South helps growing companies find, hire, and pay top Latin American talent. Build high-performing teams in 21 days or less.
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Hire an affiliate marketing manager who builds a performance-based revenue channel where you only pay for results. South places pre-vetted affiliate marketing managers from Latin America who work in your US time zone and cost 30 to 60 percent less than a comparable US hire, with placement in roughly two to four weeks and no large upfront fees. You get a dedicated, full-time partner-program operator who recruits affiliates, manages commissions, and grows a profitable channel from the ground up.
An affiliate marketing manager is the marketer who builds and runs a company's affiliate or partner program, a performance channel where third-party publishers, creators, and partners earn a commission for driving sales or leads. They recruit the right affiliates, structure commissions that are profitable, activate partners so they actually promote, and police the program against fraud, all to create a revenue channel where the company pays for outcomes rather than impressions.
The role is part relationship management, part analytics, and part operations. A strong affiliate marketing manager knows that the program lives or dies on the quality of its partners, so they spend real time recruiting publishers, content sites, coupon and deal partners, review sites, and creators who reach the right audience. They negotiate and structure commission rates that motivate partners while protecting margin, design tiered payouts and bonuses to reward top performers, and build the assets, links, and promotions partners need to convert. Then they manage the program day to day: approving partners, monitoring performance, paying out accurately, and cutting partners who drive fraud or low-quality traffic.
Day to day, an affiliate manager lives inside an affiliate platform or network. That means tools like Impact, PartnerStack, CJ Affiliate, Rakuten, ShareASale, or Awin, depending on the model. They track the metrics that matter: revenue and leads driven by partner, return on ad spend, average order value from affiliate traffic, new versus existing customer mix, and the cost of the channel relative to its return. They watch closely for fraud, cookie stuffing, trademark bidding, incentivized traffic, and low-value coupon arbitrage, because a poorly policed program leaks margin fast. They report the channel's contribution to leadership and make the case for where to invest more.
The role overlaps with several adjacent positions. A partnerships manager builds broader business development and integration partnerships, while affiliate is a specific performance-payout model. An influencer marketing coordinator focuses on creator relationships that often run on flat fees or hybrid deals rather than pure performance commissions. A performance marketing manager or paid media buyer runs paid channels the company controls directly, whereas affiliate leverages partners' own audiences and pays only on results. The affiliate marketing manager's distinct value is building a scalable, performance-based channel that grows revenue without proportional upfront spend, while keeping it clean and profitable. The best ones combine a partner-recruiter's hustle with an analyst's discipline about quality and fraud.
Hire an affiliate marketing manager when you want a performance-based growth channel that scales without proportional upfront spend. The classic trigger is a company with proven product and decent margins that is leaning hard on paid acquisition and watching costs rise. Affiliate offers a channel where you pay only when a partner drives a sale, which can diversify acquisition and lower blended cost when run well. When leadership wants to grow revenue without simply pouring more into Google and Meta, an affiliate program is a logical next channel.
Another trigger is an existing program that is neglected or messy. Many companies launch an affiliate program, sign up a few partners, and then ignore it, letting coupon sites skim margin and fraud creep in. A dedicated manager cleans that up, recruits quality partners, restructures commissions, and turns a passive cost center into a managed, profitable channel. A third trigger is a relaunch or platform migration, where moving to Impact or PartnerStack and rebuilding the program properly needs someone who has done it before.
Who should NOT hire yet: if you have thin margins or have not proven that customers convert and retain, affiliate will struggle because there is not enough room to pay partners profitably. Fix unit economics first. Similarly, if your real need is broader strategic and integration partnerships rather than pure performance payouts, a partnerships manager is the better fit. And if you simply need more paid acquisition that you control directly, a performance marketing manager or paid media buyer addresses that more directly than an affiliate hire. Bring on the affiliate manager when a managed, performance-based partner channel is genuinely what you want to build.
Start with channel economics, because the fastest way to lose money in affiliate is to run a program that does not protect margin. Ask a candidate how they structure commissions and how they decide what they can afford to pay a partner. The strong ones immediately talk about margin, customer lifetime value, new-versus-existing customer mix, and the difference between a partner who drives incremental sales and one who simply intercepts customers who would have bought anyway. That last distinction separates a profitable program from an expensive coupon giveaway.
