October 23, 2025 • 32 mins
With 15+ years leading Talent Acquisition teams in global companies like Accenture, Boehringer Ingelheim, PedidosYa and DeliveryHero, Leandro Cartelli decided to bring that expertise to new, growing businesses, so he launched Lana Talent!
Leandro is passionate about helping businesses grow and succeed, and he believes it is key to find amazing talent that not only performs well but is also a perfect cultural fit. Today, his focus is on supporting small and medium-sized businesses, especially those that don’t always have access to the same talent strategies as large corporations. Through Lana Talent, Leandro helps them tap into incredible talent across Latin America, his home region and one he’s deeply committed to, offering not just world-class expertise, but also a smart, cost-effective way to scale.
Contact Details:
Email: leandro.cartelli@lanatalent.com
Company: Lana Talent
Website: https://lanatalent.com/
Social Media: LinkedIN - https://www.linkedin.com/in/leancartelli/
Remember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment on my Google Business Page. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.
Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services. #TalentAcquisition #RecruitmentExpert #BusinessGrowth #SMBs #HiringSolutions #LanaTalent #LatinAmericaTalent #CulturalFit #ScalingBusiness #GlobalHiring
Leandro is passionate about helping businesses grow and succeed, and he believes it is key to find amazing talent that not only performs well but is also a perfect cultural fit. Today, his focus is on supporting small and medium-sized businesses, especially those that don’t always have access to the same talent strategies as large corporations. Through Lana Talent, Leandro helps them tap into incredible talent across Latin America, his home region and one he’s deeply committed to, offering not just world-class expertise, but also a smart, cost-effective way to scale.
Contact Details:
Email: leandro.cartelli@lanatalent.com
Company: Lana Talent
Website: https://lanatalent.com/
Social Media: LinkedIN - https://www.linkedin.com/in/leancartelli/
Remember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment on my Google Business Page. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.
Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services. #TalentAcquisition #RecruitmentExpert #BusinessGrowth #SMBs #HiringSolutions #LanaTalent #LatinAmericaTalent #CulturalFit #ScalingBusiness #GlobalHiring
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Welcome to Just Minded My Business Media LLC, where you
get information that you can use. I'm your host, Ida Crawford.
But before we dive in, subscribe.
Speaker 2 (00:15):
To Just Minding My Business on YouTube.
Speaker 1 (00:18):
And wherever you get your podcasts shape Just Minded my
Business with your family, friends, and pile leaders. Engage with
us by leaving a review or comment. Your support keeps
this podcast going and growing. Visit our website at JMMB
mediac dot com to learn how we can support you
(00:42):
and get more visibility on.
Speaker 3 (00:44):
Your products and services.
Speaker 1 (00:46):
So grab a cent of paper and get ready for
information that you can use.
Speaker 4 (00:56):
Podcasts are stepping confidently onto the big screen, revolutionizing the
way we connect and consume media. Meet Just Minding My
Business Media Trademark LLLC, a pioneer in transforming podcasts into
compelling video experiences. Through their Conversations that Matter channel, they
(01:18):
spotlight diverse voices on platforms like Roku and fireTV. Their
multi platform approach amplifies voices inspiring audiences everywhere from morning
commutes to family TV sessions. It's not just content repurposing,
it's community engagement and empowerment through rich visual storytelling. Discover
(01:39):
how the future of podcasts on TV. Is here with
Just Minding My Business Media Trademark LLC, where your story
is seen, heard and felt on every platform. Join the movement.
Contact us today at JMMB Radio at gmail dot com.
Visit the website httpa slash j m MB Media LLC
(02:04):
dot com slash and download the Roku and fire tv
app today and see what we are building and get
on board.
Speaker 2 (02:13):
Welcome to Just Minding My Business and today I am
happy to bring to you a talent acquisition person who
has a team with fifteen plus years in the business.
So I'm gonna let you introduce your sol awesome right
(02:35):
on it.
Speaker 5 (02:37):
Thank you, and first of all, thank you for having
me so excited for this conversation. I'm Lean Cartelly, and
like you said, I've been doing talent acquisition for more
than fifty years, you know, at global companies like Accenture,
you know, at tech startups in the Latin American region.
Speaker 3 (02:55):
I'm actually originally.
Speaker 5 (02:57):
From Buenos Aire, Sargentina, so I've you know, I've worked
across industries, you know, consulting, pharmaceutical technology, always focused on.
Speaker 3 (03:08):
Building UH teams, right.
Speaker 5 (03:10):
My My expertise is around helping businesses understand what they
need and helping them bring the best down that's the
right feet for the culture. And I, you know, about
a year ago, I started my own business. So now
with my team, we help primarily US startups and SMBs
(03:34):
staff themselves with remote talent in Latin America. So I,
like I said, I'm from Arceentina, so super biased here,
but I truly believe in the quality of talent in
this region. And you know, we have so much commonality
with the US, and a lot of startups and small
businesses don't really know they can access such a vast
(03:55):
talent put pool in the Latin American region and we
help them with pretty much everything they need.
Speaker 1 (04:00):
Right.
Speaker 5 (04:00):
So that's you know, that's what what I do, what
our team does.
Speaker 2 (04:05):
Okay, wow, but that's good now. So investing time in
hiring the right person, how do you know you have
the right person, Because usually when people come to interviews,
they pretty much will say yes to everything. So how
(04:26):
do you know you have the right person?
Speaker 3 (04:29):
Yeah, so I think it's a couple of things. The
first thing I would say is, in.
Speaker 5 (04:35):
All honesty, you never know until they're working right. It's
not a risk free process because you're trying to determine
you know, the fit for the role, the feed with
the company, with the team, their potential, all of that
in what twee to five six hours, you know, between
(04:57):
the different interviews and station. So it's it's very very difficult, right,
it's not risk free. Now there's ways to reduce that risk.
So I think it all starts. Many times business leaders
don't do this, but it starts with really a deep
assessment on the needs that.
Speaker 3 (05:15):
They have and not only their hard skills.
Speaker 5 (05:18):
Right, it's not only about well, I need a CEO
especialists or I need a finance manager and these are
the hard skills and experience they need, but it's also
around understanding what the right cultural feed is for them.
Speaker 3 (05:34):
So how does the company work? Right?
Speaker 5 (05:36):
Are they fast paced? Are they superstructured and workcratic? What's
their style? It's very personal, it's very direct, and you know,
making sure you know this is the first step to
them turning around and assessing talent in the right way, right,
because if you don't know this, you might sort of
do a checklist of hard skills, but then the person
(05:59):
might not be the right person even if they need
the skills and so that's the first part, right, looking
with it, and then when you go out to the market,
making sure that your you know, you take a structured approach.
There are different frameworks to assess talent, you know, competency assessments, right,
(06:20):
how you ask questions, how you double down on what
you're asking, how you focus on understanding.
Speaker 3 (06:27):
The experience and then the learnings.
