IT Recruitment Firms in Lima: 2026 Ranking

Why It's Important to Choose the Right IT Recruitment Firm in Lima in 2026

In today’s Peruvian job market, particularly in Lima and other major regions, the demand for talent in information technology (IT) continues to grow. Digital transformation and the need for specialized skills have made it essential to work with a specialized recruitment firm in Lima to access qualified professionals and ensure the success of technology projects.

Choosing the right specialized firm not only optimizes the search process but also ensures compliance with Peruvian regulations, such as the Consolidated Text (TUO) of Legislative Decree 728 and Law 29783. Furthermore, the use of innovative technology and methodologies makes a difference in the quality and speed of the selection processes.

Evaluation Criteria for IT Recruitment Firms

These are the general factors we recommend reviewing. Below, we’ve turned them into a methodology with weightings and scores, applied to seven companies.

To compare and choose an IT-specialized recruitment firm in Lima, it is essential to consider clear criteria that align with your organization’s needs:

• IT Specialization: Experience and expertise in technology fields such as software development, cybersecurity, and artificial intelligence, among others.
• Talent network: The scope and quality of the candidate database, as well as the ability to access both passive and active talent.
• Applied technology: Use of digital platforms, artificial intelligence, and assessment tools to streamline the selection process.
• Regulatory Compliance: Compliance with Peruvian labor laws, such as the Consolidated Text (TUO) of Legislative Decree 728, Law 29783, and personal data protection (Law 29733).
• Customer Satisfaction: Reviews, success stories, and testimonials from companies that have used their services.

To learn how Wiseplan can help you with talent search and selection, visit our Talent Search section or check out our HR Consulting services .

2026 Ranking of IT Recruitment Firms in Lima

Lima is home to global recruitment firms, firms specializing in technology roles, and full-service human resources consulting firms. To compare them using a consistent set of criteria, we evaluated seven companies that operate in Peru or recruit Peruvian talent and assigned them a score from 0 to 100.

Ranking Methodology

We rate six criteria on a scale of 1 to 5, with a combined weight of 100%. We only use information that each company publicly discloses on its official website (in the case of Talent2Win, its LinkedIn page, since its website could not be reviewed). We do not consider prices, third-party opinions, or unpublished information. If a service or guarantee is not publicly stated, the criterion receives a low score, even if the company may offer it upon request. The final score is the sum of (weight × score ÷ 5), on a scale of 0 to 100.

Why these weightings: IT specialization is the individual criterion with the highest weight because this ranking focuses on technology profiles. However, successful IT hiring also depends on a transparent process with technical evaluations, a provider that understands medium-sized companies, and what happens after the contract is signed: payroll registration, a well-drafted contract, and compliance with SUNAFIL. That’s why transparency, suitability for medium-sized businesses, and complementary services collectively carry more weight than specialization. If your company only needs a large number of developers, you can assign more weight to criterion 1 using the scoring table by criterion.

Winners by Company Profile

• Best option for medium-sized companies and subsidiaries: Wiseplan (84/100).
• Best choice for large corporations: ManpowerGroup Peru with Experis (74/100), for its IT-focused brand, its ability to assemble complete teams, and its presence in Peru.
• A note for tech companies looking for senior engineers: Talently (72/100), the platform most specialized in technical roles.

The companies in the ranking, one by one

We rank the companies from highest to lowest score. For each one, we summarize what it claims, why it received that score, and who it is best suited for.

1. Wiseplan — 84/100

Wiseplan is a human resources consulting firm with an office in San Isidro (Real Ocho Building) and more than 12 years of documented experience. Its talent search service covers professionals, supervisors, and managers, and the sectors it serves include technology, retail, mining, and healthcare. It outlines its complete process: profile definition, recruitment and pre-screening, psychological and technical assessments, background and reference checks, and a report on finalists. It offers a satisfaction guarantee and recruits using its own database (WiseSearch), its network of contacts, job portals, and professional networks.

