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 growth product manager who treats your funnel as a system of experiments and moves the metrics that compound: activation, retention, and revenue per user. South places pre-vetted growth product 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 PM who runs a rigorous experimentation engine instead of shipping features and hoping.
A growth product manager is a product manager focused specifically on the metrics that drive a business forward, acquisition, activation, retention, referral, and revenue, by running a continuous loop of experiments across the product and the funnel. Rather than owning a feature area, they own a metric or a stage of the user journey and improve it through data analysis, hypothesis-driven testing, and fast iteration.
The distinction from a traditional PM matters. A core product manager builds new capabilities and owns a roadmap of features. A growth product manager takes the product that exists and finds leverage in how users discover it, sign up, reach value, and stick around. They obsess over the activation moment, the point where a new user first experiences the product's value, because that single transition often determines whether a signup becomes a paying, retained customer. They run onboarding experiments, optimize signup and paywall flows, build referral and virality loops, and attack churn at the points where users drop off. Their roadmap is a prioritized backlog of experiments, each with a hypothesis, a target metric, and a clear read on whether it won or lost.
Day to day, a growth PM lives in product analytics and experimentation tools. That means platforms like Amplitude or Mixpanel for behavioral analysis and funnels, an experimentation tool like Optimizely, LaunchDarkly, or a homegrown A/B framework, and often raw SQL to interrogate the data directly rather than waiting on a dashboard. They build and monitor the metrics that define growth: activation rate, time to value, day-7 and day-30 retention, conversion through each funnel stage, and revenue expansion. They form hypotheses from that data, design clean A/B tests, ship them with engineering, read the results honestly, and either roll the winner out or kill the loser and move on. Velocity and statistical honesty are everything; a growth PM who ships fast but misreads results is worse than useless.
The role overlaps with several adjacent positions. A traditional product manager owns feature roadmaps and new capabilities, while growth owns funnel and lifecycle metrics through experimentation. A growth marketer or growth marketing manager drives top-of-funnel acquisition through channels, while a growth PM typically owns what happens inside the product after the click. A product analyst or data analyst supplies and interprets the data, but the growth PM owns the decisions and the experiments. The growth product manager's distinct value is compounding the business by improving the rates at which users activate, retain, and expand, one disciplined experiment at a time. The best ones pair an analyst's rigor with a product builder's instinct for what to try next.
Hire a growth product manager when you have a product that works and users who sign up, but you are leaking too many of them before they reach value or losing too many after. The classic trigger is a self-serve or product-led SaaS company with real traffic and signups but weak activation or retention, where the gap between signups and engaged, paying users is clearly costing money. A growth PM treats that gap as a solvable system and runs experiments to close it.
Another trigger is a maturing company where acquisition is getting expensive and the cheapest growth left is improving the rates at which existing traffic converts and existing users retain and expand. When paid channels saturate, the leverage moves inside the product, which is exactly where a growth PM operates. A third trigger is a team that ships features but never measures whether they move the business; a growth PM brings the experimentation discipline that turns shipping into learning.
Who should NOT hire yet: if you have not found product-market fit, a growth PM is premature. Optimizing activation and retention on a product people do not yet want is rearranging deck chairs; you need core product and customer discovery first, which is a traditional product manager job. If you have very little traffic, you also lack the volume to run statistically meaningful experiments, so your leverage is in acquisition, where a growth marketer or cro specialist is the better hire. And if your real gap is analysis capacity rather than product decisions, a data analyst or product analyst may be enough for now. Bring on the growth PM when you have fit, meaningful volume, and a clear funnel problem inside the product worth systematically attacking.
Start with experimentation rigor, because the entire value of a growth PM rests on running honest tests and reading them correctly. Ask a candidate to walk through a real experiment: the hypothesis, how they sized the test, what they measured, and what they concluded. The strong ones talk naturally about sample size, statistical significance, guardrail metrics, and the discipline to kill a test that did not win rather than torturing the data into a story. A candidate who claims every experiment was a winner is either lucky, lying, or not running real tests.
Second, evaluate analytical depth and tool fluency. Growth lives in the data, so the candidate should be comfortable in Amplitude or Mixpanel and able to write SQL when the dashboard does not answer the question. Ask how they found a non-obvious insight in user behavior and what they did with it. Listen for someone who interrogates data rather than accepting it, and who connects a metric to a concrete product change.
Third, look for product judgment and prioritization. A growth PM has infinite things they could test and limited engineering time, so they must prioritize ruthlessly toward the highest-leverage bets. Ask how they decide what to test next. Good answers reason about impact, effort, and confidence, and focus on the funnel stages where the math says the most money is being left on the table.
Who should NOT hire yet: be cautious of the pure analyst who can describe the data beautifully but has never owned a decision or shipped a change, and equally cautious of the feature-factory PM who has never run a controlled experiment in their life. Also watch for the growth tactician who collects clever hacks but cannot tie them to durable metric movement. You want someone who pairs genuine experimentation rigor with real product judgment about where to point it.
