"David came into an unknown space and mastered his sourcing efforts to give us a strong pipeline that gave us the ability to hire strong people. It was never a volume game like it is for most who just throw shit at the wall and hope it sticks. David brought in quality talent in tough-to-fill roles which allowed me to build our org into what it is today.
His impact and determination are something that can not be taught. I admire David's go-get-it attitude which has made him the partner we all know and trust to get things done. I highly recommend David to any team who would benefit from Technical sourcing."
David has been a core partner in helping us build our team. He operates with a level of responsiveness that’s rare. When something is urgent, he’s there. In a startup environment where speed matters, that reliability has been critical.
"David has helped me grow the design team I manage at Withings. He is very professional, a real time-saver, and has high energy. He understands my team's hiring criteria from the get-go and is able to reduce time spent on hiring logistics by automating and systemizing review stages. Candidates and employees have enjoyed interacting with him. Thanks David!"
"Working with David at Withings was a real pleasure and a privilege. In our mission to expand the Application Product Manager team, his role has been quietly yet significantly impactful.
David has a unique way of working that's both low-key and highly effective. His approach to recruitment is thorough, focusing on understanding both our team's needs and the potential in each candidate. This thoughtful process has led us to bring on board some truly fitting talents.
What I appreciate most about David is his commitment to the journey of each candidate. He's not just about getting people in; he's about getting the right people in and ensuring their transition is smooth and welcoming.
His professionalism is always present, but it's his quiet dedication and genuine care for both the team and the candidates that really stand out.
I'm grateful for the chance to work with someone who understands our needs so well and does it with such empathy and humility."
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Wizhire is a boutique technical recruiting firm founded by David Rincon; specializing in senior engineering and technical talent for CTOs, Heads of Engineering, and technical founders at Series A, B, and C startups.
We cover 14 technical disciplines with purpose-built hiring frameworks across all seniority levels, from Semi Senior (IC3) through Staff and Principal — including volume IC3 searches when clients have a clearly defined bar: Backend and Frontend Software Engineering, Data Engineering, Machine Learning Engineering, AI Engineering, Site Reliability Engineering, DevOps, Platform Engineering, Cloud Security, Application Security, Network Security, DevSecOps, Technical Product Management, and Product Design.
Our deepest geographic coverage is in Latin America (mainly Colombia, Argentina, Brasil, Mexico, Peru, and Chile) — we specialize in placing senior LatAm engineers with US-based and European companies hiring remote talent at Staff and Principal level.
We source from a network of 30,000+ engineers globally, run role-specific technical screens through a Staff-level engineer, and deliver shortlisted candidates within 5 business days. Our methodology is built on three principles: signal extraction over volume sourcing, structured evaluation using discipline-specific leveling rubrics and scorecards, and decision compression — reducing your time from role-open to confident hire.
We operate as a single-partner firm: you work directly with David Rincon and his team, not a junior sourcing team.
Success fees range from $9,000 to $43,000 USD. We're also capable of building teams of up to 25 people.
Our methodology?
Our process is not "source and pray."
Every search starts with a structured Hiring Manager Intake — a 10-dimension session that defines the real role, not the job post. We calibrate on technical stack, system ownership, operating expectations, and candidate anti-profile before sourcing a single person.
Every candidate we present comes with a structured scorecard: technical depth, ownership evidence, communication and influence, and ecosystem fit against your specific stack and stage. The goal is decision compression: instead of interviewing 12 candidates to find 2 finalists, you interview 3–5 candidates who have already been evaluated for the signals that actually predict performance.
We have published leveling rubrics and hiring scorecards for all 14 disciplines we cover. These frameworks define what Senior, Staff, and Principal actually means — not in years of experience, but in scope of ownership, architectural judgment, and decision-making authority.
Ready to hire? We truly enjoy having direct contact with leaders/Founders, write me directly at david@wizhirellc.com, or +57 3150005301 (WhatsApp).
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