Build your team in Bogotá.

For a Bogotá-based role, distinguish between remote work, a regular office schedule, and occasional in-person collaboration. State the workplace and expected attendance so candidates can evaluate the practical commitment. Avoid describing a role as remote if regular local presence is a condition of employment.

If your team works across borders, write down the shared meeting hours and how decisions move between colleagues. Include any travel expectations in the brief. These details make it easier to have an informed conversation about availability without relying on assumptions about where someone lives.

An engineering position needs a brief about the product, architecture, technical constraints, and expected ownership. Identify the systems the developer will change and the teammates who will review that work. Assess problem solving through relevant examples and explain any practical exercise in advance.

Administrative and operational positions need a different scorecard. Describe the queue of tasks, the tools used to track them, the stakeholders involved, and the decisions that require approval. Review how a candidate communicates progress, checks details, and raises issues when deadlines or instructions conflict.

Agree who will interview, who will make the final decision, and what evidence each stage should produce. Use a consistent scorecard and give interviewers defined areas to cover. Repeated, unstructured conversations can leave important questions unanswered while asking candidates for more time.

Before an offer, align the working arrangement, compensation currency, equipment, reporting line, and start plan. Identify who handles the contractual and payroll arrangements. A documented handoff from hiring to onboarding helps the new colleague understand priorities and gives the manager a useful starting point for feedback.