Hiring a great salesperson is one challenge. Building an entire team across sales, marketing, finance, operations, customer support, and tech is another.
That distinction matters when comparing South vs. Betts Recruiting. Both companies help businesses find talent, but they’re designed around different hiring strategies. Betts Recruiting specializes heavily in go-to-market recruiting, particularly sales, marketing, customer success, and leadership roles for technology companies. South focuses on helping U.S. companies hire talent in Latin America across a much broader range of functions.
For companies evaluating recruiting agencies, remote staffing agencies, or nearshore hiring partners, the better fit depends on where you want to hire, which roles you need to fill, and how much support you want beyond candidate sourcing.
If your priority is specialized GTM recruiting, Betts brings a focused talent network and several recruiting models. If you're building a full-time remote team across multiple departments, South gives you access to Latin American professionals who can work alongside U.S. teams in overlapping time zones.
In this comparison, we'll look at South and Betts Recruiting side by side, including their talent markets, roles, recruiting models, candidate vetting, and pricing structures, so you can see how each approach fits a different hiring plan.
South vs. Betts Recruiting at a Glance
South and Betts Recruiting both help companies find qualified talent, but their focus is different. South focuses on building full-time remote teams in Latin America across multiple functions, while Betts Recruiting specializes in go-to-market hiring.
Here’s the quick comparison:
Betts Recruiting describes itself as a go-to-market recruiting firm, with particular strength in sales, marketing, customer success, and leadership hiring. Its services include traditional search, executive search, its Betts Connect platform, and a Recruitment as a Service subscription that supports unlimited GTM hires.
South takes a broader approach. Companies can hire remote talent in Latin America across departments, rather than limiting their search to GTM positions. That makes it especially relevant for businesses that want to build nearshore teams with professionals working similar hours to their U.S. colleagues.
The biggest distinction, then, isn't simply which company recruits candidates. It's the type of team you're trying to build and where you want that talent to come from.
What Is South?
South is a recruiting and staffing company that helps U.S. businesses hire full-time remote professionals across Latin America.
Its talent network covers a wide range of functions, including sales, marketing, finance, operations, customer support, engineering, design, and administrative roles. That broader reach makes South useful for companies hiring across several departments rather than building around a single function.
South handles candidate sourcing, screening, salary benchmarking, and matching based on skills, experience, English proficiency, and cultural fit. Companies can use South for direct hiring, remote staffing, and employer-of-record support, depending on how they want to structure the relationship.
The geographic focus is also central to the model. By helping companies hire remote talent in Latin America, South gives U.S. teams access to professionals with strong working-hour overlap, making real-time collaboration easier for distributed teams.
For companies building a nearshore team across multiple functions, South combines recruiting with the infrastructure needed to make international hiring easier to manage.
What Is Betts Recruiting?
Betts Recruiting is a recruiting firm focused primarily on go-to-market talent, including sales, marketing, customer success, and GTM leadership roles.
The company works with businesses ranging from startups to larger technology companies and offers several hiring options. Employers can use traditional contingency recruiting, executive search, self-sourcing through the Betts Connect platform, or its Recruitment as a Service model.
Its specialization is one of the biggest differences in a South vs. Betts Recruiting comparison. Betts concentrates heavily on roles such as SDRs, account executives, customer success managers, marketers, and senior GTM leaders, while South supports hiring across a wider range of departments.
Betts also combines recruiter support with recruiting technology. Its Connect platform lets employers search a vetted candidate network using criteria such as previous quotas, deal size, sales cycle, and industry experience.
For companies that need to scale a sales or go-to-market team, Betts offers a specialized recruiting approach built around that part of the organization.
Talent Location and Geographic Focus
One of the clearest differences between South and Betts Recruiting is where each company looks for talent.
South focuses on hiring remote talent in Latin America. Its recruiting model gives U.S. companies access to professionals across countries such as Argentina, Brazil, Colombia, Mexico, Chile, and other LATAM markets.
That geographic focus matters for companies building nearshore teams. Many Latin American professionals work within a few hours of U.S. time zones, making it easier to collaborate during normal business hours, join live meetings, handle customer conversations, and work closely with U.S. managers.
Betts Recruiting has a different geographic emphasis. The company describes its talent network as one of North America’s largest GTM networks and operates as a nationwide U.S. recruiting agency focused heavily on technology and tech-enabled companies.
So the decision often starts with the talent market you want to access. South gives companies a dedicated path into Latin America, while Betts Recruiting brings a specialized North American network for go-to-market hiring.
For businesses specifically considering LATAM hiring, South’s regional specialization can also make it easier to navigate salary expectations, local talent markets, and the realities of building a distributed team across the Americas.
Roles and Specializations
The next major difference is the range of roles each company recruits for.
Betts Recruiting has a concentrated go-to-market focus. Its current employer offering centers on sales, marketing, customer success, account management, sales operations, and leadership positions. Examples include sales development representatives, account executives, enterprise sales professionals, demand generation specialists, product marketers, and VP-level sales leaders.
That specialization can help when a company is building a sales team, expanding its marketing function, or searching for experienced GTM leadership.
