As the CEO of Lago, I specialize in scaling businesses by building and managing high-performing offshore teams. Over the last 8+ years of living in different countries, I have successfully overseen the growth of large 1,000+ hiring initiatives to support 30+ departments within a $2+ billon company and other startups through my multiple partnerships/connections in the Philippines, Serbia, and India. This has helped me develop a keen understanding of the complexities involved in talent acquisition, operational scalability, and maintaining quality in remote work environments.

I have successfully helped companies across various industries streamline their hiring processes, tap into global talent pools, and rapidly scale without compromising on quality or efficiency. From sourcing and vetting top-tier professionals to seamlessly onboarding them into a company’s culture, I focus on creating teams that drive growth and innovation.

With experience working with both startups and established businesses, I know exactly the steps to take to build teams that can move the needle. My passion lies in making outsourcing efficient, cost-effective, and results-driven, building relationships with me team, ensuring that businesses have the right people in place to achieve their goals.

Let’s connect and explore how I can help your business scale with top global talent.

Broc Langhaim

I am stating it now.... What we launch this year will completely change the overseas contracting world. If you are in the Philippines, LATAM, or Eastern Europe save this post. 

This year we will launch something that has truly never been done before that will reshape how companies work with overseas talent.

I won't spill to much information yet, however, I have been working on this idea for 9 years now and honestly surprised that none of my competitors haven't done it yet.

I will be posting more on this in the later part of this year however, as I get closer you will see more posts from me calling out for the top talent in those three markets to really make a difference. 

For those that mention this post in the future, I will have my team prioritize your application.

Excited to build with you all!

No alternative text description for this image

If you are paying less than $6/hour for overseas talent you haven’t worked with overseas talent.

I hear this number thrown around all the time.

“Why would I pay more when I can hire someone overseas for $3-$6 an hour?”

Here’s the truth.

$3-$6/hour overseas talent usually means:

• High turnover
• Constant retraining
• Missed deadlines
• You managing every detail
• Ultimately not delegating anything

That is not leverage. That is just cheaper stress.

Real overseas talent looks very different.

You are paying for:

• Decision making
• Communication
• Context
• Reliability
• Long term retention

The best people overseas are not competing on price. They are competing on impact.

If your overseas hire needs to be told what to do every day, that is not an offshore problem. That is a hiring problem.

When done right, global talent is not just about saving money.

It is about building a team that actually moves the business forward.

I am truly obsessed with the overseas hiring space.

Ask anyone who has ever worked with me. One thing that will all say about me after they tell you I am crazy is that "There is truly no one like him in the overseas world, the guy is obsessed". 

This first year we hit numbers I thought we might hit in year 2 if that. 

I hire people that are just as obsessed as me in this industry and it is through obsession, reps, truly understanding each of my client's businesses and trusting my team over and over again, we are growing at incredible rate.

4.3 Million Impressions in 1 year 🤯

I never imagined we would be here after year one.

Not the scale.
Not the momentum.
Not the response from the market.

The overseas industry is about to absolutely take off in 2026. 

It took me 8 years to reach 10k followers on LinkedIn.

This year alone, that number grew by 13k.

That wasn’t just from posting more, which in fact, I actually started to post less in Q4.

It came from building something people actually cared about and wanted visibility into.

Behind the scenes, I have been building a massive community through LATAM, Serbia and the Philippines.

And this is still the very beginning.

Year two is already mapped out.

Bigger goals.
More infrastructure.
And a plan that I genuinely believe will reshape how companies work with overseas talent.

There are two very different types of hires:
• A task doer
• A builder

A task doer waits for instructions.
They complete what’s assigned and stop there.

A builder thinks beyond the task.
They manage their own work, create systems, improve processes, and flag problems before they become issues.

Don’t hire people who need to be managed every hour.

Hire builders.

People who ask why.
People who document processes.
People who make your business run better even when you are offline.

That’s the real power of global talent when you hire it the right way.

Thanks again Shane Hickenlooper for having me on!

taplio

The Battle

Broc Langhaim

Mladen Aleksic

Followers

Posts

Engagements

Likes

Performance ScoreBroc Langhaim's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Broc Langhaim

Mladen Aleksic

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Broc Langhaim's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreBroc Langhaim's LinkedIn Performance