want I want to win. So we want to challenge things, right? Yeah. >> Sorry. I I think my my answer went to another way but >> Oh no, that was an excellent answer. I I love that. I I think the quote everybody is I want to win. So we should all that's but that's good and that's that's what you know that's part of being a a leader is um how do you if there is are there things that you do for your uh the people that you hire in or that you your subcontractors are are there things that you do that are like the a venty culture or or things that you do to build up your your contractors or is it a little bit more of letting them sort of go fall under the you know the the leadership of whatever company they're working with. >> No, we we let them be part of uh of our of our clients. At the end, we we like the concept of employee as a service, which is more of I'm allocating someone that is going to be part of your organization. I'm just a payment processor and also we have other things. we have people that is supporting them and I don't know helping them in how how to ask for a raise how to deal with a certain situation because even though we try to find people that fit the culture of our clients sometimes they don't know how to face a difficult conversation or they don't know how to ask for for a vacations I don't know so we we give them a lot of support in in those areas or in local taxes right because they are contractors and they need to make their local declaration So we help them a lot. We give them a lot of support in in that. But we we don't want to to to put our culture in them because that's not the culture of our clients, right? And and that's not the culture where they work better. We found them with a specific mindset because we think they work better with the with the culture of our clients, not with ours. Right. So within your within Benty within your group as you're encouraging and growing your company and building um basically building the processes to find these this talent and to connect this talent with your customers. How are you constantly challenging your team uh on what to look for on how to encourage the growth? Um what are some of the things internally that you're doing to grow your company but also uh improve your standards and that for finding the best uh talent for your customers? For me it's not the the what we are doing to encourage them. We what I try to do is to find people that are self motivating that are that are that want to be part that they don't need to be motivated all the time. I I I actually I hate motivation. I love discipline and I I I look for those people because those are the ones that that will keep going no matter what. Right? So I don't know if it's it's the culture of Vinty trying to push the team and to and to keep the the high high motivations and everything. No, no. We look for hardworking people that know that they have like ambition where they want to go and that Binty aligns with that ambition and that way h motivation or or or I don't know encouragement comes along you don't have to be always dream because we are trying to find people that bint is a part of their path right that's that's what the kind of employees what that we're trying to to find. Got it. So your model is more in the type of talent you're looking for versus uh your internal processes. It's like you have a particular value uh you place on the talent you're looking for to place with the customer. U sorry perhaps I misunderstand the question. This is for the people that works on our internal operation, right? For the people that works for our clients, we leave them we leave our clients to deal with those things. We we support our clients to help them how to deal with remote talent or if there is a specific situation but we don't get in the middle of their of their relationship with the contractor and we don't even have access to the computer imagine. So we we just make sure they are good. They have everything what they need. H they have good internet. Uh they behave well and and that's where we are except if our clients wants to for us to to to get into a specific situation someone that is not working well or whatever. If not we let h that person to feel as if they were a full-time employee for that's that's our objective. >> Gotcha. No thank you for clarifying that. Um, I I kind of thought that's what you meant, but thank you for uh explaining that. So, how do you handle situations when you have a dispute between a contractor and a client? How often does that happen? >> Well, it it happens. It happens. It happens a lot. uh at the beginning. So what we have seen is that at the beginning things arise problems arise when when when our clients are not that clear h with the contractors when will the rules we have we have clients that are amazing that they say hey I need this person with the skills with this culture to work from 9 to 5 Eastern time and they give us everything that's amazing because we know what to find then we have clients that say hey I need someone uh to start working tomorrow, I don't care. They do a 15 minutes interview and and and that's it. And those processes end up h on bad places, right? Even though we encourage them to do good analysis and whatever, there are people that they don't care and they just find someone that they like and they put them in the in the in their company and those things generally end bad. Those are the situations where we get calls from our clients, hey, this version is not working. they are not connecting or whatever and we jump in we try to have a call with the candidate to understand what is going on and I don't want I don't have I I don't want to invent a number but I think that every case is because that person is not culturally aligned or does not have the technical skills because they have not been evaluated in the interview process by our clients right because generally they they want to go fast and these things take some time to find someone good. Right >> now, you have this uh AI process to kind of vet and uh find your talent. Have you thought about using your the kind of the same AI tool to help vet and kind of go through the process with your customer to kind of get some of that cultural information up front before you even go look for talent? The problem is that we believe that that at the at at least at the moment we try to to to do it on on a personal way with our clients because it's better for us to understand what they say, how they say, how they move. I don't know. There