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 partnerships manager, you get the person who builds a channel: the integrations, resellers, agencies, and technology alliances that drive pipeline and reach you cannot buy with ad spend. South places full-time, pre-vetted partnerships 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 partner ecosystem who manages relationships and drives co-selling, not a business development generalist who chases logos without a plan.
A partnerships manager is the person who builds and manages a company's external partner relationships, recruiting and enabling channel, technology, and agency partners, driving co-selling and integrations, and turning the partner ecosystem into a repeatable source of pipeline and revenue. They grow the business through other companies rather than through direct sales alone.
The role exists because partnerships are a distinct go-to-market motion with its own mechanics, and they rarely work as a side project. A great partner ecosystem can drive a meaningful share of pipeline, open doors direct sales cannot, and make a product stickier through integrations. But partners need recruiting, enabling, and constant nurturing, and deals through them need structure: who owns the relationship, how leads are registered, how revenue is shared. The partnerships manager is the person who builds that motion deliberately instead of hoping referrals appear, and who keeps partners active rather than letting signed agreements go dormant.
Day to day, they identify and recruit the right partners, whether resellers, system integrators, agencies, or technology and integration partners. They onboard and enable them with training, materials, and a clear value proposition so partners can actually sell or build. They drive co-selling, bringing partners into deals alongside the direct team and coordinating with the account executive who owns the close. They manage the ongoing relationship, the joint planning, the quarterly business reviews, the problem-solving that keeps a partner engaged. They overlap with a business development manager on the sourcing side and with an account manager on the relationship side, and they lean on a revops manager to keep partner-sourced revenue measurable.
The defining toolset is a CRM plus partner-specific systems. Salesforce or HubSpot anchors the work, alongside partner relationship management platforms like PartnerStack, Crossbeam, Impartner, or Allbound, deal registration workflows, and co-selling tools. They measure partner-sourced and partner-influenced pipeline, partner activation rates, deal registration volume, and revenue through the channel. For technology partnerships, they often coordinate with a sales engineer on the integration itself.
What makes one great is a relationship-builder's instinct paired with commercial discipline. They are genuinely good with people and build trust across companies, but they hold partners accountable to real outcomes and do not confuse activity with results. They think in terms of mutual value, because a partnership only lasts if both sides win. Companies in SaaS, technology, and professional services rely on partnerships managers to turn a list of signed agreements into a channel that actually produces.
The clearest trigger is that partnerships keep coming up but nobody owns them. When inbound partner requests pile up, when a founder or sales leader is fielding alliance conversations between everything else, or when you have signed agreements that have gone completely dormant, you have a channel opportunity with no owner. A partnerships manager turns scattered partner interest into a managed program that actually produces pipeline.
The second trigger is that partnerships are becoming strategically important to growth. When you realize a chunk of your best deals come through referrals or integrations, when your category sells naturally through agencies or system integrators, or when a technology partnership could make your product materially stickier, you need someone to build that motion deliberately. This is often the point where partner-sourced pipeline can rival what a direct business development manager produces, if someone owns it.
The third trigger is scale and ecosystem complexity. Once you have many partners, multiple partner types, and channel deals that need clean registration and revenue tracking, informal management breaks down. You need someone who runs the program with structure: enablement, business reviews, and measurement, so partners stay active and channel revenue stays accountable.
Who should not hire yet: a company without product-market fit or a working direct sales motion. Partnerships amplify an existing engine; they rarely create one from nothing. If you cannot yet sell the product directly or do not know your ICP, partners will struggle to sell it for you, and the lever is nailing the core motion first. A founder or an account executive can handle the occasional partner conversation until partnerships are a real, repeatable opportunity. The honest test is whether partnerships represent meaningful, ownerless upside on top of a working business. If partner interest is real and unmanaged, or partnerships are clearly strategic to growth, hire. If you are still proving the core motion, wait.
Evaluate partnerships managers on the balance of relationship skill and commercial discipline, because the best ones build trust without losing sight of outcomes. Give them a real scenario: here is our product and market, what kinds of partners would you pursue and how would you activate them. A strong candidate segments partner types by fit, articulates the mutual value for each, and lays out a concrete enablement and co-selling plan with metrics. A weak one talks about relationships in the abstract or lists partner logos without a plan to make them produce.
Test program-building directly, since recruiting partners is only half the job. They should describe a partner program they built or grew, including how they enabled partners, drove co-selling, and measured partner-sourced pipeline, from experience rather than theory. Probe the accountability question specifically, because dormant partners are the failure mode: ask how they keep partners active and what they do when a partner signs and then goes quiet. And probe the deal mechanics: ask how they handle deal registration and channel conflict with the direct sales team, since that friction sinks many channel programs.
Green flags: a real program they can walk through, fluency in partner enablement and co-selling, comfort with deal registration and revenue tracking, and a focus on mutual value and measurable pipeline. Someone who talks about partner activation rates, partner-sourced revenue, and keeping both sides winning is thinking like the role demands.
Red flags: a candidate who measures success by partners signed rather than pipeline produced, who has no plan for enablement or activation, or who cannot handle channel conflict with direct sales. Be wary of anyone who treats partnerships as pure relationship-building with no commercial accountability, since that is how programs fill with dormant logos.
