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 a game designer from Latin America and add a full-time designer who can design mechanics, balance systems, build levels, and tune the loops that keep players engaged, all in your US time zone for roughly half the domestic cost. South places vetted game designers fluent in Unity, Unreal Engine, economy and systems design, and rigorous playtesting who start in 2 to 4 weeks. You get real game-design craft without a US studio salary or a large upfront fee.
A game designer is the person who designs how a game actually plays: the mechanics, rules, systems, levels, progression, and economy that turn a concept into something fun and engaging. They define the core loop, balance difficulty and rewards, and use playtesting to iterate until the experience holds players' attention and keeps them coming back.
The role is creative and analytical in equal measure, and it is distinct from the people who build the game's code or art. A game designer specifies what happens when the player presses a button, how systems interact, how a level teaches and challenges, and how the progression and economy keep the experience rewarding over hours or weeks. In free-to-play mobile titles especially, this person owns the retention and monetization loops, designing the meta-game, the reward schedules, and the economy that determine whether a game makes money or quietly dies. They write design documents, prototype mechanics, run playtests, and turn qualitative feedback and quantitative data into concrete tuning decisions. A good game designer is, fundamentally, a designer of player experience and motivation.
It is worth being precise about the boundaries, because the title gets misused. A game designer is not the same as a Unity developer or an Unreal Engine developer, who implement the design in code, nor a 3D artist, who creates the visual assets, nor a UI designer, who designs the menus and HUD. The game designer decides what should exist and how it should feel; the engineers and artists build it. The best designers are fluent enough in their engine, usually Unity or Unreal, to prototype their own ideas and communicate precisely with the people who implement them, even if they are not full-time programmers.
What separates a great game designer from a competent one is the ability to find the fun and prove it with playtesting, not just assert it. Anyone can write a design document full of mechanics. A senior designer can identify why a loop is not engaging, run a playtest that isolates the problem, make a sharp tuning change, and measure the result, whether that is session length, retention, or conversion. For a studio or mobile-app company where engagement is the entire business, that disciplined, evidence-driven iteration is exactly what you are paying for.
The clearest trigger is a game that is being built but is not fun, or not retaining players. If engineers and artists are producing a technically working product that nobody wants to keep playing, you have a design problem, not a build problem, and you need a dedicated game designer to find the fun, fix the loop, and tune the experience. Studios often discover this the expensive way, after months of development on a game whose core loop was never validated. A game designer prevents and fixes exactly that.
The second trigger is monetization and retention in a free-to-play product. If your mobile game has players but they are not staying or spending, the economy, reward schedule, and meta-game need a specialist who understands free-to-play design. This is a deep, specialized craft, and getting it wrong leaves most of your revenue on the table. A game designer who has shipped and tuned monetizing titles is the difference between a hobby and a business.
The third trigger is scale and coherence. Once a game has many features, levels, and systems, you need someone to own the overall design vision and keep everything coherent, rather than a pile of features that do not add up to a satisfying experience.
Who should not hire yet? A solo developer prototyping a small game may not need a separate game designer, especially if they have design instincts themselves, the role earns its keep once a team is building at scale. And if your real need is implementation rather than design, you want a Unity developer or Unreal Engine developer, not a designer whose strengths are in systems and player experience. Hire a game designer when finding and tuning the fun is your bottleneck and the project is big enough to justify a dedicated owner.
Start with shipped work and dig into their actual contribution. "Worked on" a known title means little; you want to know what specifically they designed, what problem it solved, and how they knew it worked. Ask a candidate to walk you through a mechanic or system they designed from concept through playtesting to final tuning. A strong answer is specific and evidence-driven: here was the problem, here is what I tried, here is what the playtests showed, here is what I changed and the result. A weak answer is a vague description of features with no reasoning behind them.
Probe their playtesting and iteration practice, because that is what separates designers who find the fun from those who only theorize about it. Great game designers are humble about their first ideas and rigorous about testing them; they treat their own design as a hypothesis to be validated, not a truth to be defended. Ask about a time playtesting proved them wrong and what they did. A designer who has never been surprised by a playtest has not run enough of them.
Test systems and economy thinking, especially for free-to-play. Ask how they would design a reward schedule or balance an economy, and listen for an understanding of player psychology, motivation, and the interaction between systems, not just a list of features. For monetizing titles, this is where the money is, and where weak designers are exposed quickly.
The red flags: candidates who cannot articulate why their designs were fun, who have never iterated based on playtest data, who confuse game design with game development, or who design for themselves rather than for the target player. South screens for shipped contribution, systems and economy design, playtesting rigor, prototyping ability, and English communication before any candidate reaches you, so your interview time goes to judging creative fit and depth, not filtering basics.