Speaker 5 (06:29):
From that experience, Because someone might have an experience, but
you know, if they don't maybe learn from that, that
talks about their potential, their learning activity. That's also a
sign of whether they will be able to adapt to
your needs or not and change when things change. And
so you know, making sure that you understand how to
(06:51):
ask the questions what you need to ask, making sure
that if there's multiple people interviewing, then they're not asking
the same things that super common I can do.
Speaker 3 (07:02):
It's going through three.
Speaker 5 (07:03):
Interviews and in each interview getting the same questions right.
And so well, I'm going to assess a hard skills,
You're going to assess the soft skills, and someone else
is going to you know, maybe have a more personal
conversation to see they seem like a fit, you know,
from a personal perspective, so you ass a simple things.
And then the last thing I would say is make
(07:23):
sure and this is very important. Many companies will do
it creating assessments for individuals right test their expertise, and
you know that's becoming more and more common in recruiting processes.
If you're going to do you know, content creation, well,
just you know, create a piece of content for me
(07:44):
as part of the process and then let's see if
that's what we you know, what we would expect or
what would be looking for, right, And so I think
that's the way you reduce.
Speaker 3 (07:54):
And then the final thing I would say.
Speaker 5 (07:56):
Is being very transparent and honest on what it can
and it is going to find when they show it,
because I think when there's a miss hire, the yeah,
the business gets hurt, but the person that hurts the
most is that individual that made a career decision and
choice to change shops and show your company.
Speaker 3 (08:17):
And so a candide doesn't.
Speaker 5 (08:18):
Want to go into a shop just because, right, they
want to make sure they're making the right decision and
being very transparent on the challenges, on the needs, on
the current business and company context. That's going to help
the candidate and the talent make the right decision, and
I tend to be very maybe optimistic in that people
(08:43):
know whether.
Speaker 3 (08:44):
They can face the challenge or not, because if.
Speaker 5 (08:47):
They cannot, they're going to be in trouble after very
very you know, it's just a few weeks, very quickly, right,
and they know people don't want to make a career
change just to not succeed at it. And so being
very honest in the conversations.
Speaker 3 (09:00):
I think it's super important.
Speaker 2 (09:02):
Yes, yes, exactly because nowadays when companies, when when you
have let's say an add out, people actually research companies
now because they want to make sure that they are
going to be a right fit. They go to testimonials.
(09:22):
You know, how is it working for this company? I've
done it so many times. So how do you work
with the company to make sure that their reviews when
the applicants go to check them out, is going to
be good? Because you know, the employee is going to
(09:45):
tell if it ain't right.
Speaker 5 (09:49):
And I believe that, you know, sometimes it's okay if
it is not right, because if the condidate, if that's
the opportunity, believes that what they're seeing from the company
is that right for them, it probably isn't. And they're
going to be doing the business a favor by saying no,
(10:09):
this is not right for me, because there is we
work a lot, and in my career I worked a
lot in topics like employer branding right and employer branding
and culture.
Speaker 3 (10:23):
Those are things that of course businesses can build.
Speaker 5 (10:27):
But at the end of the day, what you have
to communicates to be a reflection of the reality that's
taking place within the company, within the business. And so
if I communicate something that's not truthful, someone is going
to come in, They're going to find themselves at a
place that they're not happy and excited and was different
than what they were told, and they're either going to
(10:48):
leave or they're going to have a really bad time.
Speaker 3 (10:50):
And it's also going to have an impact in the
business at the end of the day.
Speaker 5 (10:54):
And so what I always say is I always ask
this question to businesses away board.
Speaker 3 (11:01):
I asked them to describe the company culture, right.
Speaker 5 (11:04):
If they don't know how to describe it, I work
with them and and and you know, and and support
them and guide them in terms of really understanding how
it is that they need to put it in words
and really determine, you know, through maybe different assessments what
that culture looks like, and then make sure that you're,
like I said at the beginning, honest, a transparent in
(11:25):
communicating that because again the candidate, it's going to play.
Speaker 3 (11:29):
A big part in helping make the right decision.
Speaker 5 (11:31):
And if someone looks at your company, looks at your
you know, your culture, statements, you know, gets to know
people and doesn't too comfortable with them in their working style,
then it is okay that they say, well, this is
not for me right, because it's not gonna you know,
it's not gonna be the right decision for the candid
(11:52):
or for the business. So I would definitely say if
individuals explore the business and exploil the company and see
that it's not.
Speaker 3 (12:02):
Right for them, that's that's okay. What I would also
say is, well, if you as.
Speaker 5 (12:07):
A business are seeing that the people within your business,
people that leave the company, and people that are considering
showing are all expressing challenges and are all expressing that
they're not having a great time, well you probably need
to review a couple of things. Right. Cultures can be
(12:27):
assesssed can be changed. This doesn't mean that well, if
it's a toxic culture, it should be sustained and you
know people should join that are looking for a toxic
culture that's not okay, right. You need to consider those
reviews and make assessments to make it suitable so that
people are happy and excited and ensuring working. Right.
Speaker 3 (12:49):
But you don't have to change the style.
Speaker 5 (12:52):
You know, if you're a fast paced, if you're demanding,
if you're perfectionist, that's a culture that's okay, right, And
there's people that are going to love that, that are
going to be a great feed for that, and there's
people that are not. But if you're getting feedback that well,
you know, people are you know, people are being mistreated
or you know, well that's that's definitely not okay, you
(13:14):
do need to change that, right. So I think it's
a question of being honest. But if you're if you're
seeing something that's not okay, then make sure that you
you know, you address it and you try to change
that to make.
Speaker 3 (13:26):
It a good place to work for it for the
people that are going to be a good feed for it. Yeah.
Speaker 2 (13:32):
Absolutely, And I think that's really important in today's world
because applicants do not want to work for a toxic company.
Speaker 3 (13:42):
They just don't.
Speaker 2 (13:43):
It's just it's too much stuff going on to have
to go to a job and and be miserable the
lack of a better word.
Speaker 3 (13:55):
Nobody is for that.
Speaker 5 (13:57):
I mean, we spend so much time on our ops
right at the end of the day, and so we
want to be at a place where we feel that
we belong, where we feel, you know, the purpose of
the company connects with our personal purpose, where we can
have fun and by the way, where we can be challenged,
right and where you know we have someone a leader
(14:19):
or a peer, you know, or anyone putting you or
the people that report to us raising the bar and
helping us grow. And that's that's great, and that's fair,
and that's part of the journey. But definitely in that
other place where you're unhappy and miserable, yes, yes, so you.
Speaker 3 (14:38):
Help your your your.
Speaker 2 (14:42):
The companies achieve that so that they attract so they're
more attractive to new hires. Because now, so two Way Street,
it's like you got the company has to like the applicant,
They have to fit in and the applicant has to
feel this is the right spot for me. So so
(15:03):
two Way Street now and it's not like it was
back in the day. Where people just you know, whatever
was going on, they just accepted it.
