Hiring help can mean very different things depending on what your company is trying to accomplish. You might need one hard-to-find specialist in a local market, an outsourced recruitment function, or an entire remote team that can work alongside your U.S. employees every day.
That’s where the comparison between South and Robert Walters gets relevant. Both help companies fill talent gaps, but their geographic focus and recruitment models create very different hiring experiences. South specializes in connecting companies with full-time remote talent across Latin America, with recruiting, vetting, salary guidance, and Employer of Record (EOR) support available for international hires. Robert Walters operates across 29 markets and provides a broader mix of specialist recruitment, recruitment outsourcing, consultancy, and talent advisory services.
For companies exploring LATAM recruitment, nearshore staffing, remote talent, global recruitment agencies, or recruitment process outsourcing (RPO), that distinction matters. South's model suits companies looking to build distributed teams in Latin America with strong U.S. time-zone overlap, while Robert Walters supports permanent, temporary, interim, executive, and large-scale outsourced recruitment needs across multiple international markets.
In this South vs. Robert Walters comparison, we'll look beyond basic service lists and compare where each company recruits, the types of roles and hiring models they support, candidate vetting, costs, remote hiring, scalability, payroll and compliance, and ongoing support. The better choice ultimately depends on where you want to hire and what you want your recruitment partner to manage.
South vs. Robert Walters at a Glance
South and Robert Walters can both help companies find qualified professionals, but they're built around different hiring strategies. South focuses primarily on helping companies hire full-time remote professionals in Latin America, while Robert Walters offers a broader range of global recruitment, recruitment outsourcing, consultancy, and talent advisory services.
Robert Walters currently operates across 29 markets and supports everything from permanent and temporary recruitment to executive search and recruitment process outsourcing (RPO). South takes a more specialized approach to Latin America recruitment, helping companies source and vet remote LATAM professionals while also offering payroll, compliance, staffing, headhunting, and Employer of Record services.
Here's how the two compare:
South's model can make more sense when the goal is to build a long-term remote team rather than simply fill a vacancy. Its staffing pricing combines the professional's compensation and South's service into one monthly invoice, covering sourcing, vetting, payroll, compliance, ongoing support, and replacement coverage. Companies can also choose a one-time headhunting model or use South's EOR service when they want to hire the professional as a local employee.
Robert Walters covers a much wider range of talent needs. Alongside specialist recruitment, it provides recruitment outsourcing and talent advisory services, making it relevant for businesses that may need an individual professional today and an outsourced recruitment operation, contingent workforce program, or market intelligence project later.
The simplest distinction is geographic and operational: companies primarily looking for remote talent in Latin America will find South built specifically around that model. Companies looking for a global recruitment agency with permanent, temporary, executive, RPO, and advisory capabilities may find Robert Walters' broader international infrastructure more relevant.
The Biggest Difference: Global Recruitment vs. LATAM Hiring
The clearest difference between South and Robert Walters is where they focus their recruiting efforts and the hiring problem they're designed to solve.
South focuses on hiring remote talent in Latin America. Robert Walters operates as a global talent solutions business across 29 markets, combining specialist recruitment, recruitment outsourcing, and talent advisory services.
That distinction affects everything from candidate availability and salary expectations to time-zone overlap and the level of recruitment support a company may need.
South's LATAM Hiring Model
South focuses specifically on full-time professionals in Latin America, making it particularly relevant for U.S. companies looking to build nearshore teams rather than recruit independently across dozens of countries.
Its searches can be tailored by role, country, region, and time-zone requirements. South also handles candidate sourcing and vetting, while its staffing model can include payroll, compliance, ongoing support, and replacement coverage under one monthly invoice.
The regional specialization matters because LATAM hiring comes with a few practical advantages for U.S. companies:
- Significant working-hour overlap with U.S. teams
- Access to professionals accustomed to remote work
- English screening as part of the recruiting process
- Compensation levels that can be lower than comparable U.S. salaries
- One recruiting partner across multiple Latin American countries
South says companies typically save around 50% to 70% when hiring comparable professionals in Latin America, although actual savings depend on the role, seniority, country, and compensation package.
For companies researching nearshore staffing, LATAM recruitment, remote hiring in Latin America, or international remote teams, South's narrower geographic focus can be an advantage. The recruiting process is centered on one talent region rather than a worldwide network.
Robert Walters' Global Recruitment Model
Robert Walters takes a broader approach. It operates across 29 markets and works with companies ranging from startups and mid-sized businesses to large organizations.
Its offering also extends beyond individual placements. Robert Walters organizes its services into three main areas: specialist recruitment, recruitment outsourcing, and talent advisory. Its recruitment services cover permanent, temporary, interim, and executive hiring, while its outsourcing business includes recruitment process outsourcing (RPO) and contingent workforce solutions.
That makes Robert Walters relevant when a company needs something broader than sourcing a few remote employees. For example, a business might use it to recruit a specialist within a particular country, fill temporary positions, conduct an executive search, or outsource part of its internal recruiting operation.
Its global model also spans specialist areas including accounting and finance, banking, engineering, HR, technology, legal, sales and marketing, supply chain, and procurement.
What This Means for Employers
The decision comes down largely to the type of talent market you want access to.
If your goal is to build a remote team in Latin America with professionals who can collaborate during U.S. working hours, South is structured specifically for that hiring strategy.
If you're recruiting across multiple international markets, hiring locally in countries where Robert Walters has an established presence, or looking for services such as temporary recruitment, executive search, RPO, or talent advisory, Robert Walters offers a broader global infrastructure.
Neither approach serves exactly the same hiring need. South goes deeper into one nearshore talent market, while Robert Walters spreads its capabilities across a much wider global recruitment ecosystem.
South vs. Robert Walters: Talent Markets and Geographic Coverage
Geographic reach sounds like a simple numbers comparison, but more countries doesn't automatically mean better access to the talent your company actually needs. The more useful question is whether you want a recruitment partner with deep access to one region or a network that spans multiple international markets.
South and Robert Walters sit on opposite sides of that decision.
South: Focused on Latin American Talent
South concentrates its recruiting efforts on Latin America, helping U.S. companies hire full-time professionals across the region. Rather than spreading searches across unrelated global markets, South can source candidates based on the role, seniority, salary expectations, English proficiency, and working-hour requirements of the company hiring.
That specialization can be particularly valuable for businesses researching Latin America recruitment, nearshore staffing, or remote hiring, because they can search across several LATAM talent markets instead of restricting themselves to one country.
