Welcome to Schmitman HR!
We are a company that provides Human Resources services since 2008. We are interested in doing synergy in innovative projects that transform the lives of people and the companies that they integrate. We work in a personalized way with each of our clients and candidates to identify the needs of both parties, and we design effective strategies to meet them. We know the entire labor market and can recruit talent for all industries, but we move like fish in water in technology.
I have been an IT Recruiter for +10 years, finding the ideal job for the ideal candidate is an art that contribute to a better life. For the past 5 years I’ve been training, and managing recruitment teams..but I could never stop recruiting. I’m passionate about my job, I love what I do.
Student, few-notes musician, curious and changeful. Great dancer of diverse rhythms. Son and brother. River Plate fan Bachelors of Business, University of Business and Social Sciences
Bass player. Freedom guardian. Nomad. Bachelor in Labor Relations, University of Buenos Aires
I’m the official Schmitman Hr’s chef. Food Lover. Problem solver. Human Resources Management, El Salvador University
The Lawyer of the team. In charge of the Chaco office. Love to talk. Law graduate, Argentinean Northeastern National University
Creative, energetic, workaholic, mom of two dog's (Bruce & Brownie) and sushi lover. Disney fan. Senior technician in human resources, University Institute of Management and Technology
Tourism Technician, dancer and acrobat. Art lover, fan of Disney, Harry Potter and Friends.
Fan of League of Legends. Loves literature, green tea, veggie sushi and pasta. Anthropology (UBA).
Paola Bustos García
I've studied Psychology and I love working at HR. I love art. Good books and music are my true two passions.
I'm the one in charge of bringing joy to the office! Wof! Wof! Woooof!
Work with Schmitman
Work is a fundamental dimension in people’s lives, so we understand the responsibility that our task entails. That is why we pay special attention to doing our work from respect, equality and professionalism. We are interested in being part of the growth of our clients, and we are excited to participate in the professional development of talent.
Work at SchmitmanWe are a team of professionals from different areas that work in a horizontal organization. The dynamics of our company allow team members to have a say in the company’s decisions, in addition to a flexible work routine, which allows a healthy balance between work and personal life. You can read here how life is in our company. (link to compendium, which has to be a separate page that is only entered here)
Make a difference.
We are not interested in perpetuating traditions, we are interested in being effective in our work. Therefore, we adjust the strategies of our work according to the needs of our clients and candidates. Flexibility and innovation define us and help us make a difference.
We are interested in working with people who care about the lives of others: it is valid for our team and for our clients. Empathy and respect is one of the values that we seek to preserve in all the labor ties we establish in Schmitman HR.
In Schmitman HR we are interested in sharing everything we learned since we started working. That’s why we created Xeminio, the learning community where you can train as IT recruiter.
Group needs prevail over individual needs. We seek to define collective goals and think together strategies. We are interested in maintaining healthy, transparent team dynamics that generate a framework for the professional and personal development of all of us who do Schmitman HR.
They approached Schmitman HR in 2017 with the need to incorporate 40 people between May and December. At that time our team was made up of four people: 1 Lead Recruiter + 3 Tech Recruiters. Taking a customer the size of Despegar.com was really something that generated anxiety: it was a super important challenge. We knew that we were going to have to respond to a demand that far exceeded us regarding the volume of work in which we were involved at that time. How were we going to work with such an important client without neglecting the rest of the companies that already trusted us and without dying of stress in the attempt?
The ask of Despegar was to fill six different profiles, 40 vacancies, all in technology. We started with a contract that consisted of supporting the HR area and we expanded the range of services we provide to the company, which was an exciting challenge and makes us proud to this day.
We started with a contract that offered a reengineering of the entire selection process, supporting the company in the construction of the employer brand and searching and selecting the appropriate people to add specific technical knowledge.
The dynamics we established with the client was a very close working relationship between both parties. To work on the design of the new Recruitment process, we worked with the Tech Talent area of the company, reviewing the stages, suggesting training to leaders and recruiters on how to do telephone, face-to-face interviews, feedback and write reports. In addition, knowledge of general metrics of Time to fill, conversion, effectiveness by recruiter, evaluation of application sources, cold call returns, and quality of hiring, among others, were deepened.
To meet the specific demand for recruitment we begin to meet weekly. The project involved joining a team of 16 people, integrated by Mara Schmitman (CEO of the company) a recruiter lead, a Talent Brand Manager and 13 IT recruiters. The meetings were held with different team leaders to understand what they needed and soak up the company's culture.