are lots of things that we try to analyze and and doing that on on scale on with AI. I don't feel comfortable that AI is is is there yet. Perhaps it's going to be in the short term because this is going super fast. But yet I feel more comfortable comfortable analyzing it internally on a human relationship with our customers and and and obviously the candidates. Right. So um that kind of leads me to my last question for you on this uh with the AI. So where do you see AI taking your company in the next 5 10 years? I hope they don't erase us from the from the earth right because I think at the speed this is going I don't know what we are going to be doing but I I'm a true believer that that AI is going to obviously replace lots of jobs but the AI also is going to be a great support for other ones and us as as a recruiting firm what or a staffing firm what we have to do is is two things first is try to find those h skills that are going to be required in the future and perfect ourselves to find those people that have those skills. And the second one is internally in our internal operations to have a mindset of how we how we work together with the AI to be better and more efficient ourselves, right? Like in the interview process or in automating communications with our clients or or doing sales or whatever, right? I don't know. We have to be super techsavvy. We have to be eager. We have to be challenging ourselves all the time. Uh to be trying to testing new tools, testing new ways of doing things with AI. I think companies that are going to succeed are the succeed are the ones that can work together with AI and those companies are going to I think they're going to win the game at the end. >> Oh, definitely. It's uh talked quite a lot about this and that it's it's not going to be a replacement as much as it's going to be a tool and it's just like every other tool out there how to use it uh the most effectively. Now I'm we have the time has flown by. I appreciate so much the time that you have given to us. So and you've given a lot of great ideas and I'm sure that people out there in the audience would would love to you know hear more about you guys and and how to reach out. So what is the best way for them to get a hold of you or to you check out more learn more about Vinty? >> You can reach out through our web h vinty.com vi nti.com and then there you can just uh book some call with us or if not at my mail augustine vinty.com and happy to to answer every questions or if you want to to to know how we can help your company happy to to help you there. Okay. Well, thank you so much for your time. I just want I guess in and as we're wrapping it up, I want to point out that like I' I came across Augustine with uh through just one of those things, one of those like pseudo networking just like out there, you know, virtual communities. Um and it's it's just I I want to just embrace those as much as possible. Yes, we're spread out all over the place and uh but the global globe has gotten smaller and smaller and uh things like this are where you have these great you know these sort of like we'll call them those chance meetings and it turns out to have like this like a great conversation and so I want to again say thank you so much for your your time Augustine and uh appreciate that you've been able to come join us and I just want to push everybody else that where you can if you know if you're thinking about hey maybe I want to go uh you know try the the contractor life for a little bit you may reach out to Vinty or if you need some people uh particularly in the Latin America space or maybe you haven't even explored that maybe you're looking for outsourcing and you're like huh I hadn't thought about going there uh reach out and help them out because it sounds like you've got a lot of good uh he's finding a players so it'd be you know those are the ones I'm sure you want u as the and I guess that we will wrap this one up so thank you so much for your time and I'll let you get back to your busy day uh and we'll reach out to you with any further questions we have or anything like that and don't hesitate to reach out to us in the future as well. >> Thank you very much, Ro. I I had a really good time and thank you very much. >> It was our pleasure. Thank you. >> Yeah, have a good one. >> And for those of you listening in, sorry, there's like the bonus material this time around is basically getting to see some of the uh things behind the scenes because this guy once again forgot to hit record initially and we also have got like time constraints and all of those sad things. So, thank you so much for your time. We appreciate you. We will continue throwing some uh bonus material out here. Maybe some bonus episodes or something. Uh as always, go out and have yourself a great one and we will talk to you guys next time around. All right. And um I guess we'll just uh we'll let you get to it. There's uh we will get you, as I said, we'll get you links on all of this. >> Um and be able to share those out however you want. Uh we're we don't have any restrictions or anything. So, if you want to do those, if you want to, I know some people like to have like, hey, you know, CEO was just interviewed. I think there's a lot of great information uh in here that you shared. So, I think that's that's perfect for your, you know, your uh the Venty Media kit and things like that to say, you know, here's here's our CEO talking about some of the struggles and some of the challenges and the the people we use. So, uh hope this was uh as entertaining and and helpful to you as it was to us. Uh this was great. You know, this was this is awesome. This was exactly what I was hoping for when we we first touched base and uh I invited you to come on the the show. >> Amazing. I it was a great experience. I'm going to try to everything that you sent me, I'm going to try to use it because we are investing a lot in in in these kind of things and trying to get out there to to I mean to spoke ourselves and to get to for people to know us. So, thank you for the space. This is super helpful. And if there is anything we can do for you guys, just let us know. Happy to happy to help. >> Yeah. All right, sounds good. I know it's getting late there. Uh, so have yourself a good evening and we'll we'll catch you next time around. >> Bye, guys. Have a great day. >> Bye >> bye. >> See you. [Music]
Transcript Segments
[Music]
Well, hello and welcome back. We are
continuing our season of building better
develations.
