Hiring help can mean very different things depending on what your company actually needs. You might want a recruiting partner to find a few great people, or you might need a provider that can support a much larger talent acquisition operation.
That distinction matters when comparing South and Pierpoint. South focuses on helping U.S. companies hire remote talent in Latin America, while Pierpoint operates more broadly in recruitment process outsourcing (RPO), talent acquisition, and global recruiting. The right fit depends largely on the scale, geography, and structure of your hiring plans.
For companies interested in outsourcing recruitment, the differences go beyond the candidate search. You’ll want to compare how each provider handles sourcing, screening, hiring volume, employment support, pricing, and long-term team growth.
In this South vs. Pierpoint comparison, we’ll break down their recruiting services, hiring models, geographic reach, pricing approach, and ideal use cases so you can see which model best matches how your company wants to hire.
South vs. Pierpoint at a Glance
South and Pierpoint can both support companies that need help hiring, but they solve different versions of the problem.
South is primarily a Latin America recruitment partner for companies building full-time remote teams. Its standard service combines sourcing, vetting, payroll, compliance, ongoing support, and replacement coverage into one hiring model.
Pierpoint has a broader talent acquisition focus. Its services include recruitment process outsourcing (RPO), project and hybrid RPO, direct sourcing, and talent acquisition consulting, making it particularly relevant for companies that want to outsource or expand part of their existing recruiting operation.
The biggest distinction is how deeply each provider becomes involved in the company's recruiting infrastructure. With South, the goal is usually to find and support the people you want to add to your team. Pierpoint's RPO services can go further into the talent acquisition function itself, including recruitment processes, technology, reporting, employer branding, and embedded recruiting teams.
That difference becomes much more important as hiring volume and organizational complexity increase.
The Biggest Difference: LATAM Hiring Partner vs. Global RPO Provider
The clearest difference between South and Pierpoint is the type of hiring problem each company is designed to solve.
South specializes in helping companies hire talent in Latin America and build long-term remote teams. Pierpoint has a broader recruitment process outsourcing (RPO) model that can support companies across multiple regions and take responsibility for larger parts of the talent acquisition function.
That distinction affects everything from the hiring process to the level of involvement you can expect from each provider.
South's Approach: Build a Full-Time LATAM Team
South is built around a straightforward goal: help companies find, hire, and support skilled full-time professionals in Latin America.
Companies define the role they need to fill, and South handles much of the work behind the search, including candidate sourcing, screening, skills assessments, reference checks, and vetting. Once a company chooses a candidate, South can also handle contracts, payroll, compliance, and ongoing support.
That makes the model particularly relevant for businesses exploring nearshore hiring or building a remote team without creating their own recruiting infrastructure in each LATAM country.
South's specialization also means its recruiting process is centered on factors that matter when hiring Latin American talent, including:
- U.S. time-zone compatibility
- English proficiency
- Role-specific skills
- Remote-work experience
- Cultural and communication fit
- Regional salary expectations
- Local payroll and compliance
The result is a more focused LATAM recruitment model. You bring new employees into your team while South handles much of the recruiting and employment administration behind the scenes.
Pierpoint's Approach: Expand Your Talent Acquisition Function
Pierpoint approaches recruiting from a broader RPO perspective.
Its recruitment process outsourcing services allow companies to transfer all or part of their permanent recruitment activities to an external talent acquisition partner. Pierpoint offers Enterprise RPO, Project RPO, Hybrid RPO, and Recruiter On Demand models.
Depending on the engagement, Pierpoint can support areas such as candidate sourcing, recruitment technology, market intelligence, employer branding, reporting, KPIs, SLAs, and recruiting process design.
This makes Pierpoint particularly relevant when a company needs additional recruiting capacity or a more extensive talent acquisition program. For example, an organization hiring across several markets may use an RPO provider to supplement its internal recruiters or manage an entire recruiting initiative.
