Hiring in Latin America has moved well beyond simply finding lower-cost remote workers. U.S. companies now have access to experienced professionals across software development, finance, marketing, sales, operations, and customer support. The harder decision is choosing the right LATAM hiring partner to help you reach them.
South and HireLATAM both connect U.S. companies with pre-vetted Latin American talent, but they approach the hiring process differently. HireLATAM centers its service around flat-fee recruiting, where companies pay a one-time placement fee to find and hire a candidate. South offers both headhunting and a more comprehensive LATAM staffing model that combines recruiting, vetting, payroll, compliance, ongoing support, and replacement coverage into one monthly rate.
That difference matters because your choice depends on more than candidate quality. Your decision can affect LATAM recruiting costs, payroll administration, compliance responsibilities, replacement support, and how much hiring infrastructure your team needs to manage internally. In this South vs. HireLATAM comparison, we'll break down their pricing models, hiring processes, vetting, guarantees, ongoing support, and ideal use cases so you can choose the approach that fits your company.
South vs. HireLATAM at a Glance
Both South and HireLATAM help U.S. companies hire remote talent in Latin America, but the biggest difference is what happens around the hire.
HireLATAM is primarily built around a one-time recruiting and placement model. South gives companies the option to use headhunting or a more hands-on LATAM staffing service that continues supporting the relationship after the candidate is hired.
Here’s how the two compare:
The key question is how much of the hiring process you want to keep managing internally.
If your company already has payroll, contracts, and worker administration figured out, a flat-fee recruiting service can be appealing. If you'd rather combine candidate sourcing, LATAM salary guidance, payroll administration, compliance support, and ongoing assistance under one provider, a staffing model can simplify the relationship considerably.
That distinction matters most when you're hiring several employees or building a long-term remote team in Latin America, where the administrative work continues well after the offer letter is signed.
What Is South?
South is a Latin America-focused staffing and recruiting company that helps U.S. businesses hire full-time remote professionals across engineering, finance, sales, marketing, operations, customer support, and other business functions.
Its model is designed for companies that want more than candidate introductions. South can manage the hiring process from sourcing and screening through contracts, payroll, and compliance, giving companies a more centralized way to build a remote team in Latin America. South says it works with a network of more than 120,000 professionals and typically presents three to five finalists after candidates complete English verification, role-specific evaluations, behavioral interviews, work samples, and reference checks.
Companies can use South to make a single hire or gradually build a larger LATAM team, with support available across both technical and non-technical positions.
How South's Staffing Model Works
South's staffing service combines LATAM recruitment and ongoing workforce administration under one provider.
The process starts with defining the role, required experience, compensation expectations, tools, and team fit. South then sources and vets candidates, then presents a shortlist for the company's interviews and final selection.
Once a candidate is selected, South can handle:
- Candidate contracts
- Payroll administration
- Local compliance
- Required taxes and contributions
- Ongoing employee support
- Replacement support
Rather than paying separate providers for recruiting, payroll, and workforce administration, clients receive one consolidated monthly invoice. South's published information states that its monthly rate covers the professional's compensation and South's service, with no deposit required and no charge for interviewing candidates.
This structure can be particularly useful for companies planning to make several remote hires in Latin America, since the administrative side of the relationship remains centralized after recruiting is complete.
How South's Headhunting Option Works
Companies that already have payroll, contracts, or an international hiring setup can use South's headhunting service instead of its ongoing staffing model.
Under this option, South handles candidate sourcing, screening, vetting, and shortlisting, while the client takes over the relationship once the candidate is hired. Rather than paying an ongoing monthly staffing rate, the company pays a one-time recruiting fee when South successfully fills the position.
The headhunting model can make sense for businesses that already have the infrastructure to manage a remote employee or contractor in Latin America and primarily need help accessing qualified candidates.
South also includes a 120-day replacement guarantee. If the hire doesn't work out during that period, South reopens the search and helps find a replacement at no additional recruiting fee.
Offering both staffing and headhunting gives companies more flexibility in how they approach LATAM recruitment. A business can choose ongoing administrative support when it needs it or keep payroll and workforce management in-house while using South purely for talent acquisition.