Countries such as Argentina, Brazil, Colombia, Mexico, Chile, and Costa Rica offer different combinations of technical talent, business professionals, salary levels, and language capabilities. The right location often depends on what you're hiring for, not which country has the largest workforce.
South recruits across functions including:
- Engineering and technology
- Finance and accounting
- Sales and business development
- Marketing
- Customer success and support
- Operations
- Design
- Administrative and executive support
South's current site positions its talent network around professionals who can work closely with U.S. companies, emphasizing English communication and overlapping working hours.
For a U.S. company building a distributed team, that geographic concentration can simplify the search. You get access to a broader regional talent pool while keeping collaboration relatively close to your existing working day.
Robert Walters: Recruitment Across Global Markets
Robert Walters offers a much wider international footprint. The company currently operates across 29 markets, giving employers access to recruitment support in parts of Europe, Asia-Pacific, Africa, the Americas, and other major business hubs.
That reach can help companies with offices or hiring needs across several countries. A multinational organization, for example, may need a finance professional in one market, a technology specialist in another, and an executive hire elsewhere.
Robert Walters can support those searches through local and regional recruiting teams while also providing international recruitment, recruitment outsourcing, and talent advisory services.
Its geographic reach therefore becomes particularly relevant when a company needs:
- Local talent in several international markets
- Recruitment support near existing overseas offices
- Country-specific labor market expertise
- Permanent, temporary, or interim professionals
- Executive recruitment across different regions
- A recruitment partner capable of supporting multinational hiring programs
Regional Depth or Global Reach?
The stronger option depends on the hiring strategy.
If your company already knows it wants to hire talent in Latin America, South's specialization means your search starts directly in the region you're targeting. This can be especially useful when your priorities are U.S. time-zone alignment, remote collaboration, access to LATAM salary markets, and building a long-term nearshore team.
Robert Walters offers greater geographic breadth. That can be valuable when hiring isn't centered on one region and your company wants recruitment capabilities across multiple established international markets.
South gives companies concentrated access to Latin America. Robert Walters gives companies a wider global recruitment network. Which advantage matters more depends on whether you're building a nearshore remote team or managing hiring needs across several parts of the world.
Roles and Industries You Can Hire For
Both South and Robert Walters recruit across several professional functions, so the difference isn't simply about which company has the longer list of job categories. The bigger distinction is how those roles fit into each company's hiring model.
South targets companies that want to build full-time remote teams in Latin America across multiple departments. Robert Walters has deeper roots in specialist professional recruitment, particularly for companies hiring permanent, contract, interim, or executive talent within established local and international markets.
Roles You Can Hire Through South
South recruits across technical, operational, creative, and customer-facing functions. That makes it possible for a company to start with one hire and gradually build a broader remote LATAM team without switching recruitment partners every time a new department needs support.
Common areas include:
- Engineering and technology: software engineers, QA professionals, DevOps engineers, data specialists, AI/ML talent, and technical support
- Finance and accounting: accountants, bookkeepers, financial analysts, billing specialists, AP/AR professionals, and payroll specialists
- Sales: SDRs, account executives, account managers, sales operations, and CRM specialists
- Marketing: content marketers, SEO specialists, paid media professionals, email marketers, designers, and growth marketers
- Customer experience: customer support representatives, customer success professionals, onboarding specialists, and technical support staff
- Operations and administration: executive assistants, virtual assistants, operations coordinators, recruiting coordinators, and data entry professionals
South's current talent offering spans engineering, finance, sales, marketing, operations, customer-facing roles, and other remote functions.
This breadth matters if you're researching LATAM staffing, remote recruitment, or nearshore teams because Latin America doesn't have to be limited to one department. A company might hire a developer first, then add an accountant, SDR, customer success manager, and marketing specialist as the business grows.
The common thread is that these roles can typically operate effectively as part of a distributed team and benefit from regular collaboration with U.S.-based colleagues.
Roles Robert Walters Recruits
Robert Walters also covers a wide range of professional disciplines, but its model is more closely tied to specialist recruitment and individual labor markets.
Its core areas include:
- Accounting and finance
- Banking and financial services
- Engineering
- Human resources
- Technology
- Legal
- Marketing
- Sales
- Supply chain
- Procurement
Robert Walters describes these as key global specialisms, while individual offices may develop additional expertise based on the needs of their local recruitment markets.
That structure can be valuable when a company needs highly specialized talent in a particular country or industry. For example, an employer could use Robert Walters for a senior finance hire, legal professional, procurement specialist, engineering role, or technology position in a market where the company already operates.
Its recruitment capabilities also extend to permanent, contract, and interim positions, giving employers more flexibility when the role doesn't necessarily need to become part of a long-term remote team.
Which Has the Better Role Coverage?
There's considerable overlap in functions such as technology, finance, sales, marketing, and operations, so job category alone may not decide the comparison.
The better question is how you want that person to work and where you want to hire them.
South is generally the stronger fit when the goal is to hire full-time remote professionals from Latin America and integrate them into an existing U.S. team. Its model also makes it easier to build cross-functional LATAM teams over time.
Robert Walters is more relevant when the company needs specialist professionals in particular local markets, temporary or interim talent, executive recruitment, or a broader international recruitment strategy.
For remote team building, South's cross-functional LATAM coverage is the bigger advantage. For specialist recruitment across different markets and employment arrangements, Robert Walters offers the broader model.
Recruiting and Candidate Vetting
A recruitment partner can have access to thousands of candidates and still create more work for your hiring team if the shortlist isn't well filtered. What matters is how much screening happens before a candidate reaches your inbox.
South and Robert Walters both use recruiters to narrow the candidate pool, but South publishes more detail about its vetting process for remote LATAM hires.
How South Screens Candidates
South starts by reviewing the role's scope, seniority, must-have skills, budget, and required time-zone overlap. From there, its recruiters use targeted sourcing, direct outreach, and referrals to build the candidate pipeline.
Candidates then move through a role-specific screening process that looks beyond their resume. South says its vetting includes:
- Relevant professional experience
- Communication skills and motivation
- Role-specific skills validation
- Work samples, portfolios, or practical exercises when appropriate
- English communication
- Remote work readiness
- Time-zone and schedule compatibility
- Reference checks
The assessment changes depending on the position. For technical roles, South focuses on practical problem-solving and previous project experience. For functions such as finance, operations, sales, and customer support, recruiters may review past work and use scenarios to understand how candidates prioritize and approach real situations.
