Lago

Chief Executive Officer

Pattern®

Head of Global Talent for Pattern. Scope:

• Hired and created internal teams for over 1,000 international employees throughout EMEA, APAC, and UAE that provided support to support to all major departments within a $2B e-commerce organization
• Successfully expanded and consolidated large offshore talent teams from in multiple countries.
• Developed cross-functional training content, embedding best practices for engaging and managing global talent into organizational standards and workflows
• Managed global talent operations in various locations such as Serbia, the Philippines, China, and India.
• Initiated the setup of four regional offices, including two in India and two in Serbia.
• Cultivated relationships with external resources, vendors, universities and partners to grow a strong funnel to provide the best talent to each department.

Head of Global Talent

• Average 30% revenue growth YOY on Amazon across all brands, aided by an average 85% fulfillable rate (during COVID-19), and 90% Buy Box ownership.
• Manage 3,000 SKUs on Amazon, including all aspects of retail readiness: product uploads, content, listing variations, safety compliance, customer experience, and listing SEO.
• Direct all customer-facing interactions: weekly project management calls, quarterly reviews, price compliance, advertising budgets, product uploads, and promotions.

Associate Director of E-Commerce

Brydge

Served as Brydge's Senior Amazon Manager to meet ROAS and Sales goals for the Amazon Channel through international Amazon management. Managed their US, CA, MX, UK, IT, DE, FR, ES, AU Amazon accounts and helped set up their Amazon JP account. Brydge is a power house in the iPad Keyboard, Vertical Dock and Hub category, I was privileged enough to work with and grow their brand to another level through Amazon.

Director of Amazon

BuyBoxer

- Managed an International and Local team to bring world-class Amazon marketing results to our over 200 brands
- Managed and generate Advertising campaigns which produced over 2 Million in Ad Revenue for 2018.
- Managed International marketing efforts by managing Amazon accounts
throughout Europe.
- Analyze marketing trends for target audience and performed re-targeting through specific keywords and content writing

Director of Advertising

Manage an International and Local team to bring world-class Amazon marketing results to our over 200 brands. 

Managed and generated Advertising campaigns which produced over 1.5 Million in Ad Revenue for 2018.

Manage International marketing efforts by traveling to Germany and managing Amazon accounts throughout Europe.

Digital Marketing Manager

Senior Digital Marketing Specialist focused on growing partner brand awareness through world class Amazon marketing strategies.

Lead of Amazon content marketing and merchandising.

Senior Digital Marketing Associate

Digital Marketing Specialist focused on growing partner support through direct communication and world class Amazon online retail marketing.

Marketing Associate

HRI (Harris Research, Inc.)

Responsibilities include:
-Managing a local team to write content and blogs for over 20 Chem-Dry clients across the United States and Canada
-Establishing great relationships with clients to gain trust and establish web presence goals
-Keeping up to date with the constantly changing Google algorithm updates
-Understanding and utilizing analytics to track website traffic
-Improving web presence overall to help clients rank better on Google
-Editing clients' Wordpress and Page Lime websites

As the Social Media Manager for Harris Research, I am over a program that has tripled in size since I started. In a year, our clients' weekly post reach increased by 400%, weekly post likes increased by 400%, and weekly post comments and shares increased by 150%. For one client, we increased sales by 33%, compared to the previous year.

My responsibilities include:
-Managing and overseeing Social Media Marketing for over 60 clients across the U.S. and Canada
-Writing unique posts to target and connect with a specific demographic
-Keeping up to date with trending topics as to better relate with potential customers
-Running Facebook Ad campaigns to generate likes, website visits and business profit
-Running contests to help with brand awareness and increase jobs booked

Social Media Marketing Manager

The Home Depot

I work in a team of 6 for Homedepot.com and Home Depot Mobile Applications for their Digital Field. We monitor and analyze the foot print trafficking on the website as well as ways we can enhance the digital aspect to increase Profit. We correct errors that are reported on a daily bases to make sure each Digital Application the Company runs smoothly as well as being fully updated and correct. As a team we are able to maintain the website/applications and help with the increase of profit the company makes per year.

