EDITORIAL STANDARDS
How South writes, checks and updates what you read here
South places full time professionals from Latin America with U.S. companies. As of October 2026 we have worked with more than 300 U.S. companies, screened over 120,000 candidates and placed more than 1,000 people, accepting roughly one applicant in a hundred. Everything on this site comes out of that work: the roles we fill, the offers we negotiate and the problems clients bring us. This page explains who writes it, who checks it and how we keep it current.
Written and reviewed by South's leadership, recruiters, and operations team.
1,000+
professionals placed
120,000+
candidates screened
Top 1%
of candidates accepted
16 days
average time to hire
Figures from South's placement records as of October 2026.
Who we write for
Our readers are founders, executives and operators deciding whether to hire in Latin America, which role to hire first and what to pay.
Most of them will make that decision within a few weeks of reading. So we hold every page to one test: if we would not send it to a client who asked us the same question, it does not go up.
01 · Authors
Who creates our content
The people who write for South are the people who place candidates for South.
Our recruiters write the role guides, interview questions and candidate evaluation pieces. They screen for these roles every week and know which skills actually predict a good hire.
Our operations team writes about contracts, payroll, employer of record arrangements and onboarding, because they run those processes for every placement we make.
Our leadership writes about building and managing remote teams, from running South since 2020 and hiring for our own companies.
Our content team turns interviews with those people, plus our placement data, into longer guides. Nothing from the content team publishes on its own authority: a recruiter, operator or leader reviews it first.
01
Recruiters who fill these roles
Role guides are written or reviewed by the recruiter who places that role. If a guide says a skill matters, it is one we test for in interviews.
02
Interviews, not guesswork
Longer guides start with interviews of our recruiters, operations staff and leadership, not with a survey of what other sites already say.
03
Our own numbers
Salary ranges, time to hire and acceptance rates come from South's placement records, not from third party estimates.
02 · Review
Our review process
No page goes live on one person's say so. Every article has a writer and a separate reviewer, and both names appear on the page with the date it was last updated.
Written by
A recruiter, operator or member of leadership
Reviewed by
Leandro Viadas, Marketing Manager
Structure, sourcing, clarity, and that every number has a source
Written by
The content team
Reviewed by
The recruiter, operator or leader closest to the topic
Whether it matches what that person sees in the market right now
During editorial review, each piece is evaluated for:
01
Accuracy
Every number has a source: our placement data, a government or primary source, or a named report. A claim we cannot support is cut, not softened.
02
Usefulness
Does it answer the question a founder or operator is actually asking? Would we send it to a client?
03
Market fit
Does it match what our team sees in Latin American hiring today, not what was true two years ago?
04
Clarity
Can a busy reader act on it without reading it twice?
03 · AI
Our use of AI
We use AI tools, and we say so. AI helps us research a topic, pull an outline together and produce a rough first draft. A named writer then rebuilds that draft around South's own experience and data, and a named reviewer approves it before publication. We do not publish AI output as it comes out of the tool, and no page on this site has gone live without someone who does this work reading every line.
Step 1
AI assists
Research, outline and a rough draft.
Step 2
A writer rebuilds it
Adds our placement data, real examples and what the market looks like now.
Step 3
A reviewer signs off
Named on the page, with the last updated date.
Every page carries a writer's name and a reviewer's name. If you cannot find them, the page is not ours.
04 · Accuracy
How we ensure accuracy
A claim we cannot back up does not get published.
01
Our own data first
Placement counts, acceptance rates, time to hire and salary ranges come from South's records across more than 1,000 placements, and we show the as of date next to them.
02
Salary ranges from real offers
The ranges in our LATAM Salary Guide and across 90+ role and savings pages are built from offers our candidates accepted, not from job board averages. They are updated at least once a year.
03
Process guidance from processes we run
Our hiring, vetting and onboarding guidance describes what we do for every client, documented in our Remote Hiring Guide.
04
Primary sources for everything else
Government agencies, official statistics, peer reviewed research and named industry reports before secondary summaries. We link the source so you can check it yourself.
05 · Freshness
How we keep content current
Salaries in Latin America move every year, labor law changes country by country, and the exchange rates behind our savings numbers move faster than both. A page that was right in 2024 can be wrong today, so we date everything and review it on a schedule.
SALARY DATA
12 mo.
At least once a year
Salary ranges are reviewed and updated at least once a year across the salary guide and every role page.
ARTICLES AND ROLE PAGES
12 months, or sooner
Or sooner when the market moves
Articles and role pages are reviewed at least once a year, and sooner when salary ranges, regulations or market conditions change materially.
Every article shows its last updated date. When an update is substantial, we say what changed.
06 · Independence
Editorial independence and transparency
We do not accept payment for coverage, rankings or recommendations.
If we ever publish sponsored content, it will carry a sponsored label at the top of the page.
South is a staffing company, and some of our articles compare staffing and employer of record providers, including South. Where that happens we say so in the article and score South on the same criteria as everyone else. Our pages also link to our own services. That is how we make money, and it is not a reason to shade the advice: if hiring in Latin America is the wrong call for your situation, we would rather you learn that here than after a bad hire.
07 · Legal note
Legal, tax and compliance topics
Much of what we publish touches employment law, contractor versus employee classification, payroll and data privacy rules across Latin American countries and the United States. We review that material for accuracy and keep it current, but it is general information, not legal, tax or HR advice for your situation. The rules differ by country and change often.
Important
Where an article covers these topics we say so at the top.
Confirm anything you intend to act on with a qualified lawyer, accountant or HR professional in the relevant country.
08 · Corrections
Questions or corrections
If something on this site looks wrong or out of date, tell us. Write to editorial@hireinsouth.com with the page link and what you think is off. We check every report, fix what needs fixing and note the correction on the page.
editorial@hireinsouth.com
Reach out to us at editorial@hireinsouth.com, and we'll review it promptly.
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questions?
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