English is also evaluated through both live conversation and work-style written communication, while remote readiness includes checking the candidate's work setup, connectivity, communication habits, and ability to manage their time effectively.
Once candidates make the shortlist, employers can receive their resumes, screening summaries, scorecard notes, relevant portfolios or work samples, and, when available, short video introductions.
For companies considering pre-vetted LATAM talent, this means much of the initial qualification work is completed before the company's own interviews begin.
How Robert Walters Approaches Candidate Screening
Robert Walters follows a more traditional specialist recruitment model, where consultants work with employers to understand the position and match suitable professionals to the opportunity.
Its consultants often specialize in particular professions and markets, allowing them to evaluate candidates using their knowledge of local salary expectations, skills demand, and hiring conditions. Robert Walters also emphasizes understanding candidates' experience and career goals before matching them with opportunities.
The exact candidate screening process can vary by service, country, role, and employment arrangement. Robert Walters supports permanent, temporary, interim, and executive recruitment as well as broader recruitment outsourcing programs, so a large RPO engagement may involve a different assessment process from a single specialist hire.
Robert Walters' recruitment materials also discuss interviews, skills and experience verification, references, and other forms of pre-employment vetting as important parts of the hiring process.
How Much Work Does Your Team Still Need to Do?
Neither service replaces the hiring manager's final interview and selection process. The real benefit is reducing the amount of time your internal team spends finding and filtering candidates who were unlikely to be a fit in the first place.
South's process is particularly structured around remote hiring in Latin America, so its screening puts additional weight on English communication, remote reliability, U.S. working-hour alignment, and the practical skills needed for a distributed role.
Robert Walters' approach suits companies that want a specialist recruiter with knowledge of a particular professional discipline or local labor market, especially for permanent, temporary, interim, or senior-level searches.
If your priority is a small shortlist of remote LATAM professionals already vetted for skills, communication, and remote readiness, South's vetting model aligns closely with that goal. If you're hiring across a wider variety of markets and employment arrangements, Robert Walters offers a broader specialist recruitment infrastructure.
Hiring Models and Flexibility
South and Robert Walters both offer more than one way to hire, but their flexibility solves different problems. South gives companies several ways to recruit and employ professionals in Latin America. Robert Walters offers a broader mix of recruitment and workforce solutions designed for permanent, temporary, interim, executive, and outsourced hiring needs.
That distinction matters because the right provider depends on whether you need one full-time employee, an entire remote team, temporary support, or help managing recruitment at scale.
South: Staffing, Headhunting, and EOR
South offers three main routes for companies hiring in Latin America.
Staffing is the most hands-off option. South sources and vets candidates, then bundles the professional's compensation, payroll, compliance, ongoing support, and its service into one monthly rate. Its standard staffing model has no minimum commitments, giving companies room to expand or adjust teams as hiring needs change.
Companies with their own employment infrastructure can instead use headhunting. South handles the recruitment process, the company pays a one-time placement fee after making a hire, and South manages the employment relationship separately.
The third option is South's Employer of Record (EOR) service. This is designed for companies that want to employ someone locally in Latin America without opening their own legal entity. South becomes the legal employer and manages:
- Local employment contracts
- Payroll in local currency
- Taxes and statutory contributions
- Benefits
- Employment compliance
- HR administration
- Terminations and offboarding
The client still manages the employee's responsibilities, performance, and everyday work.
This gives companies several ways to approach LATAM staffing, direct-hire recruitment, and international employment through the same regional partner. A business could use staffing while testing a new function, switch to direct recruitment when it has its own infrastructure, or use EOR when it wants to hire employees locally.
Robert Walters: Permanent, Temporary, Interim, and Outsourced Recruitment
Robert Walters offers a broader range of hiring arrangements through its specialist recruitment and recruitment outsourcing businesses.
Its specialist recruitment services currently cover:
- Permanent recruitment
- Temporary recruitment
- Interim management
- Executive search
Robert Walters also offers recruitment process outsourcing (RPO) and managed or contingent workforce solutions for companies that want to outsource more of their recruitment operations.
That opens up several scenarios that go beyond filling individual vacancies.
A company might use Robert Walters for a permanent finance hire, bring in an interim executive for a transformation project, recruit temporary professionals to cover short-term demand, or outsource part of its talent acquisition function through RPO.
Robert Walters describes recruitment outsourcing as a model where organizations can transfer all or part of their recruitment needs to the provider. Its broader service portfolio also includes talent advisory around areas such as market intelligence, talent development, and the future of work.
Which Model Gives You More Flexibility?
It depends on what kind of flexibility your company actually needs.
For companies building long-term remote teams in Latin America, South's flexibility comes from combining recruiting with different employment structures. You can use South to find the person and then choose a staffing, direct-hire, or EOR arrangement based on how much employment administration you want to manage.
Robert Walters offers broader flexibility at the workforce-strategy level. Its combination of permanent recruitment, temporary staffing, interim management, executive search, RPO, and managed workforce services makes it better suited to organizations with several distinct hiring needs happening at once.
South offers more flexibility within a LATAM remote hiring strategy, while Robert Walters offers more flexibility across recruitment types and workforce programs.
South vs. Robert Walters Pricing and Cost Structure
Pricing is one of the harder parts of a South vs. Robert Walters comparison because the two companies structure their services differently. South publishes a clear all-in staffing model, while Robert Walters' fees depend more heavily on the type of recruitment service, market, and engagement.
That means the best comparison isn't simply “Which agency charges the lower fee?” Companies should look at the total cost of filling and maintaining the role, including compensation, recruiting, payroll, compliance, and any ongoing workforce support.
How South's Pricing Works
South uses a flat monthly rate for its standard staffing service. The monthly invoice combines the professional's compensation with South's service, so companies receive one recurring cost per hire.
That rate covers:
- Candidate sourcing and recruiting
- Vetting and screening
- The professional's compensation
- Payroll administration
- Compliance support
- Ongoing account support
- Replacement coverage
There are no deposits, setup fees, cancellation fees, or minimum hiring commitments, and companies only begin paying after they make a hire.
Exact rates vary by position and seniority. South also publishes typical costs across different roles, so employers researching LATAM staffing costs, remote employee costs, or Latin America salaries can get an early idea of their potential budget before requesting a specific quote.
For companies that only need recruiting, South also offers a headhunting model with a one-time fee and a 120-day replacement guarantee.