South covers many of those same business functions while extending into significantly more departments. Companies can hire remote professionals across Latin America for roles in finance, operations, engineering, customer support, HR, design, marketing, sales, and other specialized areas. South currently lists positions ranging from SDRs and RevOps managers to accountants, FP&A analysts, software engineers, technical support specialists, and operations managers.
That broader scope becomes especially useful as hiring needs spread across the organization. A company might start by hiring an SDR and later need an accountant, customer support specialist, marketer, or engineer. South can support those hires within the same LATAM talent strategy instead of requiring a different recruiting partner for every department.
So while Betts Recruiting focuses on GTM recruiting, South is designed for companies that want to build cross-functional remote teams across Latin America.
Hiring Models
South and Betts Recruiting also differ in how companies can structure the hiring relationship.
South is primarily designed for businesses that want to add full-time Latin American professionals to their teams. Its standard staffing model uses one flat monthly rate per hire, covering the employee’s compensation, recruiting, vetting, payroll, compliance, ongoing support, and replacement coverage. Companies can also use South’s Employer of Record service when they want South to legally employ LATAM talent on their behalf.
For companies that prefer a one-time recruiting engagement, South also offers a headhunting option with a single placement fee rather than an ongoing monthly staffing arrangement. There are no minimum hiring commitments, giving companies flexibility whether they need one person or are gradually building a larger remote team.
Betts Recruiting offers several recruiting models centered on GTM hiring. Its traditional search service operates as contingency recruiting for sales, marketing, and customer success roles, while executive search supports leadership hiring. Betts also offers Recruitment as a Service, or RaaS, which uses a subscription model with unlimited GTM hires and recruiter support.
Companies that want more control over sourcing can use Betts Connect, a recruiting platform where employers can search vetted candidates and contact them directly. Betts also offers additional recruiter support for companies that need help with short-term hiring spikes or harder-to-fill positions.
The practical difference is how involved you want your recruiting partner to be. South combines talent acquisition with the infrastructure needed to hire and manage full-time LATAM professionals, while Betts gives companies several ways to source and recruit specialized GTM talent.
Recruiting and Candidate Vetting
A recruiting partner is only as useful as the candidates it puts in front of you. South and Betts Recruiting both vet talent before employers reach the interview stage, but they screen for different things.
South’s process focuses on remote readiness and fit for U.S. teams. Candidates are evaluated through English assessments, initial interviews, behavioral and communication testing, internet-speed checks, and reference checks before being presented to employers. South also screens for professional fit, cultural fit, and the ability to work effectively in a remote environment.
That matters when you’re hiring in Latin America, because technical experience is only part of the equation. A strong remote hire also needs to communicate comfortably in English, collaborate across borders, and work effectively during overlapping U.S. business hours.
Betts Recruiting applies its screening process specifically to go-to-market candidates. Betts' recruiting team vets every professional admitted to Betts Connect, and employers can evaluate candidates using GTM-specific information such as previous quotas, deal sizes, sales cycles, industries, and location.
Its recruiters also work with employers to define the experience, skills, and attributes they're looking for before presenting candidates, including both role fit and company culture.
The difference comes down to what each vetting process is optimized for. Betts offers specialized screening for sales and other GTM roles, while South evaluates candidates for a broader range of functions, with additional emphasis on English proficiency, remote work, and integration with U.S.-based teams.
Pricing Structure
Pricing works differently because South and Betts Recruiting use different hiring models.
South’s staffing model uses one flat monthly rate per hire. That rate includes the professional’s compensation, plus recruiting, payroll, compliance, ongoing support, and free replacement coverage. Companies receive one consolidated monthly invoice, with no setup fees or minimum hiring period.
This structure can make budgeting easier for companies hiring remote talent in Latin America, especially when building a team across several roles. South also offers direct-hire and EOR options for companies that prefer a different employment structure.
Betts Recruiting’s pricing depends on the recruiting service selected. Its Recruitment as a Service model uses an annual flat-fee subscription for unlimited GTM hires, supported by a dedicated recruiter and the Betts Connect platform. Betts says the subscription costs the equivalent of one hire, though exact pricing requires contacting the company.
Betts also offers traditional contingency search, executive search, self-sourcing, and other recruiting models, so costs can vary depending on how much recruiting support a company needs.
The key difference is what you're paying for. With South, the recurring cost can cover both the talent and the infrastructure needed to employ a full-time LATAM professional. With Betts, pricing centers primarily on access to recruiting services, technology, and specialized GTM talent.
For companies comparing recruiting agency costs, remote staffing costs, and nearshore hiring, it's important to look beyond the placement fee. The right model depends on whether you want recruiting support alone or a partner that can also help manage the ongoing employment relationship.
When South May Fit Your Hiring Strategy
South is a strong fit when your hiring plans extend beyond one specialized function, and you want to build a full-time remote team in Latin America.
That can be especially useful for companies that need talent across several departments. You might start with a salesperson and later need a finance analyst, customer support specialist, marketer, operations professional, or software engineer. With South, those hires can stay within the same LATAM hiring strategy.
South may fit your hiring strategy if:
- You want to hire talent in Latin America instead of limiting your search to the U.S.
