Consultative Strategies Fuel Workforce Innovation: Hays

Q: How has Hays become a leadership partner offering integrated services and strategic guidance to clients across Mexico and Latin America?

A: Over the past 12 months, we have adopted a more consultative approach, aligning our operations with strategic industries and mission-critical functions, particularly within life sciences, engineering, and technology. Today, approximately 70% of our business in Mexico is focused on these STEM sectors, allowing us to provide specialized insights, talent strategies, and integrated services tailored to our clients’ evolving needs.

This shift has enabled us to move beyond transactional recruitment, offering strategic guidance that supports long-term workforce planning and organizational growth. Client feedback and regional market trends have reinforced this direction, and we continue to invest in deepening our expertise and delivering higher-value solutions across the region.

Q: How has Hays utilized the nearshoring trend in its local strategy, especially considering Mexico's current political and economic climate?

A: Despite current political and economic challenges, we remain confident in Mexico’s long-term potential. The country offers a strong economic foundation, a skilled workforce, and growing influence in key sectors, such as fintech, where it now ranks as the second-largest hub in the Americas with over 650 startups. The nearshoring boom has driven increasing demand from US clients, particularly in technology, looking to tap into Mexico’s talent pool. We have supported this trend by helping clients establish centers of excellence and navigate the complexities of cross-border hiring, compliance, and operational ramp-up.

Q: How is Hays facilitating cross-border talent movement between Mexico, the United States, and Latin America, particularly for leadership and STEM roles?

A: We support cross-border talent movement by advising clients, both directly and in partnership with major consulting firms, on nearshoring strategies across Latin America. With rising talent costs in the United States, many clients are turning to emerging hubs like Argentina, Bogota, Monterrey, and Mexico City. Hays provides guidance on technical talent availability, cultural alignment, and local labor regulations. 

In Mexico, demand for tech roles, particularly in software development, AI, machine learning, cybersecurity, and data science, continues to grow. While not always the most cost-efficient market, Mexico delivers long-term value through its well-educated, bilingual workforce and strategic location.

Q: How has the global perception of Mexican STEM talent evolved, and how does Hays position Mexico as a strategic destination for cross-border recruitment?

A: Mexico has emerged as a highly attractive destination for cross-border STEM talent, offering a strong value proposition beyond cost. While it may not be the lowest-cost alternative compared to countries like India, Mexico stands out for the quality of its talent, as well as their bilingual capabilities and cultural compatibility with international organizations. Technical expertise in areas such as life sciences, medtech, biotech, software development, AI, cybersecurity, and data science has positioned Mexican professionals as integral contributors to global teams. Over time, global perception has shifted: what was once an underestimated market is now seen as a high-performance, dependable talent hub. At Hays, we consistently recommend Mexico as a strategic nearshoring destination for clients seeking scalability and talent excellence.

Q: How has Hays integrated AI and machine learning into its services, and how do these technologies enhance your ability to advise clients while maintaining a human-centered approach?

A: We integrate AI and machine learning to strengthen the capabilities of our consultants, not to replace them. These technologies empower us to conduct more sophisticated data analysis and deliver sharper, technically grounded insights. For instance, our Mexico Salary Guide, informed by thousands of professionals, enables us to track shifting workforce priorities, from remote work preferences to compensation, training, and career development challenges.

This data-driven approach helps clients refine their Employee Value Proposition (EVP) and adapt to market realities. Yet, technology is only part of the equation. Human judgment and expertise remain central to our model, ensuring personalized advice and meaningful candidate interactions. As AI continues to reshape the recruitment landscape, our priority is to remain agile while upholding the high-touch, relationship-based guidance that defines our value to clients and candidates.

Q: What regulatory or cultural challenges have you faced in Mexico?

A: Two key challenges stand out. First, a legislative change made it illegal to outsource core business functions to temporary workers. While this reform was designed to promote job stability, it also created confusion around the use of highly skilled temporary professionals, especially in sectors like food and beverage or automotive manufacturing. Ultimately, the reform drove the market toward greater transparency and compliance, which aligns with our commitment to ethical practices.

The second challenge is workforce flexibility. While Mexico offers robust labor protections, it also provides clear legal frameworks. Unlike the at-will employment model in the United States, Mexico's regulatory clarity enables companies to better assess the implications and costs of workforce adjustments.

Q: How is HAYS advising clients on building sustainable, human-centered models in high-pressure technical fields?

A: The balance between remote work and in-office collaboration has shifted. While remote work was essential during the pandemic, organizations now increasingly value in-person interaction to foster innovation. In Mexico and across Latin America, cultural values emphasize interpersonal connection. As a result, many companies now promote hybrid models, typically requiring two to three in-office days per week, to avoid isolation and sustain collaboration.

In parallel, we use technology to personalize the workplace experience. Through our neurodiversity program, we have learned that individual needs vary, as some professionals perform best with tools like noise-canceling headphones or private rooms. Our role is to help clients create environments where all employees can thrive.

Q: How are companies in Mexico responding to diversity, equity, and inclusion (DEI) initiatives, especially given cultural nuances?

A: Diversity, equity, and inclusion (DEI) continue to evolve across Latin America, with Mexico placing early emphasis on gender equity. Clients are increasingly proactive, requesting balanced shortlists and making DEI a formal part of hiring strategies. While more progress is needed in areas like racial and ethnic diversity, there is clearly growing awareness and intent. Achieving meaningful inclusion remains a global challenge, but Mexico’s corporate sector is making consistent strides.

Q: How has Hays utilized social media to differentiate itself in the life sciences sector, and how does it align employer branding strategies to attract specialized professionals?

A: Our focus is on delivering the most skilled and specialized recruitment services in Latin America, particularly in STEM fields. We leverage global and regional trends to help clients and candidates make informed decisions about careers and the future of work. We share insights through platforms like LinkedIn, TikTok, and Instagram, offering bite-sized, valuable content such as infographics and short videos. Our approach balances quantitative and qualitative data, ensuring the content is both informative and engaging for professionals.

Q: What are Hays’ top priorities for the next 12 to 18 months, in terms of market expansion, service consolidation, and innovation?

A: Over the next 18 months, we will focus exclusively on engineering, life sciences, and technology, which are sectors that already represent 70% of our business. By concentrating fully on these domains, we aim to deepen expertise, scale operations, and better support our clients amid rapid industry evolution. We also plan to expand our regional thought leadership through events and research, equipping our partners with the insights they need to navigate shifting labor markets. At the same time, we continue to invest in advanced global technology to elevate the human elements of recruitment and integrate innovation into every stage of our delivery.

Hays is a global leader in specialist recruitment and workforce solutions, empowering businesses and individuals through lifelong partnerships, innovation, and data-driven insights.