This makes the pricing model relatively straightforward:
Professional compensation + South's recruiting and employment support = one consolidated monthly invoice.
How Robert Walters' Pricing Works
Robert Walters doesn't publish one universal price for its recruitment services. Fees vary by country, position, compensation level, hiring model, and scope of the engagement.
For permanent recruitment, agency fees are commonly calculated as a percentage of the candidate's compensation. Robert Walters' own materials discuss several possible recruitment fee structures, including flat placement fees, single-percentage models, and sliding percentage structures based on salary bands.
Specific terms can also vary by local Robert Walters office. For example, published terms from its Hong Kong business calculate contingent permanent recruitment fees as a percentage of the candidate's annual remuneration package. That illustrates why companies should request local terms rather than assume one global Robert Walters recruitment fee applies everywhere.
Pricing becomes even more customized for services such as:
- Temporary staffing
- Interim management
- Executive search
- Recruitment Process Outsourcing (RPO)
- Contingent workforce management
- Talent advisory
A company considering Robert Walters will generally need to speak with the relevant local team and request a proposal based on its particular hiring requirements.
South vs. Robert Walters Pricing Comparison
Compare Total Hiring Cost, Not Just the Agency Fee
Recruitment fees only tell part of the story.
Suppose one company charges a higher placement fee but gives you access to a candidate with a lower total compensation requirement. Or another provider bundles payroll, compliance, and recruiting into one invoice while the alternative leaves those expenses with your internal team.
The better calculation is:
Salary + recruiting fees + payroll + benefits + compliance + internal administration + replacement risk = total hiring cost
This is especially important when comparing U.S. hiring costs, global recruitment fees, and nearshore staffing costs.
South's main cost advantage comes from the market where it recruits. Compensation for professionals in Latin America can be significantly lower than equivalent U.S. salaries, and South says LATAM salaries can be 30% to 80% below U.S. equivalents depending on the role and seniority. South's pricing page also states that companies commonly achieve substantial annual savings by hiring in the region.
Robert Walters gives employers access to a much broader range of hiring markets and workforce services, so cost depends more on where the position is located and what recruitment solution the company needs.
For a fair comparison, ask both providers to price the same role, seniority level, and hiring scenario. Then compare the first-year cost of the hire and the services included, rather than looking at the recruitment fee in isolation.
South's pricing is easier to evaluate when you're building a long-term remote LATAM team. Robert Walters' pricing is more engagement-specific, reflecting its wider range of recruitment and workforce solutions.
Cost Savings: U.S. and Global Hiring vs. Latin America
The biggest potential cost difference between South and Robert Walters usually doesn't come from the recruitment fee itself. It comes from where the person is hired.
Robert Walters can recruit across a wide range of global markets, so compensation will generally reflect the salary expectations of the country where the role is based. South concentrates on Latin America, where professional salaries are often considerably lower than comparable U.S. compensation.
South says companies typically save around 50% to 70% when hiring comparable talent in Latin America, while salaries across the region can be 30% to 80% lower than U.S. equivalents depending on the role, seniority, and country.
That can change the economics of building an entire team.
Why LATAM Hiring Can Cost Less
Lower compensation in Latin America doesn't necessarily mean hiring less experienced professionals. Salary expectations are shaped by local labor markets and cost of living, so a professional with strong experience can command a competitive local salary while still costing considerably less than a comparable U.S.-based hire.
For companies researching LATAM salary savings, nearshore hiring costs, or cost-effective remote teams, the savings can come from several places:
- Lower base salary requirements than many U.S. markets
- Lower total compensation costs
- Reduced pressure to compete with high-cost U.S. tech and business hubs
- Fewer relocation or visa-related expenses for remote positions
- One consolidated staffing cost when using South's standard model
South's pricing model also bundles recruiting, vetting, payroll, compliance, ongoing support, and the professional's compensation into a single monthly rate, making the overall cost easier to forecast.
Savings Vary Significantly by Role
No single percentage applies to every hire.
South's published role benchmarks show savings can vary substantially by position. For example, some marketing and creative roles show potential savings of more than 50%, while other specialized or senior roles may have a narrower gap.
That means companies should compare candidates at the same experience level rather than assuming every LATAM professional will cost a fixed percentage less.
A better comparison looks like this:
Cost Savings Become More Meaningful as the Team Grows
Saving a few thousand dollars on one hire can matter. Saving it across five, 10, or 20 hires can materially change a company's operating budget.
Imagine a company needs to build a five-person team across engineering, finance, customer success, marketing, and operations. If each LATAM hire costs meaningfully less than an equivalent U.S. professional, the annual difference can reach six figures while the company still maintains substantial working-hour overlap with its U.S. team.
South itself recently highlighted a company rebuild where its founder's software business staffed a new team with 70% average salary savings compared with U.S. rates. That example isn't a universal benchmark, but it shows how geographic salary differences can compound when you hire several roles at once.
Where Robert Walters Can Still Make Financial Sense
Lower salaries aren't always the main objective.
Robert Walters may make more financial sense when a company needs specific local expertise, temporary talent, an interim leader, executive search, or recruitment outsourcing in a market where the role must physically or legally be based.
For example, hiring a country manager for an existing European office isn't directly comparable with hiring a remote LATAM employee. The geography is part of the job requirement.
That's why the cost comparison should start with the role itself.
If the position can be performed remotely and your company is comfortable hiring internationally, Latin America can create a substantial compensation advantage. If the position must be based in a particular country, Robert Walters' broader global recruiting network may be more relevant, even when overall hiring costs are higher.
For companies with location-flexible roles, South's LATAM model makes cost savings central to the hiring strategy rather than simply negotiating a lower recruitment fee.
Remote Hiring and Time-Zone Compatibility
Remote hiring works best when geography creates an advantage, not another coordination problem. A talented employee who's routinely six or eight hours away from the rest of the team can still succeed, but everyday collaboration becomes harder.
For U.S. companies, time-zone alignment is one of South's clearest advantages over broader global recruitment.
South: Built Around Nearshore Collaboration
South recruits specifically across Latin America, where working hours generally overlap closely with U.S. business hours.
South says interviews can be scheduled around a company's preferred working-hour overlap, and its remote hiring guide highlights examples such as Argentina and Brazil being close to Eastern Time.
That makes a meaningful difference for remote team collaboration.
A LATAM-based employee can typically participate in:
- Morning standups
- Live Slack or Teams conversations
- Customer meetings
- Sales calls
- Pair programming
- Design reviews
- Finance and operations meetings
- Same-day feedback and approvals
Instead of building workflows around long asynchronous delays, teams can communicate throughout the workday.