Corporate Digital Analyst

Acosta Sales & Marketing

I Traveled between Nevada,Wyoming and Utah helping set up groceries stores and setting up their aisles and goods in a way to better help their merchandising of their product. Learned how to help market products in a way that would accumulate more sales in the certain product and store. As a team we were able to successfully accomplish and set product in reduced time with excellence.

Mechandiser

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.

I looked in the mirror every morning and said "pinoy na ako" over and over again until I became it.

Over 10 years ago I lived, grew, and developed an incredible love for the people of the Philippines. 

Unlike some other foreigners I did not live in a nice house in a gated community with a chef, driver, or even really speak English. I lived like a philippino, ate like a philippino, talked like a philippino, and hardest of all, loved like a philippino. In many ways I became an "Anak Araw" (Philippino on the inside but American on the outside)

I lived in the deep jungle providences of Luzon and wow did I love it.

The picture below is one of the families I used to teach as a LDS missionary. This family became my family in the Philippines and years later it was incredible to reunite with them.

They saw me smile, laugh, cry, and even covered in mud from a storm we got stuck in.

This was my first experience with the true love of the Philippines, and something to this day I have not forgotten.

This is why I have this crazy diehard (even prideful 😅) belief that I know the Philippine culture better than any US competitor.

This is what drives me every day to create the best outsourcing talent staffing company in the world, and I am dead set in this belief.

Broc Langhaim

CEO at Lago® | Helping Founders Get Out of The Weeds One Professional Hire At A Time.

If you asked me where to find the most job diverse offshore talent right now, my answer would still be the same as it was a decade ago: the Philippines.

But here’s what’s different: the game has changed.

It’s no longer just about hiring virtual assistants. I’m seeing highly specialized professionals stepping up in every industry, from tech to finance to creative roles. The level of expertise, commitment, and drive coming out of the Philippines right now is on another level.

I’ve built teams across the globe, but the depth of talent and work ethic I see in the Philippines keeps raising the bar. My own recruiting team is based there for a reason: they consistently deliver results that rival any market.

If you’re still thinking of the Philippines as just a VA destination, you’re missing out on what’s really happening.

Anyone else noticing this shift?

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Global talent, local impact. OFFCON reminded me why we built Lago in the first place.

I used to think "local impact" was meant for our brands that we build teams for, however, it hit me that it has just as strong or even stronger local impact on the contractors we hire. 

Every conversation reminded me why we built Lago in the first place:

To connect elite global talent with opportunities they deserve.

To give companies access to teams that accelerate growth.

To make sure impact is felt locally—in families, communities, and economies.

The Philippines continues to prove itself as one of the most powerful hubs of talent in the world and the energy at OFFCON showed me something clear: 

𝐓𝐡𝐢𝐬 𝐢𝐬 𝐣𝐮𝐬𝐭 𝐭𝐡𝐞 𝐛𝐞𝐠𝐢𝐧𝐧𝐢𝐧𝐠.

I left inspired, grateful, and more motivated than ever to keep building a bridge between talent and opportunity.

If you were at OFFCON, I’d love to hear what inspired you most.

And if you weren’t, what has made the most impact on you and your family as someone that works remote with US companies?

10+ Years, 500+ hires and the Philippines is still the place I hire the most out of. And guess what? Its honestly only getting better.

The Philippines has leveled up recently with more now honing their skills not just as a VA but as an expert in a certain field.

There is a reason why many fortune 500 companies and Lago will continue to use the Philippines.

Are you seeing the same change? Would love to hear what you all think, especially those based in the Philippines.

"I don't want to micromanage my outsourcing team however, I feel like I have to" 

I hear this all the time and a lot of companies think micromanaging just comes with outsourcing.

Spoiler Alert!!! It doesn't

If you are micromanaging your outsourced team, you one either need to trust them more, show them the larger picture on how their role effects the company or you hired the wrong person.

The #1 thing I see and I know any one that has done any outsourced contracting work has also seen is a hiring manager hiring someone and never talking to them again.