Use these to find game designers who find the fun and prove it:
The cost difference on an experienced game designer is substantial, and it does not require trading down on craft. Here is the comparison:
The gap is a function of local cost of living and currency, not creative ability. A game designer in Sao Paulo, Buenos Aires, Bogota, or Mexico City commands a strong local salary that still lands well below US studio rates in dollar terms. Latin America has a real and growing game-development scene, with indie studios, mobile shops, and outsourcing houses that have shipped commercial titles, so the craft and the tooling familiarity are there.
Layer in the full cost of a US studio hire and the gap widens. US game designers often come with equity expectations, full benefits, and recruiter fees of 20 to 25 percent of first-year salary in a competitive market clustered in expensive cities. South folds sourcing and vetting into a transparent monthly cost with no large upfront placement fee, so the all-in savings frequently exceed the headline 55 percent. For a studio or mobile-app company where engagement is the entire business but US design salaries are punishing, that is the difference between affording dedicated design talent and going without.
Game design is collaborative and iterative, built on constant back-and-forth between designers, engineers, and artists, which makes real-time overlap essential, and that is where Latin America beats every other offshore region. A game designer in Brazil, Argentina, Colombia, or Mexico works your business hours. They are in the playtest review, in the design discussion, and reachable when an engineer hits an ambiguity mid-build, not handing notes across a 12-hour gap where every iteration loses a day. In game development, where the fun emerges through rapid iteration, that synchronous collaboration genuinely speeds the work.
The talent pool is real and growing. Latin America has an active game-development community, with mobile studios, indie teams, and outsourcing houses that have shipped commercial titles on Unity and Unreal. Designers in the region know the same engines, the same free-to-play economy patterns, and the same playtesting and analytics practices as their US and European peers. English fluency among experienced designers is high, which matters in a role built on design docs, playtest synthesis, and cross-functional discussion.
Retention rounds out the case. South places full-time, dedicated designers, not contractors splitting attention across studios. Because these are real roles with strong local compensation and genuine ownership of the game's design, designers stay and build deep knowledge of your game, your players, and your live-ops rhythms. In game design, that accumulated context, knowing your audience, knowing what has already been tested, knowing the history of the economy, is exactly what lets a designer make sharp, fast calls, and exactly what you lose when you churn through freelancers.
South does the sourcing and vetting so your interview time goes only to designers worth it. Every game designer in our pool is screened for shipped design contribution, systems and economy design skill, playtesting and iteration rigor, prototyping ability in Unity or Unreal, and the English communication that design docs and cross-functional work require. You review a curated short list, interview your favorites, and decide. You manage the designer directly as a full-time member of your team and own the relationship entirely.
Placement typically takes 2 to 4 weeks from first call to working hire, fast enough to staff up before a production crunch rather than during it. Pricing is a transparent monthly cost with no large upfront placement fee, and because the designer is dedicated full-time to you, there is no divided attention and no agency markup on top of agency markup. They work your hours, in your time zone, inside your engine and your project, collaborating with your engineers, artists, and a product manager as needed.
If your game is built but not fun, your free-to-play title is not retaining or monetizing, or your design has grown incoherent as features pile up, a dedicated game designer from Latin America is the highest-leverage creative hire available to you. Book a call with South to see vetted candidates and get a game designer onto your team in weeks.
Through South, a full-time game designer from Latin America costs around $3,600 per month, compared to roughly $8,000 per month for a comparable US hire. That is about 55 percent in savings, with no large upfront placement fee and no separate equity or benefits load layered on top of the monthly cost.
Yes. South vets for shipped design contribution, systems and economy thinking, and playtesting rigor, not just price. Latin America has a real game-development scene with designers who have shipped commercial titles on Unity and Unreal using the same free-to-play patterns, playtesting practices, and analytics tools as their US peers.
Yes. This is a major reason to hire in Latin America. Designers in Brazil, Argentina, Colombia, and Mexico work standard US business hours, so they are in your playtest reviews and design discussions in real time and reachable when engineering hits an ambiguity mid-build, with full overlap to Eastern, Central, and Pacific teams.
Most placements take 2 to 4 weeks from your first call to a working hire. South maintains a pre-vetted pool of game designers, so you can review portfolios and shipped work and interview candidates quickly and add design capacity ahead of a production push instead of scrambling for it.
A game designer decides what the game should be, mechanics, systems, economy, levels, and how it should feel, while a Unity developer or Unreal Engine developer implements that design in code. Many game designers can prototype in an engine, but their core value is in player experience and systems, not production programming.
Yes, if that is your need, tell us and we screen for it specifically. Latin America's mobile-game sector has produced designers with real free-to-play experience designing economies, reward schedules, and retention loops, and South vets for shipped monetizing titles where that is the requirement.
Full-time and dedicated. South does not place gig or freelance designers. Your game designer works exclusively for your company, embeds in your team, and builds the deep knowledge of your game, players, and live-ops history that lets them make sharp, fast design calls.
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.
