Hire a Top Sales Rep in LatAm. Same Quality. 55% Less.

• Identify and target potential customers to generate leads and close sales.
• Present, promote, and sell products/services to existing and prospective customers.
• Establish, develop, and maintain positive business and customer relationships.
• Achieve agreed-upon sales targets and outcomes within schedule.
• Coordinate sales efforts with team members and other departments.
• Analyze the territory/market’s potential, track sales, and create status reports.
• Supply management with reports on customer needs, problems, interests, competitive activities, and potential for new products and services.
• Continuously improve through feedback and self-analysis.
• Keep abreast of best practices and promotional trends in the market.
• Resolve customer complaints by investigating problems and developing solutions.

• Proven work experience as a Sales Representative.
• Highly motivated and target-driven with a proven track record in sales.
• Excellent selling, negotiation, and communication skills.
• Prioritizing, time management, and organizational skills.
• Ability to create and deliver presentations tailored to the audience's needs.
• Familiarity with BRM and CRM practices, as well as the ability to build productive business professional relationships.
• Experience with office software (e.g., MS Office) and CRM software (e.g., Salesforce).
• Relationship management skills and openness to feedback.
• BA/BS degree in business administration, sales, or relevant field preferred.
• Ability to work comfortably in a fast-paced, high-volume, and deadline-driven environment.

What Kind of Sales Rep Does Your Company Need?

A Sales Rep handling inbound inquiries for a SaaS company has different responsibilities from someone prospecting new business or closing deals for a professional services firm.

The right hire depends on where your sales process needs more capacity, how customers make purchasing decisions, and which stages of the pipeline the representative will own.

Some experienced Sales Reps can work across several of these areas, particularly when they've handled an entire sales cycle at smaller companies.

However, experience selling through a similar process matters more than a résumé full of sales titles.

For example, a Sales Rep accustomed to handling inbound requests may be particularly effective when customers already understand their needs and expect a quick response.

A representative experienced in outbound prospecting may be better at researching accounts, earning the first conversation, and building opportunities from an unfamiliar market.

Before hiring, identify where your company needs additional sales capacity and which outcomes the new employee will be responsible for producing.

How Should a Remote Sales Rep Fit Into Your Sales Team?

A remote Sales Rep can prospect, qualify leads, conduct sales conversations, maintain CRM records, and manage opportunities while working directly with your U.S. sales leadership.

The arrangement works best when the representative has a defined sales process, clear performance expectations, and enough product knowledge to communicate your value proposition confidently.

Define Lead Ownership and Sales Responsibilities

Sales Rep is a broad title, and responsibilities vary considerably between companies.

At one business, the representative may handle inbound inquiries and schedule qualified appointments.

At another, the person may be responsible for generating leads, presenting solutions, negotiating, and closing new business.

For example, a B2B software company might assign its Sales Rep responsibility for converting smaller inbound opportunities while Account Executives manage larger, more complex deals.

The Sales Manager defines qualification criteria, the representative manages the assigned opportunities, and the closing team receives appropriate handoffs when needed.

Establish who owns each lead, which sales stages the representative manages, and when an opportunity should move to another team member.

That includes deciding whether the position is responsible for prospecting, qualification, demos, proposals, negotiation, closing, or some combination.

Clear ownership helps avoid missed follow-ups and confusion about sales performance.

Establish Qualification and Discovery Standards

A Sales Rep should understand how to determine whether a prospect is a strong fit for your company's offering.

That involves asking relevant questions, understanding the customer's situation, and identifying what would make the purchase valuable.

For example, a company selling outsourced accounting services may receive inquiries from businesses with different financial needs.

Some prospects may need bookkeeping support, while others require a more experienced accounting team.

The representative should understand how to identify the customer's priorities and determine which service is appropriate.

Before assigning sales responsibilities, establish expectations for:

• Ideal customer profile: Which businesses, industries, or buyers the company wants to serve.
• Qualification: What makes a lead appropriate for the sales process.
• Discovery: Which questions help uncover customer requirements and buying priorities.
• Decision-making: How the representative identifies stakeholders involved in the purchase.
• Next steps: How a qualified prospect moves forward.
• Disqualification: When the representative should stop pursuing an opportunity.
• CRM documentation: What information must be recorded after each conversation.

For example, a prospect might express interest in your service but lack the budget or authority to make a decision.

A strong representative should recognize the situation, clarify the relevant details, and recommend an appropriate next step.

Good qualification helps the company focus its sales efforts on opportunities with a realistic path to becoming customers.