Second, evaluate recruitment and relationship skill. A program is only as good as its partners, and the best affiliate managers are relentless recruiters who know where to find quality publishers and how to activate them. Ask how they have recruited and grown partners, and listen for a real process: identifying the right partner types, reaching out, negotiating, onboarding, and then actively managing rather than signing partners and forgetting them.
Third, look for fraud and quality vigilance. Ask how they detect and handle fraud and low-quality traffic. Good candidates can describe the common scams, cookie stuffing, trademark bidding on your brand, incentivized traffic that does not convert to real customers, and the monitoring and policies they use to keep the program clean. This vigilance is what protects your budget from leaking.
Who should NOT hire yet: be cautious of the candidate who measures success purely by gross revenue driven without accounting for incrementality and margin, since a program can look huge while quietly destroying profitability. Also avoid the pure relationship person who is great at recruiting but has no discipline around economics or fraud. You want someone who pairs the recruiter's hustle with the analyst's rigor about what the channel actually contributes to the bottom line.
A US-based affiliate marketing manager typically costs around 7,000 dollars per month in base salary, climbing with experience and program scale, before benefits, payroll taxes, and overhead. Fully loaded, a US affiliate manager commonly runs over 100,000 dollars a year.
Through South, a comparably skilled affiliate marketing manager from Latin America generally runs around 3,300 dollars per month, a savings of roughly 53 percent. The gap reflects the labor market, not the quality of the work. Latin America has a growing pool of performance and partner marketers trained on the same platforms US companies use, from Impact and PartnerStack to CJ Affiliate and ShareASale, many of whom have managed affiliate programs for US e-commerce and SaaS companies through nearshore teams. Compensation that is strong in Bogotá, Buenos Aires, or São Paulo translates to a far lower number for a US employer hiring the same skill set.
The reason quality holds is that affiliate management is the same discipline regardless of geography. Recruiting quality partners, structuring profitable commissions, and policing fraud produce the same value whether the manager sits in Miami or Medellín. You are paying for partner-recruitment hustle, channel economics judgment, and fraud vigilance, all of which the region produces. Because South places dedicated full-time professionals rather than billing through an agency by the hour, you avoid markups and large upfront placement fees and pay a straightforward full-time salary calibrated to a market where it stretches further. Across a year, the savings are significant while your affiliate channel grows just as fast and stays just as clean.
Time-zone overlap is a real advantage for affiliate work because partner management is relationship-driven and time-sensitive. Recruiting a publisher, negotiating a placement, or activating a partner for a flash sale all go faster when your manager is online during US business hours to respond. Latin America runs on US business hours, with most of the region overlapping US Eastern and Central time, so when a key partner needs a quick answer or a seasonal promotion has to launch today, your affiliate manager is at their desk rather than asleep across the world.
The talent depth is genuine. Latin America has invested heavily in digital and performance marketing, and a generation of marketers has run partner and affiliate programs for US companies through nearshore arrangements. Many are deeply experienced in the exact platforms US companies use, from Impact and PartnerStack to CJ Affiliate, Rakuten, and Awin. English proficiency among marketing professionals is strong, which matters because affiliate is a constant outreach-and-negotiation job with US-based partners.
Cultural alignment reduces friction. LatAm professionals generally share US norms around relationship-building, deadlines, and performance accountability, which fits the negotiation-heavy, results-driven nature of affiliate work. Combined with the cost savings and time-zone fit, you get a dedicated manager who functions like an in-house team member at a fraction of the loaded cost. Because you own the relationship directly, your affiliate manager learns your partners, your margins, and your program over time, building institutional knowledge and partner relationships that compound rather than resetting when an agency contract ends.
South matches US companies with dedicated, full-time LatAm affiliate marketing managers, making it feel like hiring locally without the cost or the wait. We start by understanding your model, your margins, and your goals, whether you run e-commerce or SaaS, use Impact, PartnerStack, or a network, and need someone to launch a program from scratch or clean up and scale an existing one. From a pre-vetted pool of performance marketing talent, we present a short list of candidates whose platform experience, partner-recruitment track record, and channel-economics judgment already match your needs. You interview finalists, not a stack of resumes.
