You can poach talent, but can you use it?
Without leadership and systems, that star hire becomes Jordan at the White Sox
Hey there,
This week is all about location. Not just where you sit, but where you actually fit.
Big AI companies keep hiring each other's best workers, but even the most skilled people can have a hard time if the workplace is not right. For example, Microsoft is asking employees to return to the office, but if that means a two-hour drive, people can actually get less done. At the same time, Rappi is showing that being in the right place at the right time and doing the right work can get you to the top.
We talked about this same idea last week when I joined the Fuse podcast. Fuse is one of our best clients at Lupa, and they show a great example of what people in Latin America can create. We discussed why caring about others is just as important as being skilled, how starting a new job the right way helps people do well, and why AI can help but will never take the place of the right team in the right spot.
If you care about putting people and companies in the best position to win, it’s worth a listen. Thanks to the Fuse team for inviting me to join the podcast!
Let’s get into it.
🌐 News Shortlist
1. Big AI Players Keep Stealing Talent from Each Other
Recap: OpenAI hired Mike Liberatore, who used to be the chief financial officer at Elon Musk’s xAI, just months after he helped raise $5 billion there. This is the latest example in a year where big AI companies like Meta and Anthropic have been taking researchers and leaders from their competitors.
This has been happening a lot recently, making it seem as if you hire the right person, you take away what makes your competitor strong. And yes, hiring away a top researcher or leader can hurt. But talent alone does not change where your company is headed. The work only matters if the company supports it.
Think about it this way: hiring a superstar without the right setup is like parking a Ferrari in your garage with no keys. You can brag about having it, but it won’t get you anywhere. Or worse, you end up like Michael Jordan playing baseball with the White Sox: you have someone great, but in the wrong place. Companies that don’t have the right basics, like training, good managers, and clear goals, end up paying high salaries for talent that goes to waste.
The main point is that talent can’t succeed on its own. Real value comes when skilled people join a team that knows how to build, test, and deliver products. If not, you might get attention, but you’re also wasting money.
Advice:
If you want to do this on your scale and hire the best people from other companies, get ready first. Make sure your training helps them start working quickly, your managers know how to use their skills, and your company encourages teamwork. Otherwise, you’ll spend a lot for a big-name hire who never makes a difference.
2. Microsoft’s Hybrid Policy Tightens
Recap: Microsoft is asking employees to return to the office. Beginning in February, anyone living within 50 miles of Redmond must come in at least three days a week, and this rule will soon apply worldwide. Leaders say this change will help increase energy and results, especially now that AI is a bigger focus. The timing is notable, as it follows 15,000 layoffs this year. Google and Meta already have similar three-day policies, while Amazon requires five days in the office.
I think we will start seeing this back-and-forth more and more. Every few years, big companies will say remote work is over. Then, something will go wrong, and we’ll revert to hybrid again.
If you lead a company, the takeaway isn’t to follow Microsoft’s example. Instead, ask yourself if you offer what Microsoft does: offices that make commuting worthwhile, tools that support teamwork, and a strong enough reputation that people are willing to make the trip.
If your team spends two hours a day commuting and ends up more tired, you could be hurting productivity. It may be better to focus on what some big companies struggle with: building teams that work from different locations, hiring across time zones, and letting people work independently. My team at Lupa works fully remote, and it hasn’t slowed us down.
Advice:
Don’t just copy others. If you want people in the office, explain your reasons clearly and create a space that truly energizes your team. If you prefer to stay remote, focus on building strong systems and routines that support remote work. Culture depends more on leadership than on where people work.
3. Latin American Startups Are Playing in the Big Leagues
Recap: Amazon invested $25 million in Rappi with a deal that could give it a 12% share in the company. Klar, a Mexican financial technology company, bought Banorte’s online bank Bineo to get a full banking license. Both moves show that Latin American startups are growing and making big companies take notice.
For years, analysts said Amazon couldn’t break into Latin America. Now, Amazon is teaming up with Rappi, which already uses AWS and has the delivery network Amazon needs. This isn’t charity; it shows that Rappi has built something even the world’s biggest company wants to use.
Klar’s move is just as bold. Instead of waiting years to get a banking license, it just bought one. That puts it on the same level as long-time banks like Banorte. It shows that in financial technology, moving fast and getting things done is more important than having a long history. Klar isn’t just catching up; it’s jumping ahead.
The main point is this: talent and drive in Latin America are not (and have never been) second-rate. Rappi and Klar are showing they can compete with the biggest companies in the world and even win. For founders, it proves that building a company in Latin America is not “just” a cheaper option; it’s a chance to work in one of the most exciting markets anywhere.
Advice:
If you’re hiring, investing, or expanding, stop treating Latin America as a side bet. The best teams here are already playing in the big leagues. If you want to succeed, you need people who truly understand these markets. Don’t just follow Amazon’s money; build the right local team to win.
🔎 Remote Jobs Shortlist
These are some of the new openings my clients have this week.
You might not be hiring right now, but checking out the roles top companies are posting can give you a sense of where things are headed. Take a look at the full list here.
1. System Architect & Backend Developer
This team is rebuilding a SaaS platform for many users, updating old systems, and moving toward a setup where AI is at the center.
You won’t just keep things running. You’ll lead the move to systems that are always available, safe, and able to grow, while adding AI to everyday work from testing to documentation. You’ll also guide a team working from different locations and help decide how the company builds its systems and keeps them secure in the future.
If you want to design systems that not only work but also grow and improve with AI at the center, this is your chance to take charge and set the standard.
💵 $5,000 - $6,000 USD/month
📍 Colombia Remote
2. AI Developer
This company is putting AI at the center of how documents, identity checks, and screenings are handled. Think of tools that read text from images, recognize pictures, and use large language models to automate tasks, all made ready for real customers.
You’ll build the pieces that connect everything: tools and services that let AI models and outside companies work with current systems. One week, you might be getting models ready to use, the next you might be setting up small programs in Java or Python to handle important tasks. It’s hands-on, important work where machine learning is used in real business.
If you want to turn AI from just talk into real features — and see your work help run key parts of the business — this job gives you that chance.
💵 $3,500 - $4,000 USD/month
📍 Colombia Remote
3. Head of Growth
This is a company that’s scaling fast and looking for the person who will turn growth into a system, not just a buzzword.
You’ll be in charge of the whole process: finding new customers, trying out new ideas, and using data to create clear plans that increase sales. From brand to results to partnerships, you’ll bring teams together and make growth the main force that moves the business ahead.
It’s not just about reaching targets — it’s about deciding how this company stands out and succeeds in a busy market. If you’ve wanted to build growth the right way, this is your chance.
💵 $4,500 - $5,000 USD/month
📍 Latin America Remote
That’s it for this week.
Talent only works when it’s matched with the right team. Office policies only work when they fit the realities of your people. And companies only grow when they plant themselves in markets where they can actually win.
Location is not just about where you are; it is about the situation you are in. If you get that wrong, even the best people or the most money will not help. If you get it right, everything falls into place.
Until next time,
Joseph Burns
CEO & Founder, Lupa