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 RevOps manager, you get the person who connects marketing, sales, and customer success into one revenue engine instead of three teams blaming each other for the pipeline. South places full-time, pre-vetted RevOps 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 revenue operations, the CRM, the funnel data, the forecasting, not a consultant who hands you a deck and leaves.
A RevOps manager is an operations leader who aligns marketing, sales, and customer success around a single revenue process, owning the CRM, the tech stack, lead routing, forecasting, and reporting so that go-to-market teams run on clean data and consistent definitions. They turn a fragmented funnel into one accountable revenue engine.
Revenue operations exists because most companies grow up with three separate ops functions that never talk. Marketing ops lives in HubSpot or Marketo, sales ops lives in Salesforce, and customer success runs on something else entirely, and the handoffs between them leak deals and corrupt data. The RevOps manager collapses those silos. They own the end-to-end revenue process, from the moment a lead enters the top of the funnel to renewal and expansion, and they make sure the data, the systems, and the definitions are consistent across every stage. When a VP asks "how many qualified leads did marketing pass to sales, and what did they convert to," the RevOps manager is the person who can actually answer with a number everyone trusts.
Day to day, they administer and architect the CRM, usually Salesforce or HubSpot, building the objects, fields, workflows, and automations that the whole GTM team depends on. They design and maintain lead routing and scoring so the right rep gets the right lead fast. They build the forecasting model and the pipeline reports leadership runs the business on. They manage the GTM tech stack, the dialers, the enrichment tools, the sales engagement platforms, the CPQ, and make sure they integrate cleanly rather than fighting each other. They define the funnel stages and the metrics, MQL to SQL conversion, pipeline coverage, win rate, sales cycle length, CAC, net revenue retention, and they keep everyone honest about what those numbers mean.
The toolset is wide. Salesforce or HubSpot anchors the CRM. Tools like Salesloft, Outreach, Gong, Clay, ZoomInfo, LeanData, and Clearbit fill out the stack. Reporting often runs through Looker, Tableau, or native CRM dashboards, and the strongest RevOps managers write SQL to pull truth straight from the warehouse rather than trusting a dashboard someone else built. They overlap heavily with a sales operations manager and a marketing operations manager, and on smaller teams RevOps absorbs both.
What makes one great is systems thinking plus business judgment. They see the whole revenue machine, understand how a change to lead routing ripples into forecast accuracy three stages later, and they prioritize by revenue impact rather than by which team complained loudest. Companies in SaaS, technology, and professional services rely on RevOps managers to make growth predictable.
The clearest trigger is that nobody owns the revenue process end to end and it shows. If marketing, sales, and customer success each run their own systems and definitions, if your forecast is a guess, and if leadership cannot get a straight answer on funnel conversion, you have a RevOps gap. A RevOps manager unifies the systems, defines the metrics everyone agrees on, and gives you a forecast you can actually run the business on.
The second trigger is that your CRM has become a mess that slows everyone down. When reps spend time fighting Salesforce instead of selling, when data is dirty enough that reports contradict each other, and when every new tool gets bolted on without integration, you need a dedicated owner. A RevOps manager cleans the data, rationalizes the stack, and builds the automation that gives reps their time back, which usually pays for the hire in productivity alone.
The third trigger is scale. As you add reps, segments, and products, the complexity of routing, forecasting, and reporting grows faster than any single founder or sales leader can manage on the side. Once you are past a handful of reps and the GTM motion has real moving parts, RevOps becomes the function that keeps growth predictable rather than chaotic.
Who should not hire yet: a very early company with one or two salespeople and a simple CRM. If you have a handful of deals a month and a sales leader who can hold the whole pipeline in their head, a dedicated RevOps manager is premature. A capable Salesforce admin or a generalist ops person can cover the basics until the GTM motion has enough complexity to justify the role. The honest test is whether revenue operations is a real function nobody owns and whether the lack of it is costing you forecast accuracy, rep productivity, or clean data. If marketing, sales, and CS are out of sync and the funnel is a black box, hire. If your motion is still simple enough to manage by hand, wait.
Evaluate RevOps managers on whether they think in systems and revenue, not just clicks in a CRM. Give them a real scenario: here is our funnel and our stack, where would you start and why. A strong candidate diagnoses by revenue impact, asks about your definitions and data quality before touching anything, and explains how a change in one part of the funnel affects the rest. A weak one jumps straight to a list of features they would build without understanding the business problem.
Test CRM depth directly, because it is the load-bearing skill. They should walk through real Salesforce or HubSpot work they have done, custom objects, complex workflows, validation rules, lead routing logic, from experience rather than theory. Probe forecasting and reporting specifically, since it is where RevOps earns its keep: ask how they would build a forecast model, what makes it accurate, and how they would catch a deal that is about to slip. And probe data discipline, because dirty data undermines everything. Ask how they would diagnose why two reports show different pipeline numbers.
Green flags: real CRM architecture experience they can detail, the instinct to align definitions across teams before building, fluency in funnel metrics and forecasting, and the ability to write SQL or at least reason about data at the warehouse level. Someone who talks about pipeline coverage, conversion by stage, and forecast accuracy is thinking like the role demands.