What Is HireLATAM?
HireLATAM is a nearshore recruiting company that helps U.S. businesses find remote professionals across Latin America. Rather than operating as a talent marketplace, it actively sources candidates for each open position and presents a curated shortlist to the employer.
Its service uses a flat-fee placement model. Companies pay $3,500 for each successful hire, regardless of the candidate's salary or seniority. That fee covers sourcing, screening, English proficiency checks, candidate evaluation, and a 90-day replacement guarantee.
HireLATAM recruits across areas including administration, sales, marketing, finance, operations, customer support, and technology. Candidates are screened for relevant experience, English communication, remote-work readiness, reliability, and compatibility with U.S. business hours before being introduced to the client.
How HireLATAM's Recruiting Model Works
The process starts when the employer shares the role, budget, schedule, required experience, and other must-have criteria. HireLATAM then launches a dedicated regional search, screens potential candidates, and builds a shortlist.
The typical process looks like this:
- Define the role: The company shares its requirements, budget, working hours, and hiring timeline.
- Source and screen: HireLATAM searches for candidates and evaluates their experience, English fluency, role fit, and remote readiness.
- Review the shortlist: Employers typically receive three to five interview-ready candidates within 5 to 10 business days.
- Interview and select: The client conducts interviews and makes the final hiring decision.
- Complete the placement: HireLATAM charges the remaining recruiting fee once the company makes a successful hire.
HireLATAM says many searches move from kickoff to hire in around two to three weeks when interviews are scheduled quickly.
Once the placement is complete, the employer manages the ongoing working relationship. That makes HireLATAM particularly relevant for businesses that already have the infrastructure to handle LATAM payroll, contractor payments, contracts, and workforce administration, and mainly need support finding and vetting candidates.
South vs. HireLATAM Pricing
Pricing is one of the clearest differences between South and HireLATAM, but comparing headline numbers alone can be misleading because the two companies don't always sell the same type of service.
HireLATAM primarily uses a flat placement-fee model, while South lets companies choose between a one-time headhunting service and an ongoing LATAM staffing model.
South Pricing
South's staffing model uses an all-in monthly rate. That monthly invoice combines the professional's compensation with South's service, which can include recruiting, vetting, contracts, payroll administration, compliance support, ongoing assistance, and replacement coverage.
Companies don't pay to review or interview candidates, and the staffing model has no minimum commitments. This makes costs easier to forecast for businesses that want to outsource both recruiting and the administrative work that follows the hire.
South also offers headhunting for companies that only need recruitment support. Under that model, the client pays a one-time fee after a successful placement and manages the employee or contractor directly afterward.
HireLATAM Pricing
HireLATAM publishes a $3,500 flat recruiting fee per successful placement.
Its payment structure is:
- $500 deposit to begin the search
- $3,000 balance after a successful hire
- No percentage-of-salary recruiting fee
- A 90-day replacement guarantee
Because the placement fee stays the same regardless of salary, companies hiring more senior professionals may find the fixed-fee structure easier to budget than traditional recruiters that charge a percentage of first-year compensation.
South vs. HireLATAM Cost Comparison
The most useful way to compare LATAM hiring costs is to look beyond the initial recruiting fee. A company using HireLATAM may pay a lower, clearly defined one-time recruiting cost, but it may still need separate systems or providers for payroll, contracts, compliance, and ongoing administration.
With South's staffing model, those functions can be bundled into one monthly relationship, which can make more sense for companies building a larger or longer-term remote team in Latin America.
For companies that already have international payroll and compliance infrastructure, the comparison becomes closer: South's headhunting service and HireLATAM's flat-fee recruiting model both let the business keep workforce administration in-house while outsourcing the search for qualified LATAM talent.
South vs. HireLATAM Hiring Process
Both South and HireLATAM take much of the sourcing and initial screening work off the employer's plate. The main difference is how much support continues after a candidate is selected.
With either service, the client still controls the final hiring decision. The recruiting partner helps narrow the market, evaluate candidates, and present people who match the role.
South's Hiring Process
South starts by defining the position with the client, including seniority, required skills, English level, compensation expectations, time-zone requirements, and team fit.