Speaker 3 (15:16):
Absolutely.
Speaker 5 (15:17):
And there's you know, the market has times we need
to candidate lend market and we need to company land
market right. Sometimes depending on the current social economic context,
you know, you have situations where candidates, let's say, have
the power and where companies do, and maybe that means
(15:39):
the other side is a bit more.
Speaker 3 (15:41):
Flexible in terms of what they're willing to take.
Speaker 5 (15:45):
But I think scales get balanced at today, you know,
at one time or the other, because that fluctuates, and
so we all need to be very fair with the
other part by businesses need to tweet fairly and make
sure that they're making the right decisions for the people,
and people need to make the right decisions for themselves
and for the business and company that they work for, right. So,
(16:07):
so what we try to do is whenever business comes
to us and needs help finding someone, we ask a
lot of questions about what the need is for the
you know, for the role and for the function and
you know where the company is at. But we also
ask a lot of questions about what type of persons
(16:28):
are a good feed for them, and what are the
challenges that they're going to find and what is now
and culture and when we turn around, we communicate that
to candidates and also understand what it is that they're
looking for and what is the right feed for them.
And so we try to get people to meet, you know,
in the middle and feel okay and feel good. And
(16:49):
I always say that, you know, one of the biggest
challenges that I see businesses make as part of this
process is not investing the time in preparing so, you know,
planning for what they need and then throughout the process.
Speaker 3 (17:05):
Right, talent needs are always personal. Businesses always when they.
Speaker 5 (17:08):
Need someone, they needed fast, they needed now, And that's understandable, right,
you need to run a business. But when you make
a bad higher typically and there's a lot of research
on the making the wrong current decision can cost a
company between fifty to one hundred percent of that individual's
annual salary. Right, that's a huge course not to invest
(17:33):
a few extra hours in conversations in thinking about what
you need and what's right for you. And so I
think that's really something that we typically need to address
and we always advise our clients invested time, have the
conversations provide a good candidate experience, because that's a big
part of the person rate. Not providing feedback to candidates
(17:53):
they're not a fit and why well, there's just that
a fit.
Speaker 3 (17:57):
We need to tell you know, we need to provide
that information to the candidstry because that makes a huge difference.
Speaker 5 (18:03):
You know, candidates that don't have a good experience many
times no longer continue to consume products or services from
that brand. They're typically going to turn around and be
very public and loud about that experience. So that's going
to hurt the employer brand. So you know, it's and
at the end of day, by the way, it's also
(18:23):
a question of respect for that individual.
Speaker 3 (18:27):
And you know, unfortunately it happens alone. Nowadays, there's ghosting too.
Speaker 5 (18:32):
Candidates. There's no fee that provided not to default many
times of the talent acquisition and recruiting teams or companies
like my own, but because businesses that we work with
don't really invest the time to provide that information or
respond to a site. And that's something that I think
as an industry for time, that position and in general
(18:53):
needs to change and it's a big part of what
we try to do Atlanta Time. Really, you know, think
about this process in a different way, that's more supportive
and that's more human for everyone involved.
Speaker 2 (19:07):
Absolutely, So if companies want to work with you, how
do they reach out to you?
Speaker 3 (19:14):
Yeah, so they can, Well, they can find me on LinkedIn.
I'm super active.
Speaker 5 (19:17):
I post all the time about some of the topics
we just talked about, so they can find me. I'm
Leandro Cartelli Lea and is how I like to be
called by. My full name is Leandro l E A
N D r oh. It's a nationalia name, Cartelli. It's
Italian actually with the double L. So they can find
me on LinkedIn, or they can find our company it's
(19:39):
Lana Talent also on LinkedIn or Lana talent dot com.
Speaker 3 (19:44):
It's actually it's funny, it's Lanta.
Speaker 5 (19:46):
It's l A from Latin Latin America and Na from
North America. Because we want to close the gap between
North American businesses Latin American talent.
Speaker 3 (19:57):
So we called our business Lana Talent.
Speaker 2 (20:00):
Okay, got it, got it. So let's talk a little
bit about remote work. So does your company support businesses
in getting remote talent?
Speaker 3 (20:15):
Yes, yes, that is correct. That is I would say
our sweet spot.
Speaker 5 (20:18):
So basically what we do is we we focus on
providing US small you know SMB small and medium businesses
access to remote time in Latin America.
Speaker 3 (20:30):
Right, And so.
Speaker 5 (20:33):
There's there's of course walls that cannot be done remotely,
we know that, but there's a lot that can be done.
And many times, especially smaller businesses don't know how to
access the talent pool in Latin America. Where to start, right,
what country should they go to, how do they know
(20:53):
contact people, how do they you know, hire someone in
the region. How do they pay for you know that
there's here, right, So that's what we do. We advise
them when they you know, when they're open to hire
and remote talent. We advise them on their location and
the type of individual. We advise them on compensation structure
(21:14):
in the region, which is one of the biggest value
propositions we have for our clients because when they hire
remote in Latin America is typically between thirty to fifty
percent more cost effective than in the US, right, for
obvious reasons. And so for a small business and startup,
which typically we know, one of the biggest challenges is,
(21:37):
you know, the runway they have and the money they
have left and typically on average, eighty percent of the
cost for a startup is headcut is people, and so
if we can help them reduce that, we're also helping
them helping them succeed, right, And that's that's really our
sweet spot. That's that's what we do and how we
support them. I always say, you have to be very
(22:00):
intentional in making it work.
Speaker 1 (22:02):
Right.
Speaker 5 (22:03):
If you hire someone remote, it's not like you're seeing
each other every day in the office and things get
set and you can work everything out. You need to
be very intentional in the onboarding process to help them
be successful and have the resources. You need to be
very intentional in how you collaborate on a day to
day basis so that they're close to you, so that
(22:23):
they are few supported, and so that you can also
guide them and making sure that they're performing and delivering
on the results that you're looking for as a business.
So if you're willing to do that, you know, it's
super beneficial and it's amazing. If you're an a then
you know, just hire someone in your city, go to
the office a couple of days a week.
Speaker 3 (22:43):
And you know, and don't worry about remote.
Speaker 5 (22:45):
But it is something that you need to be willing
to invest the time in making it work and if
you are invested, it's going to be super successful.
Speaker 2 (22:55):
Yeah, Because I have a remote worker and I absolutely
love him, you know, I mean he fits right into
the culture because culture is important to me, you know,
being a person that came out of corporate America and
I witnessed a lot of things that I didn't like
(23:16):
and things that I definitely wasn't going to have in
my company.
Speaker 3 (23:20):
So based on that, you know, people that work for
me are valued. I'll let them know.
Speaker 2 (23:27):
I'll hide you because that's your expertise, not mine. So
I want them to come to the table with their ideas,
you know, what's on your mind. How can we make
this work? You know, and I'm pretty open to trying things.
