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 sales enablement manager who turns your reps into a consistent, quota-hitting team instead of a collection of individual performers. South places pre-vetted sales enablement managers from Latin America who work in your US time zone and cost 30 to 60 percent less than a comparable US hire, with placement in roughly two to four weeks and no large upfront fees. You get a dedicated, full-time enablement leader who builds onboarding, playbooks, training, and the content and tooling that help every rep sell better.
A sales enablement manager is the person who equips a sales team to sell more effectively by building onboarding programs, sales playbooks, training, content, and the tools and processes reps use to win deals. They sit between sales, marketing, and product, translating strategy into the practical assets and skills that move pipeline, then measuring whether reps actually adopt and benefit from them.
The job exists because hiring more reps does not fix a broken or inconsistent sales motion. When new hires take six months to ramp, when top performers hoard tribal knowledge, and when win rates swing wildly by rep, the problem is enablement, not headcount. A strong sales enablement manager attacks that directly. They design a structured onboarding program so a new rep is productive in weeks rather than months. They codify how the best reps sell into repeatable playbooks tied to a methodology like MEDDIC, MEDDPICC, Challenger, or SPIN. They build the content reps actually need at each stage, from discovery decks and objection-handling guides to competitive battlecards and case studies. And they run ongoing training and coaching so skills keep improving after onboarding ends.
Day to day, a sales enablement manager lives in the tools that run a modern sales floor. That means enablement platforms like Highspot or Seismic for content management and analytics, a CRM like Salesforce or HubSpot for pipeline and process, conversation-intelligence tools like Gong or Chorus to study real calls and surface what good looks like, and learning systems for training delivery. They watch metrics that prove enablement is working: ramp time to first deal, quota attainment, win rate, content usage and influence, and conversion by funnel stage. The best ones treat enablement as a data problem, not a content-printing job, and they tie every program back to a number leadership cares about.
The role overlaps with several adjacent positions. A sales operations manager owns the systems, data, and process mechanics of the sales org, while enablement owns the skills, content, and readiness of the reps. A revops manager aligns the full go-to-market engine across marketing, sales, and customer success. A product marketing manager creates positioning and messaging that enablement then operationalizes for the field. The sales enablement manager's distinct value is making every rep more productive through better readiness, content, and coaching, measured in faster ramp and higher win rates. The best ones combine a trainer's instinct, a marketer's content sense, and an operator's discipline about data.
Hire a sales enablement manager when your sales team has grown past the point where founders or a single sales leader can train and coach everyone personally. The classic trigger is a company scaling from a handful of reps to a real team, where new hires ramp slowly, knowledge lives in a few people's heads, and performance varies widely. At that stage, a dedicated enablement manager turns ad hoc training into a repeatable system that gets every rep to quota faster.
Another trigger is inconsistent execution. When win rates swing dramatically by rep, when discovery is sloppy, or when reps cannot position against a key competitor, you have an enablement gap. A sales enablement manager codifies what the best reps do, builds the content and training to spread it, and measures whether the rest of the team adopts it. A third trigger is a major change to the motion, such as moving upmarket, launching a new product line, or adopting a new methodology, where someone needs to retrain and re-equip the whole team.
Who should NOT hire yet: if you have only a few reps and no repeatable, proven sales motion to codify, it is too early. You cannot enable a process that does not exist yet. Found and validate your motion first, then enable it. If your real bottleneck is systems, data hygiene, or process mechanics rather than rep skill, a sales operations manager or revops manager is the better first hire. And if you simply need someone managing and coaching reps day to day with quota responsibility, that is a sales manager, not an enablement specialist. Bring on the enablement manager when you have a team large enough and a motion proven enough to systematize.
Start with evidence that the candidate has actually moved a number, not just produced content. Anyone can build a deck library. The enablement managers worth hiring talk in outcomes: they reduced ramp time from X to Y, lifted win rate by a measurable amount, or drove adoption of a new methodology that showed up in pipeline. Ask for a specific program they built and the metric it moved. Vague answers about "creating alignment" without a number are a warning sign.
Second, evaluate their grasp of how sales actually works. The best enablement managers have either carried a quota or worked shoulder to shoulder with reps long enough to know what real selling feels like. They should be able to walk through a deal stage by stage, name the methodology they build around, and explain how they would coach a rep through a stalled deal. Enablement built by someone who has never been close to a live deal tends to produce content reps ignore.
Third, look for data discipline and tool fluency. Ask how they measure whether enablement is working and which tools they use. Strong candidates name specific metrics like ramp time, content influence, and stage conversion, and describe using Gong or Chorus to study real calls rather than guessing. They treat adoption as something to drive and measure, not assume.
Who should NOT hire yet: be cautious of the candidate who is essentially a content producer with no measurement or coaching muscle, and equally cautious of the polished trainer who cannot connect their work to revenue. Also watch for someone who wants to roll out a brand-new methodology and tool stack on day one regardless of fit; great enablement starts by learning your motion, not importing a generic playbook. You want a builder who pairs real selling instinct with data rigor and adoption focus.
A US-based sales enablement manager typically costs around 9,000 dollars per month in base salary, climbing with team size and seniority, before benefits, payroll taxes, and overhead. Fully loaded, a US enablement manager commonly runs well over 130,000 dollars a year.
