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 marketing operations manager, you get the person who makes the entire marketing machine actually run: the automation platform, the lead routing, the attribution model, and the data that everyone else trusts to make decisions. South places full-time, pre-vetted marketing operations 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 martech stack and marketing data, not a contractor who configures a workflow and disappears.
A marketing operations manager is the person who owns the systems, data, and processes behind a marketing team, administering the automation platform, building lead routing and scoring, managing the martech stack, and maintaining the attribution and reporting that show what marketing actually drives. They make marketing measurable and scalable.
The role exists because modern marketing runs on infrastructure, and that infrastructure breaks constantly without an owner. A demand gen team can launch brilliant campaigns, but if leads do not route to the right rep, if the scoring model is stale, if Salesforce and the marketing platform fall out of sync, or if nobody can say which channel produced pipeline, the whole effort leaks. The marketing operations manager is the person who builds and maintains the plumbing so the rest of the team can move fast without things falling apart underneath them.
Day to day, they administer the marketing automation platform, Marketo, HubSpot, Pardot, or Eloqua, and keep it integrated cleanly with the CRM, almost always Salesforce. They build and maintain lead scoring and lead routing so the right leads reach the right people quickly. They own data hygiene: deduplication, normalization, enrichment, and the rules that keep the database clean enough to trust. They build the reporting and dashboards that show campaign performance and pipeline contribution, and they own the attribution model that tells leadership where results come from. They overlap heavily with a marketing automation specialist and, on the revenue side, with a revops manager, and on smaller teams those roles often collapse into one.
The defining toolset is a martech stack. The platform is Marketo, HubSpot, or Pardot. The CRM is Salesforce or HubSpot CRM. Around them sit enrichment tools like Clearbit and ZoomInfo, form and routing tools like LeanData, attribution platforms like Bizible or HubSpot's native reporting, and data tools for cleanup and sync. They measure marketing-qualified leads, lead-to-pipeline conversion, speed-to-lead, data quality, and marketing's contribution to pipeline and revenue.
What makes one great is a rare combination of technical fluency and process discipline with a marketer's understanding of the funnel. They think in systems, they care obsessively about clean data because every decision rests on it, and they can translate a fuzzy marketing goal into the scoring rules, routing logic, and reports that make it real. Companies in SaaS, e-commerce, and marketing agencies rely on marketing operations managers to turn a chaotic, leaky funnel into a measurable, scalable engine.
The clearest trigger is that your marketing data is no longer trustworthy. When leadership asks which channel drove last quarter's pipeline and nobody can answer with confidence, when reports contradict each other, or when the database is so messy that scoring and routing barely work, you have outgrown ad hoc operations. A marketing operations manager builds the single source of truth that makes every downstream decision defensible.
The second trigger is that your demand gen team is being slowed down by the systems. When campaigns take too long to launch because workflows are fragile, when leads sit unrouted, when speed-to-lead is poor, or when your generalist marketers spend half their time wrestling the platform instead of running programs, a dedicated operations owner pays for itself by unclogging the machine. This is the moment a demand generation manager most needs operational support behind them.
The third trigger is scale and stack complexity. Once you have multiple campaign types, a real sales team that depends on routing, several integrated tools, and enough lead volume that automation matters, you need someone who owns the stack deliberately rather than letting it accrete. The cost of a broken integration or a stale scoring model grows fast at scale.
Who should not hire yet: a very early team with one marketer, a simple HubSpot instance, and low lead volume. If your funnel is small enough that one generalist can run both the campaigns and the light operations behind them, a dedicated ops hire is premature. A marketing automation specialist or a capable generalist can cover the basics until the stack and the data genuinely need a full-time owner. The honest test is whether your systems and data have become a bottleneck or a source of distrust. If leadership cannot trust the numbers or the team is slowed by fragile operations, hire. If a single marketer still comfortably runs everything, wait.
Evaluate marketing operations managers on the blend of platform depth and systems thinking, because the role fails without both. Give them a real scenario: here is our stack and our funnel, walk me through how you would set up lead scoring and routing. A strong candidate asks about your sales process, defines scoring around real buying signals, designs routing that gets leads to reps fast, and explains how they would measure whether it works. A weak one recites generic best practices without connecting them to your specific funnel and sales motion.
Test platform administration directly, since it is load-bearing. They should describe real programs, integrations, and cleanup projects they have run in Marketo, HubSpot, or Pardot, including how they kept the platform synced with Salesforce and how they handled a sync that broke. Probe data hygiene specifically, because it separates the serious from the superficial: ask how they would diagnose and fix a database full of duplicates and bad data. And probe attribution, because leadership lives on it: ask how they would build a model your executives would actually trust.
Green flags: real administration experience they can walk through, fluency in CRM integration and routing, an obsession with clean data, and the ability to translate marketing goals into systems. Someone who talks about speed-to-lead, data quality, and pipeline contribution is thinking like the role demands.
Red flags: a candidate who has only used a platform as an end user and never administered one, who treats data hygiene as someone else's problem, or who cannot connect operations work to pipeline and revenue. Be wary of anyone who cannot explain how their scoring or attribution choices map to real business outcomes, since unexamined models quietly mislead the whole team.
