Build your team in Ecuador.
We recruit the people, build the team around them, and stay to keep them there.
- Recruitment and assessment
- Ongoing team oversight
- Retention built into the work
Three things, done properly.
Finding, building, keeping. Most companies hiring overseas need all three.
Recruitment
Every search starts with the outcome the role has to produce. You meet a shortlist, not a long list.
Team management
Standards, onboarding and day-to-day oversight — the structure that turns individual hires into a team.
Retention
Real growth and visible progress, so you are not re-hiring the same role next year.
The problem is rarely the hire.
Hiring across a border breaks in four predictable places. Each is a management problem.
The hire looks right and works out wrong
A CV screens for experience, not judgement. We assess against the work itself.
Communication quietly drifts
Distance punishes teams that are only checked on when something breaks. We stay involved day to day.
Good people leave in the second year
People go when the work stops leading anywhere. Progression is part of how we run a team.
You end up managing it yourself
Oversight is the service. That is the difference between a placement and a team.
From first conversation to a team that stays.
Four stages. You always know which one you are in.
Understand the role
The outcome, the team it sits in, and what good looks like a year in.
Find and assess
You meet candidates already assessed for the role, not forwarded to you.
Bring them in
A structured offer and first weeks, not an improvised start.
Keep them
Oversight, growth and a team people want to stay part of.
Who we work well with.
We would rather tell you early if this is not a match.
A good fit
- Companies building a team, not filling a single seat
- Businesses that want people managed, not just introduced
- Teams that care whether someone is still there in two years
- Companies hiring overseas for the first time who need the structure handled
Not a fit
- One-off placements with no ongoing relationship
- Buyers choosing purely on the lowest hourly rate
- Companies that want a list of CVs and nothing more
- Work that has to sit in the same room as the rest of your team
What we hold ourselves to.
Six commitments that govern who we take on and how we work.
Earned
We earn trust through action and results.
Generous
We open doors and create opportunities.
Collective
We win together by building strong teams.
Exclusive
We are selective in who we represent and serve.
Loyal
We stand by our people and keep our word.
Proud
We are proudly Ecuadorian, ambitious and generous.
What an engagement actually delivers.
Concrete things, not a promise of effort.
A shortlist with the reasoning attached
A small set of people assessed against your role, with what we think and where we have reservations.
A defined way of working
Onboarding that does not depend on someone being free that week, and standards the team is held to.
Someone accountable day to day
A named point of oversight, so problems surface early — and not across a time zone from you.
Progression built into the role
A path the person can see from the start. That is what keeps them past the first year.
Rooted in Ecuador.
Our network and our own team are here. That is how we know a strong candidate from a well-rehearsed one, and why the people we place belong somewhere.
Ready to talk about a role?
Tell us what the work needs to achieve. We will tell you honestly whether we are the right people for it.
We recruit people, and then we stay.
A staffing company. We find talent in Ecuador for businesses hiring overseas, build the team around them, and take responsibility for keeping them.
A staffing company that treats retention as part of the job.
Plenty of companies will find you someone overseas. Far fewer are still involved a year later, when the person is ready for more.
Recruitment is our entry point, not the product. What we build is a team that holds together — and because our own team is in Ecuador, we can tell a strong candidate from a well-rehearsed one.
What Ganaros means.
Said Gah-NAR-oss. Two words, and a description of how we expect people to behave.
To win
Spanish for to win. Not at someone else’s expense — winning as in earning something real: a better role, a stronger team.
Those who open the way
From the Latin ostium, the door. People who open doors do not just walk through them — they hold them open.
Together: those who win by opening the way. It is a standard as much as a name.
Four ideas the company runs on.
They decide who we hire, who we take on, and what we do when something goes wrong.
Win
We earn everything. Every result and every role is won through commitment and effort.
Open
Every door we walk through, we hold open — for teammates, newcomers and the people who come next.
Collective
No one rises alone here. The team’s wins are every member’s wins.
Pride
Being Ganaros is earned, not assigned. We carry the name with the weight it deserves.
What we hold ourselves to.
Six commitments, applied to our own team and to the work we do for yours.
Earned
We earn trust through action and results.
Generous
We open doors and create opportunities.
Collective
We win together by building strong teams.
Exclusive
We are selective in who we represent and serve.
Loyal
We stand by our people and keep our word.
Proud
We are proudly Ecuadorian, ambitious and generous.
Being a Ganaros is something people want to keep.
You do not simply work at Ganaros. You become one — and that distinction is the whole retention strategy.
It is earned, through performance and through helping the person behind you get there too. So people hold on to it: they stay, raise the standard and bring others up. A candidate can be sourced anywhere. A team people do not want to leave has to be built.
Want to know if we are a fit?
Tell us about the role and the team it would join. If we are not the right people for it, we will say so.
