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Christian Scandella

About Christian Scandella

Understanding Mexico’s Diverse Talent Landscape: Key Regions, Industries, and Markets

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Understanding Mexico’s Diverse Talent Landscape: Key Regions, Industries, and Markets

Christian Scandella

Mexico is a powerhouse of talent, offering a dynamic labor market across diverse regions and industries. As companies expand their operations or strengthen their talent strategies in the country, understanding the nuances of each region is crucial. From manufacturing hubs to booming tech ecosystems, let’s explore the key talent markets in Mexico and their industry strengths. 

1. The Industrial North: Manufacturing & Automotive Powerhouse

The northern region of Mexico, including Monterrey, Saltillo, Ciudad Juárez, and Tijuana, is the backbone of the country’s manufacturing sector. This area is known for: 

  • Automotive & Aerospace: Global giants like General Motors, Kia, and Bombardier have operations here, driving demand for engineers, supply chain professionals, and technicians. 
  • Maquiladoras & Advanced Manufacturing: Many U.S. and international companies operate in border cities to leverage Mexico’s skilled labor force and trade agreements. 
  • Industrial Talent: A high concentration of engineers, logistics experts, and skilled technicians makes this region attractive for foreign direct investment. 
map of Mexico regions

2. Central Mexico: The Heart of Business & Innovation

The Bajío region (León, Querétaro, and San Luis Potosí) and Mexico City are economic engines with diverse industries: 

  • Finance & Corporate Services: Mexico City, Latin America’s second-largest financial hub, is home to multinational banks, consulting firms, and corporate headquarters. 
  • Tech & Startups: Guadalajara, often called the “Mexican Silicon Valley,” is booming in software development, AI, and fintech, attracting both local and international tech talent. 
  • Automotive & Aerospace Growth: The Bajío region has seen a rise in high-tech manufacturing, requiring a highly specialized workforce. 

3. The South & Southeast: A Growing Market for Energy & Tourism

The southern states, including Mérida, Cancún, and Oaxaca, have distinct talent markets: 

  • Tourism & Hospitality: The Riviera Maya (Cancún, Playa del Carmen, and Tulum) relies heavily on bilingual professionals in hospitality, marketing, and customer service. 
  • Oil, Gas & Renewable Energy: With Pemex operations in Tabasco and Veracruz, as well as renewable energy projects in Yucatán and Oaxaca, this region is vital for energy sector professionals. 
  • Agriculture & Logistics: Southern Mexico continues to grow in agribusiness, particularly in exports of avocados, berries, and coffee, requiring logistics and supply chain talent. 

Final Thoughts

Mexico’s talent market is as diverse as its industries, offering opportunities across various regions. Whether you’re looking to hire engineers in Monterrey, software developers in Guadalajara, or hospitality professionals in Cancún, understanding regional strengths will help refine your recruitment strategy. 

As businesses continue expanding in Mexico, what talent trends are you seeing in your industry? Let’s connect and discuss!  

Christian Scandella

Head of RPO Latin America

Christian Scandella is a seasoned recruitment industry professional who is spearheading efforts in Latin America to increase Hudson RPO’s presence and stature throughout the region and is also responsible for overseeing the firm’s talent acquisition efforts there. Christian has more than 25 years of industry experience, building and leading RPO organizations in Latin America. He also has proven success supporting global programs. He has founded and scaled several RPO companies across Latin America, driving regional talent acquisition solutions.

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What I’ve Learned About Building COEs in Latin America

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What I’ve Learned About Building COEs in Latin America

Christian Scandella

Lessons from launching, scaling, and leading teams across the region 

Over the last 15 years, I’ve had the opportunity to build and lead multiple Centers of Excellence (COEs) across Latin America — from Buenos Aires to São Paulo, Costa Rica, and beyond. These weren’t just operational hubs. They became true engines of value, supporting some of the world’s most respected companies across talent, technology, finance, and innovation. 

But while COEs can be powerful, they’re not easy to get right. And when they don’t work, the consequences are big — from high attrition and underperformance to missed business impact. 

If you’re thinking about launching or expanding a COE in Latin America, here’s what I’ve learned from the ground up: 

Why COEs in LATAM Work (When Done Right)

  1. Talent is here — and it’s world-class
    From Mexico to Colombia, I’ve worked with incredibly skilled, adaptable, and motivated professionals. I’ve led teams that recruited thousands annually across 14 countries. What made it work? A shared sense of ownership, curiosity, and pride in delivering at a global standard.
  2. It’s not just about saving money
    Yes, the cost efficiency is real — but the real value comes from scaling capability, not just reducing expenses. When we launched a COE in Buenos Aires, we didn’t just lower cost; we also built a team that supported global clients and saved $1M a year while improving performance.
  3. Proximity makes collaboration easier
    The ability to work in real time with U.S. and global teams is a game changer. Culturally, teams in LATAM are aligned, and communication flows naturally. It creates speed, trust, and partnership.