Pierpoint's services also extend across multiple global markets, giving companies a broader geographic recruiting footprint.
For buyers comparing South vs. Pierpoint, the starting question is therefore relatively simple: Are you primarily trying to build a full-time team in Latin America, or do you need broader recruitment infrastructure and RPO support?
The answer will shape which hiring model makes the most sense as we compare their services more closely.
South vs. Pierpoint: Service Comparison
Once you get past the broad positioning, the difference between South and Pierpoint becomes even clearer in the services they provide.
South combines recruiting with the practical support needed to keep a full-time LATAM hire working with your company. That includes sourcing, vetting, payroll, compliance, ongoing support, and replacement coverage under its standard monthly model.
Pierpoint's services focus more on the broader talent acquisition function. Its RPO offering can include embedded recruiters, passive sourcing, talent pipelining, market intelligence, omnichannel recruiting, and flexible Recruiter On Demand support.
Here's how the two compare:
For companies researching recruitment outsourcing, the important question is therefore how much of the hiring function you actually want to outsource.
With South, the service stays closely connected to the individual people you're hiring. South finds and vets candidates, and once you've made your choice, its standard monthly model can continue covering payroll, compliance, and ongoing support. South also offers a one-time headhunting option for companies that only need the search itself.
Pierpoint can become more deeply integrated into a company's recruitment operation. Its Recruiter On Demand service, for example, can provide onsite, offsite, or hybrid recruiters who work with the client's branding, processes, and recruiting technology.
So while both companies can help you source and hire talent, their scope differs: South focuses on building and supporting full-time LATAM teams, while Pierpoint can function as an extension of a company's broader talent acquisition department.
That difference matters even more when you compare where each company recruits.
Geographic Reach and Talent Markets
Geography is another major difference between South and Pierpoint.
South has deliberately built its model around hiring in Latin America. Pierpoint operates across a much wider international footprint, with recruiting programs in North America, Latin America, Europe, Asia Pacific, Africa, and the Middle East.
Neither approach is automatically more useful. The better geographic model depends on where your company plans to build its team.
South: Specialized Latin American Hiring
South focuses on connecting companies with full-time professionals across Latin America rather than trying to recruit equally across every global market.
That specialization matters for companies using nearshore hiring to build teams that can work closely with U.S.-based colleagues. Latin American professionals generally operate in overlapping U.S. time zones, which can make real-time meetings, collaboration, customer support, and day-to-day management easier.
South also builds its recruiting model around the realities of the regional talent market. Its service includes sourcing, vetting, salary guidance, payroll, compliance, and ongoing support, with one consolidated monthly rate per hire.
For employers, that means you aren't simply accessing a global candidate database. You're working with a recruiting partner whose search process is centered specifically on LATAM talent.
This can be particularly useful when hiring roles such as:
- Software developers and engineers
- Finance and accounting professionals
- Executive assistants
- Sales and business development talent
- Customer support professionals
- Marketing specialists
- Operations and administrative talent
Pierpoint: A Broader Global Recruiting Footprint
Pierpoint takes a different approach. Its recruiting infrastructure spans multiple major regions, allowing companies to run talent acquisition programs across several countries or continents through one provider.
Its current delivery footprint includes programs across the U.S. and Canada, numerous European markets, Asia Pacific, Africa, the Middle East, and Latin America. In LATAM specifically, Pierpoint lists programs in Argentina, Brazil, Bolivia, Chile, Colombia, Mexico, Panama, Peru, and Uruguay.
That geographic reach makes sense for companies with multi-region workforce plans. A large organization, for example, might need technology talent in Latin America, operations employees in North America, and additional recruiting support in Europe. Pierpoint's RPO model supports that kind of distributed talent acquisition strategy.
The practical difference comes down to focus: South concentrates its recruiting network and employment model on Latin America, while Pierpoint provides talent acquisition support across a much broader global footprint.
