Better hiring, better managers, better teams.
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.
Free, no commitment. Takes about 30 seconds.
* For common roles like full-stack. Other roles typically take 7 to 10 days.
Your next engineer
Lucas A.
Senior Full-Stack Engineer
São Paulo, BR·9 yrs
Sample profiles from our talent network: 3,000+ professionals in 6 countries.
200+ people placed with teams like
200+
People Allocated
5%
Of applicants make our active bench
97%
Client Satisfaction
3 days*
Average Time to First Match
Across fintech, edtech, SaaS, and e-commerce engineering teams in the US
* For common roles like full-stack. Other roles typically take 7 to 10 days.
What we do
Three problems every growing tech team eventually hits.
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
Concrete programs with measurable outcomes.
Hiring strategy design
We review your current process, job descriptions, screening, interviews, scoring, and rebuild it to attract and identify strong engineers faster.
HR consulting for tech teams
Help your HR team understand what engineers actually need: career paths, performance reviews that matter, comp benchmarks, and retention levers.
Management training for promoted devs
Your best engineer just became an engineering manager.
Interview process design
We help you design structured interview frameworks that reduce bias, test the right things, and produce consistent hiring decisions.
Compensation benchmarking
We provide salary range data for LATAM and US roles so you can build competitive offers without overpaying or losing candidates.
Remote culture and async practices
We teach teams how to collaborate effectively across time zones: documentation standards, async-first habits, and communication protocols.
Want to see profiles before you decide?
Tell us who you need. The first shortlist arrives in 3 days for common roles, with no commitment.
How we engage
Diagnosis before prescription.
- 01
Discovery audit
We spend the first week reviewing your current processes: hiring funnel, onboarding, org structure, management layer, and HR practices.
- 02
Findings and recommendations
We deliver a written report identifying the top 3 to 5 problem areas and a prioritized action plan.
- 03
Program delivery
Depending on the agreed scope, we run workshops, training sessions, or embedded advisory sprints.
- 04
Manager coaching
Promoted engineers get bi-weekly 1-on-1 coaching sessions with a senior manager from our team.
- 05
Measurement and follow-up
We set measurable goals at the start (time-to-hire, manager satisfaction scores, retention rates) and review them at the 90-day mark.
What you are actually signing
Try an engineer for two weeks. Keep them only if they earn it.
Shortlist in 3 days*
Three candidates reviewed against your brief by hand, not a database dump.
2-week trial
If the fit is wrong, you pay for the days worked and nothing else.
30-day replacement
Engineer leaves or does not work out in the first 30 days?
Month-to-month
30 days notice.
Not ready for a call? Just tell us who you need.
No calendar, no sales sequence. Send this and we will reply with profiles that fit.
How we use AI
AI in every step.People sign off on all of it.
Every team we place works with AI tools from day one and keeps training on them as new models and practices appear. It makes the work faster. It does not replace the review.
What stays human
- Peer review on every pull request
- Manual and automated testing
- QA before anything ships
- Architecture and product decisions
Planning
Break down scope, estimate, and spot risks before the sprint starts.
Coding
Scaffold, refactor, and pair with AI inside the editor.
Testing
Generate test cases and edge cases. People decide what passes.
Documentation
Keep docs and PR descriptions current without the Friday scramble.
Research
Compare libraries, read specs, and prototype faster.
Code review
First pass by AI, final call by a person.
Need AI inside your product? The engineers we place build that too.
AI & ML developmentBest fit
Who needs this most.
Engineering managers in their first 18 months
Developers promoted to manager roles without formal training.
HR teams without technical context
People ops teams that are doing their best but don't have the background to design effective hiring or career ladders for engineers.
Fast-growing startups rebuilding their hiring process
Teams where hiring was informal in the early days but now needs structure to scale without introducing bad hires.
CTOs experiencing high attrition
Technical leaders dealing with engineer turnover and not sure whether it's compensation, culture, management quality, or something else entirely.
Before you decide
The doubts everyone has before hiring us.
And what we do about each one.
I've been burned by agencies that just forward resumes.
Only 5% of applicants pass our five-dimension vetting.
Remote engineers disappear or jump to another job.
Your account contact runs a structured check-in every month with you and, separately, with the engineer, so problems surface early.
It will cost more than hiring directly or using a freelancer.
You pay one monthly invoice with no placement fee.
No placement feeI don't want outsiders touching our code and data.
Every engineer signs a full NDA before day one, code belongs to your company from the moment it is written, and access goes only to the people who need it, under your security policies.
FAQ
Questions about our consulting services
Start with a diagnosis
Not sure what's broken? We'll tell you.
Book a 45-minute call with our consulting team. We'll identify the 2 or 3 highest-leverage areas and propose a program.
What happens next
- 1
You tell us what you need. It takes about 2 minutes.
- 2
A real person replies within 4 business hours.
- 3
First shortlist in 3 days*. You interview and choose.
* For common roles like full-stack. Other roles typically take 7 to 10 days.