The Hard Stuff (and What to Watch For)

  1. Scaling fast is great — retaining people is better
    One of the biggest lessons? Growth means nothing without stability. I’ve seen high attrition wipe out operational progress. At one point, we brought our attrition down from 18% to 6% — and that made all the difference.
  2. Each country is its own universe
    What works in Brazil doesn’t always work in Mexico or Colombia. Labor laws, tax structures, hiring practices — they vary a lot. Setting up legal entities, banking, payroll, compliance… it’s a process. Be ready for complexity.
  3. Leadership on the ground is non-negotiable
    A strong local leader who understands your business and the local talent market can make or break your COE. I’ve learned that firsthand, and I wouldn’t launch another COE without investing in the right person to lead it.

What Makes a COE Truly Great

Be clear about the mission 
Why does your COE exist? What does success look like? Clarity in scope and governance avoids confusion and scope creep. 

Adapt global frameworks to local reality 
The best COEs I’ve seen balance global structure with local flexibility. Don’t just copy-paste. Customize. 

Invest in culture 
People want to grow. They want to be part of something that matters. Recognition, purpose, and development are key if you want them to stay. 

Final Thoughts

Latin America is full of opportunity. But a COE isn’t just a cost center — it’s a chance to build something lasting, meaningful, and high impact. 

If you’re thinking of launching a COE in LATAM — or already have one and want to take it to the next level — I’d be happy to share more of what I’ve learned. The challenges are real, but the upside is bigger. 

Let’s connect.  

Christian Scandella

Head of RPO Latin America

Christian Scandella is a seasoned recruitment industry professional who is spearheading efforts in Latin America to increase Hudson RPO’s presence and stature throughout the region and is also responsible for overseeing the firm’s talent acquisition efforts there. Christian has more than 25 years of industry experience, building and leading RPO organizations in Latin America. He also has proven success supporting global programs. He has founded and scaled several RPO companies across Latin America, driving regional talent acquisition solutions.

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Are you looking to hire in Latin America, but concerned about potential obstacles?

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Are you looking to hire in Latin America, but concerned about potential obstacles?

Christian Scandella

As organizations around the world continue to expand their global footprint, Latin America is emerging as a strategic region for accessing top-tier talent. With its growing digital economy, diverse workforce, and favorable time zone overlap with North America, Latin America presents a unique opportunity to build high-performing teams across borders.

However, despite its advantages, hiring in Latin America comes with a distinct set of challenges—many of which are unfamiliar to companies navigating the region for the first time.

Key Challenges When Hiring in Latin America

  1. Cultural and Communication Differences
    While the region shares some overarching cultural themes, each Latin American country has its own workplace norms, communication styles, and expectations. Misunderstandings can easily arise without localized insight, especially when trying to create cohesive, global teams.
  2. Legal and Compliance Complexities
    Labor laws, benefits requirements, and tax regulations vary significantly from country to country. What’s compliant in Brazil may not apply in Mexico or Colombia. For global organizations, understanding and adhering to these regulations can be resource-intensive without the right local expertise.
  3. Language Barriers
    Although many professionals in Latin America are bilingual—particularly in global-facing roles—language differences can still create friction. In technical fields or fast-paced environments, even small communication gaps can impact performance, alignment, and collaboration.
  4. Time Zone Coordination
    Time zone alignment is one of Latin America’s key advantages, particularly for North American-based teams. However, coordinating across even small differences still requires thoughtful planning to maintain productivity and ensure consistent collaboration.
  5. Retaining Top Talent in a Competitive Market
    The competition for skilled professionals in Latin America continues to intensify. Retaining top talent requires more than just a competitive salary—organizations must offer career development opportunities, flexibility, well-being initiatives, and a compelling employee value proposition that resonates locally.

How Hudson RPO Supports Hiring Success in Latin America

At Hudson RPO, we help global companies overcome the complexities of hiring in Latin America with customized recruitment strategies built on deep regional expertise. Our teams on the ground understand the local talent landscape and regulatory environment, enabling us to:

  • Streamline and localize recruitment processes
  • Ensure compliance with labor and employment regulations
  • Improve candidate experience with culturally aligned engagement
  • Support employer branding and talent retention strategies tailored to the region
  • Build scalable workforce solutions that grow with your business

Whether you’re entering the Latin American market for the first time or expanding your presence across the region, we’re here to help you tap into the full potential of Latin America’s skilled workforce—efficiently, compliantly, and strategically.

Ready to grow your team in Latin America?

Let’s explore how we can help you build the right team, wherever you need it.

Christian Scandella

Head of RPO Latin America

Christian Scandella is a seasoned recruitment industry professional who is spearheading efforts in Latin America to increase Hudson RPO’s presence and stature throughout the region and is also responsible for overseeing the firm’s talent acquisition efforts there. Christian has more than 25 years of industry experience, building and leading RPO organizations in Latin America. He also has proven success supporting global programs. He has founded and scaled several RPO companies across Latin America, driving regional talent acquisition solutions.

Follow Hudson RPO on LinkedIn

What is RPO?

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What is MSP?

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