Tech Consulting
We help technology companies build the processes and people that keep good engineers around. HR consulting, hiring strategy, and management training for developers who just got promoted.
What we do
Most engineering teams hit the same wall: hiring takes too long, new managers struggle because nobody trained them, and the HR department doesn't understand the technical side well enough to support engineers properly. EnzRossi's consulting practice works on all three. We've built and managed engineering teams across Brazil, Argentina, Colombia, and the US, we know what breaks down and how to fix it.
What's included
We review your current process, job descriptions, screening, interviews, scoring, and rebuild it to attract and identify strong engineers faster.
Help your HR team understand what engineers actually need: career paths, performance reviews that matter, comp benchmarks, and retention levers.
Your best engineer just became an engineering manager. They're great at code but have no training in people management. We fix that.
We help you design structured interview frameworks that reduce bias, test the right things, and produce consistent hiring decisions.
We provide salary range data for LATAM and US roles so you can build competitive offers without overpaying or losing candidates.
We teach teams how to collaborate effectively across time zones: documentation standards, async-first habits, and communication protocols.
How we engage
Step 01
We spend the first week reviewing your current processes: hiring funnel, onboarding, org structure, management layer, and HR practices.
Step 02
We deliver a written report identifying the top 3 to 5 problem areas and a prioritized action plan. No generic advice: everything is specific to your team.
Step 03
Depending on the agreed scope, we run workshops, training sessions, or embedded advisory sprints. Most programs run 4 to 12 weeks.
Step 04
Promoted engineers get bi-weekly 1-on-1 coaching sessions with a senior manager from our team. Sessions focus on real situations they're dealing with right now.
Step 05
We set measurable goals at the start (time-to-hire, manager satisfaction scores, retention rates) and review them at the 90-day mark.
Best fit
Developers promoted to manager roles without formal training. They're struggling with performance conversations, prioritization, and team dynamics.
People ops teams that are doing their best but don't have the background to design effective hiring or career ladders for engineers.
Teams where hiring was informal in the early days but now needs structure to scale without introducing bad hires.
Technical leaders dealing with engineer turnover and not sure whether it's compensation, culture, management quality, or something else entirely.
FAQ
Start with a diagnosis
Book a 45-minute call with our consulting team. We'll identify the 2 or 3 highest-leverage areas and propose a program.
