Pros & Cons of Hiring a LATAM Development Team with Roger Einstoss, Co-Founder & CEO at Braintly.com
In this episode of Exploring Growth, host Lee Murray talks with Roger Einstoss, co-founder and CEO of Braintly. They talk about the advantages of nearshoring technical talent from Latin America. Roger shares how time zone alignment, cultural fit, and cost-effectiveness make nearshoring a smart alternative to offshoring. The conversation offers practical insights for businesses looking to optimize their technical hiring strategies.
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Roger – https://www.linkedin.com/in/rogereinstoss/
Roger Einstoss
00:00:00
I mean, if we have a potential client that needs a developer only for three months, we don't take those kind of projects because we believe in our culture as a company, and it's tough for a company to hire and fire people just for three months. Right? Because one of the big things that we have as a company is that we have like a really, really, really small rotation of people because of our culture. And that's that's amazing, not only for us as a company, but also for you as a client.
Lee Murray
00:00:36
So if you're building a company, at some point you're going to need the help of a technical or development person or team. And finding and hiring this can be a big challenge, especially when you might have a lot of unknowns about your project or the scope that you're actually building, or what you need. So this is where having more flexibility and a resource that can support you comes in very handy. So today my guest is Roger Anastas, co-founder and CEO at Brantley, and we're going to dive into the pros and cons of hiring a team outside of the US.
Lee Murray
00:01:11
Welcome, Roger.
Roger Einstoss
00:01:13
Hey, leave. Thank you so much for joining me.
Lee Murray
00:01:17
Yeah, this will be interesting. I know there's a lot of people out there building companies that are tech specific, but also companies that just have a tech aspect. I mean, most companies do. So everyone at some point rubs up against development. And, you know, whether they're building a product or whether they're just building infrastructure. So, before we jump into this, give us a little bit of your background. Tell us about, are you a developer yourself?
Roger Einstoss
00:01:46
I used to be a developer. I'm a software engineer. I started coding when I was 15, more than 20 years ago, at high school. and then a couple of years later, I founded my company, and I started being a developer, then being a project manager. So I been in each role of of a software development team. I think it's one of the advantages right now to be the CEO and how that, ability of oversee everything inside the company.
Roger Einstoss
00:02:18
Yeah. So I used to be a software developer, but I still have my my heart.
Lee Murray
00:02:25
Yeah, well, that's good, because you can. You're you're always understanding what's happening on the front lines, which is nice. you've been there. Yeah.
Roger Einstoss
00:02:32
That's correct. Yeah.
Lee Murray
00:02:33
So so we want to talk about essentially the pros and cons of hiring outside of the US. so let's start kind of high level, right. let's talk through like how can founder CEOs or even, you know, teams that are building inside the company, how can they get started hiring foreign workers? outside of like, your typical platforms?
Roger Einstoss
00:02:57
Yeah.
Roger Einstoss
00:02:59
Well, you know that many times people first think, in India or Philippines or Eastern Europe when they think from the states to make offshoring and they never think about near shoring, which is hiring someone who is close to you in terms of time zone. So many times we we talk with CEOs or CTOs and they both have same but also different problems. Many times the CEO needs to, have the development, the development, the new features moving faster and faster.
Roger Einstoss
00:03:38
And always they think, okay, my ideas are moving faster than the technical team can, can do. And that's one of their pains. And when you go to the CTOs, the, the main pain is that they have the CEO saying, I need you and your team to go faster, but you don't have extra money to spend, so they start feeling that they are in the middle of the river trying to go in faster but can't afford it. Hiring new engineers in in-house in the States because of the of the pricing. Obviously even more if they are in San Francisco or New York or those big cities. So many times, that's the moment where this idea of making offshoring or near shoring come to the table.
Lee Murray
00:04:28
And when you say near shoring, what is that? How is that different than offshoring?
Roger Einstoss
00:04:33
The difference is that when when we talk about near shoring, it's that we are near the shore because of the time zone. For instance, I based I based in Argentina, and the time zone difference, between Argentina and the east coast right now is two hours.
Roger Einstoss
00:04:48
But nine months of the year is only one hour. And with the West Coast only four hours. So that's near near-shore. Same happens with Mexico, Colombia, Uruguay, Chile, any country in Latin America.
Lee Murray
00:05:03
Yeah, this has come on my radar recently. I'd say in the last probably two years, I've been kind of just naturally talking to a lot more people that live in those countries and, and sort of partially because a lot of people are moving to those countries, for the opportunity, you see. Do you see that from your side?
