Nearshoring is a way for companies to move work, services, or hiring to a nearby country while keeping teams within compatible working hours. For U.S. businesses, that usually means building a nearshore team in Latin America, where professionals can collaborate with U.S. colleagues throughout the same workday.
The nearshoring definition is broader than outsourcing. A company might hire individual nearshore talent, build a dedicated remote team, use staff augmentation, or work with an external service provider. The common thread is location: the people doing the work are based in a nearby region rather than a distant global market. Companies that specifically want to hand off business functions can explore our guide to nearshore outsourcing, while teams deciding between regions can compare nearshore vs. offshore outsourcing.
For U.S. companies, nearshoring to Latin America has become an especially practical model for roles in software development, finance, sales, marketing, customer support, operations, and data. The appeal comes from combining access to a larger talent pool with strong time-zone alignment and easier real-time collaboration. Countries across the region offer experienced professionals who can work closely with U.S.-based teams without dramatically changing how the workday operates.
In this guide, we'll break down what nearshoring means, show real nearshoring examples, explain the different nearshore models, and help you understand when a nearshoring strategy makes sense for your company.
What Is Nearshoring?
Nearshoring is the practice of moving work, services, or hiring to a nearby country or region. For U.S. companies, that often means working with professionals in Latin America instead of limiting hiring to the domestic market or sending work to a distant offshore location.
The nearshoring definition is rooted in proximity, but geography is only part of the appeal. A strong nearshore model also gives companies more overlap during the workday, easier communication, and closer collaboration between distributed teams.
For example, a U.S. company might hire software developers in Argentina, accountants in Colombia, or customer support specialists in Mexico. These professionals can work remotely while staying closely aligned with U.S. business hours.
Nearshoring can support several different hiring and delivery models, including:
- nearshore hiring for individual full-time roles
- nearshore staffing for building larger teams
- nearshore staff augmentation for adding specialized talent to an existing team
- nearshore outsourcing for assigning defined services or functions to an external provider
- dedicated nearshore teams built around a specific department, project, or capability
What makes these models “nearshore” is where the work is performed, not the employment structure itself. That distinction matters because companies can use nearshoring for hiring, outsourcing, or a combination of both.
What Does “Nearshore” Mean?
In business, nearshore simply describes work performed in a nearby country or region.
You’ll often see the term used in phrases such as nearshore talent, nearshore teams, nearshore development, nearshore services, and nearshore workforce. Each refers to a slightly different use case, but they all share the same core idea: companies access talent or services from a nearby international market.
For U.S. businesses, Latin America is one of the most common nearshore regions because many countries offer significant working-hour overlap with North America. That makes it easier for remote professionals to participate in meetings, collaborate in real time, and operate as part of the company’s day-to-day team.
Nearshoring is therefore less about sending work somewhere else and more about expanding where your company can find and build the right team.
What Is an Example of Nearshoring?
A simple nearshoring example is a U.S. software company hiring remote professionals in Latin America to work alongside its domestic team.
Imagine a SaaS company in Texas that needs two software developers and a financial analyst. Instead of limiting the search to local candidates, it hires developers in Argentina and an analyst in Colombia. Everyone works similar hours, joins the same meetings, and collaborates through the same tools.
The company expands its talent pool without creating a major time-zone gap.
Other nearshoring examples include:
- a U.S. marketing team hiring graphic designers in Colombia
- a finance department adding accountants in Argentina
- a sales organization hiring SDRs in Mexico
- a customer success team hiring support specialists across Latin America
- a technology company adding QA engineers or DevOps professionals in Brazil
Nearshoring can also apply to entire functions. A company might build a distributed finance team, customer support operation, or software development group in Latin America while keeping leadership and core operations in the U.S.
The structure can vary, but the principle stays the same: work is performed in a nearby international market that supports close collaboration with the home team.
For companies specifically interested in building remote teams across the region, our guide to hiring in Latin America covers talent markets, hiring considerations, and how to approach the region strategically.
How Does Nearshoring Work?
Nearshoring starts with identifying work that can be performed effectively by professionals in a nearby country. From there, a company chooses the right market, hiring model, and team structure based on the skills it needs and how closely those professionals will collaborate with the existing team.
For U.S. companies, the process often centers on Latin America because many professionals across the region can work during the same or similar business hours as U.S.-based colleagues.
Here’s what the nearshoring process typically looks like.
1. Decide What Work to Nearshore
Start by identifying the roles, functions, or projects that make sense for a nearshore workforce.