A US-based growth product manager typically costs around 12,000 dollars per month in base salary, climbing with seniority and company stage, before benefits, equity, payroll taxes, and overhead. Fully loaded, a US growth PM commonly runs well over 175,000 dollars a year, and senior growth PMs at funded startups cost considerably more.
Through South, a comparably skilled growth product manager from Latin America generally runs around 5,650 dollars per month, a savings of roughly 53 percent. The gap reflects the local labor market, not the quality of the work. Latin America has a deep and growing pool of product and analytics professionals trained on the same stack US companies use, from Amplitude and Mixpanel to SQL and modern experimentation tooling, many of whom have run growth for US SaaS companies through nearshore teams. Compensation that is strong in São Paulo, Bogotá, or Buenos Aires translates to a far lower number for a US employer hiring the same skill set.
Quality holds because growth product management is the same discipline regardless of geography. Forming hypotheses, running honest experiments, and improving activation and retention produce the same value whether the PM sits in San Francisco or São Paulo. You are paying for experimentation rigor and product judgment, and the region produces both. 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 substantial while your experimentation engine runs just as fast and just as rigorously.
Time-zone overlap is a real advantage for growth work because experimentation is a tight, collaborative loop with engineering and design. Scoping a test, debugging instrumentation, and reading results to decide the next move all go faster when your PM is online during US business hours alongside the team that ships the experiments. Latin America runs on US business hours, with most of the region overlapping US Eastern and Central time, so your growth PM joins stand-ups, pairs with engineers in real time, and keeps the experiment cadence fast rather than losing a day to every handoff.
The talent depth is genuine. Latin America has invested heavily in technology and product, and a generation of PMs and analysts has run growth for US companies through nearshore arrangements. Many are fluent in the exact stack US teams use, from Amplitude and Mixpanel to SQL, Optimizely, and LaunchDarkly, and in the product-led growth playbook US SaaS runs on. English proficiency among product and data professionals is strong, which matters for a role that writes specs, presents results, and aligns cross-functional teams in English every day.
Cultural alignment reduces friction. LatAm professionals generally share US norms around data-driven decision-making, directness, and ownership, which fits the metrics-obsessed culture of growth. Combined with the cost savings and time-zone fit, you get a dedicated growth PM who functions like an in-house team member at a fraction of the loaded cost. Because you own the relationship directly, your growth PM learns your product, your users, and your funnel over time, accumulating the institutional knowledge that makes each experiment smarter than the last rather than resetting when an agency engagement ends.
South matches US companies with dedicated, full-time LatAm growth product managers, making it feel like hiring locally without the cost or the wait. We start by understanding your product, your model, and your metrics, whether you run product-led or sales-assisted, where your funnel leaks, and whether you need someone to own activation, retention, or monetization. From a pre-vetted pool of product and growth talent, we present a short list of candidates whose experimentation track record, analytics depth, and product judgment already match your needs. You interview finalists, not a stack of resumes.
Because candidates are screened for growth experience, experimentation rigor, analytics and SQL fluency, English proficiency, and US-time-zone availability, most clients move from kickoff to a placed, full-time growth PM in about two to four weeks. There are no large upfront fees, and you own the relationship directly. Your growth PM joins your team, learns your product and users, and stays for the long term, building an experimentation engine that compounds rather than churning like a contractor.
If you are not sure whether you need a growth product manager, a traditional product manager, a growth marketer, or a product analyst, we will help you scope the right hire before you commit. Ready to turn your funnel into a system of experiments that compound? Book a call with South and we will line up vetted growth product manager candidates in your time zone within days.
A US-based growth product manager typically costs around 12,000 dollars per month in base salary plus benefits, equity, and overhead. Through South, a comparably skilled growth PM from Latin America generally runs around 5,650 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 growth PM in about two to four weeks. Candidates are pre-vetted for growth experience, experimentation rigor, analytics and SQL fluency, English proficiency, and time-zone fit, so you spend your time interviewing finalists rather than screening a large pool.
Yes. South places PMs who work US business hours. Most of Latin America overlaps with US Eastern and Central time, so your growth PM can join stand-ups, pair with engineers, and keep the experimentation loop fast in real time during your business day.
South's candidates are vetted for hands-on experience with the stack US teams use, including Amplitude, Mixpanel, SQL, and experimentation tools like Optimizely and LaunchDarkly, plus strong grounding in activation, retention, and conversion metrics.
A traditional product manager owns feature roadmaps and new capabilities. A growth product manager owns funnel and lifecycle metrics, activation, retention, conversion, and runs experiments to improve them. If your gap is the rates at which users activate and retain rather than missing features, growth is the right hire.
Generally yes. Experimentation requires enough volume to reach statistical significance. If your traffic is thin, your leverage is usually in acquisition first, where a growth marketer or cro specialist fits better. We will help you assess whether a growth PM is the right next hire.
You own the relationship directly. South places dedicated, full-time professionals who join your team and build lasting knowledge of your product, users, and funnel. They are not rotating agency contractors billed by the hour, and there are no markups on their work.
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.