For a company specifically planning to build a remote team in Latin America, regional specialization may carry more weight. For an organization coordinating recruitment across several continents, broader global coverage may matter more.
Hiring Process: What Working With Each Company Looks Like
South and Pierpoint also differ in what happens after you decide you need recruiting help.
South follows a more direct hiring process built around filling specific roles with pre-vetted Latin American professionals. Pierpoint's RPO process starts at a broader level, with the company helping clients design the recruiting model, technology, workflows, and performance metrics around their hiring needs.
What Hiring Through South Looks Like
With South, the process begins with the role itself. You define the position, seniority, skills, compensation expectations, and other requirements, and South searches its LATAM talent network for matching candidates.
The process generally looks like this:
- Define the role and candidate profile. South helps align expectations around experience, responsibilities, salary, and the available talent market.
- South sources and vets candidates. Screening can include experience checks, role-specific skills validation, English assessment, remote-work readiness, schedule alignment, and references.
- You meet shortlisted candidates. Your team interviews the people you want to evaluate and keeps control over the final hiring decision.
- Choose your hire. Once you've found the right person, you move forward with the preferred hiring arrangement.
- South supports the working relationship. Depending on the model, South can handle payroll, compliance, consolidated invoicing, and ongoing account support.
This approach is designed for companies that want to hire remote employees in Latin America without building a local recruiting operation from scratch.
Your company remains closely involved in choosing the person who joins the team, while South handles much of the sourcing, vetting, and administrative work around the hire.
What Working With Pierpoint Looks Like
Pierpoint's process can start before individual candidates enter the picture.
Because its core offering is recruitment process outsourcing, Pierpoint works with clients to determine how the recruitment function itself should operate. Its published RPO design process includes selecting an RPO model, choosing recruitment strategies, determining technology integrations, establishing processes, and creating reporting packages around KPIs and SLAs.
A typical engagement can include:
- Choose an RPO model. Options include Enterprise RPO, Project RPO, Hybrid RPO, and Recruiter On Demand.
- Define the recruiting strategy. This can include market intelligence, passive sourcing, talent pipelining, compliance management, and omnichannel recruiting.
- Configure recruiting technology. Pierpoint can integrate with existing systems or introduce additional recruiting tools.
- Map the recruitment process. The client and Pierpoint establish workflows, timelines, responsibilities, and communication.
- Set performance metrics. Reporting can track measures such as time to hire, cost per hire, acceptance rate, candidate quality, and retention.
- Run and review the program. Pierpoint's process can include sourcing, screening, interview coordination, hiring support, and ongoing business reviews.
That makes Pierpoint's model particularly relevant for organizations exploring recruitment process outsourcing at a functional or program level.
The practical difference is straightforward: South's process starts with the people you need to hire, while Pierpoint's RPO model can start with the recruiting system needed to hire them.
For a company looking to add several full-time LATAM professionals, the South model can keep the process focused on roles and candidates. For a company managing continuous or large-scale recruiting, Pierpoint can provide a more embedded talent acquisition structure.
South vs. Pierpoint Pricing
Pricing is one of the areas where South and Pierpoint differ most clearly because you're paying for two different types of recruiting support.
South uses a predictable per-hire structure built for companies adding full-time professionals in Latin America. Pierpoint builds customized recruitment process outsourcing programs, so pricing depends on the scope, scale, technology, and type of talent acquisition support involved.
Here's the basic comparison:
South Uses One All-In Monthly Rate
South keeps pricing relatively simple. Each hire comes with one flat monthly rate that includes the professional's compensation and South's service.
That monthly invoice covers:
- Candidate sourcing and vetting
- Compensation
- Payroll administration
- Compliance
- Ongoing support
- Replacement coverage
There are no deposits or setup fees, and companies don't start paying until they make a hire. South also doesn't require a minimum hiring commitment.
Exact rates depend on the role and seniority, so a senior software engineer will naturally cost more than an administrative assistant. South also offers a one-time headhunting option for companies that want help finding the candidate without using the ongoing monthly model.