Recruitment is where we start, not where we stop.
Three services that work as one engagement: find the right people, build the team around them, keep them there.
Three services, one engagement.
Start with any one. Most companies end up wanting all three.
Recruitment
Best for: companies burned by candidates who interviewed better than they worked.We take the role apart before we search, then you see a shortlist already assessed against it, with our reasoning attached. No volume, no forwarded inboxes.
Team management
Best for: companies whose overseas hires keep becoming their own management problem.Onboarding, clear standards and regular oversight, with someone accountable for the team day to day — not you, across a time zone.
Retention
Best for: companies who hire well but cannot keep people past the first year.Progression built into the role from the start, and action before someone starts looking. You stop paying the cost of re-hiring.
What a search looks like.
The same five stages every time. You always know which one you are in.
Understand the role
What the job has to deliver, who it depends on, and what good looks like a year in.
Search and assess
Our own network first. Every candidate assessed against the definition we agreed, with our reasoning — including the reservations.
You meet the shortlist
People already filtered properly. We handle scheduling and feedback both ways.
Offer and start
Both sides supported through the offer, and a structured first month.
Oversight and growth
How the role is going, what needs adjusting, and where the person goes next.
What we do, and what we don’t.
Clear boundaries save everyone a wasted month.
What we do
- Define the role properly before searching
- Search, screen and shortlist against that definition
- Set up onboarding and working standards
- Provide ongoing oversight of the team
- Build progression so people have somewhere to go
- Tell you when a role is the wrong shape
What we don’t do
- Send unscreened CVs by the dozen
- Compete on being the cheapest option
- Disappear once someone has signed
- Take on roles we do not think we can fill well
- Provide legal, tax or immigration advice
Things people ask before getting in touch.
What does Ganaros actually do?
We recruit people in Ecuador for businesses hiring overseas, set up how the team works, and stay involved to keep those people in place.
Where is your talent based?
Ecuador. That is where our network and our own team are.
How is this different from a recruitment agency?
An agency’s work finishes when someone signs. Ours starts there. Team management and retention are what we are actually selling.
What happens after someone is hired?
We stay involved: onboarding, day-to-day oversight, how the role develops, and stepping in when something needs adjusting.
How do you keep people from leaving?
By making the job worth keeping. Progression is built into the role from the start, not offered once someone resigns.
What kind of companies do you work with?
Businesses building a team overseas, who want those people managed rather than just introduced. A single placement with nothing after it is not the right fit.
How do we start?
Get in touch through LinkedIn with the role and what it needs to achieve. The first conversation is about whether we are the right people for it.
Tell us about the role.
Send us what the work needs to achieve and the team it would join. We will tell you how we would approach it — or that we are not the right fit.
Get in touch.
Message us on LinkedIn with the role you are hiring for and what it needs to achieve. That is enough to start a useful conversation.
What happens next
We read every message. If it is something we do well, we come back with how we would approach the role and what we need from you.
If it is not a fit — too junior to justify the work, or a single placement with nothing after it — we say so rather than take the meeting.
What to include.
Three things make the first reply useful rather than a request for more information.
What the role has to deliver
The outcome you need from the seat, in your own words. A job title alone tells us very little.
The team it would sit in
Who the person works with, who they report to, and what already exists around the role.
Roughly when you need someone
An approximate timeframe is enough. It tells us whether we can do the job properly.
Privacy Policy
Last updated: August 2026. This policy describes how the Ganaros website handles information. It applies to this website only.
1. Overview
Ganaros ("we", "us", "our") operates this website. We have built it to collect as little information as possible. There are no contact forms, no account sign-ups, no newsletter subscriptions and no advertising trackers on this site.
2. Information we collect
Information you give us
This website does not have a form, an email capture or any other mechanism for you to submit personal information to us. If you choose to contact us through our LinkedIn page, any information you send is handled through LinkedIn, and LinkedIn's own privacy policy governs that exchange.
Information collected automatically
This website does not set cookies and does not run analytics or advertising scripts. Your browser sends standard technical information to our hosting provider when a page is requested — such as your IP address, browser type and the page requested — and that provider may retain it in server logs for security and operational purposes. We do not use that information to identify individuals.
3. How we use information
Where we receive information from you — for example, a message sent through LinkedIn — we use it only to respond to your enquiry and to assess whether we can help. We do not sell it, rent it, or share it with third parties for their own marketing or promotional purposes.
4. Cookies
This website does not set cookies. If that changes, this policy will be updated and, where the law in your market requires it, we will ask for your consent before any non-essential cookie is set.
5. Service providers
We rely on a small number of third parties to make this website available:
- A hosting provider, which serves these pages and keeps standard server logs.
