How GigU’s US expansion hiring transformed from a bottleneck into an accelerator
As GigU expanded into the US, they needed operators who could handle an early-stage market entry, work with a team rooted in Brazilian startup culture, and move at the speed of a launch. Traditional recruiting kept delivering candidates who didn’t understand the category or couldn’t keep up. Using behavioral voice analysis and a deep LatAm network, Mappa found people who could do both.
GigUFuture of work
About GigU
GigU is a smart co-pilot for gig workers. They help more than 2 million drivers and delivery workers take back control from opaque platform algorithms, and their mission is to build the all-in-one hub for independent workers, combining financial tools, intelligence, and community.
- GigU
The challenge
Expanding into the US meant hiring people who could work alongside the existing team, understand the GigU category, and move at the speed of a market entry, all while staying connected to the company’s Brazilian roots. Every week without the right people was a week of lost momentum.
- GigU
Our solution
Mappa took the time to understand the culture and operating style behind each role, not only the job description. The behavioral approach surfaced candidates who could handle the ambiguity of a market entry, and Mappa’s network gave GigU access to operators they wouldn’t have reached on their own. Sourcing, vetting, and interviews moved at a pace that matched theirs.
Key results
- 4 pods
In the US team, already shaping what GigU looks like in the market.
With Mappa, hiring stopped being the bottleneck of GigU’s US expansion and became one of its accelerators. Thiago Vieira, Head of US Expansion, put it this way:
“The experience of hiring is so much better with Mappa. It’s fast, well designed and most of all, they really care about giving you the best fitting candidates you could find.”
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FAQ
The science is complex, but the answers aren’t. If yours isn’t here, let’s talk.
How long before I get candidates for a role?
Within 72 hours you’ll receive a shortlist of top-fit candidates based on their behavior alignment, experience, and communication style.
What if none of them feel right?
We’ll keep working. We recalibrate based on your feedback and deliver a refreshed shortlist until you find the right match. You don’t pay until you hire.
Is there a minimum commitment?
No. Try us on a single role. Month-to-month or one-time fee, your choice.
How do you ensure cultural fit?
Behavioral voice analysis maps how a person actually communicates, decides, and collaborates — the signals that drive real cultural fit, not the surface ones a résumé can show.
Can I reject anyone from the shortlist?
Absolutely. The shortlist is a recommendation, not an obligation. You move forward only with people you’re excited about.
It starts with a call
Brief us today, you’ll be hiring by end of week.