To reinforce the employer brand, a specific campaign was designed with the slogan “You were born to Take off (Despegar)”. At that time, the client did not have a healthy employer brand, we were able to identify the weakest points and be able to position the brand before the company's IPO was released to the market. Despegar had a very important challenge ahead and it was necessary to act quickly and solidly. Therefore, one of the first decisions taken was to create a campaign that manages to associate Despegar with the values of Schmitman HR to generate more confidence in the brand. The campaign had an impact on more than 50,000 people in the technology area throughout Argentina and allowed us to make the "noise" necessary to be able to relieve data and metrics of the arrival of the brand.
During the meetings, market metrics were also delivered that gave an account of how it had been segmented, what actions were carried out and what was the impact of each step we were taking.
The segmentation of the candidates and the development and deepening of the Employer brand of Despegar resulted in more effective work on the needs of each applicant. In addition, a manual was developed so that each of the candidates thoroughly knew the selection and onboarding process as soon as each of these processes began.
Our work together with Despegar showed us the value of the employer brand during the search and selection processes, and the importance of being able to obtain and analyze metrics to identify the most effective strategies to reach candidates. In addition, this project made it clear that working closely with the client and having a fluid communication radically affects the results that can be obtained.
We started working with the idea of adding two profiles: a front end developer and another back end and we have already had more than 8 additions to the company.
With Workast we work 100% remotely and use management tools that allowed us to sort the tasks, super-aligned and with constant communication. Today about 50% of the company's staff entered through Schmitman HR, and other candidates are going through the selection process.
What tools do we use in this project? Several: Trello, Spreadsheets Explorer, Mailchimp, Gmass.
From our work with Workast we learned to value the importance of communication in all processes, especially when working remotely. Working with decentralized teams, with different schedules, was a very valuable learning for Schmitman HR.
With dozens of employees already in place and rapidly growing, Genium approached Schmitman HR in May 2018 with the need to incorporate additional employee profiles who managed Python and Django and were full-stack developers.
After assessing the needs of our customer, we determined that an RPO was the most appropriate option for this project. While they were expanding their office in Argentina, we provided consulting, suggested metrics and gave them concrete guidelines to strengthen their employer brand. In addition, we advised them to collaborate towards their goal of winning specific projects and collaborate in defining their work dynamics.
Currently, through Schmitman HR, Genium’s Argentina office has acquired several top-qualified staff who continue to provide outstanding work.
This project taught us many lessons related to building a relationship with our client. Aligning ourselves in values, being clear and honest in communication and being able to adapt to the needs of customers have proven to be fundamental aspects to carry out a successful RPO.
It is the main food company in Argentina, the world's leading producer of hard candies and the main exporter of sweets from Argentina, Brazil, Chile and Peru and through Bagley Latin America SA, the company formed with the Danone Group for cookie businesses, Alfajores and cereals in Latin America, is one of the leading companies in the region. Through sustainable management, it develops leading brands that reach people from more than 120 countries, with commercial offices in America, Europe and Asia and more than 40 plants in Latin America. The fact that Arcor relied on our work to select talent made us extremely proud.
Arcor's demand was specific: they needed a partner for their Bolivian Subsidiary to accompany the development of business recruitment processes with sufficient knowledge of the characteristics and realities of the Bolivian labor market.
Thus, our project with Arcor began with the incorporation of a person in Bolivia, and was carried out with the joint work of the company's teams in Bolivia and Argentina. In principle, we were going to work in a two-month RPO, but the work continues until today. The success of the case lies in the consolidation of competitive lists based on the profiles requested by Arcor and the coverage, in record time, of relevant vacancies for the Subsidiary through Schmitman HR.
This work taught us to move into a new labor market, which until then we did not know: that of Bolivia. In addition, it showed us the importance of learning the distinct idiosyncrasies of recruiting for Human Resources.
Latest Job Postings.
No one understands the IT market better than Schmitman HR. They have been a key partner in our recruiting efforts for the last six months, providing not only a steady and qualified candidate pool, but also advising us on matters such as process improvement and employer branding.
Giuliana De Luca
Head of Talent & HR @ Decentraland
In The Press.
Some of the media are interested in the way we work and consult us on issues related to the world of Human Resources.
