# Luiz Tessarolli

Luiz Tessarolli is a Brazil-based founder and engineer building Recrutador, a hiring tool designed to help interviewers evaluate candidates against clear criteria and evidence rather than impressions.

- Profile: https://b2binfluencer.marketing/creators/luiz-tessarolli/
- LinkedIn: https://www.linkedin.com/in/luiz-tessarolli
- LinkedIn followers: 821
- Topics: startup, recruiting
- Based on 11 dated posts, latest 2026-09-17

## Summary

Luiz Tessarolli is most useful for practical structured-hiring education for SMB owners and hiring managers, tied to Recrutador.

- Best for: It fits recruiting-tech educational co-marketing aimed at SMB owners and hiring managers without formal HR.
- Not for: It does not fit large employer-brand or job-board campaigns seeking broad job-seeker reach and paid sponsorship.
- Check first: Confirm audience demographics, professional attributes, and recent structured-hiring post results.

### Takeaways

- Hiring often rewards confidence or rapport over evidence of candidate ability.
- Write four to six concrete criteria before the first interview.
- Recrutador assists the interviewer and does not make the hiring decision.

## Main ideas

- **Structured interviews beat interview charisma**: Luiz Tessarolli argues that most companies still hire as they did decades ago: the candidate who interviews well wins, not necessarily the one who can do the job. The fix is structured interviews, fixed criteria and evidence over impressions. The science has been available for more than 80 years, but, they say, it did not reach ordinary teams because it required too much manual work. The post cites Schmidt and Hunter's review of 85 years of selection research, reporting .51 predictive validity for structured interviews against .38 for unstructured ones.
- **Write four to six concrete criteria before the first interview**: The recurring method: write four to six criteria before booking interviews, define strong and weak evidence, and ask every candidate the same opening questions. A vague criterion like 'communication' fails because interviewers can hear the same answer and score it against definitions they invent on the spot. A usable criterion leaves almost nothing to interpret. Luiz Tessarolli says writing four to six criteria takes 60 to 90 minutes for a role you already know and produces the role definition, opening questions and rubric at once. For small-business owners, a shorter version takes 30 minutes and a piece of paper.
- **Recrutador should assist the interviewer, not decide**: Luiz Tessarolli describes Recrutador as a layer that helps a human decide based on evidence rather than impression—not another candidate storage system or ATS. The five-phase process uses one ruler: the Strategist sets evaluation criteria, an app reads evidence in each answer during the interview and tells the interviewer where to probe, and a final report ties every criterion to what the candidate said. The report backs the decision rather than making it; there is no interview fit score, and audio is never stored. The product aims to keep a decision defensible later, even to people who were not in the room.
- **Make structured hiring usable for teams without HR, in Portuguese and English**: A recurring priority is reaching people who hire without a formal HR process. Luiz Tessarolli names SMB owners with no HR team who hire only now and then; recruiters and hiring managers who want every interview run against the same structured criteria; recruitment agencies interviewing at volume that must justify each hire to a client; and big companies that lack structure during interviews. The advice is deliberately low-process: before the first interview, spend 30 minutes writing four to six concrete criteria. The bilingual post makes the same argument in Portuguese and English for Brazilian SMB owners and English-speaking readers.

## Work to read

- [A practical template for turning vague interview criteria into usable ones](https://www.linkedin.com/posts/luiz-tessarolli_recrutador-structured-interview-activity-7487951921165537280-f0J1)
- [The 30-minute exercise for SMB owners who hire without HR](https://www.linkedin.com/posts/luiz-tessarolli_english-version-below-t%C3%B4-conversando-activity-7456440416901505024-FwTe)
- [How Recrutador describes its five-phase interview system](https://www.linkedin.com/posts/luiz-tessarolli_hire-by-design-activity-7472317065157238784-4o_h)
- [Founder post on why Recrutador exists and who it is for](https://www.linkedin.com/posts/luiz-tessarolli_neutral-sample-hiring-memo-activity-7474867606026448897-4e5a)

## Brand relationships

- **Recrutador** (owned_business)

## Partnerships

Luiz Tessarolli's posts do not mention sponsorship or paid-partnership formats. Their commercial activity centers on Recrutador, a hiring tool they describe as a personal build. The posts explain its approach to structured interviews and offer readers free credits if they contact Tessarolli through the product or by email. For a recruiting tech company, a collaboration would run through Tessarolli as the founder of an adjacent hiring product, not through a published creator media kit. Two product constraints would shape any joint content: the tool assists the interviewer but never makes the hiring decision, and interview audio is never stored. No rate card, sponsorship policy, audience breakdown, disclosure practice or partnership terms are published; ask Tessarolli directly about these before proceeding.

## Alternatives

- Diego Lorenzo Carvalho: Diego Lorenzo Carvalho writes for commercial managers who also handle sales operations. They’re a better choice when the campaign shifts from running interviews to reviewing a sales team’s performance. In the two posts here, they argue that managers should stop owning the entire quota problem and ask each seller to bring a detailed funnel analysis and at least one root cause to a pipeline review. The manager can then focus on coaching specific skills and developing the conversion metric agreed on with the seller. The posts apply a principle also found in Tessarolli’s hiring content — judge people by structured criteria, not by how well they sound — to sales management. They similarly warn that sellers who don’t analyse their own numbers hand the problem back to the boss.
- Ana Luiza Paes Araújo das Neves: Ana Luiza Paes Araújo das Neves writes for procurement and quality professionals. They’re a better choice when the campaign shifts to supplier management: two posts published minutes apart on 17 September 2026 argue that quality work should start before the purchase order, not during pre-audit season. They outline a five-step supplier quality sequence — qualify, specify, measure, treat deviations, develop — and argue that on-time-in-full delivery alone can hide rework, rejections, repeat non-conformities and emergency buying, making the cheapest supplier the most expensive. The approach echoes Tessarolli’s hiring posts: define what good looks like before the decision, not after.
- Paulo D'Elia: Paulo D’Elia writes about embedding AI in operating routines rather than using it as a stand-alone tool. They’re a better choice when the campaign shifts to revenue operations: one post describes an agent that checks whether CRM records make sense for their funnel stage, whether the expansion pipeline has enough volume and timing to hit target, which teams are slipping, and which client ad accounts are losing performance without corresponding optimisation work. The other describes a GTM engineering and theory-of-constraints certification, built around a three-layer pyramid — revenue operations as the base, revenue in the middle, engineering and AI on top — and argues that most companies start at the top and accelerate the chaos. The practical advice is to standardise data, unify methodology and document processes before adding AI, a base-first argument comparable to writing criteria before booking interviews.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/