Also, this is the building better
developer podcast known as developneur.
We're can continue uh this will be part
two of our interview with Augustine
Marone. But first all of the traditional
introductions uh we'll allow him to just
dive right in. myself. I am Rob
Broadhead, one of the founders of
Developer, also the founder of RB
Consulting, where we help businesses
understand where they're at, what the
technology is that they've got, what is
the the road map that's out there.
Actually, what is more the the map, the
culture map of technology that applies
to their business, and we help them
build a specific recipe, specific road
map for how to do things better. This is
improving your processes, improving your
systems and improving your people even
uh through the leveraging leveraging
technology through simplification,
integration, automation and even
innovation. We can help you either you
know create a a roadmap that you're
going to go execute on or we can walk
beside you. Uh and this is all a
technology agnostic way to build a
better company for yourself, build a
better roadmap. Good things, bad things.
Uh I guess I the the good thing was uh
yesterday I was I was got to the end of
my workday and decided to try somewhere
because we're in a new place. Tried
somewhere new for bit dinner and then
even uh so it turned out great and uh
actually while we're there talked to the
server and she recommended a couple
places. We tried a second place also
excellent. So, good was got to the end
of a long day and uh was able to have a
couple of cool places to go to wrap up
the day. Uh bad thing is this is this is
one of those personal kinds of things.
I'm I'm dying to share more about this
and I will sometime, but we're not ready
to talk about this other thing that I'm
launching. Uh but uh related to that is
I'm actually in a situation I'm sort of
have moved back in with my children.
instead of my children moving back in
with me, I'm moving back with them.
They're actually going to be renting a
place from us and so we're there and uh
for a little bit going to be roommates
to them, but we also are allowing them
to make it their own place, which is a
challenge. It's very different when it's
your place and you're having guests in
versus now you're going to move into
somewhere and you're being a guest and
they are a multiple a multiple
generation feels like difference in your
style and approach to living. So, uh,
I'm going to be like, you know,
stressing for a little bit until we wrap
that one up when we were able to move
out. Again, I am not stressing waiting
for the introduction of my host,
co-host. So, why don't you go ahead and
introduce yourself?
>> Hey everyone, my name is Michael Malash.
I'm one of the co-founders of building
better developers, also known as
developer. I'm also the owner of
Envision QA where we build custom
software that helps business owners take
back control of their operations with a
strong focus on service reliability and
long-term success. From streamlining
your workflow to replacing outdated
systems, we create tools tailored to
your business. And we don't stop there.
We back everything through testing and
quality checks to make sure it works
right the first time. At Envision QA, we
combine great software with great
support so you can run your business
with confidence. Learn more at
envisionqa.com.
Good thing, bad thing? Uh kind of
similar situation? Uh a good thing? Um
my daughter's u related uh brother from
another marriage is moving to Tennessee.
He was visiting us last week. He put a
bid down on our property, so he's going
to be living just down the road from us.
Uh so kind of good and bad. I we're now
going to be grandparents. So we get to
now experience that life. So, it's gonna
get a little crazy, a lot of fun. Uh, so
looking forward to it.
>> And that brings us to part two of our
interview with Augustine Marone. Uh,
he's already introduced himself in the
prior episode. So, we're going to pick
up right where we left off. And here we
go.
So through this process of growth and as
you've been um building the company and
finding this talent, what are some of
the tools or uh like have you come up
with any automation steps or anything to
build these SOPs so that you can find
the talent, get them on boarded quickly
so that you can get them in front of
your customers?