Roger Einstoss
00:05:22
Yeah.
Roger Einstoss
00:05:23
Yeah, I see that. because in the specific case of Argentina, there are plenty of people from Argentina living abroad. And we always make this joke between Argentina and people that say, no matter the country of that, are you going? You will always find some of us, working, doing things. so and now we are, like world champions. So we are even bigger. you know that for us, soccer is a big, important thing.
Roger Einstoss
00:05:54
but yet there is also people from, from the States coming here, because they, I know many I talked with so many people that just married with a young girl, and they ended up living here in Argentina because they love the food, they love the music, the red wine, the people, the culture. So they end up, like coming here, but it's, like a pathway, where you, I would say many people going abroad and many people come into to, to this country.
Lee Murray
00:06:24
That's funny. My project manager over at Signal Media, it's a similar story where she's from North Carolina, but she ended up in Ecuador because she fell in love with someone, and they just stayed there. And then her parents moved. And, you know, it's interesting to see.
Roger Einstoss
00:06:38
Yeah.
Roger Einstoss
00:06:39
And imagine that most of the people from Argentina came from Europe. I mean, my grandparent was born in Poland. So we are a culture that grew up with this thing of immigration and coming from other countries going to other ones.
Roger Einstoss
00:06:54
So it's something normal for us being international.
Lee Murray
00:06:58
That's interesting. I, really interesting about that culture. And I just remembered I had, Nikita on the podcast, like maybe 3 or 4 episodes ago. he's the founder of Dosa, which is a cold email platform. And, they're just skyrocketing, skyrocketing in success. And he's originally from Ukraine. but he moved to Uruguay. Uruguay because of the, the, you know, disruption there. And the war is happening. And, so he's another example of, you know, industrious, hard working people, that are finding an opportunity there and, you know, so I'm, I'm looking at this and seeing it more and more present, in my world from a marketing standpoint. And, you know, marketing is closely, closely related to tech. there's a lot of tech that's involved there. but, it's interesting to hear you say that from a cultural standpoint, that there's communities that are popping up now and becoming. And maybe I'm behind. Maybe it's already been a thing for years.
Lee Murray
00:08:01
but it definitely seems like it's a trend.
Roger Einstoss
00:08:03
Yeah.
Roger Einstoss
00:08:04
Yeah, definitely. It's a trend.
Roger Einstoss
00:08:06
Yeah.
Lee Murray
00:08:07
So I mean, that's great to to know because I think that goes beyond what I would think the original point would be just, the arbitrage on hourly rate. you know, we're kind of getting into some of the pros and cons here. pros being that people are leaning into this and changing their life completely and moving. You know, for these opportunities. so that says something about, you know, the people that you're going to be hiring if you're hiring some of these developers. what are some of the other pros that you see for? Well, first of all, before we get too deep into that still high level, why do you think that most companies don't think about the Latin American market, but they're thinking about India or Ukraine first?
Roger Einstoss
00:08:51
That's a good question. I, I don't know if I have the right answer, but probably it's because Latin America started growing in the last 20 years, and India has been like creating developers for I know.
Lee Murray
00:09:08
It's already been.
Roger Einstoss
00:09:09
Yeah, it's already been. So the thing that you have in Latin America that you don't have in India, for instance, or in, in, in Eastern Europe. we will talk later about time zone culture and many things. But in Latin America we have been creating so many unicorns. For instance, the first unicorn from Latin America was created in Argentina. So creating unicorns despite the the the the unicorn per se, the thing that happens there is that you start creating talent that is ready for working in that level of competence. So I think that if you don't count the states and you you only see Latin America in general, you will find the region with the the the biggest amount of unicorns per person in the whole area. So I don't know why people start looking at India. Probably it's because of I know they get used to that and maybe talk with someone that says, hey, I have my team in India. it has these pros and cons, but okay, I will make an intro with them.
Roger Einstoss
00:10:19
So it's, you know, like a snowball. because I talk with many clients that when I start, sending them about Latin America, about the advantages, about the, the timezone. Timezone is the biggest thing. It's really difficult to work with a team that is, you know, three days ahead of you. So.
Roger Einstoss
00:10:41
Yeah, it's true.
Roger Einstoss
00:10:42
I don't know why, Latin America it is. It's not the first thing that pop up. but it's happening. And that's why if you see my LinkedIn, you will see that most of my posts are talking about Latin America. The advantage is because it's not about selling my service, it's more about pitching the region and and letting letting the world know that Latin America is a big and super interesting option.
