GoFasti growth playbook

Today: rename "Third choice" to "Marketing & Sales" and add "Data & AI" and "Operations & Support", so every lead is tagged correctly in HubSpot. This week: publish /hire-marketers (and a /hire-sales section) built from the eight marketer roles already on the homepage, with the skills, a typical monthly rate range, the 48-hour first match and the replacement guarantee, and point every "Hire MARKETERS" button at it. Route Marketing & Sales leads to the recruiter who fills those roles.

The demand is already there and the competitor buyers compare against (Hire With Near) has had marketing and sales pages for years. Fixing the form also gives GoFasti clean data on which talent type converts best.

[ ] "Third choice" replaced on /hire-to-win, homepage and talent pages
[ ] HubSpot property: talent type
[ ] /hire-marketers with the 8 roles and skills
[ ] Monthly rate range per role
[ ] 48-hour first match and replacement guarantee
[ ] One client quote
[ ] All "Hire MARKETERS" buttons pointed at the page
[ ] Lead routing to the marketing recruiter

• Too many options lower form completion

  Keep it to five choices and make the field a single select.

• Marketing hires need different vetting

  Use a short practical task (an ad audit, a cold email) like the technical tests for engineers.

• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source
• Your websiteHomepage: three talent tabs, Engineers, Designers and Marketers. The Marketers tab lists Social Media Manager, Sales Development Representative, Community Manager, Content Marketing Specialist, Campaign Manager, Digital Marketing Specialist, Marketing Manager and Email Marketing Specialist, and its "Hire MARKETERS" button goes to /hire-to-win. That page's only form asks "What kind of talent do you need?" with four options: "Developers", "Designers", "Both" and "Third choice".Source
• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source
• Competitor researchRivals' own sites: Hire With Near has /hire/marketing and /hire/sales, role pages such as content marketing manager, growth marketing manager and head of marketing, a "salary guide US vs LatAm", a pricing page, and marketing and sales success stories (e.g. "10 LatAm SDRs"); South ("Hire Top 1% Talent In Latin America") also publishes a pricing page; Revelo positions on "Engineering Expertise for the AI Economy"; Athyna on "LATAM AI Trainers, PhDs & Global Talent".See the research Source

Delete the placeholder tab or fill it with a real "Scaling a team" comparison: cost of a 3-person team through GoFasti vs a US hire vs a recruiter fee. Check every tab on mobile.

A finished comparison is a trust signal for a service that sells vetting and attention to detail.

• Comparison claims about rivals

  Compare models (recruiter, freelance, EOR), not named companies.

• Your websiteThe /why-gofasti comparison table has real rows (no fee vs "15-20% of an employee's first-year salary"; "10 days (with first match in 48 hrs)" vs "1-4 months") but also visible template placeholders: "Features one" to "Features five", "Platform 1", "Platform 2" and "Zen".Source
• Your websiteClient FAQ: "no upfront fees. Once you have approved your talent profile(s), their current rate will apply"; monthly invoices on Net10 terms; contracts "usually annual"; a replacement "at the same price point" if a hire is not a fit; "biweekly check-ins with the talent".Source

Agree one fact sheet (pool size, countries, average time to first match and to hire, retention, savings) with the date it was measured, and update the homepage, why page, FAQ, About and case studies to match.

Consistent, dated numbers are more believable and get quoted correctly by search and AI summaries.

• The smaller number looks less impressive

  Use precise, defensible figures; buyers trust them more.

• Your websiteNumbers that disagree across pages: the homepage says "our vetted network of over 100,000 professionals" and "20+ countries on our talent pool", /why-gofasti says "our pool of 10,000+ candidates"; the client FAQ says GoFasti hires from "Brazil, Colombia, Uruguay, El Salvador, and Panama" and has been "active since January 2021", the About page says it launched "In February 2021"; the homepage shows "70" for hiring-cost savings with no unit, while case studies show 12-, 15- and 18-day hiring cycles against "an average time-to-hire of 10 days".Source
• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source
• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source

Publish a /pricing page with monthly ranges by role family and seniority (engineers, designers, marketers and SDRs, data and AI), what is included (HR, payroll, benefits, replacement, Net10 billing), and "no upfront fees". Add a "get an exact quote" form.

Buyers shortlist vendors who show prices. Ranges also pre-qualify leads before a call.

• Prices anchor too low

  Show ranges and what drives them.

• Competitors see them

  They already publish theirs.