For companies comparing Latin America staffing costs, the advantage of this structure is straightforward: you can evaluate the full recurring cost of a hire using one monthly number.
Pierpoint Pricing Is Built Around the Recruiting Program
Pierpoint takes a more customized approach because its RPO services can vary considerably in scope.
A company might use Pierpoint for a complete Enterprise RPO program, a short-term Project RPO engagement, a Hybrid RPO model, or Recruiter On Demand support. Pierpoint also lets clients customize recruitment strategies, technology integrations, processes, KPIs, and SLAs to fit their needs.
That makes standardized public pricing less practical. The cost will depend on how much recruiting infrastructure and support the company wants Pierpoint to provide.
Its Recruiter On Demand service, for example, uses flexible pricing based on the recruiting time and expertise required rather than a traditional placement-fee structure.
For companies exploring recruitment outsourcing, it's useful to compare the total scope of the engagement, including:
- Number of expected hires
- Length of the recruiting program
- Markets and countries involved
- Recruiting team size
- Technology requirements
- Reporting and analytics
- Employer branding support
- Internal talent acquisition resources
The takeaway isn't simply that one provider costs more or less. South prices around each person you hire, while Pierpoint prices around the recruitment program you're building or outsourcing.
That distinction makes the next question especially important: which model fits the type and volume of hiring your company actually needs?
Which Company Fits Different Hiring Scenarios?
The easiest way to compare South and Pierpoint is to look at the hiring problem your company is trying to solve.
A business hiring two remote developers in Latin America has very different needs from a company recruiting hundreds of employees across several countries. South and Pierpoint can both support hiring, but their models fit those situations differently.
Building a Remote Team in Latin America
If your main goal is to build a remote team in Latin America, South is designed specifically around that use case.
You can use South to hire one person, several specialists, or an entire function across roles such as engineering, finance, sales, marketing, customer support, and operations. South handles candidate sourcing and vetting and provides salary guidance, payroll, compliance, and ongoing support.
The service stays centered on the employees joining your team, which makes it well-suited to companies that want LATAM recruitment without building their own local recruiting and employment infrastructure.
Pierpoint also recruits in Latin America, although LATAM is one part of its wider global talent acquisition footprint. Its model becomes especially relevant when Latin American hiring sits within a broader RPO or multi-country recruiting program.
Outsourcing Part of Your Talent Acquisition Function
The comparison shifts when the goal is to expand or outsource an existing recruitment department.
Pierpoint offers recruitment process outsourcing models that can place recruiters into a company's existing talent acquisition operation, support specific projects, or manage a wider recruiting program.
This can include areas such as:
- Embedded recruiters
- Talent pipelining
- Recruitment technology
- Employer branding
- Market intelligence
- Recruiting analytics
- KPIs and SLA reporting
- Recruitment process design
For companies researching RPO vs. traditional recruitment, this is one of the clearest distinctions between the two providers. Pierpoint can become part of the recruiting function, while South primarily focuses on finding and supporting the people who join your company.
Hiring at High Volume
Large hiring initiatives introduce another set of requirements.
Pierpoint offers dedicated high-volume and RPO solutions for organizations that need to fill many positions within an ongoing or time-sensitive recruiting program. This can help companies managing rapid expansion, new locations, seasonal demand, or major workforce projects.
South can also help businesses scale a remote team, particularly when those hires are concentrated in Latin America. The difference is the structure around that scale.
South remains a candidate- and team-building service, while Pierpoint can provide a larger recruitment operation around the hiring campaign.
Hiring a Few Specialized Professionals
Not every company needs an extensive recruiting program.
You may simply need a senior software engineer, financial analyst, executive assistant, account manager, or customer support specialist and want help finding the right person.
This is where South's model is especially straightforward. There are no minimum hiring commitments, so companies can hire based on actual headcount needs rather than committing to a large recruitment program.