Lee Murray
00:11:11
Okay. Yeah, it makes a lot of sense. And, you know, I think there's a huge appeal to sort of having a 24 hour work cycle for some US companies where, you know, the US based employees are working all day, and then they hand off to the Indian, India employees that go through the night kind of thing.
Lee Murray
00:11:29
but it doesn't seem to always work out that way. No. You know, I think that they're, by and large, the stories I've heard. It sounds like there's more, synergies that are happening when there are workers either in the US or close by the time zone that are they're there to respond and work kind of hand in hand. So I would I would count that as a pro for sure. what are some of the other pros that come to mind when, you know, companies are looking to, to hire, from Latin America?
Roger Einstoss
00:11:59
Yeah.
Roger Einstoss
00:12:00
You also have a big thing that is the culture when you take a look, the culture of people in Latin America. And the work culture is much closer than the work culture that you find against someone in the States or someone in Philippines or India. I have a client that used to work with a team in India before starting working with us, and sometime ago he told me that, the biggest problem that he had, despite the time zone, was that they are like a military society.
Roger Einstoss
00:12:34
So they are perfect. If you need a role that needs to just, follow instructions. A VA, for instance. They are perfect for that. But when you are hiring an engineering team to build your product, you need someone who can challenge you. Who can say no? I disagree with that. I think this is not the best solution. Why? If we try this or that? So in terms of of culture in Latin America, you will find people that will, treat you at the same. I mean, I'm, I know that I'm a developer and I'm not the founder. You are the founder. But if I have an idea that think that it's the best for the company, I will. I will tell it. And and I know that I have to do it, and I will not be afraid of of doing. Because I'm not afraid of being going to jail or or being like, punished for, for doing that. So it's something that it's really, really inside our culture and, and makes the difference against other culture cultures around the world.
Roger Einstoss
00:13:38
another great thing, another advantage is that most of the professionals in Latin America and Argentina in particular, particularly, are really well educated and we have a really good level of English for for business skills that can talk and write in English. and we also have some of the best universities in, in, in the world. I mean, not not don't take a look to Harvard, you know, the state's universities. But when you take a look to Latin America, for instance, Argentina is in the top ten of best universities all across Latin America. So you are you have this thing of the unicorn that we have been discussing. So you constantly have like new talent that is, learning, studying at universities, learning English and working for big companies that then eventually became, like, unicorns or IPO or whatever. So you have a really, really like a pushing and moving forward personality niche person that you can hire in in Latham.
Roger Einstoss
00:14:48
Yeah.
Lee Murray
00:14:49
Yeah. Sounds like there's a ton of pros. And especially the one of the first ones we're talking about that there are people moving there to be part of that culture and part of that opportunity that's growing.
Lee Murray
00:15:00
That's a huge deal. Because if people weren't doing that, then it would just be sort of an arbitrage of existing people, that are there. which, you know, it's not it's not really too much different than, hiring in the Philippines or India or somewhere else. except for the time difference. So it sounds like there's a lot of pros. Can you think of any cons? you know, to, to lead off maybe the one that I would think of is really just culture company fit. Maybe, you know, depending on the project you're working on. it would maybe be a stretch to get there, but I think that some companies might have a better fit with, with the project they're actually working on and the developers that are available. That's the that's as far as I could I could maybe get.
Roger Einstoss
00:15:50
I think that many times when you start creating a company in the very, very first times, it's maybe better to be, in the same room, like working, like in a war room, like, trying and testing ideas.
Roger Einstoss
00:16:05
I think you can do it remote. We are a full remote company, and we have been working with with remote companies for more than 15 years. But for some people, they prefer in, in that early stage to be in the same room. So obviously, I mean, we are pretty similar when it comes to culture, but it's not exactly the same. It's like me when I, when I, I will give you an example when I go, for a dinner for with someone in in the States with a client, I mean, I, I go to Florida and we go, having dinner. We will all lunch during the, the working hours. We will probably have lunch for an hour. And in the minute number 59, that lunch with them.
Roger Einstoss
00:16:51
That's right.
Roger Einstoss
00:16:51
In our in Argentina, when I reserved time for lunch with the client here, I blocked the whole afternoon because I know that I will have lunch for two hours, and then we will have a coffee and we will end it up talking about family or friends or whatever, because we are like much more and we are warmer.