You know, if it doesn't work, it doesn't work, but
(23:48):
we can try.
Speaker 3 (23:51):
Why are your remote work worker space out of out
of the Philippines nice and well, that's one.
Speaker 5 (23:59):
Of the biggest right, one of the big things we see,
and it really depends on how you manage.
Speaker 3 (24:07):
Which is great to.
Speaker 5 (24:07):
Hear that you're doing good with that because there is
a big part on you and how you collaborate with
your team.
Speaker 3 (24:13):
Time zone tends to be a challenge.
Speaker 5 (24:16):
We have clients that have tried, you know, Philippines or India,
our attack some places that have.
Speaker 3 (24:22):
A very different time zone. Some make it work and
some have challenges making it work.
Speaker 5 (24:28):
You know, Latin America tends to be slightly higher costs
than countries like Philippines or India, but has some benefits
like same time zone, right, and so it's always good
to hear when you know leaders like yourself can make
it work with that time zone difference, because it can
be a challenge for businesses as well.
Speaker 3 (24:49):
And some of the times we talk to handmade some
decisions based on that. Yes.
Speaker 2 (24:54):
Yeah, so let me ask you, if you're remoting, what
type of skills do do they typically have for your
remote workers?
Speaker 1 (25:06):
Yeah?
Speaker 5 (25:06):
So, so I would say there's three areas that we
focus on technology, right, every you know software developers, everything
you know back in front and full stack developers.
Speaker 3 (25:21):
You know, product a lot of you know U x
u I designed as.
Speaker 5 (25:26):
Well, everything that has to do with developing software and products.
Then we work a lot with marketing and sales. We
tend to see that especially smaller businesses. One of the
first hires, so the first few hires in net are
within the business development around and so you know, SDRs,
(25:50):
bd rs, and there is a growing market of that
type of skill and talent in Latin America supporting US right,
you know, with great English skills. You know, you sometimes
you cannot tell the difference whether they were born, you know,
their actions is just sood not like man you can
tell and not from you know, from the US. I
(26:11):
have a bit of an accent. But you know, there's
people I've I've talked with in Argentina, in Colombia that
they you know, they speak as you know, as a
native speaker, right, So for CELLS that's super important as well.
And then we we've seen a lot and we also
support a lot of more staff and corporate functions, so
(26:36):
HR finance, we see within HR, we've seen a lot
of demand for recruiters, so what we do, what I
do on my team does We've seen a lot of
companies looking for TAN professionals. So those are really the
key skills we you know, we support and we hired
for and we we really understand the market very very well.
(26:59):
The other thing to say, something that we've seen over
the last six months is a lot of talent for
content creators, so copywriters for example, right, or you know, designers.
We're seeing a lot of that because more and more
(27:20):
there is a content economy, right and and there is
a lot of demand for support for content creators that
are doing good, and we're also hiring for those types
of roles. And there is amazing, super creative talent in America.
So so that's something that we're also seeing growing the
market and an area.
Speaker 3 (27:40):
That we that we support our clients on.
Speaker 4 (27:43):
Wow, So it.
Speaker 2 (27:44):
Looks like you've got quite a few things going on,
my friend, because I'm always you know, looking for remote
workers because I'm a home based business, so remote workers
work for me, and my business is more or less
content creation, you know, things like that are sales marketing.
(28:11):
Those are my two main areas that I would probably
hire from. So if companies want to tap into your
remote workers, how do they do so.
Speaker 1 (28:23):
Well?
Speaker 5 (28:24):
They can reach out to us, you know, in our
website that we talked about lately, we have a link
to contact us because we there's a lot of companies
that have sort of a self service platform many times
for this type of talent. What we try to do
different is you know, and not the best. You know,
(28:44):
some people like it more than others. So I always
say we we cater for a specific type of business,
a leader that's willing to maybe best more time in
a more more specialized.
Speaker 3 (28:57):
Type of support.
Speaker 5 (28:58):
Right, So we don't have you know, we have all
of our talents in our internal database and we are
talking to tant in the market all the time.
Speaker 3 (29:06):
But we don't use a platform and we don't position.
Speaker 5 (29:09):
Candids in front of a business before we're able to
talk to that business and understand what it is that
they actually mean. Right, because you know you can we
were talking before. Right, you can search on our database
and find a list of skills. Now that doesn't mean
that individual is the right person for you, because it
might not be the right field from a culture perspective,
(29:30):
from a first purpose perspective. Right, There's a lot of components.
And before we send someone, you know, to our clients,
we make sure that we know that they have the
hard skills, but everything else as well.
Speaker 2 (29:44):
Yes, yes, I get it, you know, because you definitely
need to have a conversation with the company first to
make sure that with the cultures alike, what what's the asking?
Speaker 3 (29:57):
What are you asking? What will you?
Speaker 2 (30:01):
I would say, what's most important?
Speaker 5 (30:04):
And what's you know you'll be okay without exactly exactly.
We don't want anyone to be disappointed. Now, the not
the company, not the business, I'm not the candidate, right,
There's there's human beings behind every decision we make, right,
I will need to be very conscious.
Speaker 2 (30:20):
Of that absolutely. So again, give us your website and
your LinkedIn handled.
Speaker 5 (30:28):
Yeah, so LinkedIn Leandro Cartelli that's l e a n
d r O car Telly. That's my last name with
the double L. That's c A r t E l
l I. And then our website is Lana Talent dot com.
I always say, I always say where it came from,
because that's so easy to remember, right, Latin America, North America,
(30:52):
l A n A Lana, So people can find us there.
You know, I'm always especially on LinkedIn. I always share
content that's relevant for businesses. So I talk about candid
experience and hiring and best practices. But I also share
a lot of content for candidates, right how to go
about the recruiting process and what's important for them.
Speaker 3 (31:15):
Uh, and so I you know, I always say that
we serve both like businesses and candidates, and both of them.
Ara comes.
Speaker 5 (31:23):
Yes, Honestly, we get the business and the company, so
the ones that pay us, but we serve both sides
of the of the of the healthy expert.
Speaker 3 (31:33):
Well, I appreciate.
Speaker 2 (31:34):
So what time is it an Argentina right now, It's.
Speaker 3 (31:38):
It's half past five.
Speaker 5 (31:41):
So, as we talked about before we started recording, I'm
actually sitting at a coffee store waiting for my next coffee.
And I'll keep on knowing a little bit because like you,
I'm an entrepreneur. I had my own small business and
I just love to keep going until late, but I
always a cup of coffee.
Speaker 3 (32:00):
We need to do it. Well, I thank you so.
Speaker 2 (32:05):
Much for taking time out and meeting me for coffee.
Appreciate that. And you dropped a lot of good gems
on us today and we truly appreciate it. And audience,
thank you as well for stopping by.