This is especially useful for roles where frequent interaction matters. For example, an executive assistant working directly with a U.S. founder benefits from being available during the same hours. The same applies to customer success managers, SDRs, software engineers, accountants, project managers, and other professionals who regularly collaborate with U.S.-based colleagues.
South also screens candidates around schedule compatibility and remote readiness, so companies can make working-hour requirements part of the search from the beginning.
For employers comparing nearshore hiring, offshore hiring, and remote staffing, this can make Latin America particularly attractive: you still gain access to an international talent pool without introducing a major time-zone gap.
Robert Walters: Remote, Hybrid, and Location-Based Hiring
Robert Walters operates differently because its recruitment network spans 29 markets rather than concentrating on one nearshore region.
As a result, time-zone compatibility depends on the market you're hiring in.
A Robert Walters recruiter could help a company find talent in a country that closely matches the employer's working hours, or the search could take place in a market several time zones away. The company also supports recruitment for office-based, hybrid, flexible, or remote roles, depending on the position and local market.
Robert Walters' own talent research reflects this broader approach to workplace flexibility. Its research has covered remote, hybrid, and flexible working arrangements as employers reconsider how location affects attraction and retention.
That's useful when a company needs flexibility around where a role is based, especially if it already operates internationally.
Nearshore vs. Global Remote Hiring
The practical difference becomes clearer when you compare the two approaches:
Neither model requires every company to adopt the same working arrangement.
The difference is that South makes nearshore collaboration part of the hiring strategy from the start. The talent search is already concentrated in a region where U.S. employers can realistically expect substantial overlap in working hours.
Robert Walters gives employers more geographic options, which can matter when an employee needs to sit near a specific office, customer base, or international operation.
For a company whose main objective is building a full-time remote team that can work alongside U.S. employees in real time, South has the more naturally aligned talent market. If location requirements vary by role across several countries, Robert Walters' broader international footprint becomes more useful.
Hiring Speed and Scalability
Hiring speed matters most when you can repeat it. Filling one role quickly is useful; hiring several people without the process becoming chaotic is much more valuable for a growing company.
South and Robert Walters can both support multiple hires, but they scale differently. South is designed to help companies build remote LATAM teams quickly, while Robert Walters has the infrastructure to support both individual specialist searches and larger recruitment outsourcing programs.
How Fast Can You Hire With South?
South currently reports an average time to hire of about 16 days across its placements. The exact timeline depends on factors such as the role, seniority, compensation, interview process, and how quickly the hiring company gives feedback.
For many searches, South says employers can receive an initial shortlist within days. More specialized engineering, leadership, or niche roles may take longer because the vetting process is deeper.
That speed is partly supported by South's focus on Latin America recruitment. Instead of beginning every search across an unrestricted global market, recruiters can target a defined regional talent pool based on:
- Role and seniority
- Required technical or professional skills
- English proficiency
- Salary expectations
- U.S. time-zone overlap
- Remote work experience
South can also run several searches simultaneously. If a company needs to build an entire function, multiple roles can move through sourcing, vetting, and interviewing in parallel rather than being filled one at a time.
That makes the model particularly useful for startup hiring, scaling remote teams, and companies expanding departments such as engineering, finance, sales, marketing, customer support, or operations.
Scaling From One Hire to an Entire LATAM Team
South's model doesn't require companies to start with a large recruitment project.
A company could begin with one software engineer, then add another engineer, a customer success manager, an accountant, and an SDR as demand grows. Because the same partner can continue recruiting across functions, the company doesn't need a separate specialist agency for every new department.
South says it has now placed more than 1,000 professionals and works with more than 300 companies, giving it experience supporting both individual hires and growing remote teams.
For companies pursuing nearshore team building, the advantage is straightforward: hiring can grow incrementally.
You can start with the role that's creating the biggest bottleneck and expand the team once the business case is proven.
How Robert Walters Handles Scale
Robert Walters has a different advantage when hiring volume becomes much larger or more complex.
Its specialist recruitment business is designed primarily around individual permanent, temporary, contract, interim, and executive placements. For companies that need higher-volume recruitment, Robert Walters also operates a dedicated recruitment outsourcing business.
Through Recruitment Process Outsourcing (RPO), Robert Walters can manage high-volume permanent hiring. Its Managed Service Provider (MSP) solutions can do the same for non-permanent or contingent workforces. Robert Walters describes these services as distinct from traditional agency recruitment because they're structured around ongoing, higher-volume hiring programs.
An RPO arrangement can involve Robert Walters managing all or specific parts of the recruitment process, potentially functioning as an extension of the client's internal talent acquisition team.
That makes it relevant for large-scale recruitment, particularly when an organization needs:
- High-volume permanent hiring
- Contingent workforce management
- Recruitment across multiple departments
- Dedicated recruiting resources
- Long-term outsourced talent acquisition
- Hiring programs spanning several countries
South vs. Robert Walters for Scaling Hiring
Which Is Better for Fast Growth?
The answer depends on what “scaling” looks like for your company.
If you're building a remote team in Latin America and want to hire several professionals across different functions, South offers a relatively simple path from one hire to a larger distributed team. Its ability to run searches in parallel and its reported 16-day average time to hire can be especially useful when headcount needs to grow quickly.
Robert Walters becomes more compelling when hiring scale means formal recruitment outsourcing. Its RPO and MSP services are designed specifically for organizations managing sustained hiring volumes rather than a series of individual placements.
South is built for companies scaling a LATAM team. Robert Walters is better equipped for companies scaling an entire recruitment operation.
Payroll, Compliance, and Ongoing Support
Recruitment doesn't always end when a candidate signs an offer. For international teams, payroll, contracts, taxes, benefits, and local employment rules can matter as much as finding the right person in the first place.
This is another area where South and Robert Walters take different approaches.
South: Recruitment Plus Employment Support in Latin America
South can stay involved after the hire through its staffing and Employer of Record (EOR) services.
With South's EOR model, the company becomes the legal employer for the LATAM professional while the client continues managing the employee's day-to-day work. South handles the local employment infrastructure, including:
- Employment contracts
- Payroll
- Local taxes and statutory contributions
- Benefits administration
- Payslips
- Compliance
- Compensation changes
- Terminations and offboarding
Companies receive one consolidated monthly invoice in U.S. dollars, while South pays the employee in local currency and remits the required taxes and social contributions.
