The Office, Outsourced: What Would Michael, Pam, and Dwight's Salaries Be in Latin America?

Imagine if The Office took a 2025 twist, with Michael Scott leading his team not from Scranton, Pennsylvania, but from a Zoom room, managing a fully remote team based in Latin America. Sounds wild? Well, not really.

As remote work becomes the norm and outsourcing grows more strategic, U.S. companies are discovering that building high-performing teams abroad isn’t just possible; it’s smart business. Latin America, in particular, offers an incredible mix of cost-effectiveness, skilled talent, and real-time collaboration thanks to overlapping time zones and strong English proficiency.

In this article, we’re taking a fun and practical look at what it would cost to run Dunder Mifflin if the team were hired remotely from Latin America instead of the U.S. We’ll match each character to their real-world job title, compare average salaries in both regions, and show just how much a business could save by hiring south of the border, without compromising on quality or culture.

So, whether you’re a startup founder, HR leader, or just a fan of Michael, Pam, and Dwight, let’s explore what remote hiring would look like… sitcom style.

Meet the Dunder Mifflin Team (and Their Real-World Roles)

Before we dive into salary comparisons, let’s break down the iconic cast of The Office into their real-world job roles; the kind you’d actually hire for in a modern remote team. From sales and HR to customer service and accounting, this fictional paper company had all the key departments covered.

Here’s how each character maps to a real business function:

Michael Scott – Branch Manager / General Manager
The big boss. Michael may be unconventional (to say the least), but his role is essential: overseeing day-to-day operations, managing staff, and ensuring targets are hit.

Jim Halpert – Account Manager / Sales Executive
Charming and laid-back, Jim builds client relationships and closes deals. He’s your go-to for business development and maintaining accounts.

Dwight Schrute – Senior Sales Executive / Assistant Regional Manager
Driven, intense, and oddly effective. Dwight handles top-tier clients and leads sales efforts with… unparalleled enthusiasm.

Pam Beesly – Receptionist / Office Administrator
The warm heart of the office. Pam handles communications, scheduling, and general admin tasks to keep things running smoothly.

Angela Martin – Accountant
Detail-oriented and by-the-book, Angela manages payroll, expenses, and financial records with a strict eye.

Oscar Martinez – Senior Accountant
The office's financial brain. Oscar brings insight, strategic thinking, and strong analytical skills to complex financial tasks.

Kevin Malone – Junior Accountant
While Kevin’s methods might be questionable, in the real world, this role supports senior accountants with basic bookkeeping and financial entries.

Ryan Howard – Marketing Assistant / Intern
The classic junior team member looking to climb fast. Ryan’s tasks include research, campaign support, and marketing coordination.

Kelly Kapoor – Customer Support / Customer Success Representative
Energetic and chatty, Kelly handles customer inquiries, manages satisfaction, and ensures clients stay engaged.
‍

Toby Flenderson – HR Manager
Quiet, diligent, and constantly dodging Michael’s disdain, Toby handles recruiting, compliance, employee relations, and company policies.

Creed Bratton – Compliance Officer / Quality Control
Mysterious and unpredictable, but in the real world, someone in Creed’s role would monitor regulations, workplace safety, and documentation.

Stanley Hudson – Sales Representative
Low-drama and deadline-driven, Stanley works the phones and manages his sales portfolio with years of experience.

Phyllis Vance – Senior Sales Representative / Client Relations Specialist
Friendly, experienced, and surprisingly strategic. Phyllis knows how to build client relationships and close deals with a personal touch.

Meredith Palmer – Procurement Specialist / Supplier Relations
Wild card energy aside, Meredith plays a critical behind-the-scenes role. She handles purchasing, negotiates with vendors, and ensures the office has what it needs (including discounted paper).

This team may be full of quirks, but structurally, they mirror a real business unit. Now, let’s see what it would cost to keep them on payroll in the U.S. — and how much you could save yearly by building the same team remotely in Latin America.

The Big Picture: Total Cost of a U.S. Team vs. Latin American Team

Let’s take a broader look at what it would cost to run a full team like the one at Dunder Mifflin, this time considering all 14 roles, from Michael Scott to Meredith Palmer.

If this team were fully U.S.-based, the total annual payroll would hover around $907,000. That includes salaries for managers, accountants, sales reps, administrators, and support staff. It’s a substantial investment. And for many growing companies, it’s simply not sustainable.

Now, picture building the exact same team with equally experienced professionals from Latin America. The total cost? Approximately $364,000 a year.

That’s a difference of $543,000 annually — more than half a million dollars saved just by hiring smart and remote.