Speaker 3 (32:22):
Thank you was lovely. Thank you for the time on
the conversation. I had an amazing time.
Speaker 1 (32:26):
Absolutely, Thank you to our guests and you our values
audience for stopping by. We truly appreciate you. Many blessings
to you and yours
Welcome to Just Minded My Business Media LLC, where you
get information that you can use. I'm your host, Ida Crawford.
But before we dive in, subscribe.
Speaker 2 (00:15):
To Just Minding My Business on YouTube.
Speaker 1 (00:18):
And wherever you get your podcasts shape Just Minded my
Business with your family, friends, and pile leaders. Engage with
us by leaving a review or comment. Your support keeps
this podcast going and growing. Visit our website at JMMB
mediac dot com to learn how we can support you
(00:42):
and get more visibility on.
Speaker 3 (00:44):
Your products and services.
Speaker 1 (00:46):
So grab a cent of paper and get ready for
information that you can use.
Speaker 4 (00:56):
Podcasts are stepping confidently onto the big screen, revolutionizing the
way we connect and consume media. Meet Just Minding My
Business Media Trademark LLLC, a pioneer in transforming podcasts into
compelling video experiences. Through their Conversations that Matter channel, they
(01:18):
spotlight diverse voices on platforms like Roku and fireTV. Their
multi platform approach amplifies voices inspiring audiences everywhere from morning
commutes to family TV sessions. It's not just content repurposing,
it's community engagement and empowerment through rich visual storytelling. Discover
(01:39):
how the future of podcasts on TV. Is here with
Just Minding My Business Media Trademark LLC, where your story
is seen, heard and felt on every platform. Join the movement.
Contact us today at JMMB Radio at gmail dot com.
Visit the website httpa slash j m MB Media LLC
(02:04):
dot com slash and download the Roku and fire tv
app today and see what we are building and get
on board.
Speaker 2 (02:13):
Welcome to Just Minding My Business and today I am
happy to bring to you a talent acquisition person who
has a team with fifteen plus years in the business.
So I'm gonna let you introduce your sol awesome right
(02:35):
on it.
Speaker 5 (02:37):
Thank you, and first of all, thank you for having
me so excited for this conversation. I'm Lean Cartelly, and
like you said, I've been doing talent acquisition for more
than fifty years, you know, at global companies like Accenture,
you know, at tech startups in the Latin American region.
Speaker 3 (02:55):
I'm actually originally.
Speaker 5 (02:57):
From Buenos Aire, Sargentina, so I've you know, I've worked
across industries, you know, consulting, pharmaceutical technology, always focused on.
Speaker 3 (03:08):
Building UH teams, right.
Speaker 5 (03:10):
My My expertise is around helping businesses understand what they
need and helping them bring the best down that's the
right feet for the culture. And I, you know, about
a year ago, I started my own business. So now
with my team, we help primarily US startups and SMBs
(03:34):
staff themselves with remote talent in Latin America. So I,
like I said, I'm from Arceentina, so super biased here,
but I truly believe in the quality of talent in
this region. And you know, we have so much commonality
with the US, and a lot of startups and small
businesses don't really know they can access such a vast
(03:55):
talent put pool in the Latin American region and we
help them with pretty much everything they need.
Speaker 1 (04:00):
Right.
Speaker 5 (04:00):
So that's you know, that's what what I do, what
our team does.
Speaker 2 (04:05):
Okay, wow, but that's good now. So investing time in
hiring the right person, how do you know you have
the right person, Because usually when people come to interviews,
they pretty much will say yes to everything. So how
(04:26):
do you know you have the right person?
Speaker 3 (04:29):
Yeah, so I think it's a couple of things. The
first thing I would say is, in.
Speaker 5 (04:35):
All honesty, you never know until they're working right. It's
not a risk free process because you're trying to determine
you know, the fit for the role, the feed with
the company, with the team, their potential, all of that
in what twee to five six hours, you know, between
(04:57):
the different interviews and station. So it's it's very very difficult, right,
it's not risk free. Now there's ways to reduce that risk.
So I think it all starts. Many times business leaders
don't do this, but it starts with really a deep
assessment on the needs that.
Speaker 3 (05:15):
They have and not only their hard skills.
Speaker 5 (05:18):
Right, it's not only about well, I need a CEO
especialists or I need a finance manager and these are
the hard skills and experience they need, but it's also
around understanding what the right cultural feed is for them.
Speaker 3 (05:34):
So how does the company work? Right?
Speaker 5 (05:36):
Are they fast paced? Are they superstructured and workcratic? What's
their style? It's very personal, it's very direct, and you know,
making sure you know this is the first step to
them turning around and assessing talent in the right way, right,
because if you don't know this, you might sort of
do a checklist of hard skills, but then the person
(05:59):
might not be the right person even if they need
the skills and so that's the first part, right, looking
with it, and then when you go out to the market,
making sure that your you know, you take a structured approach.
There are different frameworks to assess talent, you know, competency assessments, right,
(06:20):
how you ask questions, how you double down on what
you're asking, how you focus on understanding.
Speaker 3 (06:27):
The experience and then the learnings.
Speaker 5 (06:29):
From that experience, Because someone might have an experience, but
you know, if they don't maybe learn from that, that
talks about their potential, their learning activity. That's also a
sign of whether they will be able to adapt to
your needs or not and change when things change. And
so you know, making sure that you understand how to
(06:51):
ask the questions what you need to ask, making sure
that if there's multiple people interviewing, then they're not asking
the same things that super common I can do.
Speaker 3 (07:02):
It's going through three.
Speaker 5 (07:03):
Interviews and in each interview getting the same questions right.
And so well, I'm going to assess a hard skills,
You're going to assess the soft skills, and someone else
is going to you know, maybe have a more personal
conversation to see they seem like a fit, you know,
from a personal perspective, so you ass a simple things.
And then the last thing I would say is make
(07:23):
sure and this is very important. Many companies will do
it creating assessments for individuals right test their expertise, and
you know that's becoming more and more common in recruiting processes.
If you're going to do you know, content creation, well,
just you know, create a piece of content for me
(07:44):
as part of the process and then let's see if
that's what we you know, what we would expect or
what would be looking for, right, And so I think
that's the way you reduce.
Speaker 3 (07:54):
And then the final thing I would say.
Speaker 5 (07:56):
Is being very transparent and honest on what it can
and it is going to find when they show it,
because I think when there's a miss hire, the yeah,
the business gets hurt, but the person that hurts the
most is that individual that made a career decision and
choice to change shops and show your company.
Speaker 3 (08:17):
And so a candide doesn't.
Speaker 5 (08:18):
Want to go into a shop just because, right, they
want to make sure they're making the right decision and
being very transparent on the challenges, on the needs, on
the current business and company context. That's going to help
the candidate and the talent make the right decision, and
I tend to be very maybe optimistic in that people
(08:43):
know whether.
Speaker 3 (08:44):
They can face the challenge or not, because if.