What we are doing is we are so I have a
very young team and as you know this new
generation they they have been h doing
their whole career with AI or and they
what I like of of of young people is
that they they are starting to think AI.
This means they don't automate
everything. they just do their job and
they find the best way to be as
efficient as they can. Right? So that's
the mindset that we are trying to apply
in each process of being for example h
all the at the beginning of vints
ourselves. Now uh 50 60% of the
interviews are done by AI an AI that
interviews all the the candidates. It's
a prevetting machine that gives me a
score. we can analyze the call and then
we will get like a I don't know um 90 in
English 95 in technical skills for FPNA
whatever and then once the the AI has
prevented that candidate we interview
them personally to to understand other
things and before we introduce them to
our clients but that thing save us a lot
of money because we we save a lot of
recruiters to to hire and a lot of time
of our recruiters so they
get more time searching the web,
searching LinkedIn, contacting people
and and finding better better talent for
us. That's one example, right?
>> So, uh is this like a specific AI
program that you have uh purchased or
something you built customly to help you
with these interviews? No, the the this
this specific tool we purchase the tool
but we are developing one of ours not to
interview but to to support our team.
For example, we what we do is we don't
send the CV or the resume that that a
candidate send us and then resend that
to a client. We we we we send everything
normalized with our CVs with all the
information. So what we have done is we
created our our own tool and from the
interviews that the candiate had with
our team uh the interviews that or the
the meetings that we have with the
client and uh the LinkedIn of our
candidates and AI put that together and
they h and it builds a a CV customized
to our clients and and for with the
skills and assets of of each of our
candidates. That's one example and then
we automate a lot of messaging,
emailing, followup, those things we are
automating a lot and that helps us to be
on top of our clients I don't know for
for reviews uh asking them for feedback
for our candidates and what h those kind
of things we are building in in
>> so I know you're you using AI now so
throughout the journey of your company
Um, have you used AI the whole time or
have you kind of gone from like the
manual process into AI? Have you seen a
higher success rate with the AI with the
vetting or was it a little more
personal, a little more um
the cultural fit? Were you able to see
that a little bit more before the AI or
is AI just kind of streamlining the
process? We use the AI in terms of in
the when we preet candidates we use the
A just for the technical skills English
level those kind of things cultural feed
we are still doing it ourselves because
we have to to I don't know to go deep in
some things and it's not just
what the client what the candidate is
saying is also the way they are saying
if they have energy they are speaking
like this or if they are just laying
down. So there are lots of things that
we need to interpret to understand if
that person is a fit for our clients. Um
h at the beginning where we where we
were doing everything ourselves uh I
don't know when church was uh came out
like massive but I remember already
being in vint when when when this
started or or when I I realized we can
start using it right h we started
January of 2023 so I think it was at the
same time so imagine
>> now when you're going through especially
now this is an interesting one I really
thought of until we started this
conversation. As you're going through
and you're you're looking for
candidates,
how do you see the the whole resume CV
approach to uh you know applying for a
job? because you it sounds like you guys
have this this interview process and I'm
wondering if this and maybe from
yourself are you saying that maybe that
whole resume CV thing becomes a
secondary part of looking for a job if
somebody's out there trying to you know
land a position because if you can just
jump into an AI you know conversation
and interview then it does does it even
make sense for you to have that sort of
that that gatekeeper of a of a resume or
a CV and then how is that how is that
working with how you guys are looking
for people? How are you incorporating
this into I guess we'll call it the
traditional way to find candidates
versus now incorporating AI into that
process.
>> You know, we we have tried some tools to
to to try to help us search through
LinkedIn or those things, but we we
didn't find anything that works. uh what
is working best for us is our recruiters
doing uh searching the mainly to be
honest uh I think we do we hire everyone
through LinkedIn we search there
everyone is there at least in Latin
America uh we have contacts with some
universities but we mainly scout
LinkedIn and we didn't found anything
that helps us scout better LinkedIn is
is getting better and they obviously we
we have like the pro program I remember
the the technical name but they had the
pro program and they are investing a lot
on AI and the AI at the beginning didn't
work right that good now it's getting
better but what the best thing for the
moment for us is h to scout ourselves
but what what I think is key and what I
and this is something that that I think
a skill that that at least our team has
is that we are always testing new things
and comparing hey this makes sense or
not this tool is make me is making my
job better or not and I encourage a lot
in vinty for the people to take risks to
to I don't I don't care if they spend a
bit some kind of money or a bit of money
in buying a tool and doing a test and it
it works hey we can implement it in the
whole team so I encourage them a lot to
do that because it's a moment that they
are starting lots of new tools and and I
want them to test them and and and to
see if we find things uh and we find
better ways to to do the things that we
do, right? So, I think that's that's
key. We we won't like uh stay in our
status quo. We are always challenging
everything so we can find better ways of
doing what we do.