Roger Einstoss
00:17:12
I would say like this kind of Latino thing that. So maybe we are like more we we didn't get used to a talk. Certain things like so straightforward like you in America do. I mean, I get used to work with with people in the States. So I know that maybe a client will give you feedback and will be super direct feedback. But for instance, for some people in Argentina, that would be a tough because many times we try to make things like a sound lighter or those kind of things, but those are little things compared to hiring a team or whatever. So if you want to feel that you are working, like with your brother, okay, you have to go, hire an an internal team, the state, because that team will be like 100% aligned in terms of culture, like, like us, hiring Argentinian people. But despite that, if you hire the correct people or the correct for your company, you will find like 99% of compatibility. So it will be okay.
Lee Murray
00:18:28
So how do how would you suggest for us companies to bridge that cultural gap? is it is it that we would be asking of you guys to come more to our side and handle more direct feedback or the nuances of our culture. or is there something that we could do from our side to to bridge that gap?
Roger Einstoss
00:18:53
That's an interesting question. It's, both sides of the coin because in terms of working, we always, fit the client because we we like that way of working. So all the all the people that we hire for working for clients in the States. needs to have that mentality of being straightforward. Receive feedback, give feedback, you know. But on the other hand, when when most of the clients once a year come to Argentina to visit the team, they really enjoy this thing of Argentinian people. We I always invite them to my house. I cook a barbecue that we call it a salon. I cook at asado. We drink wine, We go to the river. you know, we we go to see tango or football.
Roger Einstoss
00:19:46
so they enjoy so deeply this thing of the cultural thing that we have that it's like a, like a both way avenue, you know. But in terms of working, I would say that we get used to, the way you, you work.
Lee Murray
00:20:05
So on a week to week basis, it's just no client lunches, right?
Roger Einstoss
00:20:10
No.
Lee Murray
00:20:11
But, but on the annual I get that because, you know, if we're if we're coming to you, we're going to enjoy all of that, because, you know, the way we would think about it is we're sort of it's a work vacation, right? So we're in that mode. We're not in work mode. Really. Yeah. And that which is probably why it works for those annual.
Roger Einstoss
00:20:29
Yeah.
Roger Einstoss
00:20:30
You know, that, we have a client that came last January and he came for a week and he ended up being three months here.
Roger Einstoss
00:20:37
Yeah.
Roger Einstoss
00:20:38
Because he was enjoying so much going to the office with the team and having dinner with them. And and he he felt that he needed to be here.
Roger Einstoss
00:20:50
and then I went to to L.A. in, in October and I spent time with him. And that's how we create relationships. You know.
Roger Einstoss
00:21:02
there.
Lee Murray
00:21:02
Was there was no ending on your story. You went to LA and you spent time with him, and then you came back to the good.
Roger Einstoss
00:21:07
The good life. So you don't want to. Yeah. Yeah.
Roger Einstoss
00:21:11
yeah. I spent, like, two weeks. I have to say that I love every time I go to the States, because for me, it's it's like being in a movie, you know?
Roger Einstoss
00:21:20
Yeah.
Roger Einstoss
00:21:21
Yeah. for us, we grew up watching movies from the States. That's why we are so close in terms of culture. So I remember the first time I went to the States, I went to New York. And I remember the first time I went out from the subway in Times Square, and I saw that and I thought, I can't believe that this is a yellow card like Ruby. I'm. And you know that this is something really personal, but it still happened to me that every time I go to the States, I feel I have the same feeling and I go like 4 or 5 times a year.
Roger Einstoss
00:21:57
Yeah, but I still feel that it's amazing.
Lee Murray
00:21:59
Yeah, yeah. Well, I think a lot of us do too. when we travel, you know, inside the country like that, because, you know, we watch the same movies and we want to have those same experiences, but I'm sure it's even more heightened for you coming, you know, from, South America, but, that that's that's really cool to see, that the clients come visit your team and, you know, they can make that connection because I think by doing that, it deepens the bond that you guys have, you know, deepens that connection. So there's there's bridges that are built there, because they understand the culture, you know. Yeah. Right in front of them instead of, having kind of mixed expectations. So I think that's it. That's neat that you guys do that.
Roger Einstoss
00:22:43
Yeah.
Roger Einstoss
00:22:44
Yeah. And now that that you mention the expectations, it's always important for us when we start working with the client, set the expectations not only in terms of development, which is obvious, but also in terms of communication, saying, hey, you need to expect this, this and that also for the team to understand, okay, which is your preferred channel to to talk slack, WhatsApp, messages, email, Google Meet, zoom, wherever.
Roger Einstoss
00:23:11
So it's very important to align those things. it's something that we learned by doing.