Companies commonly nearshore positions in:
- software development and IT
- finance and accounting
- sales
- marketing
- customer support and customer success
- operations
- data and AI
- recruiting and HR
Roles that involve frequent communication, recurring responsibilities, or collaboration across departments are particularly well suited to a nearshore model.
2. Choose the Right Nearshore Market
The best location depends on the role you're hiring for rather than simply choosing the country with the lowest labor costs.
Consider factors such as talent availability, seniority, English proficiency, salary expectations, working-hour overlap, and experience working with U.S. companies.
Latin America gives U.S. employers access to multiple established talent markets, including Argentina, Brazil, Chile, Colombia, Costa Rica, Mexico, Peru, and Uruguay. Companies can search across several countries instead of limiting themselves to a single labor market.
Our guide to hiring in Latin America goes deeper into how companies can approach the region.
3. Choose a Nearshore Hiring or Delivery Model
Nearshoring describes where the work happens, so companies can structure their nearshore teams in several ways.
Companies building ongoing teams may prefer nearshore staffing, while businesses filling a temporary skills or capacity gap can explore nearshore staff augmentation. If the goal is to hand responsibility for a defined function to an external provider, nearshore outsourcing may be a better fit.
4. Find and Evaluate Nearshore Talent
Once the market and model are clear, companies can begin sourcing candidates with the required technical skills, experience, communication ability, and availability.
The evaluation process should look much like hiring domestically: review relevant experience, assess role-specific skills, conduct interviews, and determine how well each candidate fits the team's working style.
Nearshore hiring works best when companies treat remote professionals as part of the team rather than as distant resources.
5. Integrate the Nearshore Team
After hiring, nearshore employees can join the same communication channels, meetings, project management systems, and workflows used by the rest of the company.
Shared working hours make this easier. A developer in Argentina can attend a sprint planning meeting with colleagues in the U.S., while a Colombian financial analyst can review reports with a U.S.-based finance leader during the same business day.
That ability to collaborate in real time is one of the defining characteristics of a well-run nearshoring strategy.
Nearshoring vs. Outsourcing: Are They the Same Thing?
Nearshoring and outsourcing are related, but they describe different parts of how a company gets work done.
Nearshoring describes where the work happens. Outsourcing describes who is responsible for performing or managing it.
That means a company can nearshore without outsourcing. For example, a U.S. business might hire a full-time software developer in Colombia who works directly with its internal engineering team. That’s nearshore hiring, but the role hasn’t been outsourced to an external provider.
The reverse is also true. A company can outsource work to a provider located in the same country, a nearby region, or a distant offshore market.
Here’s the distinction:
- Nearshoring: Work or hiring is moved to a nearby international market.
- Outsourcing: A third party takes responsibility for a project, service, or business function.
- Nearshore outsourcing: A company outsources work to a provider in a nearby country or region.
- Nearshore hiring: A company builds its own team using professionals based in nearby international markets.
For U.S. companies, nearshoring to Latin America can take several forms. A business might hire individual nearshore talent, build a dedicated remote team, use nearshore staff augmentation, or outsource a defined function through a nearshore outsourcing provider.
The right model depends on how much control, flexibility, and internal ownership your company wants to keep.
If you want professionals to become part of your day-to-day team, nearshore hiring or staffing usually makes more sense. If you want an external company to manage a defined function or project, nearshore outsourcing may be the better fit.
Nearshore vs. Onshore vs. Offshore
Nearshore, onshore, and offshore all describe where work is performed relative to your company's home market. The difference is mainly geographic distance, which often affects working-hour overlap, communication, cost, and collaboration.
What Is Onshoring?
Onshoring means keeping work within your company's home country. A U.S. company hiring employees or working with a provider based in the United States is using an onshore model.
It offers maximum geographic and working-hour alignment, but companies are also limited to the domestic talent market and its prevailing compensation levels.
What Is Nearshoring?
Nearshoring moves work to a nearby international market. For U.S. companies, Latin America is a common choice because many professionals can maintain significant overlap with U.S. business hours.
Nearshoring is particularly useful when teams need regular meetings, quick feedback loops, and day-to-day collaboration.
What Is Offshoring?
Offshoring moves work to a more distant international market. Depending on the location, teams may have fewer overlapping working hours, which can make asynchronous processes more important.
Offshore models can work well for companies with global operations, round-the-clock workflows, or teams structured around independent delivery.
