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 lifecycle marketing manager, you get the person who owns the customer journey after acquisition: the onboarding, engagement, retention, and win-back programs that turn one-time buyers and trial users into loyal, high-value customers. South places full-time, pre-vetted lifecycle 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 retention and customer value, not a contractor who builds a welcome flow and disappears.
A lifecycle marketing manager is a marketer who owns the customer journey after acquisition, designing and running the onboarding, engagement, retention, and win-back programs across email, push, SMS, and in-app that move customers from first touch to loyal, high-value, and back from the brink of churn. They grow revenue from the customers you already have.
The role exists because acquisition is only the start of the value a customer represents, and most companies leave the rest on the table. It is far cheaper to retain and grow an existing customer than to acquire a new one, yet most of the marketing budget goes to the top of the funnel while the post-acquisition journey runs on a stale welcome email and little else. The lifecycle marketing manager is the person who owns that journey deliberately, mapping the stages a customer moves through and building the programs that guide them: onboard well, drive the next purchase or the key activation, deepen engagement, and intervene before they leave.
Day to day, they map the customer lifecycle and build programs for each stage: onboarding and activation, engagement and cross-sell, loyalty, and churn prevention and win-back. They work across channels, email, push notifications, SMS, and in-app messaging, orchestrating the right message on the right channel at the right moment. They live in segmentation and behavioral triggers, because lifecycle marketing is fundamentally about reaching the right customer based on what they have done and where they are in the journey. They run constant A/B tests and measure the metrics that matter: retention, churn, repeat purchase rate, lifetime value, and activation. They overlap heavily with an email marketing manager and a CRM marketing manager, and on the value-protection side with a retention manager; on smaller teams these roles often blur into one.
The defining toolset depends on the model. SaaS and consumer apps run on Braze, Customer.io, or Iterable for cross-channel orchestration. E-commerce teams live in Klaviyo, deeply integrated with Shopify. Around them sit segmentation tools, product analytics like Amplitude or Mixpanel to understand behavior, and a CDP on larger teams. They measure retention curves, churn rate, repeat purchase rate, customer lifetime value, activation rate, and engagement.
What makes one great is strategic thinking about the customer journey paired with hands-on execution. They think in cohorts and lifecycle stages rather than one-off campaigns, they are deeply analytical about retention and LTV, and they can actually build the segmented, triggered programs in the platform. They understand that the goal is not sends but customer value over time. Companies in SaaS, e-commerce, and marketing agencies rely on lifecycle marketing managers to turn acquired customers into a compounding source of revenue.
The clearest trigger is that you are acquiring customers but losing too many of them. When your retention curve drops off sharply, when churn is eating into the growth your acquisition team works hard to produce, or when trial users sign up and never activate, you have a lifecycle problem that more acquisition spend cannot fix. A lifecycle marketing manager builds the onboarding, engagement, and win-back programs that keep customers and grow their value.
The second trigger is that your post-acquisition journey is neglected. When everything after the sale runs on a single welcome email, when you have no real cross-sell or loyalty motion, and when nobody owns the customer experience between purchase and churn, you are leaving substantial revenue on the table. A dedicated owner turns that neglected journey into a system that compounds value from every customer you acquire. For an e-commerce brand or a subscription business especially, that often pays for itself quickly.
The third trigger is scale and journey complexity. Once you have multiple customer segments, several products or plans, and enough volume that timing and personalization across the journey matter, you need someone who can orchestrate cross-channel programs deliberately rather than sending generic blasts. The difference between a thoughtful lifecycle program and a one-size-fits-all approach is large at scale.
Who should not hire yet: a very early company without product-market fit or enough customers to retain. If you are still figuring out whether people want the product and you have a small, churny base for reasons rooted in the product itself, lifecycle marketing cannot paper over that, and the lever is the product and the offer first. A growth marketer or a generalist can handle light onboarding emails until you have a real base worth retaining. The honest test is whether you have customers worth keeping and growing whose journey nobody owns. If retention is a problem or the post-purchase journey is neglected on a real customer base, hire. If you are still finding product-market fit, a lifecycle marketing manager is premature.
Evaluate lifecycle marketing managers on the blend of journey strategy and hands-on execution, because the best ones think in cohorts and can also build the programs. Give them a real scenario: here is our business and our retention curve, what lifecycle programs would you build first and why. A strong candidate diagnoses where the journey leaks, prioritizes programs by impact on retention and LTV, talks through segmentation and triggers, and explains how they would measure each one. A weak one lists generic flows without tying them to your specific retention problem or revenue opportunity.
Test platform depth directly, since it is load-bearing. They should walk through real cross-channel journeys they have built in Braze, Klaviyo, or Customer.io, including segmentation logic, behavioral triggers, and how they orchestrated across email, push, and SMS, from experience rather than theory. Probe the analytical side specifically, because lifecycle is fundamentally a numbers game: ask how they read a retention curve, diagnose where churn happens, and decide which intervention to build first. And probe channel judgment: ask how they decide which channel to use for a given moment in the journey, since over-messaging drives the very churn they are trying to prevent.