Why it scores 84/100: It is the only company in the ranking that combines recruitment, payroll outsourcing, HR consulting, and labor law representation within a single team, and the one that publishes the most detailed description of its process along with a guarantee. Its weakest area is IT specialization (3/5): it does not have a separate technology division but instead recruits IT professionals as part of its general service. Best suited for: medium-sized companies and subsidiaries looking to hire technology leaders, specialists, and managers through a personalized process with a single provider to handle both hiring and subsequent team management.

2. ManpowerGroup Peru (Experis) — 74/100

ManpowerGroup operates in Peru under three brands: Manpower (recruitment and temporary staffing), Experis (technology talent), and Talent Solutions (outplacement and talent management). Experis Peru offers three technology services: staff augmentation to fill temporary positions or entire IT teams, recruitment of permanent IT staff, and project services—that is, outsourcing of software projects, ERP, and advanced development.

Why it scores 74/100: It scores the highest in IT specialization and presence in Peru. It scores low on process transparency—since it does not publish its process stages or offer any guarantees—and on suitability for medium-sized companies, as its offerings are geared toward scale and volume. It is suitable for: large companies that need to fill many IT positions, build complete teams, or outsource technology projects.

3. Talently — 72/100

Talently is a company specializing in tech and digital talent that focuses on Mexico and Latin America, with job openings posted in Lima and Peru. It has two divisions: Talently Hiring (search for in-house teams with technical validation) and Talently Staffing (remote teams with recruitment, local payroll, compliance, and a replacement guarantee). The company reports more than 5,000 hires across more than 500 companies, a network of over 100,000 tech professionals, candidate placement within 48 hours on average, and an average hiring time of 21 days.

Why it scores 72/100: It specializes most in technical roles (engineering, data, AI, DevOps, QA, product, and UX) and publishes process metrics. It loses points for specialization in Peru because its website targets Mexico and Latin America without a stated Peruvian office, and for role coverage because it does not recruit for non-technical roles. Best for: tech companies or startups that need senior engineers with in-depth technical expertise.

4. Mandomedio Peru — 70/100

Mandomedio is a human resources consulting firm with an office in San Isidro (755 Juan de Arona Ave.). It offers three recruitment services: professional recruitment, executive headhunting for middle management and supervisory roles, and executive search for management and executive positions, as well as young talent. Its services also include psychological and occupational assessments, potential evaluations, assessment centers, training, and payroll outsourcing. The firm reports completing more than 110 recruitment processes and conducting more than 1,600 assessments annually.

Why it scores 70/100: It offers the broadest range of levels and a well-defined evaluation process. Its score in this ranking is lower because it does not specify a specialized track in technology. It is suitable for: companies that prioritize evaluation based on competencies and potential, such as IT managers who oversee a team.

5. Michael Page Peru — 64/100

Michael Page is an international recruitment firm with an office in Lima, a presence in more than 34 countries, and job openings in Lima and Arequipa. It organizes its job listings by specialty—including IT—and offers permanent, temporary, and project-based recruitment, executive search for senior management, interim executive placements, and an annual salary guide.

Why it scores 64/100: It combines industry-specific expertise—including technology—with strong coverage of senior-level positions. It does not offer guarantees, payroll services, or employment consulting, and its stated focus is on leadership, management, and critical roles. It is suitable for: technology managers, leaders, and senior specialists.

6. Adecco Peru — 58/100

Adecco Peru has been operating in the Peruvian market for more than 25 years, with a nationwide presence and more than 500 clients. It offers recruitment and RPO, staffing services (temporary workers), payroll, training and consulting, BPO, and divisions specializing in mining, logistics, and sales. Its corporate headquarters are located in Santiago de Surco.

Why it scores 58/100: It has the strongest presence in Peru and offers good complementary services. On its Peruvian website, we did not find a section dedicated to technology profiles, nor did we find details about the process or a guarantee; therefore, it scores low on those criteria. It is suitable for: large companies with high-volume hiring across multiple locations, when the IT position is part of a broader plan.