La gran paradoja del mercado laboral argentino es que, pese a que la desocupación en Argentina se ubicó en un 9% en el tercer trimestre de 2018 según el INDEC, la mayoría de las empresas de tecnología (por no decir todas) manifiestan problemas para cubrir los puestos de trabajo que ofrecen. Las dificultades se presentan tanto porque los candidatos no cuentan con los conocimientos necesarios, como por el incumplimiento en las capacidades y actitudes profesionales requeridas.
Nadie nos enseña a buscar trabajo. Sobre que estrategias hay que utilizar para mostrarse frente a las organizaciones que se encargan del proceso de selección laboral opinó para Télam Mara Schmitman, CEO de Schmitman HR (organización de servicios de Recursos Humanos para empresas de tecnología).
Hay una característica a partir de la cual se puede identificar rápidamente a una empresa horizontal: su organigrama no presenta una estructura piramidal como la que estamos acostumbrados a ver, con los jefes, la línea fundadora o los CEO en el vértice de arriba, y una amplia base debajo conformada por los colaboradores más operativos.
Xeminio is the education division of Schmitman HR. As a learning community, we seek to share the knowledge and experiences produced for more than ten years working on one of the biggest challenges that the labor market has today: recruiting technological talent.
In an industry that continues to grow internationally, tech companies need to incorporate specialists with new skills, tools and abilities. Finding and recruiting that talent is not a simple task, but it is hilarious. In Xeminio, you have the opportunity to learn how to carry it out with the Schmitman HR team.
This course is aimed at those who want to start working as Tech Recruiters and learn the fundamental knowledge needed to conduct searches in the Tech market. It is for people who have little or no experience, both for freelancers and for those who work in company.
When is it?
Next date and time to be defined.
What will be covered?
In this course you will learn the essentials of working Tech recruiter: technology profiles, software life cycle, market trends, glossary of Human Resources and technology for recruiters. In addition, we will talk about optimal time management (for freelancers and in-house recruiters), database organization, effectiveness metrics. The general idea of the course is that the assistant can leave with the necessary tools to work as a freelancer or as an in-house recruiter in a company.
What is included?
It includes digital material and printed and digitized certificates are delivered.
How much does it cost?
It costs $ $2000 and can be paid in installments with Mercado Pago. By paying, you are reserving your place in the course.
Tech Recruitment II.
This course is for people who already have a knowledge base and worked at least one year as Tech Recruiters. Oriented to people with a minimum of 1 year of experience as Tech Recruiters
When is it?
Next date and time to be defined.
What will be covered?
The course is divided into two parts: One day of theory and another day of practice (workshop). In theory, topics that improve day-to-day work are reinforced and updated. The workshop works on a specific search for each student, ensuring the resolution of any type of problem that may be encountered. In addition, we work on database improvement and optimization. The program has three pillars: sourcing, metrics and interviews.
Sourcing: search strategy, preparation and effective profiling of profiles. Mapping, online applications, booleans, pipeline optimization and databases. Segmentation, mailing, free and paid tools. Profile and market update.
Metrics: the 10 most effective metrics for measuring performance and performance of sourcing tools will be seen. In addition, work will be done on the presentation and effective communication of the results.
Interviews: active listening, writing reports according to client (internal or external). Pathology identification.
The general idea of the course is that the student can leave with the necessary tools to work as a freelancer or as an in-house recruiter in a national or international company
What is included?
It includes digital material and printed and digitized certificates are delivered.
The workshops are designed for people who need specific help with searches, metrics, interviews or any subject. It is a custom instance and we adjust it according to the needs of the group.
Online courses coming soon!
En mi recorrido laboral tuve la fortuna de poder participar y conocer diferentes organizaciones: algunas fueron verticales, otras mixtas y también horizontales. Sin embargo, sin importar en cuales estuve, creo que mi idea siempre fue estar en un lugar donde me sienta feliz.
La tecnología no va a cambiar el mercado laboral: ya lo ha hecho. Sin embargo, quienes trabajamos vinculados al mundo de los Recursos Humanos o lideramos empresas, no dejamos de preguntarnos cómo impactarán en el futuro los cambios que estamos viendo en el presente, qué tipo de empresas tendremos en los próximos 10 años, qué tipo de profesionales van a necesitar esas organizaciones y cuál es el desarrollo y la formación ideal de estos colaboradores y colaboradoras.
— ¿Para cuándo es la tarea?
— Para ayer.
Esta respuesta no es otra cosa que la prueba de una cosa: el ritmo en el que solemos trabajar rara vez nos deja tiempo de parar la pelota para pensar por qué hacemos lo que hacemos en nuestro trabajo. Para qué. Con qué propósito.