Use these to test platform administration, systems thinking, and data discipline:
A US-based marketing operations manager typically costs around $8,500 per month in base salary, and more once you add benefits and recruiting fees. Strong operators who can administer Marketo or HubSpot at depth, integrate cleanly with Salesforce, and build attribution leadership trusts command the top of that range, because the role is technical and the supply is thin. Through South, a comparably skilled marketing operations manager from Latin America runs closer to $4,000 per month, a savings of roughly 53%.
For a US hire, expect about $8,500 a month in base, plus benefits, with a search that often takes six to ten weeks to find someone genuinely strong across platform administration, data hygiene, and attribution rather than just one of the three. Through South, the same caliber of marketing operations manager from Latin America comes in around $4,000 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 operations-minded marketers fluent in exactly the platforms the role requires: Marketo, HubSpot, Pardot, and Salesforce, many of whom have run martech stacks for US SaaS and e-commerce companies. They bring the same technical and process discipline their US peers do, earn strong local wages, and still produce major savings for a US employer. Because clean operations unblock the entire marketing team and make every dollar of spend measurable, a strong marketing operations manager returns far more than the salary, and the lower cost makes the decision easy.
Operations work is deeply collaborative and time-sensitive, and time zone overlap makes it run smoothly. The role lives on tight coordination with demand gen, sales ops, and individual reps, fixing a broken routing rule before leads go cold, updating a scoring model before a campaign launches, and pulling a report leadership needs that afternoon. A marketing operations manager in Sao Paulo, Bogota, Mexico City, or Buenos Aires works your business hours, joins your marketing and revenue standups live, and resolves the misfiring integration the same day rather than across a time gap. For systems that the whole team depends on in real time, that overlap is not a nice-to-have.
The talent depth is strong and well matched to the role. Latin America has produced a generation of technical marketers who learned on the same English-first platforms US teams use and have administered martech stacks for international companies. English proficiency is high among these operators, which matters for a role built on constant coordination with US marketing and sales stakeholders and on documentation everyone has to follow.
Retention is a real advantage, because operations knowledge compounds. A manager who knows your stack, the history of your scoring and routing decisions, and the quirks of your Salesforce instance is far more valuable in year two than a replacement starting cold and relearning where the bodies are buried. A full-time, dedicated operations manager who is well compensated locally and embedded in your team tends to stay, so your systems get cleaner and more reliable over time rather than degrading with turnover. South places marketers for long-term, full-time roles for exactly this reason, the same logic that makes Latin America strong for a HubSpot specialist or a marketing automation specialist.
South recruits, vets, and places full-time marketing operations managers from across Latin America so you get a dedicated owner of your martech stack and marketing data, not a contractor who configures a workflow and moves on. Every candidate is screened for what the role actually requires: hands-on administration of Marketo, HubSpot, or Pardot, real CRM integration and routing experience, genuine data hygiene discipline, and the systems thinking to build attribution and reporting leadership can trust. We test with real scenarios, because the blend of platform depth, data discipline, and funnel understanding is exactly what separates an operations manager who unblocks the team from one who just keeps the lights on.
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 operator at a fraction of US cost rather than a recruiting markup. You own the relationship. Your marketing operations manager works on your team, in your time zone, inside your stack and your CRM, reporting to you. South handles sourcing and vetting and supports the placement, but the manager is yours.
If your marketing data is no longer trustworthy, or your demand gen team is being slowed by fragile systems, a marketing operations manager is the hire that turns a leaky funnel into a measurable, scalable engine, and hiring from Latin America makes it affordable. Book a call with South and we will place a vetted marketing operations manager on your team in weeks.
A marketing operations manager through South typically runs around $4,000 per month for full-time, dedicated work, compared to roughly $8,500 per month for a comparable US hire, plus benefits. That is about 53% in savings, with no large upfront recruiting fees. Because clean operations unblock the entire marketing team and make spend measurable, the return easily justifies the cost.
Yes. South places marketing operations managers from countries like Brazil, Colombia, Argentina, and Mexico whose business hours overlap with US time zones. This matters because operations is time-sensitive: you need someone available to fix routing, update scoring before a launch, and pull reports live rather than overnight.
South screens for hands-on administration of platforms like Marketo, HubSpot, and Pardot, plus Salesforce integration, lead scoring and routing, data hygiene, and attribution. Many also bring experience with LeanData, Clearbit, ZoomInfo, and SQL for data work. We match for your specific stack and sales motion.
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, data, and attribution. South maintains a vetted pipeline of LatAm marketing operations 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 marketing operations manager builds the dashboards and attribution model that show marketing's contribution to pipeline and revenue, and keeps the underlying data clean enough to trust. We specifically test candidates on how they would build a model your leadership would believe.
Full-time and dedicated. South does not place gig or freelance workers. Your marketing operations manager is a long-term member of your team, which matters because operations knowledge compounds: familiarity with your stack, your scoring decisions, and your CRM quirks makes them far more valuable 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.
