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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An Automation Engineer builds and maintains the workflows that connect your business tools so humans stop doing repetitive work. That might mean an onboarding pipeline that provisions accounts across HRIS, Slack, Google Workspace, and 1Password, a revenue operations system that syncs Salesforce and HubSpot to the data warehouse, a finance automation that reconciles Stripe payouts to QuickBooks, or an internal tool that lets the support team trigger complex backend operations without engineering help. The work is equal parts tool fluency, software engineering, and business process design.
On a typical day an Automation Engineer moves between visual workflow builders like Zapier, Make, and n8n, lower code platforms like Workato or Tray, and custom code in Python or Node when the no code tools hit a wall. They design API integrations, handle webhook retry logic, build idempotent workflows that can recover from partial failures, and own the observability layer that tells operations when something broke at 3am. On the heavier end of the role they also work with RPA platforms like UiPath or Automation Anywhere for legacy systems that have no API, and workflow orchestrators like Temporal, Airflow, or Prefect when the automation has real complexity.
The outcome is measurable operating cost reduction. Good Automation Engineers can point at hours saved per week, error rates dropped, and new capacity unlocked without hiring more humans.
The skill set is broader than most technical roles, which is why hiring well matters.
Seniority breakdown. Junior (1-2 years) engineers can build and maintain Zapier, Make, or n8n workflows under clear specs, write basic Python scripts, and learn new integrations quickly. Mid level (3-5 years) engineers own complex cross system workflows end to end, make tool selection decisions, and mentor business users on what is and is not automatable. Senior (5+ years) engineers lead automation strategy across the organization, own platform decisions between no code and custom code, design for reliability and scale, and partner with operations leaders to prioritize automation investment against business impact.
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.
