Frequently Asked
Questions

Yes. You can check our success stories and case studies on the menu above.

South helps U.S. companies hire full-time talent from Latin America. We’re a great fit for companies of all sizes seeking dependable professionals who communicate clearly, collaborate smoothly, and take ownership of outcomes.

We focus on candidates who can work comfortably in English with U.S. teams. Depending on the role, we prioritize strong written English for day-to-day work and confident spoken communication for meetings.

We frequently hire accountants, bookkeepers, controllers, SDRs/BDRs, account managers, customer support specialists, operations coordinators, marketers, designers, and software engineers. We also support specialized roles when the scope and expectations are clear.

We hire junior through lead talent. We define levels based on scope and independence: Junior: strong fundamentals and clear execution with guidance Mid: owns tasks and projects with light support Senior: drives outcomes, improves processes, mentors others Lead: sets direction, aligns stakeholders, raises team standards

We run a structured end-to-end hiring process: sourcing, screening, shortlisting, support through interviews and offers, and payroll. You get a clear pipeline, steady communication, and candidates selected for long-term fit.

South can help you build teams across finance, sales, customer support, engineering, operations, marketing, and more. Some clients start with one key hire, then expand into a full team as priorities grow.

We recruit across Latin America and can align the search with your preferences, such as time zone overlap, country, or region. If you have a location requirement, we build the pipeline around it from day one.

Yes. We help align the role, expectations, and compensation range so you attract the right talent and move faster through interviews.

If a hire doesn’t work out within the first 120 days, we reopen the search, rebuild the shortlist, and move quickly through interviews again. We’ll outline the exact steps and timing in your agreement so it’s clear from day one.

We’ll align on what “pause” means for your search, capture where we are in the pipeline, and set a clear plan to restart. We keep the process organized so you can pick up momentum smoothly.

No. Unlike traditional staffing agencies, we do not require that our clients hire for a minimum period.

We’ll confirm the payment structure up front based on the model you choose. Billing is straightforward and aligned to the services delivered, with clear terms shared before the search starts.

We offer two common ways to work with us: a monthly-fee model (Staffing) for companies seeking ongoing support and a one-time search model (Headhunting) for companies seeking help filling a specific role. We’ll recommend the best fit based on how many hires you’re planning and the level of support you need after the hire.

Most companies save around 50% to 70% when hiring comparable talent in Latin America. A few reasons why this happens: - Lower cost of living in many LATAM markets means local salary expectations are different. - Total compensation in the U.S. adds up fast because employer-paid benefits are a meaningful layer on top of wages. - Strong supply of skilled talent in major LATAM hubs creates competitive market rates for many professional roles.

Holidays and paid time off are up to you. Most companies handle this around the fact that the hire is working from their home country, so they typically follow their local holiday calendar. During onboarding, we’ll share the holiday list and align on coverage expectations (especially if you need support or customer coverage on specific days). For paid time off, the flow is simple: you set the policy just like you would do it for local hires (most companies offer 10-15 days of PTO). The professional requests time off in advance, the manager approves it, and the dates get tracked like any other team member’s PTO. Many teams also set a few basic rules up front, like how far ahead to request PTO and how to handle urgent sick days.

We recommend writing down decisions in one place, using simple templates for handoffs, and keeping threads organized by topic. Short summaries after meetings and clear owners for next steps reduce confusion and speed up execution.

Teams move faster with a clear stack: Slack for communication, Loom for quick context, a project tool like Jira/Asana, and a shared knowledge base like Notion or Google Docs. For customer-facing teams, tools like HubSpot or Zendesk keep work organized.

Both work. Some teams prefer full U.S. working hours for maximum real-time collaboration. Others use a core overlap window (for meetings and handoffs) and keep the rest async. We help you choose what fits the role and your team rhythm.

Most of Latin America overlaps well with U.S. time zones. Many professionals work in zones close to ET and CT, and it’s usually easy to set overlap hours for MT and PT as well.

We support early success through structured check-ins, clear expectations, and a simple path for addressing concerns quickly. We also encourage a strong onboarding plan and a steady feedback cadence, as these two factors drive a fast ramp-up and long-term retention.

We validate seniority through the complexity of problems they’ve handled, the level of independence they’ve shown, and the outcomes they’ve delivered. For senior and lead roles, we also look at decision-making, mentoring, stakeholder management, and process improvement.

We focus on work style fit: how someone handles feedback, communicates progress, works with stakeholders, and takes ownership. We look for people who collaborate well across teams and keep things moving without extra hand-holding.

Yes, when references are available and relevant, we run them. We ask about the role scope, strengths, collaboration style, reliability, and the kind of environment in which the candidate performs best. We also validate results and ownership of key projects.

We confirm that candidates have a professional work setup and stable connectivity for calls and daily work. We also look for habits that make remote work effective: consistent follow-through, clear updates, and strong time management.

We match the validation method to the role. For technical roles, we focus on practical problem-solving and real project experience. For operations, finance, sales, and support roles, we review examples of past work, walk through scenarios, and ask candidates to explain how they think, prioritize, and deliver outcomes.

We evaluate English in two ways: how clearly someone communicates in a live conversation and how well they write in a work-style setting (messages, short explanations, and day-to-day communication). We look for clarity, structure, and confidence.

We start with a role-aligned screen to confirm experience, communication, and motivation. Then we validate skills through role-specific questions and work evidence (such as portfolios, case examples, or practical exercises, as needed). We also confirm remote readiness, align on time zone and schedule expectations, and run reference checks.