Remote Latinos acted as a fractional recruiting team for Nikhil Sharma, CEO of Level Up and Top Brokerage, filling dispositions, transaction coordinator, and admin roles. It presented candidates in batches of two to five per role, and Nikhil interviewed two to three per hire on average. Fulfillment kept pace with sales as the business quadrupled in a couple of months.
Remote Latinos is a talent platform that connects growing companies across the United States, Canada, and Mexico with pre-vetted remote professionals, virtual assistants, and dedicated teams based in Latin America.
Level Up and Top Brokerage is a real estate business based in Atlanta, Georgia, led by CEO Nikhil Sharma. The company runs a nationwide done-for-you dispositions and transaction coordination service, and it was growing fast. Nikhil's time belonged on marketing, sales, and revenue, not on sorting through job boards. He reached out to Remote Latinos on the strength of what other clients had said, looking for a steady way to add qualified people to his dispositions, transaction coordinator, and admin roles.
How can a fast-growing real estate business staff its dispositions, transaction coordination, and admin roles fast enough to keep up with sales?
Before Remote Latinos, hiring was a scattered, do-it-yourself process. The team leaned on job boards and general sites and did all the searching in house, which was not the highest and best use of Nikhil's time as CEO. As sales grew, the fulfillment side needed those roles filled fast enough to keep up. The goal: a steady flow of qualified hires without the hiring itself becoming a second job.
A fractional recruiting team that delivered bilingual Latin American talent in batches for dispositions, transaction coordination, and admin roles.
Remote Latinos took Nikhil's feedback on exactly what each role needed across dispositions, transaction coordination, and admin. Beyond people who follow a system, he valued candidates who could build and improve processes where his organization was still figuring things out.
Remote Latinos queued up solid candidates in batches, usually a pool of two to five people per role, and kept presenting until Nikhil reached a clear yes. On average he interviewed two to three candidates to fill a role. When a batch did not produce the right person, Remote Latinos got on a call, adjusted, and had another two to three interviews lined up within 24 to 48 hours.
Nikhil worked with Esteban on a nationwide dispositions and transaction coordinator setup that his team kept refining over time. Communication ran through a shared WhatsApp group, where Nikhil said his team and the Remote Latinos team became one.
Remote Latinos filled dispositions, transaction coordinator, and admin roles on the fulfillment side of the business, which runs a nationwide done-for-you dispositions and transaction coordination service. Nikhil Sharma credited Remote Latinos as one of his strategic partners for qualified bilingual talent.
On average, Nikhil interviewed two to three candidates per role. Remote Latinos presented candidates in batches, usually two to five people per role, and kept going until he reached a clear yes. When a round did not produce the right fit, new interviews were lined up within 24 to 48 hours.
With the fulfillment roles filled, operations kept pace with sales and the business quadrupled over a couple of months. Because recruiting ran in the background, Nikhil and his managers stayed focused on revenue and growth instead of sifting through applicants.
The two teams worked together in a shared WhatsApp group. Nikhil described the Remote Latinos team as very dialed in, pointing to the responsiveness, the speed, and the feedback, and said it felt like the two teams became one.
"Your team is very dialed in. The responsiveness, how fast they work, the feedback. It felt like our teams became one in that WhatsApp group chat."