From there, the process generally includes:
- Role definition: South works with the company to clarify the position, responsibilities, budget, and ideal candidate profile.
- Candidate sourcing: Recruiters search across South's Latin American talent network and broader regional market.
- Screening and vetting: Candidates are evaluated for professional experience, English proficiency, communication, role-specific skills, and overall fit.
- Shortlisting: The strongest candidates are presented to the employer for review.
- Client interviews: The company interviews finalists and chooses who it wants to hire.
- Hiring setup: Under South's staffing model, South can then manage contracts, payroll, compliance, and ongoing workforce administration.
The company remains involved where it matters most: deciding who joins the team. South handles more of the surrounding recruitment and administrative work.
HireLATAM's Hiring Process
HireLATAM follows a similar recruiting workflow but is more focused on completing the placement.
The process typically includes:
- Kickoff: The employer shares the role requirements, salary range, schedule, and preferred candidate profile.
- Sourcing: HireLATAM searches across Latin America for professionals who meet the criteria.
- Pre-screening: HireLATAM reviews candidates for experience, communication skills, English proficiency, availability, and remote-work suitability.
- Shortlisting: The employer receives a smaller group of candidates to interview.
- Client interviews: The company evaluates the shortlist and selects its preferred candidate.
- Placement: Once the candidate accepts, HireLATAM completes the recruitment engagement, and the employer takes responsibility for managing the ongoing relationship.
Where the Processes Differ
The biggest difference appears after the candidate says yes.
With HireLATAM's standard placement model, the core recruiting engagement is largely complete once the hire is made. The client then manages the worker through its own payroll, contractor, compliance, or employment setup.
With South's staffing model, the relationship can continue beyond recruiting. South can remain involved with payroll administration, compliance support, workforce management, and replacement assistance.
That makes the hiring process relatively similar at the sourcing and interview stages, while the post-hire experience can look very different depending on which model a company chooses.
South vs. HireLATAM Hiring Speed
Both South and HireLATAM aim to shorten the time it takes to find qualified Latin American talent, but their published timelines are structured differently.
South reports an average time to hire of about 16 days across its platform. It also notes that clients typically see a shortlist of three to five finalists within days, although timing varies by role, seniority, compensation, and how quickly the interview process moves.
HireLATAM publishes a 5-to-10-business-day timeline for receiving a shortlist and says many clients complete the full hiring process within roughly two to three weeks when interviews move quickly.
These numbers are useful benchmarks, but the recruiting company doesn't control time-to-hire entirely. A clearly defined role, competitive LATAM salary range, fast interview scheduling, and quick candidate feedback can all help keep the process moving.
Specialized engineering, leadership, or highly technical roles may take longer because the candidate pool is narrower and the evaluation process is more involved. More common positions in customer support, administration, operations, sales, or finance can often move faster.
The difference between South and HireLATAM here is relatively small. Both aim to get pre-vetted LATAM candidates in front of employers quickly, so hiring speed alone probably won't determine which service is the better fit. The bigger differences show up when you compare candidate vetting, post-hire support, payroll, and replacement coverage.
South vs. HireLATAM Candidate Quality and Vetting
A fast shortlist only helps if the candidates are actually worth interviewing. South and HireLATAM both screen professionals before introducing them to clients, emphasizing experience, English communication, remote-work readiness, and role fit.
The difference is less about whether vetting happens and more about how each company structures the evaluation process.
How South Vets Candidates
South uses a multi-step screening process designed to narrow a broader LATAM talent pool into a small group of qualified finalists.
Depending on the role, vetting can include:
- Resume and professional background review
- English proficiency assessment
- Behavioral interviews
- Role-specific or technical evaluations
- Work samples when relevant
- Reference checks
- Communication and team-fit assessment
The goal is to present candidates who already meet the core requirements, so the employer can spend more time evaluating business fit and final-stage skills rather than sorting through large numbers of applicants.
For technical roles, that may mean assessing programming languages, frameworks, architecture knowledge, or problem-solving ability. For finance, sales, operations, and support roles, the process can focus more heavily on tools, industry experience, communication, and practical job scenarios.