>> Another question just sort of uh a
little bit of a a change of pace again a
little bit, but so are there certain are
there are there because I've seen this
in a lot of different areas. So there's
uh we'll call them traits or I you know
things like that for certain cities or
countries in Latin America where that
it's like where you know especially like
cultural fits and stuff like that where
if you want a person that's a certain
type of person or a certain type of
employee that you're going to have a
better fit looking at like like say Rio
de Janeiro versus Mexico City or or
something like that or does it do you is
it um do you find that from a
professional point of view it is much
more of a of a roughly the same culture
in general then it comes down to
personalities as you're trying to do
those fits.
>> So yes there is a difference from
Colombia to Argentina, Argentina to
Mexico. So for example in in Colombia
and this is h things that we have been
discover since we started it was not on
purpose but we started h I don't know
presenting free for a position of
customer support we introduced three
candidates to our clients one from
Colombia one from Mexico from Argentina
and in 90% of the cases when we are
speaking about customer support things
like that they choose someone from
Colombia because they are more They are
nicer people. They are they are very
patient. And these these things in
customer support are super important
compared in sales. In sales they
generally choose people from Argentina
because they are always I don't know
they are it's easier for them to to to
to expose themselves to go out there to
to to I don't know they like to talk. I
mean I we like to talk because I'm from
Argentina so I don't know why I wash my
hands but
but I don't know from Mexico we are
succeeding a lot in financial positions
because there are lots of
because they are near to the US there
are lots of financial institutions and
they share a lot of of of the general
accounting h rules h so it's easier to
find people with experience right so we
start realizing and seeing patterns
there but again We try to find the the
person the perfect person for our
clients, right? And that
even though there is a general rule uh
for some countries that are better in
some things, h we try not to at the end
not to stick to the status quo because
if we stick to the status quo, we may be
more efficient in a general rule, but we
will start losing some golden gems that
are are out there. And I try to
challenge all the time our team to say
let's not stay in in in
the things that always work. Let's
challenge because that's the only way to
to to win and to to to win to our
competition because if everyone does the
same we are going to be the same and
that's it. And I want I want to win. So
we want to challenge things, right?
Yeah.
>> Sorry. I I think my my answer went to
another way but
>> Oh no, that was an excellent answer. I I
love that. I I think the quote everybody
is I want to win. So we should all
that's but that's good and that's that's
what you know that's part of being a a
leader is um how do you if there is are
there things that you do for your uh the
people that you hire in or that you your
subcontractors are are there things that
you do that are like the a venty culture
or or things that you do to build up
your your contractors or is it a little
bit more of letting them sort of go fall
under the you know the the leadership of
whatever company they're working with.
>> No, we we let them be part of uh of our
of our clients. At the end, we we like
the concept of employee as a service,
which is more of I'm allocating someone
that is going to be part of your
organization. I'm just a payment
processor and also we have other things.
we have people that is supporting them
and I don't know helping them in how how
to ask for a raise how to deal with a
certain situation because even though we
try to find people that fit the culture
of our clients sometimes they don't know
how to face a difficult conversation or
they don't know how to ask for for a
vacations I don't know so we we give
them a lot of support in in those areas
or in local taxes right because they are
contractors and they need to make their
local declaration So we help them a lot.
We give them a lot of support in in
that. But we we don't want to
to to put our culture in them because
that's not the culture of our clients,
right? And and that's not the culture
where they work better. We found them
with a specific mindset because we think
they work better with the with the
culture of our clients, not with ours.
Right.
So within your within Benty within your
group as you're encouraging and growing
your company and building um
basically building the processes to find
these this talent and to connect this
talent with your customers. How are you
constantly challenging your team uh on
what to look for on how to encourage the
growth? Um what are some of the things
internally that you're doing to grow
your company but also uh improve your
standards and that for finding the best
uh talent for your customers?
