RECRUITMENT AND DIRECT HIRE
Find qualified talent in Brazil without building a local recruiting operation.
SIBRA sources, assesses and presents Brazilian talent for permanent, contract, executive and high-volume hiring. International employers receive local search execution, salary and market guidance, candidate coordination and a hiring path matched to whether the company already has a Brazilian employing entity.
- Best fit
- You need people found and assessed in the Brazilian market
- What changes the answer
- Seniority and scarcity of the profile
- Recommended next step
- Submit a Brazil Role
Use this when
- You need people found and assessed in the Brazilian market
- You already employ in Brazil, or will decide the employment route with us
- Your internal recruiters lack Brazil market reach or language coverage
- You need salary and availability reality before committing to a plan
Do not use this when
- You need sustained multi-role hiring capacity — use RPO
- You need the person employed and administered for you — use Find + Employ
- You need flexible contingent capacity — use staffing
How it runs
Implementation, with owners and inputs
| Stage | Owner | What we need from you |
|---|---|---|
| Role calibration and scorecard | SIBRA search lead | Responsibilities, must-haves, salary band |
| Market mapping and salary guidance | SIBRA Brazil market team | Target cities, language and seniority requirements |
| Sourcing and structured assessment | SIBRA recruiters | Interview panel and availability |
| Shortlist and interview coordination | SIBRA search lead | Feedback within agreed turnaround |
| Offer, employment route and onboarding | SIBRA workforce operations | Entity status, start date |
What drives the price
We publish the factors rather than hiding them. Your quoted numbers come from approved data and are verified before you plan around them.
- Seniority and scarcity of the profile
- Language and location requirements
- Permanent fee, contract rate or retained structure
- Volume and number of parallel roles
- Replacement or guarantee terms
Compare with the adjacent models
- Find + Employ
You also need the person employed and administered in Brazil
- RPO
Hiring demand is sustained and needs embedded capacity
- Executive search
The role is a confidential leadership hire
Brazil specifics
What is different about doing this in Brazil
- Search is executed locally in Brazil, in Portuguese, with English-capable candidate screening where required.
- Salary guidance reflects Brazilian total-compensation practice, including 13th salary and standard benefits expectations.
- Offer structure is checked against the employment route available to you today.
- Candidate activity is kept separate from buyer journeys; careers content lives under /talent/.
Typical roles and functions
- Engineering and product
- Data, AI and analytics
- Finance, tax and accounting
- Sales, marketing and revenue
- Support and operations leadership
Proof and attribution
SIBRA publishes only approved client results. Where a comparable program was delivered by another Gracemark Global Group company, it is attributed to the group and explained in terms of the Brazil operating model. How we document results.
Next step
Submit a Brazil Role
Send the roles, scope or objective. A Brazil specialist comes back with the model, the cost structure and the launch sequence — not a brochure.
Recruitment & Direct Hire: questions buyers ask
Can you recruit if we have no Brazilian entity?
Yes. We recruit first and confirm the employment route in parallel, so the successful candidate can be employed through an EOR route, a staffing structure or your own entity when it exists.
How do you price recruitment?
Permanent hiring is normally a percentage-based fee, contract hiring is rate-based, and confidential leadership searches use a retained structure. Pricing factors are shared before search begins.
Do candidates speak English?
English capability is screened where the role requires it. We calibrate the salary impact of a hard English requirement before search, because it narrows the pool in some markets.
What is your guarantee?
Replacement terms are agreed in the engagement rather than advertised as a blanket claim, because they differ between permanent, contract and executive assignments.
How many candidates will we see?
We present a calibrated shortlist rather than volume. If the market does not support the brief, we tell you what to change: salary, seniority, location or language.
Can you run high-volume hiring?
Yes, through a structured campaign with defined weekly throughput, assessment steps and reporting.