How HireLATAM Vets Candidates
HireLATAM also screens candidates before they reach the employer.
Its evaluation process focuses on areas such as:
- Relevant work experience
- English fluency
- Communication ability
- Remote-work experience
- Reliability and professionalism
- Availability for U.S. business hours
- Role-specific qualifications
HireLATAM then sends a curated shortlist rather than giving clients access to an open marketplace of profiles.
That approach can save hiring managers significant time, especially when they're recruiting in Latin America for the first time and don't already have a regional sourcing network.
English and Communication Skills
For U.S. companies hiring internationally, English proficiency can be just as important as technical ability.
A developer may need to explain tradeoffs during sprint planning. A finance professional may present forecasts to leadership. A customer success hire may speak with U.S. clients every day.
Both South and HireLATAM specifically screen for English and communication skills, helping reduce the risk of discovering communication gaps late in the interview process.
Time-Zone and Remote-Work Fit
One of the main reasons companies choose nearshore hiring in Latin America is the ability to work with people who have substantial overlap with U.S. business hours.
Both providers recruit professionals who can work with U.S.-based teams, which can make real-time collaboration easier across:
- Daily standups
- Client calls
- Sales meetings
- Support coverage
- Project reviews
- Cross-functional planning
Ultimately, candidate quality will still vary by role, budget, and hiring criteria. Neither recruiting partner replaces the employer's final interview process. Their value lies in reducing unqualified applicants and helping companies reach stronger LATAM candidates faster.
Roles You Can Hire Through South and HireLATAM
Both South and HireLATAM recruit across multiple business functions, so neither is limited to virtual assistants or entry-level support roles.
South has a particularly broad catalog of LATAM roles, spanning engineering, finance, marketing, sales, operations, HR, legal, healthcare support, design, AI, customer experience, and other specialized positions. Its current role directory includes everything from software engineers and finance managers to RevOps managers, legal assistants, technical project managers, and AI specialists.
HireLATAM also recruits across core remote-friendly departments, including executive support, customer service, sales, marketing, finance, operations, property management, and technology. Its current popular roles include executive assistants, SDRs, bookkeepers, developers, IT support, AI engineers, graphic designers, and property management support.
The overlap means companies can use either provider for many common remote jobs in Latin America. The bigger distinction appears when the position becomes more specialized.
South's published role catalog covers a wider range of niche and senior positions, including AI engineers, solutions architects, engineering managers, FP&A managers, legal professionals, HR specialists, technical program managers, and advanced data roles.
HireLATAM focuses heavily on the business roles U.S. companies commonly hire remotely, such as executive assistants, customer support representatives, sales professionals, marketers, bookkeepers, operations staff, developers, and property management support. It also invites companies to submit positions outside its standard categories so its recruiters can confirm whether the LATAM talent market is a good fit.
For straightforward business roles, the difference in coverage may be relatively small. For companies building a multidisciplinary LATAM team or hiring several highly specialized positions, the breadth of each provider's recruiting capabilities becomes more important.
South vs. HireLATAM Payroll, Compliance, and Ongoing Support
The biggest difference between South and HireLATAM appears after the recruiting process ends.
Both companies can help you find qualified LATAM professionals, but South is structured to stay involved in the employment relationship, while HireLATAM's standard service is primarily focused on recruitment and placement.
South Payroll and Compliance Support
With South's staffing model, companies can keep recruiting and workforce administration under the same provider.
South can handle:
- Contracts
- Payroll
- Local compliance
- Taxes and required contributions
- Ongoing employee support
- Replacement assistance
Clients receive one consolidated monthly invoice, which reduces the need to coordinate separate recruiting, payroll, and compliance providers.
South also offers an Employer of Record service for companies that want to hire employees in Latin America without establishing their own local entity. Through this model, South can manage local employment contracts, payroll, taxes, benefits, compliance, and other employment administration.
That broader infrastructure can help companies planning to build a long-term LATAM team, especially when hires are spread across several countries.
HireLATAM Payroll Support
HireLATAM's standard $3,500 placement service is centered on finding and vetting the candidate. Once the placement is complete, the client typically manages the ongoing working relationship.
