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Purpose -- The purpose of this paper is to examine the role of national cultural dimensions on staffing practices in Mexico -- a major player in Latin America. US multinationals are increasing their presence in Mexico and staffing practices seem to be a great challenge. Design/methodology/approach -- This conceptual paper uses the national cultural dimensions of the G LOBE project, which is identified as the most topical theoretical framework on culture. The national cultural scores are used to develop hypotheses for specific cultural dimensions of power distance, uncertainty-avoidance, in-group collectivism, gender egalitarianism, and performance-orientation. Examples from the literature are also used to strengthen the proposed hypotheses. Findings -- This research identifies staffing practices such as internal recruitment, personal references, succession planning, psychometric tests, and elaborate bio-data associated with these cultural dimensions. Also, certain staffing practices, such as e-recruitment and panel interviews, are not very predominant in the Mexican culture. Research limitations/implications -- Future research can empirically test the hypotheses proposed. Practical implications -- This study will help multinationals understand why Mexican organisations use certain staffing practices and how multinationals can adapt to these culturally bound practices. Originality/value -- While staffing studies usually look at power-distance, uncertainty-avoidance, and collectivism as predictors for staffing, this paper has included cultural dimensions, such as performance-orientation and masculinity-femininity as predictors for staffing practices. This study also proposes a staffing model identifying staffing practices to the cultural dimensions. [ABSTRACT FROM AUTHOR]