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 an email marketing manager, you get the person who owns one of the highest-ROI channels you have, the campaigns, flows, and lists that turn subscribers into revenue while everyone else fights for attention on paid. South places full-time, pre-vetted email 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 your email program, not a freelancer who sends a newsletter and disappears.
An email marketing manager is a marketer who owns the email channel end to end, planning campaigns and automated flows, managing segmentation, directing copy, running A/B tests, and optimizing deliverability and revenue in platforms like Klaviyo, HubSpot, or Mailchimp. They turn an email list into a compounding revenue stream.
The role matters because email remains the most reliable, highest-ROI channel most companies own outright. Paid acquisition costs keep climbing and social reach is rented, but the email list is an owned asset, and a well-run program drives a meaningful share of revenue at a fraction of the cost. The email marketing manager is the person who actually realizes that potential, not by blasting the list, but by building segmented campaigns and lifecycle flows that reach the right person with the right message at the right time.
Day to day, they own the calendar of broadcast campaigns and the library of automated flows: welcome series, abandoned cart, post-purchase, win-back, lead nurture, and re-engagement. They manage segmentation so messages are relevant, write or direct the copy, coordinate design with an email designer, and run A/B tests on subject lines, send times, and offers. They live in deliverability, sender reputation, inbox placement, spam complaints, and list hygiene, because the best campaign in the world is worthless in the spam folder. They overlap with a lifecycle marketing manager and a CRM marketing manager, and on smaller teams those roles often blur into one.
The defining toolset depends on the model. E-commerce teams live in Klaviyo, with deep integration into Shopify. SaaS and B2B teams run on HubSpot, Marketo, Customer.io, or Iterable. Mailchimp and ActiveCampaign anchor the small-business end. Across all of them, the manager works with segmentation logic, dynamic content, deliverability tools, and analytics, measuring open rates, click rates, conversion, revenue per email, and list growth. Increasingly they use AI to draft and personalize copy at scale.
What makes one great is the rare mix of analytical and creative. They can read the numbers and know which flow to fix, and they can write a subject line that gets opened. They are obsessive about deliverability because they understand it is the foundation everything else sits on, and they think in terms of lifetime value and revenue rather than vanity opens. Companies in SaaS, e-commerce, and marketing agencies rely on email marketing managers to turn an underused list into one of their best-performing channels.
The clearest trigger is that email is underperforming or neglected. If you have a sizable list but you send occasionally, have no real flows beyond a basic welcome, and cannot say how much revenue email drives, you are sitting on an asset you are not using. An email marketing manager builds the flows, fixes the segmentation, and turns a dormant list into a channel that reliably contributes revenue every month.
The second trigger is that someone is doing email as a fraction of their job and it shows. When your generalist marketer or founder squeezes in a newsletter between everything else, the program never gets the attention it needs, deliverability slips, flows go stale, and tests never run. A dedicated owner gives email the focus to compound. For an e-commerce brand especially, that focus often pays for itself quickly given how much revenue flows can drive.
The third trigger is scale and complexity. Once you have multiple segments, a real product catalog or funnel, and enough volume that send timing and personalization matter, you need someone who can manage that complexity deliberately rather than batch-and-blast. The difference between a segmented, well-timed program and a generic one is large at scale.
Who should not hire yet: a very early company with a tiny list and no real audience to nurture. If you have a few hundred contacts and no repeatable acquisition, the lever is building the audience first, not optimizing emails to people who are not there. A generalist marketer or a demand generation manager can cover light email needs until the list is worth a dedicated owner. The honest test is whether email is a real channel with real upside that nobody is fully owning. If you have the list and the program is neglected or scaling past one person's spare time, hire. If you are still building the audience, an email marketing manager is premature.
Evaluate email marketing managers on the balance of analytical and creative, because the best ones are strong at both and most candidates lean one way. Give them a real scenario: here is our business and our list, what flows would you build first and why. A strong candidate prioritizes by revenue impact, talks through segmentation and triggers, and explains how they would measure each flow. A weak one lists generic best practices without tying them to your specific revenue opportunities.
Test platform depth directly, since it is the load-bearing skill. They should describe real flows and campaigns they have built in Klaviyo, HubSpot, or your ESP, including segmentation logic, dynamic content, and how they handled deliverability problems, from experience rather than theory. Probe deliverability specifically, because it is where amateurs get exposed: ask how they would diagnose a sudden drop in inbox placement or a spike in spam complaints. And probe the creative side, because a perfectly segmented email with a dull subject line still fails. Ask them to react to a real subject line and improve it on the spot.
Green flags: real flow-building experience they can walk through, fluency in deliverability and list hygiene, the instinct to prioritize by revenue, and the ability to write or sharply critique copy. Someone who talks about lifetime value, revenue per email, and which flow to fix first is thinking like the role demands.