Lee Murray
00:23:20
That's smart though because you know it's very advantageous for you guys to do it, but it's advantageous for every company to do it. And I think a lot of companies in the US still don't do that. yeah. They sort of assume that that everyone's on the same page. I see a lot of a lot of deals fall apart because of that.
Roger Einstoss
00:23:38
Yeah.
Lee Murray
00:23:39
But let's go back to your actual service now because I want to I want to learn more about what you guys actually offer and then talk about the type of client and sort of the how they would engage you.
Roger Einstoss
00:23:52
Cool.
Roger Einstoss
00:23:54
We are the we define ourselves as a software development company. and we partner up with companies in the US to help them build their engineering teams in Latin America. So a typical case, a typical client for us is a bootstrap company or a VC company. Small and medium sized businesses. Our clients are between 20 and 100 people in average.
Roger Einstoss
00:24:21
and they already have a product, a digital product, but they need to make it grow. Maybe they built the MVP two years ago and test the product market fit. And now that they have started having revenue profit. They know that they have the product fit and they need to start evolving that product. So that's exactly what we get into with two different services depending on the type of client. If the client has technical team CTO, for instance, a CTO, we can only assign the developers, that is like a staff augmentation, model. so we hire that person, we, we take care of, taxes, paying them in Latin America, feeling them, making them feel happy. Everything. But you, as a client, as a CTO, are the ones who, manage the day by day. The task, the basically the the the project manager of the of the product and the people.
Roger Einstoss
00:25:22
Gotcha.
Roger Einstoss
00:25:23
On the other hand, if you don't have, a technical team, many times we work with founders that that it's all the one founder, the CEO and and, it doesn't have, like technical skills.
Roger Einstoss
00:25:35
They don't know how to hire people, how to manage them, but they know about the product. So in those cases, we assign something we call the squad. The squad is basically an agile team that is formed by a developer, a project manager, and a quality assurance analyst. And through the project manager, we help that person, the CEO, most of the times to think the roadmap, think the product, prioritize. You know that many times you need someone technical to understand, okay, this thing that you want to build, it's something big and it's better to prioritize for, for later. Or maybe it's like a small detail that will change everything. So we are really partnering up with them, helping them build the product or build the product. but in both cases, we design ourselves as your team, your engineering team. In Latin America, we only focus on engineers. We we do not hire like virtual assistants as doctors and marketing people because we are the founders are software engineers. And and I know how to hire a developer because I used to be one of them.
Roger Einstoss
00:26:49
I used to be in that dark side of the moon. so that's why we we focus only on engineers, which is the type of person and profile that we really know how to hire.
Lee Murray
00:27:03
Okay. So the, the typical company that you work with, do they have also a team or multiple developers, engineers on on their side as well. Or is it just typically they're they're all sort.
Roger Einstoss
00:27:16
Of both.
Roger Einstoss
00:27:17
Both. We have clients that don't have a technical team and we are their technical team. with the squad. And we also have clients that, they have the technical team and they want to boost the features that the development developments that they need to do, and they are happy with their team in, in, in the States, but they want more people and maybe they can hire two engineers or with the same budget that they hire two people in Argentina, they hire one in the States. So that's why they prefer to come to Latin America. We have other cases for for instance, we are we started working a couple of months ago with a client that have, their team in, in Turkish, but they want to start creating a habit in America because they have clients in Europe and in the States, and they want to develop that market in the States.
Roger Einstoss
00:28:13
And they understand that because of the time zone, it's better to have people in Europe for, for an an in Turkish for, for the European market. But they need people in Latin America, for the American market. So they have technical teams. It's like it's a company around like 200 people. But they want to start building their Latinoamérica hub here, and they trust us to start building that process.
Lee Murray
00:28:41
Okay, that makes a lot of sense. the typical company that you work with, you know, they're they're you're probably building a product or some maybe some kind of technical thing internally. What kind of problem are they typically trying to solve when they come to you?
Roger Einstoss
00:29:00
It's always a business problem, not a technical problem. the problem that they face is that they want to build things faster than they can, and they need to take care of the budget. So that's why they need a big team with a small budget or smaller comparative to to a budget for the state. And that's the main point that they usually have.