HireLATAM does offer optional payroll administration for $149 per month after a successful placement. According to its current published terms, adding payroll administration also extends its replacement guarantee from 90 days to six months.
Its payroll service is separate from the recruiting fee and isn't an Employer of Record service. Companies still need to determine the appropriate contractor or employment structure for their situation.
Which Model Requires Less Internal Administration?
The answer depends on what your company already has in place.
If you already have a system for paying international contractors, managing agreements, and handling compliance, HireLATAM's placement-first approach can fit neatly into your existing setup.
South may be more convenient when you'd rather centralize more of the process. Recruiting, payroll, compliance, contracts, and ongoing support can remain under one relationship instead of being split across multiple vendors.
This distinction becomes more important as a company grows from one LATAM hire to an entire remote team. A one-time recruiting model keeps the placement process simple, while a staffing model can reduce the amount of ongoing international workforce administration the internal team needs to handle.
South vs. HireLATAM Replacement Guarantees
Even with careful vetting, every hire carries some risk. A candidate may leave early, the role may evolve, or the fit may simply not work out as expected. That makes replacement coverage an important part of comparing LATAM recruiting companies.
Both South and HireLATAM offer replacement support, but the length and structure depend on the service you choose.
South Replacement Support
South includes free replacement support with its staffing model. Because South remains involved after the hire, the relationship doesn't end once the candidate starts working.
For companies using South's headhunting service, South provides a 120-day replacement guarantee. If the hire leaves or doesn't work out during that period, South can reopen the search and find another candidate without charging a second recruiting fee.
That longer guarantee can be particularly valuable for senior, technical, or hard-to-fill roles where replacing a hire would otherwise mean restarting an expensive recruiting process.
HireLATAM Replacement Guarantee
HireLATAM includes a 90-day replacement guarantee with its standard $3,500 placement service.
If the original hire doesn't work out during the guarantee period, HireLATAM can conduct another search without charging another placement fee.
Companies that add HireLATAM's optional payroll administration receive an extended six-month replacement guarantee, giving them additional protection beyond the standard placement period.
South vs. HireLATAM Replacement Coverage
The guarantee period matters, but the service model matters just as much.
With a traditional placement, replacement coverage protects the recruiting fee for a set period. With an ongoing staffing relationship, the provider remains involved after the hire and can help address issues that come up during the working relationship.
For companies making a single hire, a 90- or 120-day guarantee may provide enough protection. For businesses building a larger remote team in Latin America, ongoing replacement support can become more valuable because turnover across several positions creates a higher operational cost.
Which Provides More Hiring Flexibility?
Flexibility matters when your hiring plans change. You may start with one role, add several hires a few months later, or decide you want more control over payroll and workforce administration.
South and HireLATAM both offer flexibility, but in different ways.
South: More Flexibility Between Hiring Models
South lets companies choose between staffing and headhunting, making it easier to match the service to the level of support your internal team needs.
With staffing, South can remain involved after the hire and handle payroll, compliance, contracts, ongoing support, and replacements. There are no minimum commitments, so companies can use the model for one position or expand it as their LATAM team grows.
Companies with existing international hiring infrastructure can instead use South's headhunting service and take over the working relationship after the candidate is placed.
This gives businesses the option to change how much of the hiring process they outsource depending on the role, team size, and internal resources available.
HireLATAM: Flexible, One-Time Recruiting
HireLATAM's flexibility comes from its simple placement model.
A company can use HireLATAM for a single search, pay the flat recruiting fee, and manage the hire independently afterward. There's no need to enter an ongoing recruiting relationship once the placement is complete.
Optional payroll administration is also available for companies that want additional support after hiring.
This model works well for companies with established processes for international contractor payments, contracts, compliance, and employee management that want to bring in outside recruiting help only when a position opens.
South vs. HireLATAM for Different Hiring Plans
For a company making an occasional LATAM hire, either model can work. The distinction becomes clearer as hiring volume increases.
Businesses that want a recruiting partner only when vacancies appear may prefer a straightforward placement model. Companies expecting to scale a remote team across Latin America may benefit more from combining recruiting, payroll, compliance, and ongoing workforce support under the same provider.