South can source and vet candidates, help benchmark compensation, and support the employment relationship after the hire.
For smaller or incremental hiring needs, the decision may therefore depend less on sophisticated recruitment infrastructure and more on access to the right talent market.
Recruiting Across Multiple Continents
Pierpoint's broader geographic footprint becomes more relevant when hiring plans stretch well beyond Latin America.
A company might need engineers in LATAM, sales professionals in Europe, operations employees in North America, and recruiting support in Asia. Using a global RPO provider can make it easier to coordinate those initiatives through one talent acquisition framework.
South takes the opposite approach by specializing deeply in one region.
That makes the geographic question relatively simple: companies concentrating their hiring in Latin America may benefit from regional specialization, while companies coordinating recruiting programs across several global regions may value Pierpoint's wider reach.
Ultimately, the choice isn't only about company size. It's about what you're outsourcing. If you're looking to build a long-term LATAM team, South's model is built around the hire. If you need additional recruiting capacity, infrastructure, or a global RPO program, Pierpoint approaches the problem from the talent acquisition side.
When South May Make More Sense
South may be the better fit when your company has a clear hiring need in Latin America and wants a partner focused on finding, vetting, and supporting full-time remote employees rather than managing an entire global recruitment function.
Here are the situations where South's model makes the most sense.
You Want to Build a Team in Latin America
South specializes in hiring talent in Latin America, so its recruiting process is built around the region rather than spread across dozens of unrelated markets.
That regional focus can be useful when you're comparing salaries, looking for professionals who can work U.S. hours, or trying to understand where particular skills are concentrated across LATAM.
For companies pursuing nearshore hiring, the value comes from working with a partner that already understands the talent market you're entering.
You Need a Few Strategic Hires Rather Than a Full RPO Program
You don't need to outsource your entire talent acquisition function to get recruiting support.
South works well for companies that need one important hire today and may add more people as the team grows. There are no minimum hiring commitments, which makes the model suitable for startups, small and mid-sized businesses, and larger companies expanding specific departments.
You might use South to hire:
- A software engineer
- A financial analyst
- An executive assistant
- A customer support specialist
- An account manager
- A marketing professional
The hiring model can scale with your needs without requiring you to build a broader recruitment outsourcing program first.
You Want Recruiting and Employment Support Together
Finding the candidate is only one part of international hiring.
South's standard model can also cover payroll, compliance, contracts, and ongoing support after the person joins your team. That gives companies a more connected path from candidate search to long-term employment.
This can be particularly useful for businesses that want to hire internationally without coordinating separate recruiting, payroll, and compliance providers.
Instead of ending when the candidate accepts the offer, South can continue supporting the working relationship.
You Want More Predictable Hiring Costs
South's pricing is structured around each hire, which can make budgeting simpler when you're building a remote team incrementally.
Rather than designing a customized RPO engagement, companies receive an all-in monthly cost based on the professional they hire and the services included in the arrangement.
That structure can make it easier to compare the cost of hiring in Latin America with expanding a U.S.-based team.
You Want Your New Hire to Work as Part of Your Existing Team
South's model is ultimately about helping companies add people who become part of their day-to-day operation.
Your company chooses the candidate, manages their work, sets priorities, and integrates them with the rest of the team. South handles much of the recruiting and employment support around that relationship.
That distinction matters for companies that want long-term team members rather than additional recruiting infrastructure.
If those are your priorities, South's specialized LATAM hiring model may align more naturally with what you're trying to accomplish.
When Pierpoint May Make More Sense
Pierpoint may be the better fit when your company needs broader recruitment infrastructure, embedded recruiting support, or a global RPO program rather than a partner focused mainly on building a LATAM team.
Its model centers on talent acquisition operations, making it relevant for companies managing larger, more complex, or multi-region hiring programs.
You Want to Outsource Part of Your Recruiting Function
Pierpoint's recruitment process outsourcing services can support companies that want to hand off specific parts of talent acquisition while keeping others in-house.
