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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When you hire a CRM marketing manager, you get the person who owns your relationship with existing customers, the lifecycle campaigns, segmentation, and retention work that grows revenue from the audience you already have. South places full-time, pre-vetted CRM marketing managers from Latin America who work in your US time zone, cost roughly 53% less than a US hire, and start in about two to four weeks. You get a dedicated owner of customer lifecycle and retention, not a generalist who treats CRM as an afterthought to acquisition.
A CRM marketing manager is a marketer who owns the relationship with existing customers and prospects across the lifecycle, building segmented campaigns and automated journeys across email, push, SMS, and in-app to drive engagement, retention, and repeat revenue using platforms like Braze, Klaviyo, or Iterable. They turn a customer database into a growing, profitable relationship.
The role exists because acquiring a customer is only the beginning, and most of the value comes from what happens after. While acquisition marketing fights to bring people in the door, the CRM marketing manager owns everything that happens once they are in your database, onboarding them, keeping them engaged, winning them back when they drift, and driving repeat purchases or upgrades. In a world where acquisition costs keep climbing, the CRM marketing manager is often the highest-leverage marketer you have, because they grow revenue from an audience you have already paid to acquire.
Day to day, they segment the customer base by behavior, lifecycle stage, and value, and they design the journeys that move people from one stage to the next. They build onboarding sequences, engagement campaigns, loyalty and rewards programs, win-back flows, and reactivation campaigns. They orchestrate across channels, email, push notifications, SMS, in-app messages, so the customer gets a coherent experience rather than disconnected blasts. They run A/B tests on messaging, timing, channel, and offer, and they obsess over retention metrics, churn, repeat purchase rate, customer lifetime value, and engagement. They work closely with data and product to use behavioral signals as triggers, because the best lifecycle marketing reacts to what customers actually do.
The toolset centers on customer engagement and lifecycle platforms. E-commerce teams live in Klaviyo. Consumer apps and larger operations run on Braze, Iterable, or Customer.io, platforms built for multi-channel orchestration and behavioral triggers. The CRM marketing manager works with segmentation engines, journey builders, and analytics, and increasingly with the data layer that feeds triggers from a warehouse or CDP. They overlap heavily with a lifecycle marketing manager and a retention manager, and the titles often mean the same thing depending on the company.
What makes one great is the combination of analytical rigor and customer empathy. They read retention curves and cohort data to find where customers drop off, and they design messaging that actually resonates at each stage. They think in lifetime value and cohorts rather than one-off campaigns, and they treat the customer database as a compounding asset. Companies in SaaS, e-commerce, and marketing agencies rely on CRM marketing managers to turn one-time buyers into loyal, repeat revenue.
The clearest trigger is that you spend heavily to acquire customers but do little to keep them. If acquisition is your whole marketing motion, if customers churn or buy once and disappear, and if nobody owns the lifecycle after the first conversion, you are leaking the value you paid to acquire. A CRM marketing manager builds the onboarding, engagement, and retention journeys that turn one-time customers into repeat revenue, which often delivers a higher return than spending more on acquisition.
The second trigger is that lifecycle work is happening as a fraction of someone's job and it shows. When your email or generalist marketer squeezes in a win-back campaign between everything else, the lifecycle never gets built out, segmentation stays crude, and retention drifts. A dedicated owner gives the entire post-acquisition relationship the focus it needs to compound, which matters most for subscription and e-commerce businesses where retention is the engine.
The third trigger is scale and data. Once you have a sizable customer base, multiple lifecycle stages, and enough behavioral data to act on, you need someone who can orchestrate sophisticated journeys across channels rather than send generic blasts. The difference between a triggered, segmented lifecycle program and a one-size-fits-all newsletter is large at scale.
Who should not hire yet: a very early company with few customers and no real retention problem to solve. If you have a small base and your bottleneck is clearly acquisition, the lever is bringing customers in first, not optimizing lifecycle for people who are not there yet. An email marketing manager or a generalist can cover light lifecycle needs until the customer base is large enough to justify a dedicated owner. The honest test is whether you have a real customer base whose retention and repeat revenue represent meaningful upside nobody is owning. If you are acquiring customers and losing them with no lifecycle program, hire. If you are still building the base, a CRM marketing manager is premature.
Evaluate CRM marketing managers on the balance of analytical rigor and customer empathy, because the best ones are strong at both. Give them a real scenario: here is our customer base and our retention problem, what journeys would you build first and why. A strong candidate diagnoses by looking at where customers drop off, prioritizes the highest-impact lifecycle stages, and explains how they would measure each journey. A weak one lists generic campaigns without tying them to your specific retention opportunities.
Test platform and orchestration depth directly, since it is the load-bearing skill. They should describe real lifecycle journeys they have built in Braze, Klaviyo, or Iterable, including segmentation, behavioral triggers, and multi-channel coordination, from experience rather than theory. Probe retention analytics specifically, because it is where CRM marketing earns its keep: ask how they would read a cohort retention curve to find where customers churn and what they would do about it. And probe the messaging side, because a perfectly triggered journey with bland copy still underperforms. Ask how they would tailor a win-back message to a lapsed customer.
Green flags: real multi-channel journey-building experience; fluency in retention metrics, cohorts, and lifetime value; comfort with behavioral triggers and customer data; and the ability to write or sharply direct lifecycle messaging. Someone who talks about cohorts, churn drivers, and which journey to build first is thinking like the role demands.
Red flags: a candidate who only thinks in one-off campaigns with no concept of lifecycle or cohorts, who has only ever sent broadcast emails and never built a triggered journey, or who cannot connect their work to retention and lifetime value. Be wary of anyone who treats CRM as a synonym for sending more email rather than orchestrating the full customer relationship across channels.