- You’re building a cross-functional team across sales, finance, operations, marketing, support, engineering, or other departments.
- You want employees working in time zones that overlap closely with your U.S. team.
- You prefer a recruiting partner that can also support payroll, compliance, and employment logistics.
- You want flexibility to hire one person first and expand the team over time.
- You’re looking for nearshore talent that can collaborate with your existing team during normal working hours.
The biggest advantage is consistency as your hiring needs grow. Instead of changing recruiting partners every time you open a role in a different department, South can support multiple functions within the same regional hiring model.
That makes it particularly relevant for startups, growing businesses, and larger companies that want to build distributed teams across Latin America while keeping collaboration closely connected to their U.S. operations.
When Betts Recruiting May Fit Your Hiring Strategy
Betts Recruiting is a stronger fit when your hiring needs focus on go-to-market roles, and you want a recruiting partner with deep specialization in sales, marketing, customer success, and GTM leadership.
Its model can work especially well for technology and tech-enabled companies that need to scale revenue-generating teams quickly or fill positions that benefit from highly specific GTM experience.
Betts Recruiting may fit your hiring strategy if:
- You’re primarily hiring for sales, marketing, customer success, or revenue leadership roles.
- You want access to a specialized network of GTM talent.
- You need support with roles such as SDRs, account executives, demand generation marketers, customer success managers, or sales leaders.
- You want to combine recruiter support with a self-sourcing platform like Betts Connect.
- You expect to make several GTM hires and want to explore a Recruitment as a Service model.
- You’re hiring primarily within North America.
Betts’ specialization is particularly useful when you want recruiters who already understand common GTM metrics, sales cycles, quotas, deal sizes, and revenue-team structures.
The main appeal is depth within a specific part of the organization. For companies focused on scaling sales or a broader go-to-market function, Betts offers recruiting services and technology built around that hiring challenge.
South vs. Betts Recruiting: How to Choose
The right recruiting partner depends on where you want to hire, which roles you need, and how much support you want after the candidate accepts the offer.
Betts Recruiting focuses on specialized GTM recruiting, while South is designed for companies building broader remote teams in Latin America.
Here’s a simple way to compare the two:
For companies exploring nearshore hiring, South provides a more regionally focused approach. You can build teams across several functions while keeping working hours closely aligned with the U.S.
Betts Recruiting makes more sense when GTM hiring is the priority, and you want recruiters, technology, and candidate data designed specifically for revenue-generating roles.
Ultimately, the comparison comes down to the team you’re trying to build. South focuses on expanding your organization with Latin American talent across departments, while Betts offers deeper specialization within the GTM function.
Build Your Team With South
Choosing between South and Betts Recruiting comes down to the kind of team you want to build.
If your priority is specialized GTM recruiting, Betts offers a focused approach around sales, marketing, customer success, and revenue leadership. If you’re looking to build a broader full-time team across Latin America, South gives you access to pre-vetted professionals across multiple functions, from sales and finance to operations, support, marketing, and engineering.
With South, you can hire remote talent in Latin America without switching recruiting partners every time a new role opens. You also get support with sourcing, vetting, salary benchmarking, payroll, compliance, and ongoing employment logistics.
Need your next hire to work closely with your U.S. team from day one?
Schedule a call with South and start meeting pre-vetted Latin American talent for your next role.
Frequently Asked Questions (FAQs)
Is South an alternative to Betts Recruiting?
Yes, although the two companies focus on different hiring needs. South is a Betts Recruiting alternative for companies that want to hire full-time remote talent in Latin America across multiple departments. Betts Recruiting specializes in sales, marketing, customer success, and other go-to-market roles.
What roles does Betts Recruiting specialize in?
Betts Recruiting focuses primarily on go-to-market recruiting, including sales development representatives, account executives, account managers, customer success managers, marketers, and GTM leadership positions. Its Betts Connect platform is specifically designed to help employers source vetted GTM candidates.
What roles can companies hire through South?
South helps companies hire remote talent in Latin America across sales, marketing, finance, operations, customer support, engineering, HR, design, and other professional functions. This makes it better suited to companies building cross-functional remote teams rather than focusing on one department.
Does Betts Recruiting offer Recruitment as a Service?
Yes. Betts offers a Recruitment as a Service (RaaS) model with recruiter support, access to its Connect platform, and unlimited GTM hires under an annual flat-fee subscription. Exact pricing is available by request.
Does South require a minimum hiring commitment?
No. South doesn't require companies to hire for a minimum period. Clients receive one consolidated monthly invoice per hire, and its staffing rate includes compensation, payroll, compliance, ongoing support, and replacement coverage.
Which company is better for hiring in Latin America?
South is specifically focused on hiring talent in Latin America, so its recruiting process, salary benchmarking, and employment support are designed around LATAM markets.
Betts Recruiting is primarily focused on North American go-to-market talent and describes its Connect network as one of North America's largest GTM talent networks.
Does Betts Recruiting hire for temporary positions?
Betts states that it works on full-time positions rather than temporary or part-time roles. Its typical recruiting process takes roughly two to six weeks, depending on the role and search criteria.