• Competitor researchRivals' own sites: Hire With Near has /hire/marketing and /hire/sales, role pages such as content marketing manager, growth marketing manager and head of marketing, a "salary guide US vs LatAm", a pricing page, and marketing and sales success stories (e.g. "10 LatAm SDRs"); South ("Hire Top 1% Talent In Latin America") also publishes a pricing page; Revelo positions on "Engineering Expertise for the AI Economy"; Athyna on "LATAM AI Trainers, PhDs & Global Talent".See the research Source
• HiringThe part-time Sales Development Rep post (1125) gives a published rate: "(USD) $400 - $500 per month", for "Volume cold calling into US prospects to book discovery meetings" for a cybersecurity client, using "AI tools, best-fit customer profile profiling, and prospecting platforms (e.g., Sales Navigator, Apollo, Claude)".Source
• Your websiteClient FAQ: "no upfront fees. Once you have approved your talent profile(s), their current rate will apply"; monthly invoices on Net10 terms; contracts "usually annual"; a replacement "at the same price point" if a hire is not a fit; "biweekly check-ins with the talent".Source
• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source

Compress and resize the hero and logo images (WebP, responsive sizes), lazy-load the skill carousels and testimonials, reserve space for the animated sections, defer Hotjar and Intercom until interaction, add lang="en" and labels on the form selects.

A lighter page helps paid and mobile visitors on slow connections, and layout shift is a Core Web Vitals signal.

• Visual changes

  Keep the design; change only file formats and loading.

• Google PageSpeedMobile lab test of the homepage: performance 29/100, Largest Contentful Paint 6.6 s (the hero image), Total Blocking Time 1.9 s, total page weight about 33.8 MB; accessibility notes include no lang attribute on <html> and form selects without labels. Real Chrome visitors (origin, 75th percentile): LCP 1.48 s and INP 73 ms are good, but Cumulative Layout Shift is 0.13, above the 0.1 "good" line.Source

Add a strip to the homepage and talent pages: "This month clients asked us for: Applied AI Engineer, Shopify Store Specialist, Campaign Coordinator ..." pulled from the Greenhouse board, each linking to the matching hire page. No client names.

Fresh, specific demand is social proof that GoFasti fills these roles now, and it updates itself.

• Reveals client plans

  Show titles only, never company or project.

• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source
• HiringFive data and AI roles were posted October 16-19, 2026: Senior Data Analyst, Senior Data Scientist, Data Engineer, Applied AI Engineer and Fullstack Software Engineer (AI-Native), alongside a NetSuite Engineer, a Solution Architect Lead and an Executive Assistant.Source
• Your websiteThe lead form asks "How did you find us?" with LinkedIn, Instagram, YouTube, Employee referral, Client Referral, Google, Event, Glassdoor and Other. The site runs HubSpot and Intercom chat; a client login lives at my.gofasti.com. GoFasti is based in Dallas, Texas, with a Head of HR and a Head of Partnerships on the About page.Source

Write one page per role (SDR, campaign manager, Shopify store specialist, email marketing specialist, social media manager, lead generation specialist): what they do, tools, sample week, monthly range, interview questions and a sample vetting task.

Each page targets searches like "hire LatAm SDR" with buying intent, and shows GoFasti knows the role.

• Thin pages

  Use real tasks and tools from GoFasti's own posts.

• #1 Give marketers and SDRs their own page and a real option on the form, instead of "Third choice"

• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source
• Competitor researchRivals' own sites: Hire With Near has /hire/marketing and /hire/sales, role pages such as content marketing manager, growth marketing manager and head of marketing, a "salary guide US vs LatAm", a pricing page, and marketing and sales success stories (e.g. "10 LatAm SDRs"); South ("Hire Top 1% Talent In Latin America") also publishes a pricing page; Revelo positions on "Engineering Expertise for the AI Economy"; Athyna on "LATAM AI Trainers, PhDs & Global Talent".See the research Source
• Your websiteHomepage: three talent tabs, Engineers, Designers and Marketers. The Marketers tab lists Social Media Manager, Sales Development Representative, Community Manager, Content Marketing Specialist, Campaign Manager, Digital Marketing Specialist, Marketing Manager and Email Marketing Specialist, and its "Hire MARKETERS" button goes to /hire-to-win. That page's only form asks "What kind of talent do you need?" with four options: "Developers", "Designers", "Both" and "Third choice".Source

Find two clients with marketing or sales placements, measure results (meetings booked, campaigns run, cost saved), and publish short case studies with the same layout as BankUnited's.

Peer proof for the role being hired is what moves a first-time buyer.

• Clients do not want to be named

  Publish by industry and size.

• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source
• Competitor researchRivals' own sites: Hire With Near has /hire/marketing and /hire/sales, role pages such as content marketing manager, growth marketing manager and head of marketing, a "salary guide US vs LatAm", a pricing page, and marketing and sales success stories (e.g. "10 LatAm SDRs"); South ("Hire Top 1% Talent In Latin America") also publishes a pricing page; Revelo positions on "Engineering Expertise for the AI Economy"; Athyna on "LATAM AI Trainers, PhDs & Global Talent".See the research Source
• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source

Publish /hire-ai-engineers: applied AI, data engineering and data science, with tools, vetting tests, the homepage salary comparison for data roles, and a short story from one AI placement.

AI talent is the most searched and most expensive category, so savings matter most there.

• Crowded category

  Lead with cost and time zone, where GoFasti is strong.

• HiringFive data and AI roles were posted October 16-19, 2026: Senior Data Analyst, Senior Data Scientist, Data Engineer, Applied AI Engineer and Fullstack Software Engineer (AI-Native), alongside a NetSuite Engineer, a Solution Architect Lead and an Executive Assistant.Source
• Competitor researchRivals' own sites: Hire With Near has /hire/marketing and /hire/sales, role pages such as content marketing manager, growth marketing manager and head of marketing, a "salary guide US vs LatAm", a pricing page, and marketing and sales success stories (e.g. "10 LatAm SDRs"); South ("Hire Top 1% Talent In Latin America") also publishes a pricing page; Revelo positions on "Engineering Expertise for the AI Economy"; Athyna on "LATAM AI Trainers, PhDs & Global Talent".See the research Source
• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source

The Head of Partnerships signs five agencies: GoFasti supplies vetted e-commerce and campaign staff, the agency adds them to client work. Offer a partner rate and a co-branded page.

Agencies buy repeatedly and at volume, and they are already selling the work.

• Agencies hire directly later

  Annual contracts and replacement guarantee.

• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source
• Your websiteThe lead form asks "How did you find us?" with LinkedIn, Instagram, YouTube, Employee referral, Client Referral, Google, Event, Glassdoor and Other. The site runs HubSpot and Intercom chat; a client login lives at my.gofasti.com. GoFasti is based in Dallas, Texas, with a Head of HR and a Head of Partnerships on the About page.Source
• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source

Publish a downloadable guide each quarter: monthly ranges by role and seniority, by country, with US comparisons. Gate the full PDF behind a short form, put a summary on the site, and send it to leads.

A recurring data asset earns links and gives sales a reason to reach out every quarter.

• Small samples

  Show ranges and suppress thin cells.

• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source
• Your websiteBlog: 51 posts; the newest are dated June 2, 2026. 2026 posts focus on developer cost and nearshoring ("how-much-cost-software-developer", "nearshore-salary", "which-country-has-the-cheapest-web-developers"); many 2024-dated posts are off-topic for buyers ("grid pinning on Instagram", "top 7 chatbot benefits", "bring your team together with Discord"); none is about hiring marketers, SDRs or e-commerce staff.Source
• Competitor researchRivals' own sites: Hire With Near has /hire/marketing and /hire/sales, role pages such as content marketing manager, growth marketing manager and head of marketing, a "salary guide US vs LatAm", a pricing page, and marketing and sales success stories (e.g. "10 LatAm SDRs"); South ("Hire Top 1% Talent In Latin America") also publishes a pricing page; Revelo positions on "Engineering Expertise for the AI Economy"; Athyna on "LATAM AI Trainers, PhDs & Global Talent".See the research Source

Add a quarterly review for each client: how the team is doing, and one suggested next hire from another role family, with a shortlist ready in 48 hours.

Selling to a happy client costs far less than finding a new one.

• Seen as pushy

  Lead with how the current team is doing.

• #1 Give marketers and SDRs their own page and a real option on the form, instead of "Third choice"

• Your websiteClient FAQ: "no upfront fees. Once you have approved your talent profile(s), their current rate will apply"; monthly invoices on Net10 terms; contracts "usually annual"; a replacement "at the same price point" if a hire is not a fit; "biweekly check-ins with the talent".Source
• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source
• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source

Offer clients a credit (for example one month's fee on a hire) for each referred company that hires. Publish a simple /refer page and mention it at each placement and quarterly review.

Clients trust peers, and a stated reward turns occasional referrals into a channel.

• Low-quality referrals

  Reward only on hires.