Speaker 5 (08:47):
They cannot, they're going to be in trouble after very
very you know, it's just a few weeks, very quickly, right,
and they know people don't want to make a career
change just to not succeed at it. And so being
very honest in the conversations.
Speaker 3 (09:00):
I think it's super important.
Speaker 2 (09:02):
Yes, yes, exactly because nowadays when companies, when when you
have let's say an add out, people actually research companies
now because they want to make sure that they are
going to be a right fit. They go to testimonials.
(09:22):
You know, how is it working for this company? I've
done it so many times. So how do you work
with the company to make sure that their reviews when
the applicants go to check them out, is going to
be good? Because you know, the employee is going to
(09:45):
tell if it ain't right.
Speaker 5 (09:49):
And I believe that, you know, sometimes it's okay if
it is not right, because if the condidate, if that's
the opportunity, believes that what they're seeing from the company
is that right for them, it probably isn't. And they're
going to be doing the business a favor by saying no,
(10:09):
this is not right for me, because there is we
work a lot, and in my career I worked a
lot in topics like employer branding right and employer branding
and culture.
Speaker 3 (10:23):
Those are things that of course businesses can build.
Speaker 5 (10:27):
But at the end of the day, what you have
to communicates to be a reflection of the reality that's
taking place within the company, within the business. And so
if I communicate something that's not truthful, someone is going
to come in, They're going to find themselves at a
place that they're not happy and excited and was different
than what they were told, and they're either going to
(10:48):
leave or they're going to have a really bad time.
Speaker 3 (10:50):
And it's also going to have an impact in the
business at the end of the day.
Speaker 5 (10:54):
And so what I always say is I always ask
this question to businesses away board.
Speaker 3 (11:01):
I asked them to describe the company culture, right.
Speaker 5 (11:04):
If they don't know how to describe it, I work
with them and and and you know, and and support
them and guide them in terms of really understanding how
it is that they need to put it in words
and really determine, you know, through maybe different assessments what
that culture looks like, and then make sure that you're,
like I said at the beginning, honest, a transparent in
(11:25):
communicating that because again the candidate, it's going to play.
Speaker 3 (11:29):
A big part in helping make the right decision.
Speaker 5 (11:31):
And if someone looks at your company, looks at your
you know, your culture, statements, you know, gets to know
people and doesn't too comfortable with them in their working style,
then it is okay that they say, well, this is
not for me right, because it's not gonna you know,
it's not gonna be the right decision for the candid
(11:52):
or for the business. So I would definitely say if
individuals explore the business and exploil the company and see
that it's not.
Speaker 3 (12:02):
Right for them, that's that's okay. What I would also
say is, well, if you as.
Speaker 5 (12:07):
A business are seeing that the people within your business,
people that leave the company, and people that are considering
showing are all expressing challenges and are all expressing that
they're not having a great time, well you probably need
to review a couple of things. Right. Cultures can be
(12:27):
assesssed can be changed. This doesn't mean that well, if
it's a toxic culture, it should be sustained and you
know people should join that are looking for a toxic
culture that's not okay, right. You need to consider those
reviews and make assessments to make it suitable so that
people are happy and excited and ensuring working. Right.
Speaker 3 (12:49):
But you don't have to change the style.
Speaker 5 (12:52):
You know, if you're a fast paced, if you're demanding,
if you're perfectionist, that's a culture that's okay, right, And
there's people that are going to love that, that are
going to be a great feed for that, and there's
people that are not. But if you're getting feedback that well,
you know, people are you know, people are being mistreated
or you know, well that's that's definitely not okay, you
(13:14):
do need to change that, right. So I think it's
a question of being honest. But if you're if you're
seeing something that's not okay, then make sure that you
you know, you address it and you try to change
that to make.
Speaker 3 (13:26):
It a good place to work for it for the
people that are going to be a good feed for it. Yeah.
Speaker 2 (13:32):
Absolutely, And I think that's really important in today's world
because applicants do not want to work for a toxic company.
Speaker 3 (13:42):
They just don't.
Speaker 2 (13:43):
It's just it's too much stuff going on to have
to go to a job and and be miserable the
lack of a better word.
Speaker 3 (13:55):
Nobody is for that.
Speaker 5 (13:57):
I mean, we spend so much time on our ops
right at the end of the day, and so we
want to be at a place where we feel that
we belong, where we feel, you know, the purpose of
the company connects with our personal purpose, where we can
have fun and by the way, where we can be challenged,
right and where you know we have someone a leader
(14:19):
or a peer, you know, or anyone putting you or
the people that report to us raising the bar and
helping us grow. And that's that's great, and that's fair,
and that's part of the journey. But definitely in that
other place where you're unhappy and miserable, yes, yes, so you.
Speaker 3 (14:38):
Help your your your.
Speaker 2 (14:42):
The companies achieve that so that they attract so they're
more attractive to new hires. Because now, so two Way Street,
it's like you got the company has to like the applicant,
They have to fit in and the applicant has to
feel this is the right spot for me. So so
(15:03):
two Way Street now and it's not like it was
back in the day. Where people just you know, whatever
was going on, they just accepted it.
Speaker 3 (15:16):
Absolutely.
Speaker 5 (15:17):
And there's you know, the market has times we need
to candidate lend market and we need to company land
market right. Sometimes depending on the current social economic context,
you know, you have situations where candidates, let's say, have
the power and where companies do, and maybe that means
(15:39):
the other side is a bit more.
Speaker 3 (15:41):
Flexible in terms of what they're willing to take.
Speaker 5 (15:45):
But I think scales get balanced at today, you know,
at one time or the other, because that fluctuates, and
so we all need to be very fair with the
other part by businesses need to tweet fairly and make
sure that they're making the right decisions for the people,
and people need to make the right decisions for themselves
and for the business and company that they work for, right. So,
(16:07):
so what we try to do is whenever business comes
to us and needs help finding someone, we ask a
lot of questions about what the need is for the
you know, for the role and for the function and
you know where the company is at. But we also
ask a lot of questions about what type of persons
(16:28):
are a good feed for them, and what are the
challenges that they're going to find and what is now
and culture and when we turn around, we communicate that
to candidates and also understand what it is that they're
looking for and what is the right feed for them.
And so we try to get people to meet, you know,
in the middle and feel okay and feel good. And
(16:49):
I always say that, you know, one of the biggest
challenges that I see businesses make as part of this
process is not investing the time in preparing so, you know,
planning for what they need and then throughout the process.
Speaker 3 (17:05):
Right, talent needs are always personal. Businesses always when they.