For me it's not the the what we are
doing to encourage them. We what I try
to do is to find people that are self
motivating that are that are that want
to be part that they don't need to be
motivated all the time. I I I actually I
hate motivation. I love discipline and I
I I look for those people because those
are the ones that that will keep going
no matter what. Right? So I don't know
if it's it's the culture of Vinty trying
to push the team and to and to keep the
the high high motivations and
everything. No, no. We look for
hardworking people that know that they
have like ambition where they want to go
and that Binty aligns with that ambition
and that way h motivation or or or I
don't know encouragement comes along you
don't have to be always dream because we
are trying to find people that bint is a
part of their path right that's that's
what the kind of employees what that
we're trying to to find. Got it. So your
model is more in the type of talent
you're looking for versus uh your
internal processes. It's like you have a
particular value uh you place on the
talent you're looking for to place with
the customer. U
sorry perhaps I misunderstand the
question. This is for the people that
works on our internal operation, right?
For the people that works for our
clients, we leave them we leave our
clients to deal with those things. We we
support our clients to help them how to
deal with remote talent or if there is a
specific situation but we don't get in
the middle of their of their
relationship with the contractor and we
don't even have access to the computer
imagine. So we we just make sure they
are good. They have everything what they
need. H they have good internet. Uh they
behave well and and that's where we are
except if our clients wants to for us to
to to get into a specific situation
someone that is not working well or
whatever. If not we let h that person to
feel as if they were a full-time
employee for that's that's our
objective.
>> Gotcha. No thank you for clarifying
that. Um, I I kind of thought that's
what you meant, but thank you for uh
explaining that. So,
how do you handle situations when you
have a dispute between a contractor and
a client? How often does that happen?
>> Well, it it happens.
It happens. It happens a lot. uh at the
beginning. So what we have seen is that
at the beginning things arise problems
arise when when when our clients are not
that clear h with the contractors when
will the rules we have we have clients
that are amazing that they say hey I
need this person with the skills with
this culture to work from 9 to 5 Eastern
time
and they give us everything that's
amazing because we know what to find
then we have clients that say hey I need
someone uh to start working tomorrow, I
don't care. They do a 15 minutes
interview and and and that's it. And
those processes end up h on bad places,
right? Even though we encourage them to
do good analysis and whatever, there are
people that they don't care and they
just find someone that they like and
they put them in the in the in their
company and those things generally end
bad. Those are the situations where we
get calls from our clients, hey, this
version is not working. they are not
connecting or whatever and we jump in we
try to have a call with the candidate to
understand what is going on and
I don't want I don't have I I don't want
to invent a number but I think that
every case is because that person is not
culturally aligned or does not have the
technical skills because they have not
been evaluated in the interview process
by our clients right because generally
they they want to go fast and these
things take some time to find someone
good. Right
>> now, you have this uh AI process to kind
of vet and uh find your talent. Have you
thought about using your the kind of the
same AI tool to help vet and kind of go
through the process with your customer
to kind of get some of that cultural
information up front before you even go
look for talent?
The problem is that
we believe that that at the at at least
at the moment
we try to to to do it on on a personal
way with our clients because it's better
for us to understand
what they say, how they say, how they
move. I don't know. There are lots of
things that we try to analyze and and
doing that on on scale on with AI. I
don't feel comfortable that AI is is is
there yet. Perhaps it's going to be in
the short term because this is going
super fast. But yet I feel more
comfortable comfortable analyzing it
internally on a human relationship with
our customers
and and and obviously the candidates.
Right.
So um that kind of leads me to my last
question for you on this uh with the AI.
So where do you see AI taking your
company in the next 5 10 years?
I hope they don't erase us from the from
the earth right because I think at the
speed this is going I don't know what we
are going to be doing but
I I'm a true believer that that AI is
going to obviously replace lots of jobs
but
the AI also is going to be a great
support for other ones and us as as a
recruiting firm what or a staffing firm
what we have to do is is two things
first is try to find those h skills that
are going to be required in the future
and perfect ourselves to find those
people that have those skills. And the
second one is internally in our internal
operations to have a mindset of how we
how we work together with the AI to be
better and more efficient ourselves,
right? Like in the interview process or
in automating communications with our
clients or or doing sales or whatever,
right? I don't know. We have to be super
techsavvy. We have to be eager. We have
to be challenging ourselves all the
time. Uh to be trying to testing new
tools, testing new ways of doing things
with AI. I think companies that are
going to succeed are the succeed are the
ones that can
work together with AI and those
companies are going to I think they're
going to win the game at the end.