The best approach depends on what the role requires. A position involving constant collaboration with U.S. colleagues may benefit from a nearshore model, while highly asynchronous work can give companies more flexibility when choosing where to hire.
For a deeper look at differences in cost, communication, collaboration, and team structure, see our full nearshore vs. offshore comparison.
Why Do Companies Use Nearshoring?
Companies use nearshoring to expand their talent options while keeping teams closely connected during the workday. For U.S. businesses, Latin America offers a strong combination of skilled professionals, competitive compensation, and convenient time-zone overlap.
The biggest advantages usually come from how easily nearshore professionals can operate as part of an existing team.
More Shared Working Hours
Time-zone alignment is one of the biggest reasons companies choose a nearshore model.
A professional in Colombia, Mexico, Argentina, or Chile can often work during similar hours as colleagues in the U.S. That makes it easier to schedule meetings, solve problems quickly, review work together, and keep projects moving without long communication delays.
Access to a Larger Talent Pool
Nearshoring lets companies expand their search beyond the domestic labor market.
Instead of competing for candidates in a single city or state, employers can recruit across multiple Latin American countries and access professionals with experience in software development, finance, sales, marketing, operations, customer support, data, and other business functions.
A wider hiring market gives companies more flexibility when looking for specialized skills or harder-to-fill roles.
Lower Hiring Costs
Compensation levels across Latin America are generally lower than equivalent U.S. salaries, allowing companies to build teams more efficiently while still offering attractive local compensation.
The exact savings depend on the role, seniority, and country, so companies should compare market rates rather than applying one blanket percentage across the region.
For a closer look at the financial side of the model, see our guide to the benefits of nearshore hiring.
Easier Real-Time Collaboration
Nearshore teams can communicate throughout the same business day through Slack, Teams, Zoom, project management platforms, and shared workflows.
That real-time access is particularly valuable for roles that involve frequent feedback, cross-functional work, customer interaction, or fast-moving projects.
A product manager in the U.S., for example, can discuss a feature with a nearshore developer in the morning and review an update later that same afternoon.
Geographic Proximity
Nearshoring also keeps international teams relatively close geographically.
For U.S. companies working with talent in Latin America, shorter travel distances can make in-person meetings, team retreats, planning sessions, and occasional office visits easier to organize than with more distant global teams.
Stronger Integration With Internal Teams
Nearshore talent is often hired to work directly alongside existing employees rather than operating as a separate delivery unit.
That structure can help companies create one distributed team with shared goals, processes, communication channels, and accountability.
For businesses building long-term remote teams, this integration is often one of the most valuable parts of a nearshoring strategy.
What Types of Work Can Be Nearshored?
Nearshoring can work across many business functions, especially when the role can be performed remotely and requires regular collaboration with U.S.-based colleagues.
The model works particularly well for knowledge-based roles where companies need specialized skills, dependable communication, and consistent working-hour overlap.
Software Development and IT
Technology is one of the most common areas for nearshore hiring. Companies can recruit developers, QA engineers, DevOps professionals, cloud specialists, and other technical talent across Latin America.
Time-zone alignment is particularly useful for engineering teams because developers can participate in stand-ups, code reviews, sprint planning, and troubleshooting during the same workday as U.S. colleagues.
Finance and Accounting
Finance teams can also use nearshoring for ongoing responsibilities such as bookkeeping, financial reporting, accounts payable, accounts receivable, payroll support, and financial analysis.
Because these roles often involve recurring communication with internal stakeholders, shared business hours can make reviews and approvals easier to coordinate.
Sales and Marketing
Nearshore talent can support both revenue generation and marketing execution.
Companies hire professionals across Latin America for roles such as SDRs, sales assistants, SEO specialists, content marketers, graphic designers, email marketing specialists, and paid media professionals.
These teams can communicate with U.S. colleagues and customers during normal business hours while becoming part of the company's broader go-to-market operation.
Customer Support and Customer Success
Customer-facing functions are another natural fit for a nearshore workforce.
Businesses can hire customer support representatives, customer success managers, implementation specialists, and onboarding professionals who can cover U.S. working hours and communicate directly with customers.
Operations and Administration
Nearshoring can also help companies build operational capacity without restricting their hiring search to one domestic market.
Common roles include executive assistants, virtual assistants, project coordinators, operations specialists, and administrative professionals.
Data and AI
As companies expand their data and artificial intelligence capabilities, Latin America also provides access to professionals in data analytics, data engineering, machine learning, and AI development.
