What Happens When Your Remote Employee Has Another Job? A Real Hiring Horror Story

Remote hiring in LATAM has become one of the smartest strategies for companies looking to scale efficiently, access top talent, and stay competitive globally. The region offers highly skilled professionals, strong cultural alignment with US companies, and significant cost advantages.

But like any hiring model, remote staffing comes with risks—especially when processes aren’t designed to catch real-world human behavior.

Over the past three years, our team has conducted around 15,000 interviews in search of the right match for more than 120 incredible clients. Today, we run hundreds of interviews every week, across multiple industries and countries, and we’ve already placed 200+ elite candidates from LATAM.

When you operate at that scale, patterns start to emerge. You learn quickly that even strong hiring systems aren’t immune to unexpected outcomes. Some of our most valuable lessons came early on—sometimes the hard way.

This is one of those stories. Something that happened to us when we first started in Vintti, a real hiring horror story that taught us a lesson about trust, verification, and the hidden challenges of remote hiring in LATAM.

Maybe, by reading this, you can avoid this happening to you.

When a “Perfect Hire” Isn’t What It Seems

She was perfect. Or at least, that’s what we thought.

Her resume was strong. Her English was fluent. She showed confidence during the interview and demonstrated exactly the kind of soft skills clients look for when hiring remote talent in LATAM. The client loved her energy.

She signed the contract. Onboarding went smoothly. Everything looked like a success.

Then, just two weeks later, she quit.

No warning. No performance issues. Just a sudden decision that left everyone confused.

Once the shock passed, we started digging deeper to understand what went wrong.

That’s when we found out the truth: she had accepted two remote job offers at the same time. Her plan was simple—try both roles and then decide which one to keep.

From her perspective, it felt like a low-risk decision. From the company’s perspective, it was a costly and frustrating outcome.

What Went Wrong in the Hiring Process?

This wasn’t a case of poor screening or rushing the process. In fact, the hiring checklist was followed step by step.

The real issue was something more subtle—and more common in remote hiring than most companies realize.

The reality of remote hiring mistakes

• High demand for skilled LATAM talent means candidates often receive multiple offers
• Some professionals prioritize short-term experimentation over long-term commitment
• Traditional hiring processes don’t always detect exclusivity risks

Even a well-structured remote hiring process can miss these signals if it relies only on resumes and interviews.

The Hidden Risks of Remote Hiring (And Why Companies Miss Them)

Remote hiring in LATAM offers massive advantages, but it also introduces unique challenges.

1. Multiple-job holding is more common than you think

The rise of remote work has normalized the idea of working for more than one company—especially when enforcement and follow-ups are weak.

2. Trust without verification is dangerous

Building trust is essential in remote teams, but trust should be supported by systems, not assumptions.

3. Market dynamics move fast

Top candidates in LATAM can move from interview to offer in days. Without clear exclusivity expectations, companies risk losing hires just as fast.

These are common remote hiring mistakes—and they’re rarely discussed openly.

Lessons Learned: How to Avoid This in Remote Staffing

Every hiring horror story should leave behind a lesson. Here’s what this one taught us.

How companies can reduce remote hiring risks:

• Clear exclusivity agreements from day one
• Transparent conversations about current offers and expectations
• Stronger onboarding checkpoints in the first 30 days
• Partnering with experts in remote hiring in LATAM who understand local market behavior

Remote staffing works best when structure supports trust—not replaces it.

This Is Not an Isolated Case

This story isn’t unique.

Over the years, we’ve seen hiring processes fail for many unexpected reasons:

• Candidates disappearing after signing contracts
• Misaligned expectations between clients and talent
• Cultural misunderstandings that could have been avoided

Remote hiring horror stories happen—even to experienced teams.

Want More Real Hiring Horror Stories?

This is just one of the stories.

We’ve documented nine real hiring horror stories based on actual experiences with remote hiring and staffing processes that went wrong—and the lessons they left behind.

📘 Hiring Horror Stories is a free ebook designed to help companies:

• Understand the hidden risks of remote hiring in LATAM
• Avoid costly hiring mistakes
• Build stronger, more reliable remote teams

👉 You can read the full collection in our ebook: Hiring Horror Stories

Because learning from mistakes—especially other people’s—is one of the smartest hiring strategies you can have.