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Hiring someone in Colombia who has the right skills is only part of the equation.
The bigger question is how they will work with your team.
What happens when a deadline is unrealistic? Will they tell you? If they disagree with a brief, will they raise it? If they are unsure about something, will they ask?
These are the situations where workplace expectations can differ.
Communication Around Deadlines
Colombian business culture is often described as relationship-oriented, with trust and personal relationships playing an important role in professional settings. Colombian workplaces can also have clearer hierarchies than many US workplaces. Commisceo Global’s Colombia business culture guide Cultural Atlas’ Colombia business culture guide
This can affect how someone communicates a problem.
If your team expects employees to immediately say when a deadline is at risk, make that expectation explicit:
- Flag potential delays as soon as you see them.
- Ask questions when a brief is unclear.
- Say when a deadline is unrealistic.
- Explain what is causing a delay.
- Ask for help when something is blocking the work.
For example, instead of asking, “Can you get this done by Friday?” you can ask:
“Is Friday realistic based on your current workload?”
That gives the employee a clear opportunity to raise a concern.
Make “Speak Up” Part of the Job
Content work often requires people to question briefs, suggest alternatives, and catch problems before something goes live.
If that is expected on your team, say so.
Ask:
- “What would you change about this brief?”
- “Do you see any problems with this approach?”
- “What are we missing?”
- “Would you handle this differently?”
You are giving the employee a clear invitation to contribute rather than assuming they will automatically do so.
Do Not Confuse Politeness With Agreement
A positive response does not always tell you whether someone genuinely agrees, fully understands the task, or feels confident about the deadline.
That can vary by person, experience, company, and situation.
Ask more specific questions when you need a clear answer.
Instead of:
“Does that make sense?”
Try:
“What do you think the first step should be?”
Instead of:
“Can you get this done by Friday?”
Try:
“Is Friday realistic based on your current workload?”
Specific questions make it easier to identify uncertainty before it becomes a problem.
Understand the Role of Hierarchy
Cultural Atlas describes Colombian business environments as generally hierarchical, with respect for seniority influencing workplace communication. Cultural Atlas’ Colombia business culture guide
That does not prevent a Colombia-based employee from working in a flat US team.
It does mean your management expectations should be clear.
If you want employees to:
- Question decisions
- Give their manager a different point of view
- Ask for clarification
- Make recommendations
- Work independently
Tell them.
For example:
“If you think we are approaching something the wrong way, I want you to tell me. You do not need to wait for me to ask.”
Build Trust Into Remote Work
Commisceo Global highlights the importance of relationships and trust in Colombian business culture. Commisceo Global’s Colombia business culture guide
For a remote hire, that means explaining how your team actually works.
During onboarding, cover:
- Who the employee works with most closely
- Who makes final decisions
- How feedback is given
- How priorities are communicated
- Where to go when something is unclear
- How the team handles mistakes
Regular one-on-ones also give employees a place to raise questions or concerns outside of group meetings.
Cultural Context Can Matter in Content
If your company creates content for Latin American audiences, a Colombia-based hire can bring language and cultural knowledge to the work.
This can be useful for:
- Spanish-language social media
- Latin American campaigns
- Bilingual video production
- Spanish copywriting and adaptation
- Community management
- Content localization
There is a difference between translating content and knowing whether it sounds natural to the audience.
A Colombia-based content professional may be able to contribute that audience knowledge alongside their production or marketing skills.
Test Working Style During the Interview
Ask questions based on situations the person will actually encounter.
- “Tell me about a time you disagreed with your manager. How did you handle it?”
Look at how they communicated their position and what happened afterward.
- “Tell me about a time you knew you would miss a deadline.”
Look at when and how they communicated the problem.
- “What do you do when a brief is unclear?”
Look at whether they ask questions, make assumptions, or try to solve the problem independently.
- “What has been your experience working with US clients or managers?”
Previous experience can show how familiar the candidate is with US workplace expectations.
The Employer Has to Adapt Too
Cultural fit should not mean expecting a Colombian employee to work exactly like a US employee.
Your company needs to make its expectations clear. If you want direct communication, explain what that means. If employees are expected to work independently, explain which decisions they can make without approval. If you want problems raised immediately, say so during onboarding. If your team gives fast, direct feedback, explain that. If your team takes a different approach, explain that instead.
Where Filta Can Help
Filta helps US companies hire professionals in Colombia and manage the local employment side through an Employer of Record (EOR) model.
That includes employment, payroll, compliance, benefits, onboarding, equipment, and ongoing HR support.
Filta can also consider experience working with US clients and teams during recruitment alongside a candidate’s technical qualifications.
Learn more about hiring in Colombia with Filta.
Filta is ranked in the top 9% of outsourcing providers globally. We help US brands hire dedicated remote professionals in Colombia, handling talent sourcing, Employer of Record (EOR) compliance, cultural integration support, equipment, and ongoing HR under one roof.
Book a free strategy session → We will show you exactly how to hire and integrate expert Colombia-based talent in 3 to 5 weeks with the same quality you would expect from a 10-week local search.
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