These roles often work closely with engineering, product, and business teams, making real-time collaboration an important part of the hiring decision.
Companies looking across several functions can use our guide to hiring in Latin America to understand the region more broadly, while those planning to build an ongoing nearshore workforce can explore our nearshore staffing guide.
Why Latin America Is a Major Nearshore Market for U.S. Companies
For U.S. businesses, Latin America has become one of the most practical regions for nearshoring because it combines strong working-hour overlap, growing professional talent markets, and geographic proximity to North America.
The region includes established hiring hubs across Mexico, Central America, South America, and the Caribbean, giving companies access to a broad mix of technical and business professionals without pushing collaboration into the middle of the night.
Strong Time-Zone Alignment
One of Latin America's biggest advantages is simple: people can work together during the same day.
Many professionals across the region operate within a few hours of U.S. teams, which makes it easier to schedule stand-ups, sales calls, planning sessions, customer meetings, and reviews.
For roles that depend on frequent communication, shared working hours can be just as valuable as cost savings.
Access to Skilled Professionals
Latin America has large talent pools across software engineering, finance, marketing, sales, customer support, operations, data, and other business functions.
Major cities across Argentina, Brazil, Chile, Colombia, Costa Rica, Mexico, Peru, and Uruguay have developed strong technology, startup, finance, and services ecosystems.
That gives U.S. companies the ability to search across several markets instead of relying on one country for every role.
Competitive Compensation
Salary expectations across Latin America are generally lower than comparable U.S. compensation levels, which can help companies expand their teams more efficiently.
At the same time, compensation varies significantly by country, role, experience level, and technical specialty. A senior software engineer in one Latin American market may command a very different salary from an entry-level finance professional in another, so companies should benchmark each position individually.
Teams comparing markets can use our guide to hiring in Latin America for a broader look at the region.
Experience Working With U.S. Companies
Many Latin American professionals already have experience working remotely with U.S.-based employers and distributed international teams.
That familiarity can make it easier to adapt to tools such as Slack, Zoom, Jira, HubSpot, Salesforce, Asana, and other platforms commonly used by U.S. companies.
It can also help with expectations around deadlines, documentation, communication, and cross-functional collaboration.
English-Speaking Talent
English proficiency varies across countries and candidates, but companies can find bilingual and fluent English-speaking professionals throughout Latin America.
For customer-facing and highly collaborative roles, English communication can be evaluated as part of the hiring process alongside technical expertise and professional experience.
Easier Travel and Team Connection
Geographic proximity can also make occasional in-person collaboration more realistic.
Compared with more distant offshore locations, travel between the U.S. and many Latin American cities can require fewer connections and shorter flight times, making company retreats, planning sessions, and team visits easier to organize.
Multiple Markets to Choose From
There isn't one single “best” country for nearshore hiring.
Mexico may work well for one position, Colombia for another, and Argentina or Brazil for a specialized technical role. The strongest nearshoring strategy often involves matching each role with the market where the right talent is available instead of choosing a country first and forcing every hire into it.
That's one reason companies increasingly approach nearshoring to Latin America as a regional talent strategy rather than a single-country decision.
What Are the Challenges of Nearshoring?
Nearshoring can make international hiring easier to manage, but it still requires a clear strategy. The biggest challenges usually come from choosing the right market, evaluating candidates consistently, and integrating remote professionals into the existing team.
Most of these challenges can be reduced with better hiring processes and stronger team integration.
Choosing the Right Talent Market
Latin America isn’t one uniform hiring market.
Salary expectations, talent availability, English proficiency, and concentration of specific skills can vary significantly between countries and cities. A market with a strong software engineering talent pool may be less suitable for another function.
Companies should start with the role they need to fill, then evaluate where that talent is most available.
For a broader regional view, see our guide to hiring in Latin America.
Evaluating Candidates Remotely
Nearshore hiring usually happens remotely, so companies need a structured interview process.
That may include technical assessments, work samples, role-specific interviews, English evaluation, and conversations about communication style and previous remote experience.
A consistent process helps hiring teams compare candidates across several nearshore markets using the same criteria.
Managing International Hiring Requirements
Hiring someone in another country can involve different employment, payment, and administrative requirements depending on how the relationship is structured.
Companies should understand the model they're using before making an offer, especially when deciding between direct hiring, contractors, staffing, and outsourced services.