Coordinate Follow-Ups, CRM Management, and Pipeline Visibility

Sales opportunities often require several conversations before a customer makes a decision.

Your Sales Rep should maintain organized records and follow-up procedures to keep those opportunities moving.

For example, a prospect may request a proposal after an initial discovery call but need approval from a business partner before moving forward.

The representative should record that information, agree on the next step, and follow up at the appropriate time.

Your company should establish standards for:

• Logging relevant calls, emails, and meeting notes
• Recording qualification details and customer needs
• Keeping opportunity stages accurate
• Scheduling follow-ups
• Identifying inactive or stalled opportunities
• Documenting objections and reasons for lost deals
• Maintaining accurate contact information
• Escalating requests requiring management approval

Tools such as Salesforce, HubSpot, or Pipedrive can help maintain these records.

However, the quality of CRM information depends on consistent sales habits and clear definitions for each opportunity stage.

For example, a company should establish what qualifies as a new opportunity and which evidence is required before moving a deal into the proposal stage.

This makes pipeline reviews more useful and helps sales managers understand what is actually happening.

Establish Sales Targets and Compensation Expectations

A Sales Rep's performance should be evaluated according to the responsibilities they control.

Someone focused on appointment setting may be measured on qualified meetings and attendance rates.

A full-cycle representative may be responsible for closed-won revenue and quota attainment.

A consultative seller working with larger accounts may require a longer period to develop opportunities and close deals.

Before hiring, define:

• Expected lead volume and lead sources
• Target customer segment
• Sales cycle length
• Average deal size or contract value
• Relevant conversion rates
• Quota or revenue expectations
• Base compensation and variable compensation
• Commission eligibility and payment rules
• Territory and account ownership
• Ramp-up expectations

For example, if your company expects the representative to close $30,000 in new monthly revenue, the sales manager should examine the number of opportunities, average deal value, historical conversion rates, and time required to close.

Sales targets should reflect a realistic opportunity to achieve them using the company's available leads, sales process, and resources.

If the position includes commission, establish the calculation, eligibility requirements, approval process, and payment conditions before the employee begins selling.

Your hiring partner and relevant advisers can help clarify the applicable compensation and contractual arrangements.

Connect Sales With Marketing and Customer Success

A Sales Rep often depends on information and support from other departments.

Marketing may generate inbound leads and supply campaign materials.

Sales Operations may maintain CRM workflows and reporting.

Customer Success or Account Management may take responsibility for the relationship after the purchase.

For example, a Sales Rep may close a new subscription agreement and then transfer the relevant customer information to the onboarding team.

The handoff should include the customer's objectives, purchased services, important commitments, and agreed next steps.

Define how your representative collaborates with marketing, sales leadership, operations, and post-sale teams.

For outbound positions, also establish approved communication methods, contact data practices, and procedures for honoring opt-out requests and other applicable outreach requirements.

This keeps the sales process organized as activity increases.

Related Roles to Consider

Depending on your company's revenue goals and sales process, another professional may be a better fit or a useful addition.

• Sales Development Representative (SDR): Best for companies needing dedicated lead qualification, prospect follow-up, and meeting generation before opportunities reach a closer.
• Business Development Representative (BDR): A strong fit when your priority is outbound prospecting, target account research, and creating opportunities in new markets.
• Account Executive: Appropriate when your company needs someone to manage qualified opportunities through discovery, demonstrations, proposals, negotiation, and closing.
• Inbound Sales Rep: Focuses on responding to interested prospects, qualifying inquiries, and converting opportunities generated through existing demand.
• Outbound Sales Representative: Supports businesses that need proactive outreach, prospecting, and consistent new-business development.
• Appointment Setter: Best when the main objective is scheduling qualified meetings for salespeople, consultants, or business owners who handle the closing process.
• Sales Manager: Focuses on coaching representatives, reviewing performance, managing pipeline expectations, and improving team execution.
• Account Manager: More appropriate when the company primarily needs someone to maintain existing customer relationships, support renewals, and develop expansion opportunities.

A Sales Rep is generally the strongest choice when your company needs flexible selling capacity across one or more stages of the customer acquisition process.

If you already have experienced closers but need more qualified conversations, an SDR or BDR may be more appropriate.

If your company has plenty of qualified leads but struggles to convert them into customers, an Account Executive with relevant closing experience may be the better fit.

South can help you identify candidates across these roles according to your sales process, target customers, and performance expectations.

How to Evaluate Sales Rep Candidates

A candidate may describe themselves as a top performer, experienced closer, or expert negotiator.