Red flags: a candidate who only talks about open rates and aesthetics with no grasp of deliverability or revenue, who has only ever sent broadcasts and never built a real flow, or who cannot connect email work to business outcomes. Be wary of anyone who treats list hygiene and consent as afterthoughts, since a damaged sender reputation can sink the whole channel.
Use these to test platform skill, analytical judgment, and creative instinct:
A US-based email marketing manager typically costs around $7,000 per month in base salary, and more once you add benefits and recruiting fees. Strong managers who can demonstrably drive revenue through flows and deliverability command the top of that range. Through South, a comparably skilled email marketing manager from Latin America runs closer to $3,300 per month, a savings of roughly 53%.
For a US hire, expect about $7,000 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, deliverability, and copy rather than just one of the three. Through South, the same caliber of email marketing manager from Latin America comes in around $3,300 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 digital marketers fluent in exactly the platforms the role requires: Klaviyo, HubSpot, Mailchimp, and the broader lifecycle stack, many of whom have run email programs for US e-commerce and SaaS brands. They bring the same analytical and creative skill their US peers do, earn strong local wages, and still produce major savings for a US employer. Because a well-run email program drives revenue directly and email is one of the highest-ROI channels you own, the return on a strong email marketing manager is high and the lower cost makes it an easy call.
Email work is collaborative and time-sensitive, and time zone overlap makes it run smoothly. The role lives on tight coordination with the broader marketing team, getting design assets, aligning campaigns with launches and promotions, and reacting fast when a send needs to go out or a flow breaks. An email marketing manager in Sao Paulo, Bogota, Mexico City, or Buenos Aires works your business hours, joins your marketing standups live, and fixes the misfiring abandoned-cart flow the same afternoon rather than across a time gap. For a channel that often supports time-sensitive launches and promotions, that overlap matters.
The talent depth is strong and well matched to the role. Latin America has produced a generation of digital and lifecycle marketers who learned on the same English-first platforms US teams use and have run email for international brands. English proficiency is high among these marketers, which is essential for a role that often involves writing customer-facing copy in English and coordinating closely with US stakeholders.
Retention is a real advantage, because an email program improves with continuity. A manager who knows your audience, your segments, the history of what has been tested, and what your list responds 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 flows keep getting sharper and your sender reputation stays strong. South places marketers for long-term, full-time roles for exactly this reason, the same logic that makes Latin America strong for a CRM marketing manager or an ecommerce manager.
South recruits, vets, and places full-time email marketing managers from across Latin America so you get a dedicated owner of your highest-ROI channel, not a freelancer who sends a newsletter and moves on. Every candidate is screened for what the role actually requires: hands-on ESP expertise in Klaviyo, HubSpot, or your platform, real flow-building and segmentation skill, genuine deliverability knowledge, and the analytical and creative judgment to drive revenue. We test with real scenarios, because the blend of platform depth, deliverability discipline, and copy instinct is exactly what separates an email marketing manager who grows revenue from one who just keeps the newsletter going.
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 email marketing manager works on your team, in your time zone, inside your ESP and your brand, reporting to you. South handles sourcing and vetting and supports the placement, but the manager is yours.
If your email channel is neglected, or someone is doing it as a fraction of their job and it shows, an email marketing manager is the hire that turns an underused list into one of your best-performing channels, and hiring from Latin America makes it affordable. Book a call with South and we will place a vetted email marketing manager on your team in weeks.
An email marketing manager through South typically runs around $3,300 per month for full-time, dedicated work, compared to roughly $7,000 per month for a comparable US hire, plus benefits. That is about 53% in savings, with no large upfront recruiting fees. Because email is one of the highest-ROI channels you own and a well-run program drives revenue directly, the return easily justifies the cost.
Yes. South places email marketing managers from countries like Brazil, Colombia, Argentina, and Mexico whose business hours overlap with US time zones. This matters because email is time-sensitive, you need someone available to coordinate launches, push sends, and fix a broken flow live rather than overnight.
South screens for hands-on expertise in ESPs like Klaviyo, HubSpot, and Mailchimp, plus segmentation, flow building, deliverability, and list hygiene. Many also bring e-commerce experience with Shopify, HTML email skills, and AI tools for drafting and personalizing copy. 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, deliverability, and copy. South maintains a vetted pipeline of LatAm marketing talent, so you interview strong, pre-screened candidates right away.
Yes, and it is a core part of the role South screens for. A strong email marketing manager manages sender reputation, inbox placement, list hygiene, and consent compliance, because the best campaigns are worthless in the spam folder. We specifically test candidates on how they diagnose and fix deliverability problems.
Full-time and dedicated. South does not place gig or freelance workers. Your email marketing manager is a long-term member of your team, which matters because an email program improves with continuity, knowledge of your audience, your segments, and what your list responds 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.