This is also why some businesses work with a nearshore staffing partner rather than building an international recruiting process from scratch.
Integrating Distributed Team Members
A nearshore employee may share most of the U.S. workday, but successful collaboration still depends on clear processes.
Companies should establish expectations around communication, meeting schedules, documentation, ownership, feedback, and decision-making from the beginning.
Nearshore professionals tend to integrate more effectively when they're included in the same workflows and conversations as domestic employees.
Compensation Varies Across Latin America
Companies sometimes approach Latin America as though salaries are consistent across the region. They aren't.
Compensation depends on factors such as country, role, seniority, technical specialty, English proficiency, and previous experience with international employers.
Using current salary benchmarks can help companies create competitive offers while maintaining the cost advantages that make nearshore hiring attractive.
Maintaining a Consistent Team Culture
Distributed teams need deliberate communication and connection.
Regular one-on-ones, team meetings, clear career expectations, shared documentation, and opportunities for collaboration can help remote professionals feel connected to the wider organization.
For long-term nearshore hiring, retention often depends as much on the employee experience as it does on compensation.
When Does Nearshoring Make Sense?
Nearshoring makes the most sense when a company wants to expand its hiring options without giving up the speed and collaboration of working in similar time zones.
It’s especially useful for teams that need ongoing communication, specialized skills, and long-term remote talent rather than purely asynchronous project delivery.
When Local Hiring Is Too Expensive
U.S. salaries can make it difficult to scale certain departments, especially when companies need several hires at once.
Nearshore hiring can open access to qualified professionals in Latin America at more sustainable salary levels while still keeping teams closely aligned during the workday.
When Roles Are Hard to Fill Domestically
Some roles are difficult to hire for because local candidate pools are limited or highly competitive.
Expanding the search across Latin America can help companies reach more developers, finance professionals, marketers, salespeople, analysts, and other specialists without restricting the search to one city or country.
A broader talent pool can make it easier to hire for skill rather than geography.
When Real-Time Collaboration Matters
Nearshoring is particularly well suited to roles that require regular meetings, quick feedback, or frequent interaction with other departments.
That can include:
- software engineers working with product teams
- financial analysts working with CFOs
- SDRs collaborating with U.S. sales leaders
- customer success managers speaking with North American customers
- marketers coordinating campaigns with internal stakeholders
Shared working hours make those interactions easier to manage.
When You’re Building a Long-Term Remote Team
Nearshore hiring can be a strong fit for companies that want professionals to become ongoing members of their team.
That includes businesses building entire remote departments, expanding existing functions, or hiring individual specialists who will work closely with U.S.-based colleagues over the long term.
Companies focused on this model can explore our nearshore staffing guide for a deeper look at building distributed teams.
When You Need Specialized Skills
Nearshoring can also help companies reach skills that may be scarce or expensive in their local market.
Latin America has growing talent pools in areas such as cloud engineering, AI, data, cybersecurity, software development, financial analysis, digital marketing, and revenue operations.
Rather than choosing a market first, companies can search across the region for the specific expertise they need.
When Another Model May Be a Better Fit
Nearshoring isn’t automatically the best choice for every type of work.
Roles that require a physical presence in the U.S., highly location-specific knowledge, or in-person customer interaction may be better suited to onshore hiring. Work that can be completed almost entirely asynchronously may also give companies more flexibility to hire across a wider range of global markets.
The key is matching the hiring model to the role.
Nearshoring is most valuable when international talent and real-time collaboration are both priorities.
How to Start Nearshoring Talent With South
Building a nearshore team doesn’t have to begin with choosing a country. A better starting point is deciding who you need, what success looks like in the role, and how that person will work with your existing team.
South helps U.S. companies find full-time remote talent across Latin America. Instead of searching country by country, you can recruit across the region and focus on candidates who match your requirements for skills, experience, English proficiency, working hours, and team fit.
Here’s how the process works.
1. Define the Role
Start with the position you need to fill, the responsibilities involved, required experience, and the skills that matter most.
South can also help with salary benchmarking so you can understand competitive compensation for the role across Latin America before beginning the search.
2. Search Across Latin America
Rather than limiting the search to one nearshore market, South can source candidates across Latin America and narrow the pipeline based on your requirements.
That gives you access to professionals across countries such as Argentina, Brazil, Chile, Colombia, Mexico, Peru, and others while keeping skills and fit at the center of the hiring decision.
3. Meet Pre-Vetted Candidates
South handles sourcing and initial vetting before candidates reach your interview process.