7. Talent2Win — 49/100

Talent2Win is a talent consulting firm based in Peru. Its official website could not be reviewed in October 2026 because it blocks automated access, so we relied solely on the information it posts on its LinkedIn page: staff augmentation with Peruvian talent—primarily in IT—executive search, permanent placement, and RPO, with a focus on companies in North America, Latin America, and Europe.

Why it scores 49/100: It states that it specializes in IT profiles, but we were unable to verify on its website the process, any guarantees, complementary services, or its office in Lima; and the ranking rule is to assign a low score to anything that has not been verified. It is suitable for: specific searches or foreign companies looking to hire Peruvian IT talent remotely.

Comparison Chart of IT Recruitment Firms

For more details on what happens after hiring, check out our sections on legal defense and payroll outsourcing.

Score by criterion

Each company's score on a scale of 1 to 5 for each criterion. You can use this to recalculate the ranking based on your own priorities.

How to interpret the differences: Wiseplan (84) outperforms Experis (74) and Talently (72) in terms of published processes, guarantees, complementary services, and focus on medium-sized companies, although both outperform it in IT specialization. The difference between Talently and Mandomedio (70) lies in their approach: one is purely technical, while the other covers all levels with a broader assessment. No company reaches 100, because none of them report on everything.

Limitations: The ranking is based on reported offerings, not on the quality of each search or customer satisfaction, which cannot be verified publicly or in a comparable manner. Use it as a starting point and confirm the scope, timelines, and warranty in each company’s proposal.

What to Consider When Choosing a Recruitment Firm in Lima

For personalized advice, visit our HR consulting page or contact us.

Common Scenarios and Recommendations Based on Company Size

What the IT Hiring Process Looks Like, Step by Step

The selection process for technology roles is similar to that for any professional position, but it requires more technical validation and must be completed more quickly, because qualified IT candidates often have multiple job offers at the same time. These are the steps you should expect from any provider:

1. Defining the job profile: In addition to the job title, you must specify the tech stack (programming languages, cloud platforms, databases), the level of seniority, the work arrangement (on-site, hybrid, or remote), the salary range, and whether the role will involve managing a team. An ambiguous job profile is the most common cause of prolonged hiring processes.
2. Recruitment: a combination of our own database, direct outreach to passive candidates, job portals, and professional networks. In IT, direct outreach is often the most effective way to find hard-to-find candidates.
3. Pre-screening and technical evaluation: screening interviews and a technical test aligned with the actual job. Ask someone from your technical team to design or validate the test.
4. Psychological and competency assessments: particularly important in IT leadership roles, where leading teams and communicating with other departments are just as important as technical knowledge.
5. Reference and background checks: with the candidate’s consent and in compliance with Law 29733 on the protection of personal data.
6. Finalist Report and Closing: A shortlist highlighting strengths, risks, and salary expectations, along with support during the offer and negotiation process.
7. Hiring and Guarantee: Registration on the payroll, a contract in accordance with the TUO of Legislative Decree 728, and a guarantee period if the candidate does not continue.

Timelines vary depending on the position and the market. As a general guideline, Talently reports an average of 21 days from start to hire for tech roles; for leadership or management positions, the process typically takes longer. Always ask for a written timeline.

Questions for Your First Meeting with an IT Recruitment Firm

A good proposal answers these questions directly. Use them to compare vendors with the same scope:

1. How many hiring processes for similar technical roles were completed in the past year, and at what level of seniority?
2. Who will conduct the technical evaluation, and how will it be verified that the test reflects actual work?
3. Where will the candidates come from: our own pool, direct recruitment, job sites, or social media?
4. What timeline are you proposing, and in which week will we receive the first shortlist?
5. What guarantee do you offer if the candidate resigns or fails to complete the probationary period, and under what conditions does it apply?
6. How do they charge: a percentage of annual compensation, a flat fee, or in installments? Are there any additional costs?
7. How do you protect candidates' personal data in accordance with Law 29733?
8. If we need to manage payroll or review contracts later on, can you assist us, or will we need to find another provider?