That can simplify international payroll, LATAM employment compliance, and Employer of Record services for companies that don't already have legal entities across Latin America.
It also offers different levels of support depending on how companies want to hire. A business with its own local employment setup may only need South for recruiting. Another may prefer staffing or EOR support so it doesn't have to build payroll and compliance infrastructure from scratch.
The distinction matters: South can remain part of the employment relationship after recruiting ends, especially when the client uses its staffing or EOR model.
Robert Walters: Support Depends on the Recruitment Solution
Robert Walters' core services center on specialist recruitment, recruitment outsourcing, and talent advisory. Its standard permanent recruitment relationship differs from South's EOR model: once a permanent candidate joins the client's organization, the employer generally manages the ongoing employment relationship.
However, Robert Walters can provide considerably more operational support through its larger recruitment outsourcing engagements.
Its outsourcing services include RPO and MSP solutions that can help organizations manage permanent recruitment, temporary recruitment, contingent workforces, and related recruitment processes. Robert Walters' current policies describe these services as business process outsourcing for permanent and temporary recruitment, contingent workforce management, supply chains, and labor supply.
Robert Walters' recruitment outsourcing capabilities have also historically included areas such as:
- Candidate management
- Pre-employment screening
- Compliance and risk management
- Payroll and invoice management
- Vendor management
- Recruitment technology
- Workforce planning
- Recruitment analytics
These services are typically configured to the client's needs rather than offered as a standardized package.
Employment Compliance vs. Recruitment Compliance
There's an important distinction between the two models.
South's EOR service handles employment compliance directly. If a U.S. company hires an employee in Colombia, Argentina, Mexico, or another supported LATAM market through EOR, South handles the local employment obligations associated with that hire.
Robert Walters' outsourcing model can handle extensive recruitment and workforce compliance, such as candidate checks, hiring policies, contingent workforce processes, and governance. Its RPO materials also emphasize compliance checks and governance throughout the recruitment process.
Those aren't quite the same service.
Which Model Requires Less Internal Administration?
If you're building a remote team in Latin America and don't have local entities or payroll infrastructure, South can remove a significant amount of administrative work. Recruiting, employing, paying, and supporting the hire can all sit within the same LATAM-focused relationship.
That can be particularly valuable for companies exploring international hiring, global payroll, or EOR services in Latin America for the first time.
Robert Walters offers a different kind of administrative leverage. Its recruitment outsourcing business can extend a company's talent acquisition function, handling large portions of recruiting operations, contingent workforce management, compliance, and supplier coordination. Robert Walters continues to position recruitment outsourcing as one of its three core global service lines.
So the decision comes back to what you want to outsource.
Choose South's model when you want support managing the actual employment of remote LATAM hires. Robert Walters becomes more relevant when you want to outsource recruitment operations or manage a broader contingent workforce program.
Recruitment Outsourcing and RPO
Recruitment Process Outsourcing, or RPO, becomes relevant when a company needs more than help filling individual roles. Instead of hiring an agency vacancy by vacancy, the company outsources part or all of its recruiting operation to an external provider.
This is one of the clearest areas where Robert Walters offers a service that South isn't primarily built around.
How Robert Walters' RPO Model Works
Robert Walters offers recruitment outsourcing as a core service line, alongside specialist recruitment and talent advisory.
Through RPO, Robert Walters can take responsibility for parts of the permanent hiring process or manage the entire recruitment function for a client. Depending on the engagement, that can include:
- Workforce planning
- Sourcing and candidate attraction
- Screening and assessment
- Interview coordination
- Offer management
- Recruitment technology
- Reporting and analytics
- Compliance and governance
- Employer branding support
- Recruitment process improvement
Robert Walters also supports contingent workforce programs through managed service solutions that help companies coordinate temporary workers, suppliers, and other non-permanent talent.
That makes RPO especially relevant for large companies, rapidly expanding organizations, or businesses with consistent hiring volume across multiple departments.
South Takes a More Direct Hiring Approach
South isn't positioned as an RPO provider. Its model is more direct: a company tells South what roles it needs, and South helps source, vet, and hire professionals in Latin America.
That can include multiple simultaneous searches and ongoing team expansion, but the client generally keeps ownership of its internal talent strategy and hiring decisions.
South can then support the employment side through staffing or Employer of Record services, which means the relationship can continue after the candidate is hired.
The distinction is useful:
South helps you build the team. RPO can help you run the recruiting function that builds the team.
When Does RPO Make Sense?
RPO usually becomes more attractive when recruitment itself becomes an operational challenge.
For example, it may make sense when a company is:
- Hiring dozens or hundreds of employees annually
- Recruiting across several departments or countries
- Struggling to maintain consistent hiring processes
- Managing multiple recruitment agencies
- Building an internal talent acquisition function from scratch
- Looking for better recruitment analytics and workforce planning
- Trying to standardize candidate experience across a large organization
For a company hiring five remote professionals in Latin America, a full RPO engagement may be more infrastructure than it needs. A specialized partner like South can provide a simpler route to candidates without requiring the company to outsource its broader recruiting operation.
For a multinational company managing a large pipeline of permanent and contingent hiring, Robert Walters' RPO and workforce solutions can offer deeper support.
South vs. Robert Walters for Recruitment Outsourcing
For most startups and growing companies building remote teams, South's simpler recruitment model may be enough. You get help finding and hiring the professionals you need without outsourcing your entire talent acquisition operation.
Robert Walters becomes more compelling when the problem moves beyond filling vacancies to managing recruitment as a large-scale business function.
Which Is Better for Startups, Growing Companies, and Large Companies?
Company size matters, but the type of hiring problem matters more.
A startup building its first remote team has very different needs from a large company outsourcing hundreds of hires. South and Robert Walters can both support growing organizations, but they're strongest at different points in that spectrum.
Robert Walters says it works with startups, medium-sized businesses, and leading global organizations, while its broader model spans specialist recruitment, recruitment outsourcing, consultancy, and talent advisory. South focuses more narrowly on helping companies build remote teams with Latin American professionals and currently reports a 16-day average time to hire, 1,000+ professionals placed, and 300+ client companies.
For Startups
Startups usually need speed, flexibility, and predictable hiring costs.
A company may need a senior developer this month, an SDR next month, and a finance hire once revenue grows. It may also lack an internal recruiting team or the legal infrastructure to employ people across multiple countries.
That's where South can be particularly useful.