- Google Fonts, which serves the typefaces used on this site. Requests for those font files go to Google's servers and are subject to Google's privacy policy.
- LinkedIn, where our company page is hosted and where enquiries reach us.
We do not share information with these providers beyond what is technically necessary to deliver the website.
6. External links
This website links to our LinkedIn page. Once you follow a link away from this site, this policy no longer applies and the destination's own policies take over.
7. Data retention
Because this website does not collect personal information directly, there is nothing for us to retain from your visit. Correspondence you send us is kept only for as long as it is needed to deal with your enquiry and to keep a reasonable record of our business communications.
8. Data security
This website is served over an encrypted connection. No method of transmission or storage is completely secure, but we take reasonable steps to protect information that reaches us and limit access to it.
9. Your choices and rights
Depending on where you live, you may have the right to ask what personal information we hold about you, to have it corrected or deleted, or to object to how we use it. To make a request, contact us through our LinkedIn page. We may need to confirm your identity before acting on it.
10. Children
This website is intended for business audiences and is not directed at children. We do not knowingly collect information from children.
11. SMS and text messaging
Ganaros does not operate an SMS or text-messaging programme, and this website does not collect phone numbers or any form of messaging consent. If we introduce SMS messaging in future, we will publish the applicable terms here first — including how consent is obtained, the purpose and expected frequency of messages, that message and data rates may apply, and how to stop or get help with messages. Consent to receive messages would never be a condition of doing business with us, and mobile numbers and consent information collected for messaging would not be sold or shared with third parties for their own marketing or promotional purposes.
12. International visitors
We are based in Ecuador and work with companies in other countries. Information that reaches us may be handled in Ecuador or wherever our service providers operate.
13. Changes to this policy
We may update this policy as the website or our practices change. The revised version will be posted on this page with a new date at the top.
14. Contact
Questions about this policy can be sent to us through our LinkedIn page.
Terms & Conditions
Last updated: August 2026. These terms govern your use of the Ganaros website. They do not govern any services we may agree to provide, which are covered by a separate written agreement.
1. Acceptance
By using this website you agree to these terms. If you do not agree with them, please do not use the site.
2. About this website
This website is published by Ganaros and describes our services in general terms. It is provided for information only. Nothing on it is an offer, a quotation, a contract, or a commitment to provide services to any particular person or company.
3. Services and engagement
Any work we carry out is governed by a separate written agreement between Ganaros and the client. Where anything on this website conflicts with that agreement, the agreement takes precedence. Descriptions of our services here are summaries and are not a complete statement of scope.
4. Intellectual property
The content of this website — including text, layout, design, graphics, and the Ganaros name and logo — belongs to Ganaros or is used with permission. You may view and print pages for your own reference or to evaluate working with us. You may not copy, republish, adapt, or use our content or branding for commercial purposes without our written permission.
5. Acceptable use
You agree not to:
- Use this website for any unlawful purpose or in breach of these terms.
- Attempt to gain unauthorised access to the site, its server, or any connected system.
- Interfere with the site's operation, or introduce malicious code.
- Scrape, harvest, or systematically extract content from the site.
- Misrepresent your identity or your affiliation with any person or organisation.
6. Third-party links
This website links to our LinkedIn page. We do not control third-party sites and are not responsible for their content, availability, or practices. A link is not an endorsement.
7. No professional advice
Nothing on this website is legal, tax, immigration, employment, or financial advice. Hiring across borders raises obligations that vary by country and by circumstance. You should take your own professional advice before acting on anything you read here.
8. Accuracy and availability
We take care to keep this website accurate and current, but we do not warrant that it is complete, error-free, or uninterrupted. We may change, suspend, or withdraw any part of the site at any time without notice.
9. Limitation of liability
To the fullest extent permitted by law, Ganaros is not liable for any loss or damage arising from your use of, or inability to use, this website, or from reliance on anything published on it. This includes indirect and consequential loss, loss of profit, and loss of data. Nothing in these terms excludes liability that cannot lawfully be excluded.
10. Indemnity
You agree to hold Ganaros harmless from claims and costs arising out of your misuse of this website or your breach of these terms.
11. Privacy
Our handling of information is described in our Privacy Policy, which forms part of these terms.
12. Messaging
Ganaros does not currently operate an SMS or text-messaging programme, and this website does not collect phone numbers or messaging consent. If that changes, the applicable messaging terms — including consent, message frequency, applicable rates, and how to stop or get help with messages — will be published before any programme begins.
13. Changes to these terms
We may revise these terms from time to time. The version published on this page at the time you use the site is the version that applies.
14. Severability
If any provision of these terms is found to be unenforceable, the remaining provisions continue in full effect.
15. Contact
Questions about these terms can be sent to us through our LinkedIn page.
That page isn’t here.
The link may be out of date, or the address may have a typo in it.