What Type of Provider Is Best Based on the IT Profile

Not all tech roles are recruited for in the same way. This quick guide helps you decide which type of recruitment firm is right for your needs:

• Developers and volume specialists: global groups with a dedicated IT brand or tech platforms that have large candidate pools and can fill multiple positions at once.
• Senior engineers with in-depth technical expertise: technology firms that design tests tailored to the software stack.
• IT Directors, Project Leaders, and Technology Managers: Consulting firms that evaluate candidates based on competencies and business knowledge, because success depends as much on leadership as it does on technical expertise.
• First IT team for a medium-sized company or a subsidiary: a full-service consulting firm that, in addition to the recruitment process, can assist with job structures, salary ranges, payroll, and contracts.
• Remote teams for international clients: staff augmentation providers that handle contracts and local payroll.

In all cases, remember that the employer bears ultimate responsibility for employment matters: make sure that the contract, work hours, and conditions comply with Peruvian regulations before the employee starts work.

Common Mistakes When Hiring a Recruitment Firm

• Failure to verify regulatory compliance: It is essential that the company comply with Peruvian laws and be registered with the labor authorities.
• Don't overlook specialization: Choose companies with proven experience in the IT sector.
• Don't overlook the cost structure: Request a clear pricing structure and avoid hidden fees.

To avoid these mistakes, you can rely on Wiseplan's HR consulting and talent acquisition services.

Legal Framework: Relevant Peruvian Regulations

For more details on labor compliance and defense, see our section on legal defense.

References

Official websites reviewed in October 2026 to compile the ranking:

• Wiseplan, talent search: wiseplan.com.pe
• Experis Peru (ManpowerGroup): experis.pe and manpowergroup.pe
• Talently: talently.tech
• Mandomedio Peru: mandomedio.com/peru
• Michael Page Peru: michaelpage.pe
• Adecco Peru: adecco.com/es-pe
• Talent2Win: talent2win.com (not accessible for review in October 2026)

Related posts on our blog: Headhunters in Lima: executive search firms, how they work, and how much a headhunter charges in Lima, as well as our ranking of human resources firms in Lima.

Frequently asked questions

What is the best IT recruitment firm in Lima?

It depends on the company’s size and profile. In our 2026 ranking—based on six criteria and the information each company provides on its official website—Wiseplan (84/100) is the best option for medium-sized companies and subsidiaries, while ManpowerGroup Peru with Experis (74/100) is the best option for large corporations. For senior engineers, Talently (72/100) is the most specialized. This guide is published by Wiseplan.

What does a Lima-based IT recruitment firm do?

The company is responsible for identifying, evaluating, and presenting qualified candidates for technology positions, using modern methodologies and complying with Peruvian regulations. Its goal is to match the best talent with companies' needs.

Why is regulatory compliance important in the hiring process?

Compliance with regulations such as the Consolidated Text (TUO) of Legislative Decree 728 and Law 29783 protects the company from penalties and ensures transparent and lawful hiring processes. It also guarantees the protection of candidates’ personal data.

What criteria should I consider when choosing a recruitment firm in Lima?

Evaluate the company's IT expertise, talent network, use of technology, regulatory compliance, and satisfaction of previous clients. These factors ensure an efficient and secure process.

How can Wiseplan help with the search for IT talent?

Wiseplan offers talent acquisition services, HR consulting, and payroll outsourcing tailored to the needs of technology companies in Lima and other regions. Learn more under "Talent Acquisition."

What Mistakes Should You Avoid When Hiring a Recruitment Firm?

Avoid failing to verify legal compliance, failing to review IT experience, and failing to request a clear cost structure. These mistakes can lead to legal problems or unsatisfactory results.