Its staffing model combines recruiting, vetting, payroll, compliance, and the professional's compensation into one monthly invoice. Companies can start with a single hire, there are no minimum commitments, and additional roles can be added as the team grows.
For startups exploring LATAM hiring, remote staffing, or nearshore teams, this can keep the process relatively simple while preserving access to experienced professionals across engineering, sales, marketing, finance, and operations.
Robert Walters can also recruit for startups, particularly when the company needs a specialist hire in one of its established markets. However, services such as large-scale RPO or contingent workforce management will usually become more relevant as hiring volume and organizational complexity increase.
For Growing Companies
Growing companies often sit in the middle.
They may already have an HR or People team, but recruiters are stretched. Several departments may be hiring at once, and leadership is starting to care more about cost per hire, salary benchmarking, retention, and how easily headcount can scale.
South can work well when that growth strategy includes Latin America.
A company can hire across multiple functions while keeping the same recruitment partner, and South's combination of staffing, headhunting, and Employer of Record services gives employers flexibility in how they engage each professional.
This can help a company that starts with three LATAM hires and eventually grows that group into an entire department.
Robert Walters becomes increasingly attractive when a company's needs span multiple countries, employment types, or recruitment programs. Its global footprint and specialist recruitment infrastructure allow growing organizations to use the same talent partner for permanent, temporary, interim, and other hiring needs.
For Large Companies
Large companies shouldn't automatically default to Robert Walters simply because it's the larger global provider.
The better choice depends on the project.
If a large U.S. company wants to build a 20-person finance, engineering, customer support, or operations hub in Latin America, South's regional specialization can still make it the more relevant partner. A focused LATAM hiring initiative doesn't necessarily require a global RPO program.
South's model can also appeal to procurement and finance teams that want:
- One LATAM recruitment partner
- Consolidated monthly invoicing
- Salary benchmarking
- Payroll and compliance support
- No minimum commitments
- Replacement coverage
- Cross-functional hiring through one provider
South's staffing model includes a consolidated monthly invoice and no minimum commitment, making it possible to expand LATAM headcount without committing to a large outsourced recruitment program upfront.
Robert Walters has a clearer advantage when the company needs to manage recruitment itself at scale.
Its current business includes specialist recruitment, recruitment outsourcing, consultancy, and talent advisory, and recruitment outsourcing represented 19% of Group net fee income in Q1 2026. Robert Walters also reported growth from an expanded permanent volume-hiring contract, illustrating the kind of large-scale program its outsourcing business is designed to support.
That can make Robert Walters a stronger fit for organizations that need:
- Enterprise-wide RPO
- High-volume permanent hiring
- Contingent workforce programs
- Recruitment across several countries
- Temporary and interim staffing
- Executive search
- Workforce consulting
- Talent market intelligence
South vs. Robert Walters by Company Scenario
Company Size Isn't the Deciding Factor
The most useful question isn't “Which company is better for startups?” or “Which one is better for large companies?”
Ask what you're trying to build.
If your company wants a long-term remote team in Latin America, South remains relevant whether you're a 20-person startup or a large organization with thousands of employees.
If your needs extend to high-volume recruitment outsourcing, temporary staffing, workforce consulting, and multi-country talent programs, Robert Walters has infrastructure built specifically around those requirements. Its current strategy explicitly targets the broader talent agenda through recruitment, outsourcing, consultancy, and advisory services.
South is strongest when Latin America is central to the hiring strategy. Robert Walters becomes stronger as the recruitment problem expands across markets, workforce types, and large-scale talent operations.
South vs. Robert Walters: Pros and Considerations
By this point, the difference is fairly clear: South is more specialized around building remote teams in Latin America, while Robert Walters offers a broader global recruitment and workforce model.
Here’s a quick summary of the main tradeoffs.
South Pros
- Specialized focus on Latin America recruitment
- Strong U.S. time-zone overlap for remote teams
- Cross-functional hiring across engineering, finance, sales, marketing, operations, support, and other roles
- Staffing, headhunting, and Employer of Record services
- Payroll and compliance support available after the hire
- One consolidated monthly invoice under the staffing model
- No minimum commitments for standard staffing
- Salary benchmarking across LATAM markets
- Pre-vetted candidates screened for skills, communication, and remote readiness
- Potentially substantial savings compared with equivalent U.S. hires
South is particularly attractive for companies that want to build a long-term nearshore team rather than simply fill an isolated vacancy.
South Considerations
South's specialization also defines where it fits best.
Its recruiting network is centered on Latin America, so companies that need employees based in Europe, Asia-Pacific, or other regions will need a different provider for those searches.
South also isn't primarily designed for large-scale RPO, temporary staffing programs, interim management, or contingent workforce management. Companies looking to outsource their entire recruitment operation may need a broader workforce provider.
Robert Walters Pros
- Recruitment capabilities across multiple international markets
- Strong specialist recruitment infrastructure
- Permanent recruitment
- Temporary and interim hiring
- Executive search
- Recruitment Process Outsourcing (RPO)
- Contingent workforce solutions
- Talent advisory and market intelligence
- Support for complex, multi-country hiring programs
- Established capabilities for large-volume recruitment
Robert Walters can be especially useful when a company needs several different types of recruitment support under one global talent strategy.
Robert Walters Considerations
Robert Walters' broad model can be more than some companies need.
A business whose main objective is simply to hire five or 10 remote professionals in Latin America may have little use for RPO, contingent workforce management, or a worldwide recruitment network.
Pricing can also be less straightforward because fees vary by service, role, country, and engagement. Employers generally need to request a proposal to understand the full cost of a particular search or workforce program.
For remote U.S. companies, geographic breadth also doesn't automatically translate into better collaboration. Hiring through a global network may place candidates across very different time zones, while South's LATAM focus naturally keeps most hires much closer to U.S. working hours.
Quick Comparison
The choice becomes easier once you define the hiring objective. If Latin America is central to the strategy, South's specialization is the advantage. If the company needs broader global recruitment infrastructure, multiple workforce models, or recruitment outsourcing, Robert Walters brings more depth in those areas.
South vs. Robert Walters: Which Should You Choose?
South and Robert Walters are both legitimate recruitment partners, but they’re optimized for different hiring strategies.
The better choice depends on three questions:
- Where do you want to hire?
- What kind of employment model do you need?
- How much of the recruiting process do you want to outsource?
Choose South If You Want to Build a Remote LATAM Team
South is the stronger fit when Latin America is already part of your hiring strategy.