Speaker 5 (17:08):
Need someone, they needed fast, they needed now, And that's understandable, right,
you need to run a business. But when you make
a bad higher typically and there's a lot of research
on the making the wrong current decision can cost a
company between fifty to one hundred percent of that individual's
annual salary. Right, that's a huge course not to invest
(17:33):
a few extra hours in conversations in thinking about what
you need and what's right for you. And so I
think that's really something that we typically need to address
and we always advise our clients invested time, have the
conversations provide a good candidate experience, because that's a big
part of the person rate. Not providing feedback to candidates
(17:53):
they're not a fit and why well, there's just that
a fit.
Speaker 3 (17:57):
We need to tell you know, we need to provide
that information to the candidstry because that makes a huge difference.
Speaker 5 (18:03):
You know, candidates that don't have a good experience many
times no longer continue to consume products or services from
that brand. They're typically going to turn around and be
very public and loud about that experience. So that's going
to hurt the employer brand. So you know, it's and
at the end of day, by the way, it's also
(18:23):
a question of respect for that individual.
Speaker 3 (18:27):
And you know, unfortunately it happens alone. Nowadays, there's ghosting too.
Speaker 5 (18:32):
Candidates. There's no fee that provided not to default many
times of the talent acquisition and recruiting teams or companies
like my own, but because businesses that we work with
don't really invest the time to provide that information or
respond to a site. And that's something that I think
as an industry for time, that position and in general
(18:53):
needs to change and it's a big part of what
we try to do Atlanta Time. Really, you know, think
about this process in a different way, that's more supportive
and that's more human for everyone involved.
Speaker 2 (19:07):
Absolutely, So if companies want to work with you, how
do they reach out to you?
Speaker 3 (19:14):
Yeah, so they can, Well, they can find me on LinkedIn.
I'm super active.
Speaker 5 (19:17):
I post all the time about some of the topics
we just talked about, so they can find me. I'm
Leandro Cartelli Lea and is how I like to be
called by. My full name is Leandro l E A
N D r oh. It's a nationalia name, Cartelli. It's
Italian actually with the double L. So they can find
me on LinkedIn, or they can find our company it's
(19:39):
Lana Talent also on LinkedIn or Lana talent dot com.
Speaker 3 (19:44):
It's actually it's funny, it's Lanta.
Speaker 5 (19:46):
It's l A from Latin Latin America and Na from
North America. Because we want to close the gap between
North American businesses Latin American talent.
Speaker 3 (19:57):
So we called our business Lana Talent.
Speaker 2 (20:00):
Okay, got it, got it. So let's talk a little
bit about remote work. So does your company support businesses
in getting remote talent?
Speaker 3 (20:15):
Yes, yes, that is correct. That is I would say
our sweet spot.
Speaker 5 (20:18):
So basically what we do is we we focus on
providing US small you know SMB small and medium businesses
access to remote time in Latin America.
Speaker 3 (20:30):
Right, And so.
Speaker 5 (20:33):
There's there's of course walls that cannot be done remotely,
we know that, but there's a lot that can be done.
And many times, especially smaller businesses don't know how to
access the talent pool in Latin America. Where to start, right,
what country should they go to, how do they know
(20:53):
contact people, how do they you know, hire someone in
the region. How do they pay for you know that
there's here, right, So that's what we do. We advise
them when they you know, when they're open to hire
and remote talent. We advise them on their location and
the type of individual. We advise them on compensation structure
(21:14):
in the region, which is one of the biggest value
propositions we have for our clients because when they hire
remote in Latin America is typically between thirty to fifty
percent more cost effective than in the US, right, for
obvious reasons. And so for a small business and startup,
which typically we know, one of the biggest challenges is,
(21:37):
you know, the runway they have and the money they
have left and typically on average, eighty percent of the
cost for a startup is headcut is people, and so
if we can help them reduce that, we're also helping
them helping them succeed, right, And that's that's really our
sweet spot. That's that's what we do and how we
support them. I always say, you have to be very
(22:00):
intentional in making it work.
Speaker 1 (22:02):
Right.
Speaker 5 (22:03):
If you hire someone remote, it's not like you're seeing
each other every day in the office and things get
set and you can work everything out. You need to
be very intentional in the onboarding process to help them
be successful and have the resources. You need to be
very intentional in how you collaborate on a day to
day basis so that they're close to you, so that
(22:23):
they are few supported, and so that you can also
guide them and making sure that they're performing and delivering
on the results that you're looking for as a business.
So if you're willing to do that, you know, it's
super beneficial and it's amazing. If you're an a then
you know, just hire someone in your city, go to
the office a couple of days a week.
Speaker 3 (22:43):
And you know, and don't worry about remote.
Speaker 5 (22:45):
But it is something that you need to be willing
to invest the time in making it work and if
you are invested, it's going to be super successful.
Speaker 2 (22:55):
Yeah, Because I have a remote worker and I absolutely
love him, you know, I mean he fits right into
the culture because culture is important to me, you know,
being a person that came out of corporate America and
I witnessed a lot of things that I didn't like
(23:16):
and things that I definitely wasn't going to have in
my company.
Speaker 3 (23:20):
So based on that, you know, people that work for
me are valued. I'll let them know.
Speaker 2 (23:27):
I'll hide you because that's your expertise, not mine. So
I want them to come to the table with their ideas,
you know, what's on your mind. How can we make
this work? You know, and I'm pretty open to trying things.
You know, if it doesn't work, it doesn't work, but
(23:48):
we can try.
Speaker 3 (23:51):
Why are your remote work worker space out of out
of the Philippines nice and well, that's one.
Speaker 5 (23:59):
Of the biggest right, one of the big things we see,
and it really depends on how you manage.
Speaker 3 (24:07):
Which is great to.
Speaker 5 (24:07):
Hear that you're doing good with that because there is
a big part on you and how you collaborate with
your team.
Speaker 3 (24:13):
Time zone tends to be a challenge.
Speaker 5 (24:16):
We have clients that have tried, you know, Philippines or India,
our attack some places that have.
Speaker 3 (24:22):
A very different time zone. Some make it work and
some have challenges making it work.
Speaker 5 (24:28):
You know, Latin America tends to be slightly higher costs
than countries like Philippines or India, but has some benefits
like same time zone, right, and so it's always good
to hear when you know leaders like yourself can make
it work with that time zone difference, because it can
be a challenge for businesses as well.
Speaker 3 (24:49):
And some of the times we talk to handmade some
decisions based on that. Yes.
Speaker 2 (24:54):
Yeah, so let me ask you, if you're remoting, what
type of skills do do they typically have for your
remote workers?
Speaker 1 (25:06):
Yeah?
Speaker 5 (25:06):
So, so I would say there's three areas that we
focus on technology, right, every you know software developers, everything
you know back in front and full stack developers.
Speaker 3 (25:21):
You know, product a lot of you know U x
u I designed as.
Speaker 5 (25:26):
Well, everything that has to do with developing software and products.
