Building a scalable LATAM RevOps & Salesforce talent bench with Diiirect

The setup

ARC Solutions, led by Asher Rosenfeld, was scaling its pipeline of RevOps and Salesforce implementation work and could see larger engagements landing in 2026. To meet that demand they needed reliable access to senior remote specialists — Salesforce developers, project managers, business analysts, solution architects, QA engineers, data and integration specialists — without standing up a recruitment function they didn't need yet.

The brief wasn't really "hire one person." It was "give us a bench we can pull from when the work shows up."

What was actually getting in the way

The friction was the operational tax that comes with scaling remote talent before you have the infrastructure for it:

• Filtering inbound. Every new role meant weeks of sifting unqualified applicants before getting to a real shortlist.
• International contracting. Multi-country contractor agreements, IP assignment, and tax paperwork — fine once, painful every month.
• Payments. Recurring multi-currency payouts plus prepaid credit management isn't hard, it's just one more ops surface to own.
• Coordination. Interviews, onboarding, and day-to-day comms across multiple roles, all routing through the same small internal team.
• Building too early. Standing up a real recruitment infrastructure for a pipeline that hadn't fully landed yet would have pulled focus from delivery.

Each of these is solvable on its own. Together they're the reason most consultancies either over-hire locally or never scale remote talent at all.

How the engagement actually ran

The relationship started with Cesar, a HubSpot operations and RevOps specialist who ARC needed across several client environments and internal initiatives. The work covered the full RevOps surface area:

• HubSpot workflows and automations
• Lifecycle stage management
• ARR / MRR calculations and reporting
• CRM structure improvements
• API and integration workflows
• Dashboarding and operational reporting
• Data cleanup and process optimization

Cesar had already cleared Diiirect's standard validation stack — AI-assisted first-stage interview, profile and credential checks, structured pre-qualification, skills assessment, and a final human review — before ARC ever saw the profile. The first conversation was about fit, not "are you who you say you are."

Around the engagement, Diiirect ran the operational layer end-to-end:

• Talent sourcing and qualification
• AI-assisted screening and skills assessments
• Interview coordination
• Contractor agreements, onboarding, time tracking
• Payment infrastructure and prepaid credit management
• Day-to-day communication between both sides