That can include:
- Candidate sourcing
- Talent pipelining
- Screening
- Interview coordination
- Employer branding
- Recruiting analytics
- Process design
- Reporting and KPIs
For companies comparing RPO and traditional recruitment, this distinction matters. Pierpoint can become part of the recruiting operation itself, rather than simply filling individual roles.
You Need Recruiters Embedded Into Your Team
Pierpoint also offers Recruiter On Demand, which is designed for companies that need additional recruiting capacity without permanently expanding their internal talent acquisition department.
These recruiters can work within the client's existing processes, branding, and recruitment technology.
That can be useful during:
- Rapid growth periods
- Large hiring projects
- Recruiter shortages
- New market expansion
- Temporary increases in hiring demand
If your internal TA team needs extra capacity, this type of embedded support may be more relevant than a traditional recruiting agency model.
You Have High-Volume Hiring Needs
High-volume recruitment requires more than sourcing candidates.
Companies may need dedicated recruiters, standardized workflows, reporting, technology integrations, and clearly defined hiring metrics. Pierpoint's RPO model is structured to support that kind of scale.
This can make sense for organizations hiring across multiple departments or locations at the same time, especially when the company needs a repeatable recruiting system rather than support with a handful of individual hires.
You're Hiring Across Several Global Markets
Pierpoint operates across multiple regions, including North America, Latin America, Europe, Asia Pacific, Africa, and the Middle East.
For companies with a distributed global workforce, that wider footprint can simplify talent acquisition across different markets.
A business could, for example, run one recruitment program covering several countries instead of working with a different recruiting partner in each region.
This is where Pierpoint's model differs most clearly from South's Latin America recruitment specialization.
You Want Recruitment Technology and Process Support
Some companies already have strong internal hiring teams but need help improving the way those teams operate.
Pierpoint's RPO offering can include recruitment technology, reporting, process design, market intelligence, and performance measurement.
That makes the service relevant for organizations looking to optimize the talent acquisition function itself, especially when recruiting is happening continuously and at scale.
In short, Pierpoint may align better with companies that need recruiting infrastructure across teams, regions, or hiring programs. South is more specialized around building full-time teams in Latin America, while Pierpoint can support the broader machinery behind global talent acquisition.
South vs. Pierpoint: How to Choose
Choosing between South and Pierpoint comes down to what kind of hiring support your company actually needs.
Both can help companies find talent, but their underlying models differ. South focuses on building full-time teams in Latin America, while Pierpoint focuses on broader talent acquisition and recruitment process outsourcing.
Before choosing a provider, consider these questions:
Where Are You Hiring?
If Latin America is your primary talent market, South offers a more specialized approach to LATAM hiring, including regional sourcing, salary benchmarking, payroll, compliance, and ongoing support.
If you're hiring across several continents, Pierpoint's wider global footprint may align more closely with that strategy.
How Many People Do You Need to Hire?
Hiring volume can change the type of recruiting partner you need.
South works well for companies making individual hires, adding several specialists, or gradually scaling a remote team.
Pierpoint's RPO model becomes more relevant when hiring is continuous, high-volume, or spread across several business units.
Do You Need Candidates or Recruiting Infrastructure?
This may be the most important question in the comparison.
If the goal is to find qualified people and bring them into your existing team, South offers a direct path from sourcing to employment support.
If the challenge is broader — such as adding recruiters, redesigning recruiting workflows, implementing reporting, or outsourcing parts of talent acquisition — Pierpoint provides services built around those needs.
How Much Internal Recruiting Capacity Do You Already Have?
A company with a strong internal recruiting team may use Pierpoint to add temporary capacity or support a major hiring initiative.
A company without dedicated LATAM recruiters may prefer South because the service already combines sourcing, vetting, salary guidance, and employment support.
This is especially relevant when deciding whether to work with a recruitment agency or outsource more of the recruiting function.