That can include companies looking for:
- Full-time remote professionals in Latin America
- Strong overlap with U.S. working hours
- Lower compensation costs than many U.S. markets
- Recruiting across multiple business functions
- Staffing, headhunting, or Employer of Record services
- Payroll and compliance support after the hire
- One partner for building a larger nearshore team over time
South is especially useful for companies that want to expand headcount without building local recruiting, payroll, and compliance infrastructure in every LATAM market they enter.
A startup might use South to hire its first engineer or executive assistant. A growing company could build an entire finance, customer success, marketing, or development team. A larger company could use the same model to create a nearshore function with dozens of professionals.
The common denominator is that Latin America is part of the workforce strategy, not simply another place to search for candidates.
Choose Robert Walters If You Need Broader Global Recruitment
Robert Walters becomes more relevant when the hiring challenge extends beyond one region or one type of recruitment.
Its wider service portfolio can suit companies that need:
- Permanent recruitment in specific international markets
- Temporary or interim professionals
- Executive search
- Recruitment across several countries
- Recruitment Process Outsourcing (RPO)
- Contingent workforce management
- Talent advisory and market intelligence
- Large-scale or complex recruitment programs
That makes Robert Walters particularly useful for companies with established global operations or organizations that want an external provider to manage more of their talent acquisition function.
A Simple Way to Decide
If you’re still comparing the two, use the hiring problem as the deciding factor.
No single recruitment company is universally better.
South is the more specialized choice for companies building remote teams in Latin America. Robert Walters is the broader choice for companies managing global recruitment, temporary hiring, executive search, or outsourced talent acquisition at scale.
If your goal is specifically to hire experienced professionals in Latin America while keeping strong U.S. time-zone alignment and controlling total labor costs, South is likely the more direct fit.
Build Your LATAM Team With South
If your main goal is to hire experienced professionals in Latin America, you probably don’t need a global recruitment network spanning dozens of markets. You need a partner that already knows where to look, what competitive compensation looks like, and how to find candidates who can work closely with your U.S. team.
South helps companies find and hire pre-vetted remote talent across Latin America in engineering, finance, sales, marketing, customer support, operations, and other business functions.
Depending on how you want to hire, South can support you through staffing, direct recruitment, or Employer of Record services. That means you can use the same LATAM hiring partner whether you need one critical hire today or plan to build a larger nearshore team over time.
You’ll also get support with salary benchmarking, candidate screening, and finding professionals who match your skills, experience, English, and time-zone requirements.
Tell us who you need, and start meeting qualified LATAM candidates. Schedule a free call today!
Frequently Asked Questions (FAQs)
Is South or Robert Walters better for remote hiring?
South is generally the stronger fit for companies specifically looking to hire full-time remote professionals in Latin America. Its recruiting model is built around remote LATAM talent, U.S. time-zone overlap, English screening, and long-term team building.
Robert Walters can also recruit for remote roles, but its model is broader and includes local, hybrid, temporary, interim, executive, and outsourced recruitment across multiple international markets.
Is Robert Walters a staffing agency or recruitment company?
Robert Walters is a global talent solutions company offering specialist recruitment, recruitment outsourcing, and talent advisory services.
Its services can include permanent recruitment, temporary hiring, interim management, executive search, Recruitment Process Outsourcing (RPO), and contingent workforce solutions.
Does Robert Walters recruit internationally?
Yes. Robert Walters operates across multiple international markets and supports companies with local and cross-border recruitment needs.
Its global footprint makes it particularly relevant for organizations recruiting in several countries or managing broader international hiring programs.
Does South only recruit in Latin America?
Yes. South specializes in recruiting professionals from Latin America.
That regional focus allows South to concentrate on LATAM salary benchmarks, remote talent pools, U.S. time-zone alignment, English proficiency, and nearshore hiring rather than operating as a general global recruitment agency.
Does Robert Walters offer RPO?
Yes. Robert Walters provides Recruitment Process Outsourcing (RPO) as part of its recruitment outsourcing services.
RPO can allow companies to outsource part or all of their permanent recruiting operation, including sourcing, screening, process management, recruitment technology, reporting, and other talent acquisition functions.
South isn't primarily an RPO provider. Its model focuses more directly on sourcing and hiring professionals for companies building teams in Latin America.
Can South handle payroll and compliance?
Yes. South can provide payroll and compliance support through its staffing and Employer of Record services.
Depending on the hiring arrangement, South can manage local payroll, employment contracts, statutory contributions, benefits, and other employment administration for LATAM professionals.
Which is better for hiring multiple employees?
It depends on the type of hiring program.
South can be a strong choice when you're hiring several remote professionals in Latin America, including cross-functional teams spanning engineering, finance, sales, marketing, customer success, and operations.
Robert Walters may be better suited to very large or complex hiring programs that require RPO, contingent workforce management, temporary hiring, or recruitment across several international markets.
Is South or Robert Walters better for startups?
South can be particularly attractive for startups that want to build remote teams while keeping hiring costs predictable and gaining access to LATAM salary markets.
Companies can start with one hire and expand gradually without committing to a large recruitment outsourcing program.
Robert Walters can also work with startups, particularly when they need specialist talent in markets where the company has established recruiting operations.
How much does Robert Walters charge employers?
Robert Walters doesn't have one universal recruitment price that applies across every market and service.
Fees vary by country, role, compensation level, recruitment model, and scope of the engagement. Permanent recruitment may use placement-based fees, while executive search, temporary staffing, RPO, and workforce solutions can follow different pricing structures.
Companies should request a proposal from the relevant Robert Walters office for an accurate estimate.
How much does it cost to hire through South?
South's costs depend on the role, seniority, compensation, and hiring model.
Under its standard staffing model, companies receive one monthly invoice that can include the professional's compensation, recruiting, payroll, compliance, ongoing support, and replacement coverage.
Companies can also use South for direct recruitment or Employer of Record services when they prefer a different employment structure.
You can review current options on South's pricing page.
What is the main difference between South and Robert Walters?
The biggest difference is specialization.
South focuses on helping companies build remote teams with Latin American talent. Robert Walters provides a broader global mix of specialist recruitment, temporary hiring, executive search, recruitment outsourcing, and talent advisory services.
If your priority is LATAM hiring, nearshore collaboration, and building a long-term remote team, South is likely the more focused option. If your hiring needs span multiple countries and workforce models, Robert Walters may offer the broader infrastructure.