Candidates can be assessed for areas such as professional experience, English communication, technical or role-specific skills, and remote-work readiness. Your team then interviews the strongest matches and decides who fits the role best.
You can learn more about the process in South’s remote hiring guide.
4. Choose Your Hire
You make the final hiring decision.
Once you’ve found the right person, they join your team as a full-time remote professional and work directly with your managers, systems, processes, and colleagues.
The goal is to build an extension of your existing team, rather than a separate outsourced workforce.
5. Build From One Hire to a Nearshore Team
Nearshoring doesn’t require moving an entire department at once.
Many companies start with one position, learn what works, and expand from there. You might begin with a software developer or financial analyst and later add additional professionals across engineering, finance, sales, marketing, customer success, or operations.
South offers a consolidated monthly invoice for its staffing model, with no minimum hiring commitments, making it possible to expand your nearshore workforce as your needs change.
If you’re considering nearshoring to Latin America, schedule a call with South to discuss the roles you need and start meeting vetted candidates.
Find remote talent in Latin America and build a nearshore team that works alongside your U.S. employees during the same business day.
Frequently Asked Questions (FAQs)
What Is Nearshoring in Simple Terms?
Nearshoring means hiring people or moving work to a nearby country or region. For U.S. companies, this often means working with professionals in Latin America because the region offers strong time-zone overlap and access to skilled remote talent.
What Is an Example of Nearshoring?
A U.S. technology company hiring software developers in Colombia or Argentina to work directly with its domestic engineering team is an example of nearshoring. The employees are based internationally, but they can still collaborate during similar business hours.
What Does Nearshore Mean in Business?
In business, nearshore refers to work, services, or employees located in a nearby international market. You may see the term used in phrases such as nearshore talent, nearshore development, nearshore staffing, or nearshore outsourcing.
Is Nearshoring the Same as Outsourcing?
No. Nearshoring describes where work happens, while outsourcing describes who performs or manages the work.
A company can hire nearshore employees directly, use a staffing partner, augment an existing team, or outsource a function to a nearshore provider. See our guide to nearshore outsourcing for a deeper look at that specific model.
What Is the Difference Between Nearshoring and Offshoring?
Nearshoring moves work to a nearby international market, while offshoring generally refers to moving work to a more distant country or region.
For U.S. companies, Latin America is typically considered nearshore, while more distant markets in Asia may be considered offshore. The main practical differences often involve time zones, communication, travel, and working-hour overlap.
Our nearshore vs. offshore guide compares the two models in more detail.
What Is the Difference Between Nearshoring and Onshoring?
Onshoring keeps work within the company's home country. Nearshoring moves it to a nearby international market.
A U.S. company hiring someone in California is onshoring, while hiring a remote professional in Colombia or Mexico would be considered nearshoring.
Why Do U.S. Companies Nearshore to Latin America?
Latin America offers U.S. companies access to skilled professionals who can often work during overlapping business hours.
The region also provides broad talent pools across software development, finance, sales, marketing, customer support, operations, and data, along with compensation levels that are typically lower than comparable U.S. salaries.
What Jobs Can Be Nearshored?
Many remote-friendly roles can be nearshored, including:
- software developers
- QA and DevOps engineers
- accountants and financial analysts
- SDRs and sales professionals
- marketers and designers
- customer support representatives
- customer success managers
- operations specialists
- recruiters
- data and AI professionals
Roles that involve frequent collaboration with U.S. colleagues are particularly well suited to a nearshore model.
Is Nearshoring Cheaper Than Hiring in the U.S.?
It often can be. Salaries across Latin America are generally lower than equivalent U.S. compensation, although the difference varies significantly by role, seniority, technical specialty, and country.
Companies should use current salary benchmarks for each position rather than assuming one standard level of savings across the region.
What Are the Disadvantages of Nearshoring?
Potential challenges include differences between local talent markets, international hiring requirements, remote candidate evaluation, compensation benchmarking, and integrating distributed employees into existing workflows.
A structured hiring process and clear communication practices can make these challenges much easier to manage.
How Do You Build a Nearshore Team?
Start by defining the roles you need, identifying the skills and experience required, and deciding how those professionals will work with your existing employees.
You can then recruit across relevant nearshore markets directly or work with a nearshore staffing partner to source and vet candidates.
Companies hiring across Latin America can also work with South to meet pre-vetted remote professionals and build a team around their specific hiring needs.