Those claims provide useful context, but the strongest evidence comes from how they conduct sales conversations, identify customer needs, manage objections, and explain their previous results.

A practical role-play can help reveal those abilities.

Consider giving shortlisted candidates this scenario:

Your company sells a recurring B2B service to growing businesses. A prospect has requested more information after reading your website.

The prospect currently uses another provider, is concerned about cost, and has agreed to a 15-minute introductory conversation. They're interested in improving their current process but haven't established a timeline for making a change.

How would you conduct the conversation, qualify the opportunity, respond to the price concern, and recommend a next step?

Provide a short description of the service, a fictional customer profile, the value proposition, and the expected sales process.

Ask the candidate to complete a simulated discovery call.

Afterward, have them explain which information they learned, what remains uncertain, and how they'd document the opportunity in the CRM.

Use the following evaluation scorecard:

Pay particular attention to what candidates do when the prospect raises an objection.

For example, if the prospect says the service is too expensive, a strong representative should explore the customer's current costs, expectations, and decision criteria before proposing a solution.

They should also recognize when an opportunity needs more qualification.

For appointment-setting positions, adapt the assessment to a cold call where the goal is to qualify the prospect and schedule a relevant meeting.

For full-cycle positions, add a proposal discussion or closing scenario.

For consultative sales, examine the candidate's ability to understand a more complex customer situation and coordinate multiple stakeholders.

How to Verify Previous Sales Performance

Ask candidates to explain their past results using appropriate context.

For example:

• What sales responsibilities did they personally own?
• What was their monthly or quarterly target?
• Which products or services did they sell?
• What was the average deal size?
• Were the opportunities inbound or outbound?
• How long did a typical sale take?
• What proportion of opportunities converted?
• What happened when they missed a target?

A candidate who exceeded quota while receiving a high volume of qualified inbound leads may have different strengths from someone who built an outbound pipeline independently.

Evaluate results according to the candidate's actual contribution, the resources available, and the complexity of the sales process.

For final-stage candidates, consider a second role-play based on feedback from the first.

This can reveal how quickly they incorporate coaching into their sales approach.

What Should a Sales Rep Accomplish in the First 90 Days?

The first three months should demonstrate whether your new Sales Rep understands your offering, follows the sales process, and contributes to the pipeline or revenue goals associated with the position.

First 30 Days: Learn the Product and Sales Process

Your new hire should become familiar with your products or services, target customers, pricing structure, competitors, CRM, and sales materials.

They should also review successful sales conversations, understand qualification requirements, and practice common objections.

A useful first milestone is managing a small number of supervised conversations or assigned opportunities.

That might include qualifying inbound inquiries, conducting outreach, or following up with existing prospects.

The priority is understanding the offer, communicating it accurately, and demonstrating dependable sales habits.

Days 31–60: Build Consistent Sales Activity and Pipeline Ownership

By the second month, the representative should begin managing more of their assigned responsibilities independently.

For outbound positions, that may involve developing a prospect list, implementing approved outreach sequences, and generating qualified conversations.

For inbound positions, it may involve responding promptly to leads, conducting discovery calls, and progressing opportunities through the sales process.

For full-cycle positions, the representative may begin managing proposals and developing a pipeline of closing opportunities.

The objective is consistent execution supported by accurate CRM records and regular coaching.

Days 61–90: Demonstrate Measurable Sales Progress

By the third month, your Sales Rep should be contributing regularly to the commercial activities they were hired to manage.

Useful performance indicators include:

• Qualified conversations generated from assigned leads
• Lead-to-opportunity conversion rate
• Qualified meetings booked and attended
• Opportunities progressing to the next agreed sales stage
• Follow-up completion and responsiveness
• Pipeline value and quality, where applicable
• Opportunity-to-close conversion rate for eligible deals
• Closed-won revenue or bookings when closing is part of the role
• Accuracy and completeness of CRM records
• Improvement in discovery and objection-handling performance

Evaluate these indicators against your existing benchmarks and the length of your sales cycle.

For example, a Sales Rep working on short-cycle inbound opportunities may be expected to close transactions within the first 90 days.

Someone selling a complex B2B service may need more time for opportunities to reach the decision stage.

A successful first 90 days should establish consistent sales execution, reliable pipeline ownership, and measurable progress toward the representative's assigned revenue goals.

How South Has Helped Companies Hire Sales Representatives

Sales teams need people who can communicate confidently, maintain consistent follow-ups, and understand the needs of prospective customers.

South has helped U.S. businesses recruit sales professionals for these responsibilities.