Roger Einstoss
00:29:26
Then when you make like a double click and start thinking about the technical problems. Many of them, try to use an agency in, in past companies or in the same company, and it didn't work. So many of them are afraid of of trusting in an agency. So that's why developing, relationships and network is so important. Because for me, it's difficult to sell a project to someone that is just, you know, listening to a podcast and say, hey, this this nice guy from Argentina, I will buy that, but buy him like, a big project. So it's something that you have to develop. So most of our clients come from from network, from meeting new people in events and starting developing relationships. And maybe a year later, someone says, hey, I need developers for this project. So that's the moment where where we, get into the dance.
Lee Murray
00:30:27
Yeah. And do they typically hire you and then, you know, a portion or your whole team stays on with them for the full, full ride? Or is it usually, you know, a point in time where you're filling a gap and then they end up hiring it internally at some point?
Roger Einstoss
00:30:44
Most of the times it's endless.
Roger Einstoss
00:30:47
So they, they because they don't hire us because they need I mean, if we have a potential client that needs a developer only for three months, we don't take those kind of projects because we believe in our culture, as a company. And it's tough for a company to hire and fire people just for three months. Right? Because one of the big things that we have as a company is that we have like a really, really, really small rotation of people because of our culture. And that's that's amazing, not only for us as a company, but also for you as a client because you don't want to hire, a developer from Braintree. And then in three months, He quits and I need to replace it. And in three months, he quits and I need to replace it. I mean, despite we replace that person for free, you as a client needs to, make the onboarding. Again and again and again. So that's why we work really hard in terms of retention. And that's why we don't take those kind of clients or those kind of projects.
Roger Einstoss
00:31:52
So most of the times it's a long term relationship. And eventually they need to create the internal team. And we understand that it may be part of the process and we help them building that team because they trust us, because most of the times at that point, we had been working for two or 3 or 5 years. So we are more friends than than client and supplier.
Lee Murray
00:32:20
Yeah, that makes sense. do you have an example of a of a company you've worked with? And you don't necessarily have to say their name, but just to kind of put it all together.
Roger Einstoss
00:32:33
yeah.
Roger Einstoss
00:32:34
For instance, I have a client who fit this guy that that came to to Argentina. and he spent like, three months here. He started working with a team in India. or Philippines, I don't remember, I think it was India. he created the company before Covid. Yeah. Then sold it before Covid. But then Covid came. And then you didn't know how to manage that company. So he bought the company again during Covid.
Roger Einstoss
00:33:11
And something that I didn't tell you is that the first time he did it, a VC backed he raised money and those things. But the second time when we bought the when he bought the company again, he, he thought, okay, this time I will make it. Bootstrap. Like not raising money because what's in the middle of the of the Covid crisis. So he started working with him in India because he he needed to be, like cost efficient. But it didn't work because of the time. So the culture, the technical skills, you know, and we met him in an event in states. the funny thing here is that his mother, was born in Argentina. He was born in the States. He was raised in the States. But but his mother was from Argentina. So when when when when we started our relationship, that created, like an instant connection because he knew about Argentina and we ended up working together. and he already has the product. We are helping them. We have been helping him for, I know, three, three years, now to build the product, to evolve the product.
Roger Einstoss
00:34:25
He came to Argentina. We we went to the States and we have a team assigned in that project and and it's a squad. So we help him think the product, prioritize, face different challenges that we have. So that's a good example of, of like a long term relationship, but something that needs time to, to be developed. And we have many others like that, people that came from other agencies, people that sold their companies, made like a long vacation of two years and then started a new company and came to us again and, and told us, hey, guys, I want to work with you again. So you can imagine that in 15 years doing this, many, many things happen. Good and bad things, you know?
Lee Murray
00:35:15
Oh, yeah, I'm sure. Yeah. The the trials of, and triumphs of running a business.
Roger Einstoss
00:35:21
Yeah.
Lee Murray
00:35:22
this has been great. thanks so much for coming on. It's been, really a good insight. I think, you know, for, for those companies who are looking at, Latin America market.
Lee Murray
00:35:33
and for those people who want to reach out to you and connect, where should we send them?
Roger Einstoss
00:35:37
Yeah, I'm on LinkedIn. I think my name will appear in, in the in the episode. So if you reach me on LinkedIn, I think I'm the only one. Roger answers, because it's a weird combination of, name and surname. and I'm also you can also write to my email. It's Roger at Indeed.com. I'm also in in X, I'd like to say Twitter. I can't afford to to call it X, but the best way is, is LinkedIn.
Lee Murray
00:36:11
Awesome. Well this is great. Thanks again for being on and I'll have to have you back at some point.
Roger Einstoss
00:36:17
Cool. Thank you so much for for having me for the invitation. And I really enjoyed the conversation.