South vs. HireLATAM: Which Is Better for Different Companies?
No single hiring model fits every company. The better option depends on how much support you want after you hire, what systems you already have in place, and whether you're making one hire or building a larger LATAM team.
Here’s a practical way to compare the two:
When South May Be the Better Fit
South is likely a stronger fit for companies that want to centralize more of the LATAM hiring process.
That can include businesses that:
- Want recruiting, payroll, compliance, and ongoing support under one provider
- Expect to hire several people across different departments
- Don't already have international payroll or contractor infrastructure
- Want the flexibility to choose between staffing and headhunting
- Prefer one consolidated monthly invoice
- Value ongoing replacement support
- Need help benchmarking compensation across Latin America
This model can be particularly useful for startups, SMBs, and larger companies building a long-term remote team in Latin America and wanting to reduce the number of vendors involved.
When HireLATAM May Be the Better Fit
HireLATAM can be a strong fit for companies that primarily need candidate sourcing and recruiting support.
It may make sense if your business:
- Already has payroll, contracts, and compliance processes in place
- Wants a clearly published flat recruiting fee
- Is making an occasional LATAM hire
- Prefers to manage the employee or contractor directly after placement
- Wants to avoid an ongoing staffing relationship
- Values a simple one-time placement structure
Its $3,500 flat placement fee also makes budgeting straightforward, particularly for companies that want to know their recruiting cost before launching the search.
The choice ultimately comes down to the operating model you prefer. HireLATAM is closer to a traditional recruiting partner, while South lets companies combine recruitment with ongoing staffing support.
Questions to Ask Before Choosing South or HireLATAM
The best way to choose between South and HireLATAM is to consider what your company will need after the recruiting process ends.
Before deciding, ask these questions:
1. Do You Need Recruiting Only or Ongoing Staffing Support?
If you only need help finding and vetting candidates, a placement or headhunting model may be enough.
If you also want help with payroll, compliance, contracts, and ongoing workforce administration, a staffing model can reduce the amount of work your internal team needs to manage.
2. Who Will Handle Payroll?
Companies that already have a system for paying international contractors or employees may prefer to keep payroll in-house.
If your business would rather outsource that responsibility, compare exactly what each provider includes and whether payroll is bundled into the service or charged separately.
3. Who Is Responsible for Compliance?
Hiring across borders can involve contractor agreements, local labor rules, tax requirements, and employment classifications.
Before choosing a LATAM hiring company, understand which responsibilities the provider handles and which remain with your business.
4. How Much Will the Full Hiring Process Cost?
Don't compare only the recruiting fee.
Look at the total cost of:
- Candidate sourcing
- Screening and vetting
- Placement fees
- Payroll administration
- Compliance support
- Contracts
- Replacement coverage
- Ongoing workforce support
A lower placement fee can still require additional spending elsewhere, while an all-in staffing rate may bundle several services together.
5. What Happens If the Hire Leaves?
Ask how long the replacement guarantee lasts and what happens if a candidate quits or is let go.
South and HireLATAM both provide replacement protection, but the duration and structure vary by service.
6. How Are Candidates Vetted?
A strong recruiting process should go beyond reviewing resumes.
Ask whether screening includes:
- English proficiency
- Role-specific assessments
- Behavioral interviews
- Reference checks
- Remote-work experience
- Communication skills
- Time-zone availability
The more rigorous the initial screening, the less time your hiring managers should have to spend filtering unsuitable candidates.
7. Can the Provider Help With LATAM Salary Benchmarking?
Compensation can vary widely by country, role, and seniority level.
A recruiting partner with strong regional knowledge should help you understand LATAM salary benchmarks so you can set a competitive budget without overpaying.
8. Can the Service Scale With Your Hiring Plans?
Your needs may change after the first hire.
If you expect to build a larger remote team in Latin America, consider whether the provider can support multiple departments, specialized roles, higher hiring volume, and ongoing workforce administration.
Choosing the right partner is easier when you compare the full hiring relationship, not just the first placement. The key question is whether you want a recruiter who helps you make the hire or a partner who can keep supporting the team afterward.