Do You Need Support After the Hire?
Think beyond candidate sourcing.
South's standard model continues after the hire with payroll, compliance, ongoing support, and replacement coverage. That can reduce the number of separate providers involved in maintaining an international team.
Pierpoint's post-hire involvement depends on the type and scope of the RPO or workforce engagement.
How Do You Want Recruiting Costs Structured?
South's model is easier to evaluate per hire because companies can budget around the monthly cost of each team member.
Pierpoint uses customized pricing based on the broader recruitment program, which may make more sense when the engagement involves multiple recruiters, markets, technologies, or hiring initiatives.
Here's a simple way to think about the decision:
Ultimately, the South vs. Pierpoint decision is less about comparing two identical recruiting companies and more about choosing the right hiring model.
If your priority is building a long-term team of skilled professionals in Latin America, South is designed around that specific goal. If your company needs a broader RPO partner to support recruiting operations across markets and at scale, Pierpoint offers a different type of talent acquisition solution.
Build Your Latin American Team With South
South and Pierpoint support different hiring priorities. Pierpoint focuses on broader RPO and talent acquisition programs, while South helps companies find and hire full-time professionals across Latin America.
If your goal is to build a remote team in LATAM, South can handle candidate search, vetting, salary benchmarking, payroll, compliance, and ongoing support while you focus on choosing the right people for your business.
You can hire across engineering, finance, sales, marketing, customer support, operations, and other functions without committing to a large recruitment program or minimum number of hires.
Ready to hire remote talent in Latin America? Schedule a call with South to discuss the roles you need to fill and start meeting pre-vetted candidates.
Frequently Asked Questions (FAQs)
What is the main difference between South and Pierpoint?
The main difference is their hiring model. South specializes in helping companies hire and support full-time remote professionals in Latin America, while Pierpoint focuses more broadly on recruitment process outsourcing (RPO), embedded recruiting, direct sourcing, and talent acquisition consulting.
Is Pierpoint an RPO company?
Yes. Recruitment process outsourcing is one of Pierpoint's core services. Its RPO options include Enterprise RPO, Project RPO, Hybrid RPO, and Recruiter On Demand, along with market intelligence, talent pipelining, recruiting technology integration, and reporting.
Does Pierpoint recruit in Latin America?
Yes. Pierpoint supports recruiting in Latin America as part of its broader global talent acquisition footprint. South takes a more specialized approach by focusing its recruiting model specifically on Latin American talent.
Does South offer recruitment process outsourcing?
South isn't structured like a traditional full-scale RPO provider. Its core model focuses on sourcing, vetting, and helping companies employ full-time LATAM professionals, with payroll, compliance, ongoing support, and replacement coverage included in its standard service.
Companies that primarily need candidates rather than an outsourced talent acquisition department may find this more straightforward than a broader RPO engagement.
Which is better for hiring remote talent in Latin America?
The answer depends on the type of support you need. South is specifically designed for companies that want to hire remote talent in Latin America, while Pierpoint can include LATAM recruiting within a larger global RPO or talent acquisition program.
If your hiring plans are concentrated in Latin America, compare regional specialization, payroll support, compliance, salary benchmarking, and ongoing employee support closely.
How does South vs. Pierpoint pricing compare?
South uses a flat monthly rate per hire that includes the employee's compensation and South's service. The standard model covers sourcing, vetting, payroll, compliance, ongoing support, and replacement coverage, with no minimum commitment or payment before a hire.
Pierpoint uses customized pricing because its services can range from Recruiter On Demand to larger RPO programs involving recruiting teams, technology, processes, and reporting.
Does South help with payroll and compliance?
Yes. South's standard monthly model includes global payroll and compliance support, along with recruiting and vetting. Companies receive one consolidated monthly invoice for each hire.
South also helps companies benchmark compensation and structure their search around specific LATAM countries, regions, or time-zone requirements.
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