Green flags: real cross-channel journey experience they can walk through, fluency in retention, churn, and LTV, the instinct to prioritize by impact, and respect for the customer's attention. Someone who talks about cohorts, lifecycle stages, activation, and lifetime value is thinking like the role demands.
Red flags: a candidate who treats lifecycle as just email, who has only built one-off campaigns and never a real journey, or who cannot connect their work to retention and LTV. Be wary of anyone who wants to message customers at every opportunity with no sense of fatigue, since that approach burns the audience and accelerates churn.
Use these to test journey strategy, platform depth, and analytical instinct:
A US-based lifecycle 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 think strategically about the journey, build cross-channel programs in Braze or Klaviyo, and demonstrably improve retention and LTV command the top of that range, because the role directly affects revenue you already have. Through South, a comparably skilled lifecycle 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 genuinely strong across journey strategy, platform execution, and analytics rather than just one of the three. Through South, the same caliber of lifecycle 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, Customer.io, and the broader retention stack, many of whom have run lifecycle programs for US SaaS and e-commerce brands. They bring the same strategic and analytical skill their US peers do, earn strong local wages, and still produce major savings for a US employer. Because retention and LTV improvements compound and it is far cheaper to grow an existing customer than acquire a new one, the return on a strong lifecycle marketing manager is high and the lower cost makes it an easy call.
Lifecycle work is collaborative and continuous, and time zone overlap makes it run smoothly. The role lives on coordination with product, growth, and design, aligning onboarding with product changes, timing campaigns with launches, and reacting fast when a journey misfires or a churn spike appears. A lifecycle marketing manager in Sao Paulo, Bogota, Mexico City, or Buenos Aires works your business hours, joins your marketing and growth standups live, and fixes the broken onboarding trigger the same afternoon rather than across a time gap. For programs tied closely to the product and the rest of the marketing calendar, that overlap keeps the journey coherent.
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 platforms US teams use and have run retention programs for international brands. English proficiency is high among these marketers, which matters for a role that often writes customer-facing copy in English and coordinates closely with US product and marketing stakeholders.
Retention is a real advantage in two senses, both the metric and the hire. A lifecycle program improves with continuity: a manager who knows your customers, your cohorts, the history of what has been tested, and what drives your churn 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 journeys keep getting sharper and your retention keeps improving rather than resetting with turnover. South places marketers for long-term, full-time roles for exactly this reason, the same logic that makes Latin America strong for an email marketing manager or a retention manager.
South recruits, vets, and places full-time lifecycle marketing managers from across Latin America so you get a dedicated owner of retention and customer value, not a contractor who builds a welcome flow and moves on. Every candidate is screened for what the role actually requires: hands-on expertise in a platform like Braze, Klaviyo, or Customer.io, real cross-channel journey-building skill, strong analytical fluency in retention and LTV, and the strategic thinking to map and grow the customer journey. We test with real scenarios, because the blend of journey strategy, platform execution, and analytical depth is exactly what separates a lifecycle manager who compounds customer value from one who just sends more messages.
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 lifecycle marketing manager works on your team, in your time zone, inside your platform and your data, reporting to you. South handles sourcing and vetting and supports the placement, but the manager is yours.
If you are acquiring customers but losing too many of them, or your post-acquisition journey is neglected, a lifecycle marketing manager is the hire that turns acquired customers into a compounding source of revenue, and hiring from Latin America makes it affordable. Book a call with South and we will place a vetted lifecycle marketing manager on your team in weeks.
A lifecycle 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 and LTV improvements compound and keeping a customer is far cheaper than acquiring one, the return easily justifies the cost.
Yes. South places lifecycle marketing managers from countries like Brazil, Colombia, Argentina, and Mexico whose business hours overlap with US time zones. This matters because lifecycle work is continuous and tied to the product: you need someone available to coordinate with product and growth, time campaigns, and fix a broken journey live rather than overnight.
South screens for hands-on expertise in platforms like Braze, Klaviyo, and Customer.io, plus segmentation, behavioral triggers, cross-channel orchestration across email, push, SMS, and in-app, and analytical fluency in retention and LTV. Many also bring product analytics with Amplitude or Mixpanel. 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 journey strategy, platform, and analytics. South maintains a vetted pipeline of LatAm lifecycle and CRM talent, so you interview strong, pre-screened candidates right away.
Yes, that is the core of the role South screens for. A strong lifecycle marketing manager builds onboarding, engagement, and win-back programs that improve retention and grow lifetime value, and reads cohort and churn data to decide which intervention to build first. We specifically test candidates on how they diagnose a retention curve and prioritize fixes.
Full-time and dedicated. South does not place gig or freelance workers. Your lifecycle marketing manager is a long-term member of your team, which matters because a lifecycle program improves with continuity: knowledge of your customers, cohorts, and what drives your churn 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.