Use these to test relationship skill, program-building, and commercial discipline:
A US-based partnerships manager typically costs around $9,000 per month in base salary, and more once you add benefits, variable compensation, and recruiting fees. Strong managers who can recruit the right partners, build real enablement, and drive measurable channel pipeline command the top of that range, because the role drives revenue through a hard-to-build motion. Through South, a comparably skilled partnerships manager from Latin America runs closer to $4,250 per month, a savings of roughly 53%.
For a US hire, expect about $9,000 a month in base, plus benefits and variable pay, with a search that often takes six to ten weeks to find someone genuinely strong across relationship-building, program operations, and commercial discipline rather than just one of the three. Through South, the same caliber of partnerships manager from Latin America comes in around $4,250 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 commercial professionals fluent in exactly what the role requires: channel and alliance management, co-selling, and the CRM and PRM tools the motion runs on, many of whom have built partner programs for US technology and professional services companies. They bring the same relationship instinct and commercial discipline their US peers do, earn strong local wages, and still produce major savings for a US employer. Because a working partner channel can drive a meaningful share of pipeline, the return on a strong partnerships manager is high and the lower cost makes it an easy call.
Partnerships work is relationship-driven and real-time, and time zone overlap makes it run smoothly. The role lives on live conversations: partner calls, co-selling sessions with your account executives, joint planning, and fast responses when a partner brings a deal. A partnerships manager in Sao Paulo, Bogota, Mexico City, or Buenos Aires works your business hours, joins your go-to-market standups live, and jumps on the partner call alongside your AE the same day rather than across a time gap. For a role built on trust between companies and on co-selling in real time, that overlap is essential.
The talent depth is strong and well matched to the role. Latin America has produced a generation of commercial and go-to-market professionals who learned on the same English-first CRM and partner tools US teams use and have built channel and alliance programs for international companies. English proficiency is high among these professionals, which is non-negotiable for a role that builds relationships with US partners and co-sells with US prospects.
Retention is a real advantage, because partnerships are built on trust that takes time to develop. A manager who knows your partners personally, the history of each relationship, and what makes each partnership work is far more valuable in year two than a replacement who has to rebuild trust from scratch, and partners themselves value continuity in their point of contact. A full-time, dedicated manager who is well compensated locally and embedded in your team tends to stay, so partner relationships deepen and channel pipeline grows rather than resetting with turnover. South places go-to-market professionals for long-term, full-time roles for exactly this reason, the same logic that makes Latin America strong for an account manager or a customer success manager.
South recruits, vets, and places full-time partnerships managers from across Latin America so you get a dedicated owner of your partner ecosystem, not a business development generalist chasing logos. Every candidate is screened for what the role actually requires: a track record of recruiting and activating partners, real co-selling and enablement experience, command of deal registration and channel mechanics, and the commercial discipline to drive measurable partner pipeline. We test with real scenarios, because the blend of relationship skill, program operations, and accountability is exactly what separates a partnerships manager who builds a producing channel from one who collects dormant agreements.
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 commercial operator at a fraction of US cost rather than a recruiting markup. You own the relationship. Your partnerships manager works on your team, in your time zone, inside your CRM and partner systems, co-selling with your AEs and reporting to you. South handles sourcing and vetting and supports the placement, but the manager is yours.
If partnerships keep coming up but nobody owns them, or partnerships are becoming strategically important to growth, a partnerships manager is the hire that turns scattered partner interest into a channel that produces pipeline, and hiring from Latin America makes it affordable. Book a call with South and we will place a vetted partnerships manager on your team in weeks.
A partnerships manager through South typically runs around $4,250 per month for full-time, dedicated work, compared to roughly $9,000 per month for a comparable US hire, plus benefits and variable pay. That is about 53% in savings, with no large upfront recruiting fees. Because a working partner channel can drive a meaningful share of pipeline, the return easily justifies the cost.
Yes. South places partnerships managers from countries like Brazil, Colombia, Argentina, and Mexico whose business hours overlap with US time zones. This matters because partnerships are relationship-driven and real-time: you need someone available to take partner calls, co-sell with your AEs, and respond when a partner brings a deal, live rather than overnight.
South screens for channel and alliance experience, co-selling and enablement, and command of CRM and partner systems like Salesforce, HubSpot, PartnerStack, and Crossbeam, including deal registration. Many bring technology integration or co-marketing experience. We match for your specific partner types and go-to-market 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 relationships, program operations, and commercial discipline. South maintains a vetted pipeline of LatAm go-to-market talent, so you interview strong, pre-screened candidates right away.
Yes. South screens for the breadth the role often needs, from recruiting resellers and agencies to driving co-selling, to coordinating technology and integration partnerships with product and sales engineering. We match candidates to the partner types that matter most for your business, whether channel, technology, or both.
Full-time and dedicated. South does not place gig or freelance workers. Your partnerships manager is a long-term member of your team, which matters because partnerships are built on trust that takes time: knowledge of your partners and the history of each relationship makes them far more valuable, and partners value a consistent point of contact.
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.