I honestly see this every week when I work with our new clients. Remember they are not US based, there are so many things that are left out in your daily conversations with them that overtime this will just snow ball into them being disconnected from your company and feeling more like an agency.

Let them in, talk with them, show them what's under the hood, get them invested in your company.

Honestly that simple trick will solve 90% of your outsourcing problems.

SEO Specialist | PR Specialist | Virtual Assistant | HARO Specialist

We had a great time at Offcon Conference 🙌

One of the best parts was meeting Broc Langhaim, the founder of Lago Recruitment Services, a company that connects digital marketing agencies and businesses with top global talent 🌍✨

Thank you for the free Lago shirts 👕 They are already a favorite!

Events like this remind me that the real value is in the people you meet. Excited to follow Lago’s journey ahead 🚀

#Offcon #Networking #GlobalTalent #DigitalMarketing

SEO Jennylyn Ebol 
Jerina Cadelina 
Annalyn Bernaldo 
Sheenalyn Alivio

If you want to see your offshore team thrive, you have to do more than just hire smart people.

I’ve watched too many companies make the same mistake: they bring in top-tier talent from the Philippines, Serbia, LATAM or India, then hand them a list of repetitive tasks and watch over their shoulder every step of the way.

It’s like buying a beautiful very desired cyber truck 😉 and never charging it.

I’ve seen engineers who could build entire platforms stuck updating spreadsheets. Strategists who could outthink your competition limited to following a script. Designers who could transform your brand spending their days resizing images.

This is not how you unlock global talent.

The real value of offshore teams comes when you trust them to solve real problems, give them ownership, and let them show you what they can do.

If you want to scale, stop treating your overseas hires like assistants. Start treating them like the professionals they are.

That’s how you build a team that actually moves the needle.

I don't think I can ever talk enough about how proud I am of the work my whole Lago team has been delivering.

With 100% of 5-star reviews at Trust Pilot, I am happy to present you Caleb Maglott, CEO at Compass Films Productions. With our help, he was able to find the talent he was looking for after two frustrated attempts.

It is not just about the right candidate.

It's about understanding his business, his needs, working side by side to really help him build, scale and go further.

That makes me genuinely proud and passionate about what I do.

If you want to build a remote team that gets results, you need a team that cares like ours.

Reach out. Let’s make your growth story next.

Thank you, Caleb! Working with you will always be a remarkable moment for our team.

𝗖𝗵𝗲𝗮𝗽 ≠ V𝗮𝗹𝘂𝗲

Overseas talent doesn’t mean you should lower your standards.

It means you can afford the right person for each seat.

Don't add people to your team to only reduce cost rather focus on output in relation to cost.

No matter where they are in the world low performers = more cost for the company.

Carousels are great! ❌
Post with an image! ❌
Speak only to your ICP! ❌

Here’s what actually worked for me to finally find my voice:

1. Posting 5+ days a week
 ⤷It starts off slow however, people will start recognizing you and wanting to engage with your content.
 ⤷Experiment while you are in the early stages, try all different types of content and see what works best with you. 
 ⤷If your post is only seen by 100 people and you feel like its a failure remember it was only seen by 100 people 😅. Perfect it now before it is seen by millions. 
⤷Just Write! I literally will just jot down notes while on my walk in the morning or just write 5 posts in one sitting or I just write 1 post in a sitting. For me having a quota of how many I write in a sitting never helped I just capitalized on the times that I had the creative juices flowing to start writing.

2. Writing out your own experiences and speaking directly to what you know.
 ⤷ Everyone has unique personal experiences—lean into them. And don’t be afraid to use tools to help you sharpen and express those experiences. Many “writing experts” hate that AI leveled the playing field, but this is your chance to use it to sound professional and to help you brainstorm.

3. Commenting on 5 posts a day, 
⤷ I comment on posts everyday of people that are in my field
⤷ Look at commenting on bigger influencers with 15k+ followers that get high impressions, you can then put yourself in a place to drive traffic to you and your brand. I’ve gotten tens of thousands of views just from comments.

That’s it.

No crazy 3rd party software's you have to pay for or hacks.

Show up consistently. Share what you actually know. Engage with people.
That’s how you find your voice.

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