• Your websiteThe lead form asks "How did you find us?" with LinkedIn, Instagram, YouTube, Employee referral, Client Referral, Google, Event, Glassdoor and Other. The site runs HubSpot and Intercom chat; a client login lives at my.gofasti.com. GoFasti is based in Dallas, Texas, with a Head of HR and a Head of Partnerships on the About page.Source
• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source
• Your websiteClient FAQ: "no upfront fees. Once you have approved your talent profile(s), their current rate will apply"; monthly invoices on Net10 terms; contracts "usually annual"; a replacement "at the same price point" if a hire is not a fit; "biweekly check-ins with the talent".Source

Run outbound to US companies posting in-house SDR and marketing roles, with a cost comparison against a US hire. Report meetings booked per SDR month and use those numbers in the sales pitch.

Companies hiring US SDRs have a live need and a budget, and GoFasti's own numbers prove the model.

• Low reply rates

  Personalize with the role they posted.

• HiringThe part-time Sales Development Rep post (1125) gives a published rate: "(USD) $400 - $500 per month", for "Volume cold calling into US prospects to book discovery meetings" for a cybersecurity client, using "AI tools, best-fit customer profile profiling, and prospecting platforms (e.g., Sales Navigator, Apollo, Claude)".Source
• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source
• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source

Record a short video intro for each shortlisted candidate (with consent) answering two role questions in English, and include it in the shortlist email with the CEFR rating.

Hearing the candidate settles the English question at once and speeds interview bookings.

• Candidates uncomfortable

  Optional, with tips and retakes.

• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source
• Your websiteClient FAQ: "no upfront fees. Once you have approved your talent profile(s), their current rate will apply"; monthly invoices on Net10 terms; contracts "usually annual"; a replacement "at the same price point" if a hire is not a fit; "biweekly check-ins with the talent".Source
• Social channelsYouTube @GoFasti: 8 subscribers, 9 videos, 1,359 total views. Other channels: LinkedIn, Instagram and Facebook.Source

Build six short pages, each with typical roles, a matching case study (BankUnited for Fintech, UES for Manufacturing, Affinitiv for Automotive) and an industry-specific form.

Industry pages convert better for ad and outbound traffic and rank for "nearshore fintech developers".

• Too many thin pages

  Start with three industries that have proof.

• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source
• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source
• HiringFive data and AI roles were posted October 16-19, 2026: Senior Data Analyst, Senior Data Scientist, Data Engineer, Applied AI Engineer and Fullstack Software Engineer (AI-Native), alongside a NetSuite Engineer, a Solution Architect Lead and an Executive Assistant.Source

Show a HubSpot meetings calendar on the thank-you page, routed by talent type, with the 48-hour promise. Send a reminder by email and text.

Leads that book while interest is high show up more often and close faster.

• Unqualified bookings

  Require company name and role.

• Your websiteThe lead form asks "How did you find us?" with LinkedIn, Instagram, YouTube, Employee referral, Client Referral, Google, Event, Glassdoor and Other. The site runs HubSpot and Intercom chat; a client login lives at my.gofasti.com. GoFasti is based in Dallas, Texas, with a Head of HR and a Head of Partnerships on the About page.Source
• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source
• Your websiteHomepage: three talent tabs, Engineers, Designers and Marketers. The Marketers tab lists Social Media Manager, Sales Development Representative, Community Manager, Content Marketing Specialist, Campaign Manager, Digital Marketing Specialist, Marketing Manager and Email Marketing Specialist, and its "Hire MARKETERS" button goes to /hire-to-win. That page's only form asks "What kind of talent do you need?" with four options: "Developers", "Designers", "Both" and "Third choice".Source

Redirect or remove off-topic posts, update the useful ones, and publish two posts a month on the roles clients order (hiring an SDR in LatAm, Shopify staffing, AI engineers), each linking to its role page.

A focused blog ranks better and supports the role pages.

• Losing old traffic

  Redirect to the closest topic.

• Your websiteBlog: 51 posts; the newest are dated June 2, 2026. 2026 posts focus on developer cost and nearshoring ("how-much-cost-software-developer", "nearshore-salary", "which-country-has-the-cheapest-web-developers"); many 2024-dated posts are off-topic for buyers ("grid pinning on Instagram", "top 7 chatbot benefits", "bring your team together with Discord"); none is about hiring marketers, SDRs or e-commerce staff.Source
• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source

Package a three-person pod (campaign coordinator, graphic designer, SDR) with one price, one onboarding and a monthly report. Pilot with five e-commerce and B2B clients.

A package raises deal size and makes GoFasti an alternative to an agency, not just a recruiter.

• Becoming an agency

  Keep clients managing day-to-day work.

