Education
Universidad Iberoamericana, Ciudad de México Licenciatura en Psicología, Licenciatura en Psicología 2015 - 2019 IMPA Psicoterapeuta Clínica de Arte, Psicología clínica Jun 2020 - Jun 2021
Skills:
Gestión del capital humano People and Culture Manager at Confidencial Gestión global de recursos humanos People and Culture Manager at Confidencial
Work Experience:
People and Culture Manager Confidencial · Full-time Feb 2023 to Present · 1 yr 10 mos Ciudad de México, México · Hybrid Senior Talent Consultant / Headhunter AIM Legal Headhunters · Full-time May 2022 to Feb 2023 · 10 mos Ciudad de México · On-site Senior Recruiter Manager BYJU'S FutureSchool · Full-time Apr 2021 to Jan 2022 · 10 mos México · Remote Human Resources Consultant Clínica de enseñanza e investigación CasaGrana Aug 2017 to Jan 2022 · 4 yrs 6 mos Former Consultant Office Depot · Full-time Jan 2019 to May 2019 · 5 mos
Candidate Intelligence Report
AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.
Career Continuity & Risk Assessment
Minor potential gap between Jan 2022 and May 2022, but overall continuous employment. Industry exposure spans multiple sectors (education, retail, legal recruitment, healthcare), which suggests adaptability but not a single industry track. Long tenure at CasaGrana (4.5 years) indicates stability, though several later roles are shorter stints. Education aligns with HR/People functions, supporting the career path.
Industry consistency is moderate due to cross-industry HR roles, and tenure stability shows shorter recent tenures despite a solid long-term start. The combination of multiple short assignments in the last few years may raise questions about role-fit duration in US-driven hiring contexts.
Some overlapping roles (e.g., CasaGrana with BYJU'S and AIM Legal Headhunters) indicate concurrent responsibilities, which can be a strength but may also be perceived as less stable in certain US markets unless clearly justified in interviews.
Education-Career Match is generally solid for HR leadership; however, the lack of explicit degree details may require verification. In US markets, confirming degree field and accreditation will be important for senior roles.
Career Growth Curve
Best-Fit Roles (Top 5)
Director of People and Culture / VP of People92% fit
Current leadership in People and Culture, bilingual capabilities, and proven experience shaping HR strategy across multiple functions; strong fit for US or US-based international teams seeking a strategic HR leader.
Head of Talent Acquisition88% fit
Solid track record in recruitment leadership (Senior Recruiter Manager and Head-hunting exposure) with cross-industry experience; aligns with organizations prioritizing talent strategy and scalability.
Senior HR Director / Director of HR85% fit
Broad HR remit (talent, culture, operations) and experience managing HR processes at scale; suitable for global or regional HR leadership in mid-to-large enterprises.
People Operations Director80% fit
End-to-end people operations leadership with experience in hybrid/remote environments; fits organizations pursuing integrated people strategy and operations excellence.
HR Business Partner Lead72% fit
Strong business-partner orientation with cross-functional exposure; good fit for companies needing HR leadership to align people practices with business goals.
Related Sourcing Channels
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