A Real Estate Firm Hired a Sales Rep for $1,100 per Month

A fast-growing U.S. real estate team wanted additional sales capacity to contact prospective clients and arrange appointments.

The business needed someone with cold calling experience, strong communication skills, and familiarity with customer relationship management.

South helped the company hire André, a Sales Representative from Panama, for $1,100 per month.

The position required:

• Experience with cold calling and prospect outreach
• Conversational English
• Strong follow-up and interpersonal communication skills
• Experience handling a high volume of calls
• Familiarity with Follow Up Boss CRM
• The ability to schedule appointments for the real estate team

André brought 12 years of customer service experience, including previous sales and business development responsibilities.

In an earlier position, he had contacted approximately 1,000 new prospects per month to generate leads and set appointments for sales managers.

His experience included almost three years of remote work.

The documented results included:

• Role: Sales Representative
• Location: Panama
• Monthly compensation: $1,100
• Primary responsibility: Contacting probate leads and scheduling appointments
• CRM environment: Follow Up Boss

The position focused on outreach and appointment setting. Closing deals was specifically outside the assigned responsibilities.

Why this matters: The company needed someone capable of conducting regular prospect outreach, maintaining organized follow-ups, and creating opportunities for the existing real estate sales team.

South identified a candidate whose previous responsibilities matched those requirements.

This is a direct Sales Representative placement, with a particularly strong fit for companies hiring prospecting-focused representatives.

An Executive Coaching Company Hired an SDR for $1,700 per Month

A U.S. business providing executive coaching, leadership development, workshops, and organizational consulting wanted to strengthen its sales activities.

The company needed someone who could build relationships, communicate its services, and manage potential customer interactions.

South helped the company hire Miguel, a Sales Development Representative, for $1,700 per month.

The requirements included:

• Three to five years of sales experience
• Strong spoken and written English
• CRM proficiency
• Experience using social media for sales
• Comfort learning new business software
• The ability to communicate effectively with senior business professionals

The responsibilities included contacting potential clients, explaining the company's offerings, managing CRM records, coordinating with marketing, handling website inquiries, and supporting webinars.

Miguel's previous experience included key account management and responsibility for more than 40 customer accounts.

The case study reports an 85% customer retention rate, alongside improvements in renewals and upselling from his previous work.

Why this matters: The client needed someone with strong relationship-building skills and the ability to handle several stages of the sales process.

Miguel's experience across account management, communication, and sales activities made him relevant to those requirements.

This was an SDR-focused placement, making it a useful example for companies seeking prospecting and relationship-development capacity.

The published story doesn't establish additional revenue generated after Miguel joined the client, so his earlier performance figures should be understood as part of his candidate background.

Hire a Sales Rep in Latin America With South

A growing sales pipeline needs consistent conversations, timely follow-ups, and people who can turn customer interest into meaningful opportunities.

As your company grows, a dedicated Sales Rep can help maintain that momentum while giving your existing team more capacity to focus on important deals and customer relationships.

South helps U.S. companies hire full-time, pre-vetted Sales Representatives from Latin America, matched to their target customers, sales motion, CRM environment, and expected level of experience.

Whether you need someone qualifying inbound leads, developing outbound opportunities, managing discovery calls, or handling a full-cycle sales process, we can help you identify professionals with relevant experience.

You'll benefit from overlapping U.S. working hours, English-screened candidates, one consolidated monthly invoice, no minimum commitments, and a free replacement if the hire doesn't work out.

Schedule a call with South to find a Sales Rep who fits your revenue team's responsibilities and hiring budget.

Frequently Asked Questions (FAQs)

Should I Hire a Sales Rep or an Account Executive?

A Sales Rep is a broad title that may include prospecting, qualification, presentations, follow-ups, and closing.

An Account Executive typically has more clearly defined ownership of qualified opportunities, including discovery, proposals, negotiation, and closing.

However, many companies use the titles interchangeably.

Choose according to the sales stages the professional will manage and the complexity of your deals.

Should I Hire a Sales Rep or an SDR?

An SDR generally focuses on qualifying leads and creating sales opportunities for other team members.

A Sales Rep may handle a broader part of the sales process, including closing deals when the company assigns that responsibility.

If your existing sales team needs more qualified meetings, an SDR may be the stronger choice.

If you need someone to manage customer conversations through to a purchase, a Sales Rep with relevant closing experience may be more appropriate.

Can a Remote Sales Rep Close Deals With U.S. Customers?

Yes. Experienced remote Sales Reps can conduct discovery calls, demonstrate products, manage proposals, negotiate within approved limits, and close deals with U.S. customers.