Because candidates are screened for affiliate experience, platform proficiency, channel economics, English fluency, and US-time-zone availability, most clients move from kickoff to a placed, full-time affiliate manager in about two to four weeks. There are no large upfront fees, and you own the relationship directly. Your affiliate manager joins your team, learns your margins and your partners, and stays for the long term, building a profitable channel rather than churning like a contractor.
If you are not sure whether you need an affiliate marketing manager, a broader partnerships manager, an influencer marketing coordinator, or a growth marketing manager, we will help you scope the right hire before you commit. Ready to build a performance channel where you only pay for results? Book a call with South and we will line up vetted affiliate marketing manager candidates in your time zone within days.
A US-based affiliate marketing manager typically costs around 7,000 dollars per month in base salary plus benefits and overhead. Through South, a comparably skilled affiliate manager from Latin America generally runs around 3,300 dollars per month, a savings of roughly 53 percent, with no large upfront placement fees.
Most placements move from kickoff to a signed, full-time affiliate manager in about two to four weeks. Candidates are pre-vetted for affiliate experience, platform proficiency, channel economics, English fluency, and time-zone fit, so you spend your time interviewing finalists rather than screening a large pool.
Yes. South places managers who work US business hours. Most of Latin America overlaps with US Eastern and Central time, so your affiliate manager is online to recruit partners, negotiate placements, and launch promotions in real time during your business day.
South's candidates are vetted for hands-on experience in the platforms US companies use, including Impact, PartnerStack, CJ Affiliate, ShareASale, Rakuten, and Awin, plus a strong grasp of commission structures, attribution, and fraud prevention.
An affiliate marketing manager runs a performance program where partners earn commissions on sales or leads. A partnerships manager builds broader strategic, integration, and co-marketing partnerships that are not purely commission-based. If a performance-payout channel is your goal, the affiliate manager is the right hire.
You own the relationship directly. South places dedicated, full-time professionals who join your team and build lasting knowledge of your margins, partners, and program. They are not rotating agency contractors billed by the hour, and there are no markups on their work.
Yes. Many of South's candidates have stood up affiliate programs end to end, selecting and configuring a platform like Impact or PartnerStack, designing commission structures, recruiting the first partners, and scaling the channel. Tell us your model and we will match someone with launch experience.
The region has the perfect mix of everything you want in remote employees: English skills, shared time zones, hard-working, and depth of talent. They are already accustomed to working remotely for top US startups and Fortune 500 companies.
Absolutely! The US and Latin America have basically the same time zones. No Latin American city is more than two hours ahead of EST.
Every hire is sourced based on your exact needs. They will arrive ready to support your business right away. They can do basically any tasks done remotely, but we recommend starting them as support so your team has more bandwidth for high-value strategic tasks.
All types of roles - customer service, executive assistant, sales, accounting, email marketing, lead generation, content writers, operations, social media marketing, and more!
You can pay directly through us (most popular) or we can connect you with one of our payroll partners.
You don't have to deal with any American labor laws / taxes when hiring full-time remote contractors. They aren't US-based, so no visas or sponsorships to deal with either.
We recommend market pay which varies for each role. See our salary guide and success stories for some ideas.
Then, we have two different models:
Staffing (most popular) - We charge a small monthly fee for each employee's monthly salary to make the process hassle-free. The fee covers sourcing, recruiting, admin, payroll, compliance, ongoing support, and a free replacement if necessary at any point. There are no cancellation fees or minimum commitments. You only pay if you make a hire.
Headhunting - A one-time simple fee once we've found the perfect candidate. This comes with a 120-day replacement guarantee.
For both options, you only pay something if we find you someone great that you want to hire.
Yes, we only recruit for full-time and we strongly recommend full-time hiring if you can. Stability (full-time & long-term) is highly sought after abroad. The top caliber candidates are only looking for full-time work.
You're also going to spend time training and getting them up to speed on your processes. It would be a waste to do that over and over again with new people all the time.
We recommend training new hires on one thing at a time.
For example, once they get up to speed on lead generation, you can add the next role writing blog posts or whatever you'd like. You can definitely overlap roles until you have enough work for multiple people.
The cost of living is much less in Latin American countries. Many of our employees are able to own homes, raise families, provide for their parents, and have in-home help of their own with their salaries.
If you aren't happy with your hire in the first 120 days, we will work with you to conduct a second round of search for the same role for free.
Just email us at Hello@HireInSouth.com and we will get back to you with an answer as soon as possible.