Use these to test platform skill, retention analytics, and messaging instinct:
A US-based CRM marketing manager typically costs around $8,000 per month in base salary, and more once you add benefits and recruiting fees. Strong managers who can orchestrate multi-channel journeys, read cohort data, and demonstrably move retention command the top of that range. Through South, a comparably skilled CRM marketing manager from Latin America runs closer to $3,750 per month, a savings of roughly 53%.
For a US hire, expect about $8,000 a month in base, plus benefits, with a search that often takes six to ten weeks to find someone who is genuinely strong across platform, retention analytics, and messaging rather than just one of the three. Through South, the same caliber of CRM marketing manager from Latin America comes in around $3,750 a month, fully dedicated, working in your US time zone, with placement in roughly two to four weeks and no large upfront fee.
The gap reflects geography, not capability. Latin America has a deep pool of lifecycle and CRM marketers fluent in exactly the platforms the role requires: Braze, Klaviyo, Iterable, and the broader engagement stack, many of whom have run lifecycle programs for US e-commerce and SaaS brands. They bring the same analytical rigor and customer empathy their US peers do, earn strong local wages, and still produce major savings for a US employer. Because retention compounds and a strong lifecycle program grows revenue from customers you already paid to acquire, the return on a CRM marketing manager is high and the lower cost makes it an easy call.
Lifecycle marketing is collaborative and reactive, and time zone overlap makes it run smoothly. The role lives on coordination with product, data, and the broader marketing team, getting behavioral events instrumented, aligning lifecycle campaigns with launches and promotions, and reacting when a journey misfires. A CRM marketing manager in Sao Paulo, Bogota, Mexico City, or Buenos Aires works your business hours, joins your marketing standups live, and fixes the broken onboarding flow the same afternoon rather than across a time gap. For programs that react to customer behavior in near real time, that overlap matters.
The talent depth is strong and well matched to the role. Latin America has produced a generation of lifecycle and CRM marketers who learned on the same English-first engagement platforms US teams use and have run retention for international brands. English proficiency is high among these marketers, which is essential for a role that involves writing customer-facing messaging in English and coordinating closely with US product, data, and marketing stakeholders.
Retention is a real advantage in two senses, and it is fitting for this role. A CRM marketing manager who knows your customer base, your cohorts, the history of what has been tested, and what your customers respond to is far more valuable in year two than a replacement starting cold. A full-time, dedicated manager who is well compensated locally and embedded in your team tends to stay, so your lifecycle program keeps getting sharper and your retention keeps improving. South places marketers for long-term, full-time roles for exactly this reason, the same logic that makes Latin America strong for a retention manager or an ecommerce manager.
South recruits, vets, and places full-time CRM marketing managers from across Latin America so you get a dedicated owner of customer lifecycle and retention, not a generalist who treats CRM as an afterthought to acquisition. Every candidate is screened for what the role actually requires: hands-on expertise in Braze, Klaviyo, Iterable, or your platform, real multi-channel journey-building, segmentation, behavioral triggering, retention analytics, and the messaging instinct to resonate at each lifecycle stage. We test with real scenarios, because the blend of platform depth, cohort analysis, and customer empathy is exactly what separates a CRM marketing manager who grows retained revenue from one who just sends more email.
The process is fast. Most roles are filled in about two to four weeks, versus the six to ten weeks a domestic search typically takes to find someone strong across all the dimensions the role demands. There are no large upfront fees and the pricing is straightforward, so you get an excellent marketer at a fraction of US cost rather than a recruiting markup. You own the relationship. Your CRM marketing manager works on your team, in your time zone, inside your engagement platform and your brand, reporting to you. South handles sourcing and vetting and supports the placement, but the manager is yours.
If you are spending to acquire customers and losing them with no lifecycle program, or someone is doing retention as a fraction of their job and it shows, a CRM marketing manager is the hire that turns one-time buyers into repeat revenue, and hiring from Latin America makes it affordable. Book a call with South and we will place a vetted CRM marketing manager on your team in weeks.
A CRM marketing manager through South typically runs around $3,750 per month for full-time, dedicated work, compared to roughly $8,000 per month for a comparable US hire, plus benefits. That is about 53% in savings, with no large upfront recruiting fees. Because retention compounds and a strong lifecycle program grows revenue from customers you already paid to acquire, the return easily justifies the cost.
Yes. South places CRM marketing managers from countries like Brazil, Colombia, Argentina, and Mexico whose business hours overlap with US time zones. This matters because lifecycle marketing is reactive, you need someone available to coordinate with product and data, align campaigns with launches, and fix a misfiring journey live rather than overnight.
South screens for hands-on expertise in engagement platforms like Braze, Klaviyo, and Iterable, plus segmentation, multi-channel orchestration across email, push, and SMS, behavioral triggers, and retention analytics. Many also bring SQL or CDP experience and e-commerce or subscription backgrounds. We match for your specific platform and business model.
Most South placements happen in about two to four weeks, compared to the six to ten weeks a domestic search commonly takes to find someone genuinely strong across platform, retention analytics, and messaging. South maintains a vetted pipeline of LatAm marketing talent, so you interview strong, pre-screened candidates right away.
Yes, and it is the core of the role South screens for. A strong CRM marketing manager reads cohort and churn data to find where customers drop off, then builds the onboarding, engagement, and win-back journeys that keep them. We specifically test candidates on how they diagnose retention problems and design journeys to fix them.
Full-time and dedicated. South does not place gig or freelance workers. Your CRM marketing manager is a long-term member of your team, which matters because a lifecycle program improves with continuity, knowledge of your customer base, your cohorts, and what your customers respond to compounds over time.
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.