South vs. HireLATAM: The Final Verdict
South and HireLATAM can both help U.S. companies access pre-vetted talent in Latin America, but they solve slightly different hiring problems.
HireLATAM is a good fit when you want a straightforward recruiting service with a predictable flat placement fee. You can outsource candidate sourcing and screening, make the hire, and then manage payroll, contracts, and the working relationship through your existing systems.
South offers more flexibility for companies that want support beyond recruitment. You can use South for headhunting when you already have the infrastructure to manage LATAM hires yourself, or choose its staffing model to combine recruiting, payroll, compliance, ongoing support, and replacements under one provider.
So, which one should you choose?
- Choose HireLATAM if you primarily need recruiting, prefer a flat one-time placement fee, and already have your post-hire infrastructure in place.
- Choose South if you want more flexibility between recruiting-only and ongoing staffing, expect to build a larger LATAM team, or prefer to centralize more of the administrative work.
For companies planning multiple full-time hires in Latin America, South's broader model can be especially useful because the relationship doesn't have to end once each position is filled.
Build Your LATAM Team With South
Finding a great candidate is only part of building a successful remote team. You also need competitive salary benchmarks, reliable payroll, compliant contracts, and support when your hiring needs change.
South helps U.S. companies find pre-vetted professionals across Latin America, with the flexibility to choose the hiring model that works for your business.
With South, you can get one consolidated monthly invoice, no minimum commitments, free replacement support, and access to talent across technical and non-technical roles.
Schedule a free call and start meeting LATAM candidates who match your role, budget, and team.
Frequently Asked Questions (FAQs)
Is South or HireLATAM Cheaper?
It depends on the hiring model you choose.
HireLATAM charges a $3,500 flat placement fee per hire, which can be attractive for companies that need recruiting support only.
South's pricing depends on whether you choose headhunting or staffing. Its staffing model bundles recruiting, payroll, compliance, ongoing support, and replacement coverage into one monthly rate, so the total service is broader than a standard placement fee.
The better comparison is the full cost of hiring and managing the worker, not just the recruiting fee.
How Much Does HireLATAM Charge?
HireLATAM currently charges $3,500 per successful placement.
The fee is typically split into:
- $500 deposit to begin the search
- $3,000 after a successful hire
Its standard placement also includes a 90-day replacement guarantee.
Does South Charge a Placement Fee?
South offers more than one hiring model.
Companies can use South's headhunting service and pay a one-time recruiting fee after a successful hire, or choose its staffing model and pay an ongoing monthly rate that includes the professional's compensation plus South's service.
Does HireLATAM Handle Payroll?
HireLATAM offers optional payroll administration after a successful placement.
Its core recruiting service is still placement-focused, so companies should confirm what post-hire responsibilities remain with them, especially around contracts, compliance, worker classification, and employment setup.
Does South Handle Payroll and Compliance?
Yes. Under South's staffing model, payroll and compliance support are included alongside recruiting, contracts, ongoing support, and replacement assistance.
This can make South a better fit for companies that want to reduce the number of providers involved in managing their LATAM workforce.
Which Has a Longer Replacement Guarantee: South or HireLATAM?
South's headhunting service includes a 120-day replacement guarantee, while HireLATAM's standard placement includes 90 days of replacement coverage.
HireLATAM also offers an extended six-month guarantee when companies use its optional payroll administration service.
How Quickly Can You Hire Through South or HireLATAM?
Both companies are designed to move faster than a traditional in-house recruiting process.
South reports an average time to hire of around 16 days, while HireLATAM says clients generally receive a shortlist within 5 to 10 business days and can often complete a hire within about two to three weeks.
Actual timelines depend on the role, seniority, compensation, interview speed, and how specialized the position is.
Is South or HireLATAM Better for Building a Larger LATAM Team?
South may be the stronger fit for companies planning to build a larger, long-term team in Latin America because its staffing model combines recruiting with ongoing payroll, compliance, and workforce support.
HireLATAM can also support multiple placements, but its standard model is closer to traditional recruiting, where the client takes over most responsibilities after each hire.
For occasional hires, either company can work well. For broader team expansion, post-hire support and hiring infrastructure become more important considerations.