The appropriate responsibilities depend on the product, industry, sales cycle, and experience required.

For complex transactions involving several decision-makers, prioritize candidates with relevant consultative sales experience.

Should a Sales Rep Have Experience Selling to U.S. Customers?

Experience with U.S. buyers can be valuable, particularly when the role involves spoken English, business-hour availability, and familiarity with the expectations of American customers.

For highly specialized industries, experience with the customer segment and sales process may also be important.

Prioritize candidates who can demonstrate effective communication, cultural understanding, and relevant sales performance.

Should I Hire an Inbound or Outbound Sales Rep?

An Inbound Sales Rep is a strong choice when your business receives enough inquiries to support consistent qualification and sales conversations.

An Outbound Sales Rep may be more appropriate when your company needs to identify new prospects and initiate conversations.

Some businesses need a representative capable of handling both.

Define the expected split between inbound and outbound work before recruiting.

Does a Sales Rep Need Industry Experience?

Industry experience can help when the product requires technical knowledge, specialized terminology, or familiarity with complex buying decisions.

However, strong sales fundamentals may transfer successfully between industries with similar customer profiles and selling processes.

Evaluate how quickly candidates can understand your offering and whether they've sold to similar buyers.

For more complex sales environments, prioritize directly relevant experience.

Should I Hire a Junior, Mid-Level, or Senior Sales Rep?

Junior Sales Reps may be suited to defined outreach, inbound qualification, and simpler sales conversations with appropriate coaching.

Mid-level representatives can manage opportunities, handle objections, maintain pipelines, and work more independently.

Senior representatives may be more appropriate for consultative sales, complex negotiations, higher-value opportunities, and experienced account ownership.

Choose seniority based on the level of independence, product knowledge, and sales judgment your company requires.

What Sales Tools Should a Candidate Know?

The most useful tools depend on your company's sales process.

Salesforce, HubSpot, and Pipedrive are common CRM platforms.

Apollo, Outreach, Salesloft, and LinkedIn Sales Navigator may be relevant for prospecting and outreach.

Gong, Zoom, and other meeting or call tools can support sales conversations and coaching.

Prioritize candidates who can maintain accurate pipeline information and use your existing sales systems effectively.

How Should I Structure a Sales Rep's Commission?

Commission structures should reflect the responsibilities the representative controls.

For example, a closing-focused Sales Rep may earn variable compensation based on eligible revenue or completed sales.

A prospecting-focused position may use different incentives tied to qualified opportunities or other agreed outcomes.

Define the base amount, targets, commission calculation, eligibility, payment timing, and treatment of cancellations or refunds.

Confirm that the arrangement meets the applicable contractual and legal requirements.

How Long Does It Take a Remote Sales Rep to Become Productive?

Ramp time depends on the product's complexity, the quality of existing sales materials, available leads, and the length of the sales cycle.

A representative selling a straightforward service to inbound leads may begin managing productive conversations relatively quickly.

A salesperson handling complex B2B deals may need several months to build sufficient pipeline and close opportunities.

Establish expectations for product knowledge, activity, qualification quality, and revenue contribution at appropriate milestones.

How Do I Measure a Sales Rep's Performance?

Start with the responsibilities assigned to the position.

For prospecting-focused roles, useful indicators include qualified conversations, opportunities created, meeting attendance, and follow-up quality.

For closing-focused roles, evaluate conversion rates, won revenue, quota attainment, sales cycle length, and pipeline accuracy.

Activity volume can provide context, but the most useful measures connect sales work to qualified opportunities and business results.

Can One Sales Rep Handle Prospecting and Closing?

Yes. A full-cycle Sales Rep may be able to manage both activities, particularly at startups or businesses with a relatively straightforward sales process.

However, the workload depends on lead volume, deal complexity, and the time required for follow-ups and negotiations.

As the company grows, separating prospecting and closing responsibilities may allow employees to specialize.

Can a Remote Sales Rep Work During U.S. Business Hours?

Yes. Many Latin American professionals work schedules that overlap with U.S. business hours.

This can be useful for live prospect conversations, sales meetings, coaching, and communication with internal teams.

Your company should define the specific coverage required according to the time zones of your customers and sales leadership.

What Information Should I Prepare Before Hiring Through South?

Start with your product or service, target customers, average deal size, sales cycle, and the stages your new representative will own.

You should also identify your lead sources, CRM, qualification process, expected seniority, communication requirements, and sales targets.

If the position includes commissions, define the compensation structure and performance expectations.

South can use these requirements to identify candidates whose experience matches your sales priorities.