Red flags: a candidate who only knows how to click around a CRM without understanding why, who has never owned a forecast, or who cannot connect their systems work to revenue outcomes. Be wary of anyone who treats data hygiene as someone else's job or who has only ever worked in one silo and cannot reason across the full funnel. A RevOps manager who cannot bridge marketing, sales, and CS is just a CRM admin with a bigger title.
Use these to test systems depth, revenue judgment, and cross-functional thinking:
A US-based RevOps manager typically costs around $10,000 per month in base salary, and more once you add benefits, equity, and recruiting fees. Strong managers who can architect a CRM, build a trustworthy forecast, and align three GTM teams command the top of that range, and they are genuinely hard to find. Through South, a comparably skilled RevOps manager from Latin America runs closer to $4,700 per month, a savings of roughly 53%.
For a US hire, expect about $10,000 a month in base, plus benefits, with a search that often takes eight to twelve weeks to find someone who is strong across CRM administration, forecasting, and cross-functional alignment rather than just one of the three. Through South, the same caliber of RevOps manager from Latin America comes in around $4,700 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 professionals fluent in exactly the systems the role requires: Salesforce, HubSpot, the modern GTM stack, and SQL-based reporting, many of whom have run revenue operations for US SaaS and technology companies. They bring the same systems thinking and revenue judgment their US peers do, earn strong local wages, and still produce major savings for a US employer. Because RevOps directly affects forecast accuracy, rep productivity, and how predictably you grow, the return on a strong RevOps manager is high and the lower cost makes it an easy call.
RevOps is a cross-functional, real-time job, and time zone overlap is what makes it work. The role lives on constant coordination, sitting in pipeline reviews, reacting when a routing rule breaks during a campaign, pulling a number for the board deck before a meeting, unblocking a rep mid-deal. A RevOps manager in Sao Paulo, Bogota, Mexico City, or Buenos Aires works your business hours, joins your forecast calls live, and fixes the broken automation the same afternoon rather than across a time gap. For a function that touches every GTM team daily, 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 revenue and sales operations professionals who learned on the same English-first platforms US teams use and have run ops for international companies. English proficiency is high among these professionals, which is essential for a role that requires aligning marketing, sales, and customer success leaders and presenting numbers to US executives.
Retention is a real advantage, because RevOps compounds with institutional knowledge. A manager who knows your funnel, your data quirks, your forecasting history, and why each automation exists is far more valuable in year two than a replacement starting cold and relearning your stack. A full-time, dedicated manager who is well compensated locally and embedded in your team tends to stay, so your systems keep improving and your forecast keeps getting sharper. South places operations talent for long-term, full-time roles for exactly this reason, the same logic that makes Latin America strong for a HubSpot specialist or a BI analyst.
South recruits, vets, and places full-time RevOps managers from across Latin America so you get a dedicated owner of your revenue operations, not a consultant who delivers a deck and disappears. Every candidate is screened for what the role actually requires: real Salesforce or HubSpot administration depth, forecasting and pipeline analytics, lead routing and scoring design, GTM stack management, and the cross-functional judgment to align marketing, sales, and CS. We test with real scenarios, because the blend of systems depth, data discipline, and revenue thinking is exactly what separates a RevOps manager who makes growth predictable from a CRM admin with a bigger title.
The process is fast. Most roles are filled in about two to four weeks, versus the eight to twelve 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 RevOps manager works on your team, in your time zone, inside your CRM and your stack, reporting to you. South handles sourcing and vetting and supports the placement, but the manager is yours.
If your funnel is a black box, your CRM is a mess, or marketing, sales, and CS are running on three sets of definitions, a RevOps manager is the hire that turns fragmentation into one accountable revenue engine, and hiring from Latin America makes it affordable. Book a call with South and we will place a vetted RevOps manager on your team in weeks.
A RevOps manager through South typically runs around $4,700 per month for full-time, dedicated work, compared to roughly $10,000 per month for a comparable US hire, plus benefits and equity. That is about 53% in savings, with no large upfront recruiting fees. Because RevOps directly affects forecast accuracy, rep productivity, and how predictably you grow, the return easily justifies the cost.
Yes. South places RevOps managers from countries like Brazil, Colombia, Argentina, and Mexico whose business hours overlap with US time zones. This matters because RevOps is a real-time, cross-functional role, you need someone in your pipeline reviews and available to fix a broken routing rule or pull a number live rather than overnight.
South screens for hands-on administration of Salesforce or HubSpot, plus forecasting, lead routing, funnel analytics, and management of the broader GTM stack, including tools like Salesloft, Outreach, Gong, Clay, and LeanData. Many also write SQL and build reporting in Looker or Tableau. We match for your specific CRM and GTM motion.
Most South placements happen in about two to four weeks, compared to the eight to twelve weeks a domestic search commonly takes to find someone genuinely strong across CRM administration, forecasting, and cross-functional alignment. South maintains a vetted pipeline of LatAm operations talent, so you interview strong, pre-screened candidates right away.
Yes, and that is a core part of the role South screens for. A strong RevOps manager builds the forecast model leadership runs the business on, defines the funnel metrics, and builds the dashboards that keep everyone honest. We specifically test candidates on how they build an accurate forecast and how they diagnose conflicting reports.
Full-time and dedicated. South does not place gig or freelance workers. Your RevOps manager is a long-term member of your team, which matters because RevOps compounds with institutional knowledge, understanding of your funnel, your data, and why each system exists grows 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.