Then we work a lot with marketing and sales. We
tend to see that especially smaller businesses. One of the
first hires, so the first few hires in net are
within the business development around and so you know, SDRs,
(25:50):
bd rs, and there is a growing market of that
type of skill and talent in Latin America supporting US right,
you know, with great English skills. You know, you sometimes
you cannot tell the difference whether they were born, you know,
their actions is just sood not like man you can
tell and not from you know, from the US. I
(26:11):
have a bit of an accent. But you know, there's
people I've I've talked with in Argentina, in Colombia that
they you know, they speak as you know, as a
native speaker, right, So for CELLS that's super important as well.
And then we we've seen a lot and we also
support a lot of more staff and corporate functions, so
(26:36):
HR finance, we see within HR, we've seen a lot
of demand for recruiters, so what we do, what I
do on my team does We've seen a lot of
companies looking for TAN professionals. So those are really the
key skills we you know, we support and we hired
for and we we really understand the market very very well.
(26:59):
The other thing to say, something that we've seen over
the last six months is a lot of talent for
content creators, so copywriters for example, right, or you know, designers.
We're seeing a lot of that because more and more
(27:20):
there is a content economy, right and and there is
a lot of demand for support for content creators that
are doing good, and we're also hiring for those types
of roles. And there is amazing, super creative talent in America.
So so that's something that we're also seeing growing the
market and an area.
Speaker 3 (27:40):
That we that we support our clients on.
Speaker 4 (27:43):
Wow, So it.
Speaker 2 (27:44):
Looks like you've got quite a few things going on,
my friend, because I'm always you know, looking for remote
workers because I'm a home based business, so remote workers
work for me, and my business is more or less
content creation, you know, things like that are sales marketing.
(28:11):
Those are my two main areas that I would probably
hire from. So if companies want to tap into your
remote workers, how do they do so.
Speaker 1 (28:23):
Well?
Speaker 5 (28:24):
They can reach out to us, you know, in our
website that we talked about lately, we have a link
to contact us because we there's a lot of companies
that have sort of a self service platform many times
for this type of talent. What we try to do
different is you know, and not the best. You know,
(28:44):
some people like it more than others. So I always
say we we cater for a specific type of business,
a leader that's willing to maybe best more time in
a more more specialized.
Speaker 3 (28:57):
Type of support.
Speaker 5 (28:58):
Right, So we don't have you know, we have all
of our talents in our internal database and we are
talking to tant in the market all the time.
Speaker 3 (29:06):
But we don't use a platform and we don't position.
Speaker 5 (29:09):
Candids in front of a business before we're able to
talk to that business and understand what it is that
they actually mean. Right, because you know you can we
were talking before. Right, you can search on our database
and find a list of skills. Now that doesn't mean
that individual is the right person for you, because it
might not be the right field from a culture perspective,
(29:30):
from a first purpose perspective. Right, There's a lot of components.
And before we send someone, you know, to our clients,
we make sure that we know that they have the
hard skills, but everything else as well.
Speaker 2 (29:44):
Yes, yes, I get it, you know, because you definitely
need to have a conversation with the company first to
make sure that with the cultures alike, what what's the asking?
Speaker 3 (29:57):
What are you asking? What will you?
Speaker 2 (30:01):
I would say, what's most important?
Speaker 5 (30:04):
And what's you know you'll be okay without exactly exactly.
We don't want anyone to be disappointed. Now, the not
the company, not the business, I'm not the candidate, right,
There's there's human beings behind every decision we make, right,
I will need to be very conscious.
Speaker 2 (30:20):
Of that absolutely. So again, give us your website and
your LinkedIn handled.
Speaker 5 (30:28):
Yeah, so LinkedIn Leandro Cartelli that's l e a n
d r O car Telly. That's my last name with
the double L. That's c A r t E l
l I. And then our website is Lana Talent dot com.
I always say, I always say where it came from,
because that's so easy to remember, right, Latin America, North America,
(30:52):
l A n A Lana, So people can find us there.
You know, I'm always especially on LinkedIn. I always share
content that's relevant for businesses. So I talk about candid
experience and hiring and best practices. But I also share
a lot of content for candidates, right how to go
about the recruiting process and what's important for them.
Speaker 3 (31:15):
Uh, and so I you know, I always say that
we serve both like businesses and candidates, and both of them.
Ara comes.
Speaker 5 (31:23):
Yes, Honestly, we get the business and the company, so
the ones that pay us, but we serve both sides
of the of the of the healthy expert.
Speaker 3 (31:33):
Well, I appreciate.
Speaker 2 (31:34):
So what time is it an Argentina right now, It's.
Speaker 3 (31:38):
It's half past five.
Speaker 5 (31:41):
So, as we talked about before we started recording, I'm
actually sitting at a coffee store waiting for my next coffee.
And I'll keep on knowing a little bit because like you,
I'm an entrepreneur. I had my own small business and
I just love to keep going until late, but I
always a cup of coffee.
Speaker 3 (32:00):
We need to do it. Well, I thank you so.
Speaker 2 (32:05):
Much for taking time out and meeting me for coffee.
Appreciate that. And you dropped a lot of good gems
on us today and we truly appreciate it. And audience,
thank you as well for stopping by.
Speaker 3 (32:22):
Thank you was lovely. Thank you for the time on
the conversation. I had an amazing time.
Speaker 1 (32:26):
Absolutely, Thank you to our guests and you our values
audience for stopping by. We truly appreciate you. Many blessings
to you and yours
Popular Podcasts
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
Ruthie's Table 4
For more than 30 years The River Cafe in London, has been the home-from-home of artists, architects, designers, actors, collectors, writers, activists, and politicians. Michael Caine, Glenn Close, JJ Abrams, Steve McQueen, Victoria and David Beckham, and Lily Allen, are just some of the people who love to call The River Cafe home. On River Cafe Table 4, Rogers sits down with her customers—who have become friends—to talk about food memories. Table 4 explores how food impacts every aspect of our lives. “Foods is politics, food is cultural, food is how you express love, food is about your heritage, it defines who you and who you want to be,” says Rogers. Each week, Rogers invites her guest to reminisce about family suppers and first dates, what they cook, how they eat when performing, the restaurants they choose, and what food they seek when they need comfort. And to punctuate each episode of Table 4, guests such as Ralph Fiennes, Emily Blunt, and Alfonso Cuarón, read their favourite recipe from one of the best-selling River Cafe cookbooks. Table 4 itself, is situated near The River Cafe’s open kitchen, close to the bright pink wood-fired oven and next to the glossy yellow pass, where Ruthie oversees the restaurant. You are invited to take a seat at this intimate table and join the conversation. For more information, recipes, and ingredients, go to https://shoptherivercafe.co.uk/ Web: https://rivercafe.co.uk/ Instagram: www.instagram.com/therivercafelondon/ Facebook: https://en-gb.facebook.com/therivercafelondon/ For more podcasts from iHeartRadio, visit the iheartradio app, apple podcasts, or wherever you listen to your favorite shows. Learn more about your ad-choices at https://www.iheartpodcastnetwork.com
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.