Through South, a comparably skilled sales enablement manager from Latin America generally runs around 4,250 dollars per month, a savings of roughly 53 percent. The gap reflects the local labor market, not the quality of the work. Latin America has a deep and growing pool of go-to-market professionals trained on the same stack US companies use, from Highspot and Seismic to Salesforce, HubSpot, and Gong, many of whom have built enablement for US SaaS and technology companies through nearshore teams. Compensation that is strong in Bogotá, Buenos Aires, or São Paulo translates to a far lower number for a US employer hiring the same skill set.
Quality holds because enablement is the same discipline regardless of geography. Building onboarding that ramps reps faster, codifying playbooks, and coaching to a methodology produce the same value whether the manager sits in Austin or Medellín. You are paying for the ability to systematize a sales motion and lift team performance, and the region produces that skill in volume. Because South places dedicated full-time professionals rather than billing through an agency by the hour, you avoid markups and large upfront placement fees and pay a straightforward full-time salary calibrated to a market where it stretches further. Across a year the savings are substantial while your team ramps just as fast and sells just as consistently.
Time-zone overlap matters more for enablement than people expect, because the job is built on live interaction with reps. Running training, coaching on calls, and sitting in on deal reviews all require real-time presence during the US sales day. Latin America runs on US business hours, with most of the region overlapping US Eastern and Central time, so your enablement manager joins your stand-ups, listens to live calls, and coaches reps in the moment rather than leaving feedback to be read overnight.
The talent depth is genuine. Latin America has built a large nearshore go-to-market workforce, and a generation of professionals has run enablement, sales ops, and training for US companies. Many are fluent in the exact tools US teams use, from Highspot and Seismic to Salesforce, HubSpot, Gong, and Chorus, and in the methodologies, MEDDIC, MEDDPICC, Challenger, that US sales orgs run on. English proficiency among GTM professionals is strong, which is essential for a role that trains and coaches English-speaking reps every day.
Cultural alignment reduces friction. LatAm professionals generally share US norms around deadlines, directness, and performance accountability, which fits the fast-moving, metrics-driven world of sales. Combined with the cost savings and time-zone fit, you get a dedicated enablement manager who functions like an in-house team member at a fraction of the loaded cost. Because you own the relationship directly, your enablement manager learns your product, your buyers, and your reps over time, building institutional knowledge that compounds rather than resetting when an agency engagement ends.
South matches US companies with dedicated, full-time LatAm sales enablement managers, making it feel like hiring locally without the cost or the wait. We start by understanding your motion, your team size, and your goals, whether you sell SaaS or services, run on Salesforce or HubSpot, use Highspot or Seismic, and need someone to stand up enablement from scratch or level up an existing program. From a pre-vetted pool of go-to-market talent, we present a short list of candidates whose enablement experience, tool fluency, and methodology grounding already match your needs. You interview finalists, not a stack of resumes.
Because candidates are screened for enablement experience, platform proficiency, sales acumen, English fluency, and US-time-zone availability, most clients move from kickoff to a placed, full-time enablement manager in about two to four weeks. There are no large upfront fees, and you own the relationship directly. Your enablement manager joins your team, learns your buyers and your reps, and stays for the long term, building programs that improve every quarter rather than churning like a contractor.
If you are not sure whether you need a sales enablement manager, a sales operations manager, a broader revops manager, or a presales solutions consultant, we will help you scope the right hire before you commit. Ready to turn your reps into a consistent, quota-hitting team? Book a call with South and we will line up vetted sales enablement manager candidates in your time zone within days.
A US-based sales enablement manager typically costs around 9,000 dollars per month in base salary plus benefits and overhead. Through South, a comparably skilled enablement manager from Latin America generally runs around 4,250 dollars per month, a savings of roughly 53 percent, with no large upfront placement fees.
Most placements move from kickoff to a signed, full-time enablement manager in about two to four weeks. Candidates are pre-vetted for enablement experience, platform proficiency, sales acumen, English fluency, and time-zone fit, so you spend your time interviewing finalists rather than screening a large pool.
Yes. South places managers who work US business hours. Most of Latin America overlaps with US Eastern and Central time, so your enablement manager can run live training, sit in on real sales calls, and coach reps in real time during your business day.
South's candidates are vetted for hands-on experience with the tools US teams use, including Highspot, Seismic, Salesforce, HubSpot, Gong, and Chorus, plus working knowledge of methodologies like MEDDIC, MEDDPICC, and Challenger.
A sales enablement manager owns rep readiness: onboarding, playbooks, training, and content. A sales operations manager owns the systems, data, and process mechanics behind the sales org. Many growing teams eventually need both, but enablement is the right hire when the bottleneck is rep skill and consistency.
Yes. Many of South's candidates have stood up enablement end to end, designing onboarding, codifying playbooks, selecting and configuring an enablement platform, and building the measurement to prove it works. Tell us your motion and we will match someone with build experience.
You own the relationship directly. South places dedicated, full-time professionals who join your team and build lasting knowledge of your product, buyers, and reps. They are not rotating agency contractors billed by the hour, and there are no markups on their work.
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.