>> Oh, definitely. It's uh talked quite a
lot about this and that it's it's not
going to be a replacement as much as
it's going to be a tool and it's just
like every other tool out there how to
use it uh the most effectively. Now I'm
we have the time has flown by. I
appreciate so much the time that you
have given to us. So and you've given a
lot of great ideas and I'm sure that
people out there in the audience would
would love to you know hear more about
you guys and and how to reach out. So
what is the best way for them to get a
hold of you or to you check out more
learn more about Vinty?
>> You can reach out through our web h
vinty.com vi nti.com
and then there you can just uh book some
call with us or if not at my mail
augustine vinty.com and happy to to
answer every questions or if you want to
to to
know how we can help your company happy
to to help you there.
Okay. Well, thank you so much for your
time. I just want I guess in and as
we're wrapping it up, I want to point
out that like I' I came across Augustine
with uh through just one of those
things, one of those like pseudo
networking just like out there, you
know, virtual communities. Um and it's
it's just I I want to just embrace those
as much as possible. Yes, we're spread
out all over the place and uh but the
global globe has gotten smaller and
smaller and uh things like this are
where you have these great you know
these sort of like we'll call them those
chance meetings and it turns out to have
like this like a great conversation and
so I want to again say thank you so much
for your your time Augustine and uh
appreciate that you've been able to come
join us and I just want to push
everybody else that where you can if you
know if you're thinking about hey maybe
I want to go uh you know try the the
contractor life for a little bit you may
reach out to Vinty or if you need some
people uh particularly in the Latin
America space or maybe you haven't even
explored that maybe you're looking for
outsourcing and you're like huh I hadn't
thought about going there uh reach out
and help them out because it sounds like
you've got a lot of good uh he's finding
a players so it'd be you know those are
the ones I'm sure you want u as the and
I guess that we will wrap this one up so
thank you so much for your time and I'll
let you get back to your busy day uh and
we'll reach out to you with any further
questions we have or anything like that
and don't hesitate to reach out to us in
the future as well.
>> Thank you very much, Ro. I I had a
really good time and thank you very
much.
>> It was our pleasure. Thank you.
>> Yeah, have a good one.
>> And for those of you listening in,
sorry, there's like the bonus material
this time around is basically getting to
see some of the uh things behind the
scenes because this guy once again
forgot to hit record initially and we
also have got like time constraints and
all of those sad things. So, thank you
so much for your time. We appreciate
you. We will continue throwing some uh
bonus material out here. Maybe some
bonus episodes or something. Uh as
always, go out and have yourself a great
one and we will talk to you guys next
time around.
All right. And um I guess we'll just uh
we'll let you get to it. There's uh we
will get you, as I said, we'll get you
links on all of this.
>> Um and be able to share those out
however you want. Uh we're we don't have
any restrictions or anything. So, if you
want to do those, if you want to, I know
some people like to have like, hey, you
know, CEO was just interviewed. I think
there's a lot of great information uh in
here that you shared. So, I think that's
that's perfect for your, you know, your
uh the Venty Media kit and things like
that to say, you know, here's here's our
CEO talking about some of the struggles
and some of the challenges and the the
people we use. So, uh hope this was uh
as entertaining and and helpful to you
as it was to us. Uh this was great. You
know, this was this is awesome. This was
exactly what I was hoping for when we we
first touched base and uh I invited you
to come on the the show.
>> Amazing. I it was a great experience.
I'm going to try to everything that you
sent me, I'm going to try to use it
because we are investing a lot in in in
these kind of things and trying to get
out there to to I mean to spoke
ourselves and to get to for people to
know us. So, thank you for the space.
This is super helpful. And if there is
anything we can do for you guys, just
let us know. Happy to happy to help.
>> Yeah. All right, sounds good. I know
it's getting late there. Uh, so have
yourself a good evening and we'll we'll
catch you next time around.
>> Bye, guys. Have a great day.
>> Bye
>> bye.
>> See you.
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