Methodology
The best talent decisions do not happen by chance or intuition. They happen when you combine experience, methodology, and data.
Not because that person lacked talent or adaptability, but because the selection process was not the right one. Hiring decisions are often made with insufficient information. We help our clients hire with greater clarity, stronger evidence, and lower risk.
At Growth Lab we work on two dimensions of talent: finding it and developing it. Each has its own method, but both start from the same place: understand first, act second.
This is how we find the talent your company needs. Seven phases, from understanding your business to supporting the new leader’s first 90 days. Built on the best global methodologies and adapted to the Peruvian and Latin American market.
Before searching, we understand your business, culture, and what the role truly needs.
We turn the profile into objective, measurable criteria. Everyone evaluates with the same standard.
We map the market and go find them. The best talent is almost never applying.
We evaluate in three layers: structured interview, psychometrics, and a role business case.
References are not a formality. We validate with people who truly worked with the candidate.
We do not send a list of CVs. We present a shortlist with a grounded recommendation.
We support the first 30, 60, and 90 days. The process does not end when the candidate signs.
Before we intervene, we measure. Every process starts from a real diagnosis of your organization.
Every intervention responds to your company’s reality, culture, and moment.
We do not deliver a report and disappear. We stay until the change is noticeable.
750
closed processes
9.8/10
satisfaction with our service.
+15
years
Experience in Peru and Latam
+500
companies
9.8/10 satisfaction score from companies that trust us
We only invoice when the chosen candidate signs the offer letter. And if within the guarantee period the person is not a fit, we restart the search at no additional cost.
A thirty-minute conversation is enough to explain the process and see if it makes sense for your organization.
Growth Lab’s proprietary executive search process. Seven phases from diagnosing the organization to post-hire follow-up.
Because we only invoice once the candidate has joined. Our incentives are aligned with the outcome, not with activity.
We use technology to accelerate analysis and pattern recognition while keeping human judgment in every critical decision.
Each intervention is tailored from real diagnostics. We combine measurement, co-design, and follow-through until something changes.