• HiringGoFasti's Greenhouse board lists 17 open roles (checked October 21, 2026), each opening "Hello! We are GoFasti, a Talent-as-a-Service" and recruiting LatAm talent for client teams. Six are marketing, sales or e-commerce roles: a Marketing Assistant (posted October 15: newsletters, expense filing and CRM cleanup for a law firm's marketing team), a Shopify Store Specialist (posted October 20: product listings, inventory, discount codes, Klaviyo email and reviews "across a large SKU and variant count"), a Campaign Coordinator (Google Ads and Meta Ads, pixels, "low catalog match rate and product feed health"), a Lead Generation Specialist (prospect lists for a fractional CFO firm), and two Sales Development Representatives.Source
• HiringThe part-time Sales Development Rep post (1125) gives a published rate: "(USD) $400 - $500 per month", for "Volume cold calling into US prospects to book discovery meetings" for a cybersecurity client, using "AI tools, best-fit customer profile profiling, and prospecting platforms (e.g., Sales Navigator, Apollo, Claude)".Source
• Your websiteSitemap (90 URLs, checked October 21, 2026): talent pages exist only for /hire-software-engineer and /hire-designers (/hire-marketers returns 404); six client case studies, four for engineering teams (BankUnited, Affinitiv, UES, Clever Mutt) and two "Marketing & Design" stories that are graphic designers only (toddstreet, Erin Patten); no pricing page; no industry pages, although the homepage lists six industries (Automotive, Mobility, Manufacturing, IT Services, Advertising, Fintech) with "EXPLORE MORE"; no referral page.Source

Add a browsable sample of pre-vetted profiles by role family on the site and in the client portal, with skills, English level and monthly range, and a "request this profile" button.

Seeing real candidates turns an abstract promise into a concrete choice.

• Clients go around GoFasti

  Keep profiles anonymous until contract.

• Your websiteThe lead form asks "How did you find us?" with LinkedIn, Instagram, YouTube, Employee referral, Client Referral, Google, Event, Glassdoor and Other. The site runs HubSpot and Intercom chat; a client login lives at my.gofasti.com. GoFasti is based in Dallas, Texas, with a Head of HR and a Head of Partnerships on the About page.Source
• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source
• Your websiteNumbers that disagree across pages: the homepage says "our vetted network of over 100,000 professionals" and "20+ countries on our talent pool", /why-gofasti says "our pool of 10,000+ candidates"; the client FAQ says GoFasti hires from "Brazil, Colombia, Uruguay, El Salvador, and Panama" and has been "active since January 2021", the About page says it launched "In February 2021"; the homepage shows "70" for hiring-cost savings with no unit, while case studies show 12-, 15- and 18-day hiring cycles against "an average time-to-hire of 10 days".Source

Publish a yearly report on English levels by country and role family, with tips for buyers. Share it with press and on LinkedIn.

Original data earns links and press, and supports the "English-proficient" promise.

• Small samples

  Only countries with enough data.

• Your websiteHomepage salary comparison: Data Scientist $120K North America vs $50K Latin America, Cloud Engineer $130K vs $55K, Web Designer $70K vs $25K, SEO Strategist $62K vs $24K; a banner reads "Hiring nearshore? LatAm hiring insights and salary trends"; claims "save up to 70% on salaries", "97% talent retention rate" and "48 hrs to meet your first match". Candidates are rated on CEFR English levels (A1 to C2) during screening.Source
• Your websiteNumbers that disagree across pages: the homepage says "our vetted network of over 100,000 professionals" and "20+ countries on our talent pool", /why-gofasti says "our pool of 10,000+ candidates"; the client FAQ says GoFasti hires from "Brazil, Colombia, Uruguay, El Salvador, and Panama" and has been "active since January 2021", the About page says it launched "In February 2021"; the homepage shows "70" for hiring-cost savings with no unit, while case studies show 12-, 15- and 18-day hiring cycles against "an average time-to-hire of 10 days".Source

Record one short clip a week: a placed professional's day, a client quote, a salary fact. Post on YouTube Shorts, LinkedIn and Instagram.

Video shows the people GoFasti places, which text cannot.

• Low output

  Keep clips under a minute.

• Social channelsYouTube @GoFasti: 8 subscribers, 9 videos, 1,359 total views. Other channels: LinkedIn, Instagram and Facebook.Source
• Your websiteThe lead form asks "How did you find us?" with LinkedIn, Instagram, YouTube, Employee referral, Client Referral, Google, Event, Glassdoor and Other. The site runs HubSpot and Intercom chat; a client login lives at my.gofasti.com. GoFasti is based in Dallas, Texas, with a Head of HR and a Head of Partnerships on the About page.Source