And the best part? These aren’t discounted skills or second-tier hires. Latin America is home to highly educated, bilingual professionals who are used to working with U.S. companies, aligned with U.S. time zones, and ready to contribute from day one.

Imagine what your business could do with that kind of savings: scale faster, hire more, invest in innovation, or simply boost your bottom line.

Dunder Mifflin may be fictional, but the cost-saving potential of building a nearshore team is very real.

Benefits Beyond Salaries

While cutting payroll costs is a compelling reason to explore remote hiring in Latin America, the true value goes far beyond the numbers. U.S. companies are increasingly turning to this region not just to save money, but to build agile, reliable, and highly collaborative teams that drive long-term success.

Here’s why outsourcing to Latin America is about more than just lower salaries:

Real-Time Collaboration

Unlike far-off outsourcing destinations, Latin America shares time zones similar to those in the U.S. That means your remote team can work in sync with your internal staff, attend live meetings, and respond to customer needs without delays. It’s ideal for fast-paced businesses that need real-time communication.

Strong English Proficiency

Many professionals in countries like Argentina, Colombia, and Mexico have strong English skills and are accustomed to working with international teams. Communication is smooth, professional, and culturally aligned — no awkward translation gaps or misunderstandings.

Cultural Compatibility

Workplace culture in Latin America often mirrors U.S. business values: productivity, accountability, and a proactive mindset. LATAM professionals tend to adapt quickly to U.S. workflows and bring a collaborative, team-first attitude that makes integration seamless.

High-Quality Talent

From accountants and sales reps to developers and operations managers, Latin America is full of experienced, university-educated professionals with international work experience. Many have worked with startups, agencies, and global enterprises, making them flexible and business-ready.

Greater Loyalty and Retention

Remote employees in Latin America often show strong loyalty to companies that offer flexibility, fair pay, and career development. In many cases, turnover is lower than in major U.S. cities, saving you time and money on recruitment in the long run.

Ease of Hiring

With the right recruitment partner, hiring in Latin America is fast and frictionless. You get pre-vetted candidates, tailored support, and help navigating logistics, so you can scale your team without the typical HR headaches.

Challenges to Consider (and How to Overcome Them)

Hiring remotely, even in a high-talent region like Latin America, isn’t entirely plug-and-play. While the benefits are substantial, there are a few common challenges to keep in mind. The good news? Each one is manageable with the right approach.

Vetting for Quality

One of the biggest risks with any type of remote hiring is finding candidates who actually match your expectations. Resumes and interviews can only tell you so much, and without the right filters, you may waste time on underqualified applicants.

Solution: Work with a specialized recruitment agency that knows the LATAM market inside and out. A good partner like South will pre-vet candidates for skills, experience, English proficiency, and cultural fit, saving you work hours and increasing your odds of a great hire.

Legal and Payment Logistics

Every country has different labor laws, and managing international payments or contracts can be confusing if you do it alone.

Solution: Use simple direct contractor agreements and trusted global payment platforms like Deel, Remote, or Wise. Better yet, your recruitment partner can help you handle these details. No need to dive into local labor law yourself.

Onboarding and Integration

Remote hires can sometimes feel isolated or disconnected from the core team, especially if onboarding is rushed or unclear.

Solution: Treat remote LATAM hires as part of your core team from day one. Include them in meetings, give them clear documentation and goals, and make space for informal team interactions. The more they feel integrated, the more engaged and productive they’ll be.

Perception and Buy-In

Some managers worry that outsourcing means lowering quality, or they’re unsure how to manage someone who isn’t physically in the office.

Solution: Focus on outcomes, not location. Highlight case studies, performance metrics, and cost savings to show that LATAM professionals deliver just as much value as their U.S. counterparts. Once leadership sees the impact, they’ll be on board.

The Takeaway

If The Office had been set in 2025, there’s a good chance it would’ve looked a lot different, not because of the paper industry, but because of how teams are built today.

Remote hiring is no longer a novelty. It’s a strategic advantage.

As we’ve seen, building a team like Michael Scott’s in the U.S. could cost nearly a million dollars a year. But by hiring skilled professionals from Latin America, you could cut that figure by more than half, without compromising on quality, culture, or collaboration.

And we’re not talking about freelancers or part-time temps. We’re talking about full-time, committed, bilingual professionals who work your hours, understand your business, and contribute like any other team member — just from a different location.

So, could you run your own version of Dunder Mifflin remotely? Absolutely! All it takes is the right roles, the right hiring strategy, and the right people, and Latin America is full of them.

Whether you need one standout employee or an entire department, we can help you find top-tier remote talent in Latin America — fast. Schedule a free call with us today and let’s talk about building your dream team (for half the cost).