South helps growing companies find, hire, and pay top Latin American talent. Build high-performing teams in 21 days or less.
.svg){kind=logo}
Hire a marketing analyst who can tell you which channels actually drive revenue, which campaigns to kill, and where your next dollar should go. South places vetted, full-time marketing analysts from Latin America who work your US business hours and cost 30 to 60 percent less than a comparable US hire. Most placements close in two to four weeks, with no large upfront fees and a relationship you own directly.
A marketing analyst is the person who turns marketing data into decisions, measuring channel performance, building attribution models, running experiments, and telling you what is actually working versus what just looks busy. They own the reporting, the dashboards, and the analysis that connect marketing spend to pipeline and revenue, and they are the reason a marketing team can defend its budget with numbers instead of opinions.
The role sits between marketing execution and data. A campaign manager runs the ads; a marketing analyst tells them which ads to run more of. A general data analyst can query anything; a marketing analyst lives specifically in the world of acquisition, conversion, retention, and attribution. They understand the funnel, the metrics that matter at each stage, and the difference between a vanity metric and one that predicts revenue. That domain focus is what makes a marketing analyst more useful to a marketing team than a generic analyst.
Day to day, a marketing analyst works across a stack of tools. They live in Google Analytics 4 and often a product analytics tool like Amplitude or Mixpanel. They build dashboards in Looker, Tableau, or Power BI, write SQL to pull data from the warehouse, and pull campaign data from ad platforms like Google Ads, Meta, and LinkedIn. They work inside marketing platforms like HubSpot, Marketo, or Salesforce to connect leads to outcomes, and they often use spreadsheets for ad hoc analysis and experiment design. The strongest ones are comfortable with attribution modeling, statistical significance in A/B tests, and cohort analysis.
The core questions a marketing analyst answers are consistent. Which channels deliver the lowest cost per acquisition and the highest quality leads? What is the real return on ad spend once you account for the full funnel? Which campaigns should scale and which should die? Is this A/B test result real or noise? Where are leads leaking out of the funnel, and what is the revenue impact of fixing it? A good marketing analyst does not just report these numbers; they interpret them and recommend specific actions.
What separates a strong marketing analyst from a dashboard builder is the ability to drive decisions. Anyone can produce a chart. The valuable analyst frames the insight, quantifies the opportunity, and makes a clear recommendation that a CMO or founder can act on. They are skeptical of clean stories, they check whether a result is statistically meaningful, and they trace attribution honestly even when the answer is inconvenient. For a marketing team spending real money on acquisition, this hire is the difference between optimizing with evidence and guessing with a budget.
Hire a marketing analyst when your marketing spend is large enough that guessing is expensive. If you are putting real money into paid acquisition and content but cannot confidently say which channels drive revenue, you are almost certainly wasting a meaningful share of that budget. A marketing analyst pays for themselves by reallocating spend away from what does not work, and the savings on a single misallocated channel often exceeds the salary.
The second trigger is decision paralysis from conflicting numbers. When the ad platforms report one set of conversions, your CRM reports another, and nobody trusts the dashboard, marketing decisions stall or get made on gut feel. A marketing analyst builds a single source of truth, reconciles the discrepancies, and gives the team numbers it can act on. That clarity unlocks faster, better decisions across the whole funnel.
Scaling experimentation is the third trigger. If your team wants to run A/B tests, optimize landing pages, and improve conversion systematically but has no one to design experiments and judge significance, you will run tests that produce noise and false conclusions. A marketing analyst makes experimentation rigorous instead of theatrical. This role pairs naturally with a growth marketer who runs the experiments and a marketing operations manager who owns the stack.
Who should NOT hire yet: a very early company with a small budget and a simple funnel does not need a dedicated marketing analyst. If one person can read Google Analytics and the ad dashboards in an hour a week, a full-time analyst is more capacity than the data justifies. A founder or a data analyst covering marketing part-time may be enough until spend and complexity grow. Do not hire an analyst to build dashboards no one will act on. Wait until the spend is large, the channels are many, and the decisions are real.
The most important quality is the ability to turn data into a recommendation, not just a chart. Give a candidate a realistic dataset or scenario, here is channel performance for last quarter, what should we do, and watch whether they identify the insight, quantify the opportunity, and recommend a specific action. A weak analyst describes the data back to you. A strong one tells you what to do and why, and is willing to be wrong on the record.
Statistical honesty is a real differentiator and an easy place for weak candidates to bluff. Ask how they decide whether an A/B test result is real, how they handle a test that looks like a winner but has not reached significance, and how they think about attribution when channels overlap. You want someone who resists clean stories, checks their work, and tells you when a result is too noisy to trust. Overconfidence with weak data is dangerous in this role.
Technical fluency matters, so verify it concretely. Confirm they can write real SQL, navigate GA4, build a dashboard, and reconcile a discrepancy between an ad platform and a CRM. These are daily tasks, and surface familiarity collapses under specific questions about how attribution windows or conversion events actually work.
Who should NOT hire yet, on the candidate side: avoid pure report builders who can make a dashboard but never connect it to a decision, and avoid pure data engineers who love the pipeline but have no marketing intuition. The role lives in the overlap of data skill and marketing judgment. Someone who would pair well with your BI analyst and your performance marketing manager, and who is energized by finding the lever that moves revenue, is the profile that lasts.
A US marketing analyst costs roughly 6,500 dollars per month in base salary, more once benefits and bonus are included, and considerably more in major markets for someone with strong SQL and attribution skills. Through South, a comparably skilled Latin American marketing analyst costs around 3,050 dollars per month, a savings of roughly 53 percent for equivalent capability.
The gap reflects cost-of-living and currency differences across markets like Brazil, Argentina, Colombia, and Mexico, not a difference in analytical skill. Latin America has a large and growing pool of data and marketing-analytics professionals, many trained at multinationals, agencies, and the region's startup ecosystem, with direct experience in GA4, SQL, BI tools, and US marketing stacks. A salary that is competitive locally still lands far below US rates.
The skills in this role translate cleanly across borders, which makes regional hiring especially efficient. SQL is SQL, GA4 is GA4, and statistical significance does not change by geography. A marketing analyst in Sao Paulo or Bogota can build the same dashboards, run the same attribution models, and design the same experiments as one in San Francisco. What changes is your monthly cost, not the quality of the analysis.
A realistic all-in comparison: a US marketing analyst can cost 95,000 to 130,000 dollars per year fully loaded. The South equivalent typically lands in the high 30,000s annually, with no recruiting agency markup and no large upfront placement fee. For a marketing team building out analytics, the savings on a single analyst can fund additional ad spend or another hire.
Time zone overlap makes the analyst a real collaborator, not a delayed report generator. A marketing analyst in Bogota, Mexico City, or Sao Paulo works your business hours, which means they can join the weekly marketing meeting, pull a number live when a decision is pending, and iterate on a dashboard in real time with the team. Marketing moves fast and decisions are frequent, so same-hours availability turns the analyst from an overnight queue into an embedded partner.
The analytics talent in Latin America is deep and modern. The region has produced a large community of data professionals fluent in GA4, SQL, BI tools, and the cloud data stack, many with direct experience supporting US marketing teams through agencies and in-house roles. English proficiency among this professional tier is strong, which matters for a role that has to present findings clearly and persuasively to US leadership.
Cultural and business alignment is high. Latin American marketing analysts working with US companies understand US marketing channels, US-style metric-driven culture, and the directness expected when presenting a recommendation to a CMO or founder. That alignment reduces friction in a role where the analysis only matters if it is communicated and trusted.
Hiring through South removes the operational burden. South sources, vets, and screens candidates on SQL, GA4, attribution, experiment analysis, and communication, then delivers a shortlist. You own the relationship directly, with no opaque agency layer. This pairs well with hiring a data analyst or a marketing automation specialist from the same region to build a complete, time-zone-aligned analytics and marketing-ops function.
South places full-time, dedicated Latin American marketing analysts with US companies, and the process is built for speed and signal. You tell us your marketing stack, your channels, the BI tools you use, and the level of analytical depth you need. We source from a pre-vetted pool, screen candidates on SQL, GA4, attribution modeling, experiment analysis, and communication, and hand you a shortlist that fits rather than a stack of resumes to evaluate.
Because candidates arrive pre-vetted on the skills that matter for marketing analytics, your interview loop stays short and focused on judgment and fit rather than basic competence. Most placements close in two to four weeks. There are no large upfront fees, cost savings versus a US hire typically run 30 to 60 percent, and you own the relationship from day one. Your marketing analyst works your hours, lives in your stack, and operates as a full member of your marketing team.
If you are building out marketing analytics, South can help you staff it coherently in a time-zone-aligned way, pairing a marketing analyst with a growth marketer, a marketing operations manager, and other roles so measurement, experimentation, and execution all reinforce each other. Book a call with South and we will map your analytics needs to a shortlist of vetted Latin American marketing analysts you can interview within days.
A US marketing analyst costs around 6,500 dollars per month in base salary, more all-in. Through South, a comparably skilled Latin American marketing analyst costs roughly 3,050 dollars per month, a savings of about 53 percent. There are no large upfront fees, and the savings reflect regional cost-of-living differences, not lower capability.
Latin American marketing analysts work US business hours because the region shares or closely overlaps US time zones. They join marketing meetings live, pull numbers when a decision is pending, and iterate on dashboards in real time. Marketing moves fast, so same-hours availability makes the analyst an embedded partner rather than an overnight report queue.
A general data analyst can query any data. A marketing analyst specializes in the funnel: acquisition, conversion, retention, attribution, and channel performance. They understand which metrics predict revenue and which are vanity, which makes them far more useful to a marketing team than a generic analyst.
Yes. The region has a deep pool of analytics professionals fluent in Google Analytics 4, SQL, BI tools like Looker, Tableau, and Power BI, and US marketing platforms like HubSpot and Salesforce. South screens specifically for the tools in your stack so candidates can ramp quickly.
Most placements happen in two to four weeks. Because South maintains a pre-vetted pool and screens candidates on SQL, GA4, attribution, and communication before you interview them, your hiring process is short and focused on judgment and fit rather than basic qualification.
The strong ones can, and South screens for it. Good marketing analysts build honest attribution models, check A/B tests for statistical significance before declaring winners, and resist clean stories that the data does not support. That rigor is exactly what separates a useful analyst from a dashboard builder.
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.
