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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Hire a tax preparer from Latin America who works your hours, knows US federal and state filing rules, and costs 30 to 56% less than a comparable US hire. South places full-time, pre-vetted preparers with accounting firms and finance teams in about two to four weeks, with no large upfront fees and a relationship you own directly.
A tax preparer is a finance professional who gathers a client's financial records, applies current US tax law, and accurately completes and files federal, state, and local returns. They calculate liability, claim eligible deductions and credits, and ensure filings meet IRS deadlines and documentation standards.
In practice, a strong tax preparer is the engine of any accounting firm's busy season. They take a shoebox of W-2s, 1099s, brokerage statements, K-1s, and receipts and turn it into a clean, defensible return. The good ones do this fast and without errors, because a single transposed number or missed Schedule can trigger an IRS notice, an amended return, and a frustrated client. During the January-to-April crunch, throughput matters as much as accuracy, and the difference between a firm that hits its deadlines and one that drowns is usually headcount on the preparation side.
Most preparers work inside software like Drake Tax, UltraTax CS, Lacerte, or ProSeries, pulling source documents into the engine, reconciling them against prior-year returns, and flagging anything unusual for a reviewer or CPA to sign off on. They handle individual 1040s, but experienced preparers also touch business returns: Schedule C sole proprietors, partnership 1065s, S-corp 1120-S filings, and the supporting schedules each requires. They need to understand depreciation, basis tracking, estimated quarterly payments, and the difference between a deduction and a credit cold.
The role sits one rung below a tax accountant or CPA, who handles planning, complex advisory, and final review. A preparer who can work independently on routine and moderately complex returns frees your licensed staff to focus on the high-value work only they can do. That leverage is why firms that staff preparation well can take on more clients per CPA without sacrificing quality. The best preparers also hold an IRS Preparer Tax Identification Number (PTIN), stay current on annual tax law changes, and communicate clearly with clients about missing documents and filing status questions.
The clearest trigger is volume. If your CPAs are personally keying in 1040s in March instead of reviewing and advising, you are paying senior rates for junior work and capping how many clients you can serve. A dedicated preparer absorbs that production load so your licensed staff focuses on review, planning, and client relationships. Most firms feel this pain first during their second or third busy season, when client growth outpaces the team's capacity to file on time.
Seasonal demand is the other major driver. Tax preparation is famously cyclical, and many firms scramble to find qualified seasonal help every January. Hiring a full-time, dedicated LatAm preparer through South gives you reliable capacity that ramps before busy season and stays productive year-round on extensions, amended returns, quarterly estimates, and bookkeeping cleanup. That continuity beats churning through temporary US hires who need to relearn your workflows each year.
You should also hire when error rates or turnaround times are costing you clients. If returns are going out with mistakes, or clients are waiting weeks past what you promised, adding a careful preparer is often cheaper than the churn and reputational damage of getting it wrong.
Who should not hire yet: if you file fewer than a couple hundred returns a year and your existing staff has slack, a full-time preparer may sit idle outside of busy season. In that case, consider a bookkeeper who can also assist with preparation, or wait until your volume justifies a dedicated seat. Be honest about your pipeline before committing to a full-time hire.
Start by testing accuracy on a realistic return, not a textbook one. Give a candidate a moderately messy scenario, a self-employed client with a 1099, some investment income, a home office, and a couple of ambiguous deductions, and watch how they handle it. Green flags: they ask clarifying questions about documentation, they reference the relevant schedules by name, and they explain their reasoning rather than just producing a number. They should know why they applied a credit, not just that the software allowed it.
Software fluency is non-negotiable. A preparer who is genuinely fast in Drake or UltraTax will be productive in your first week; one who has only watched tutorials will slow your busy season down. Ask specifically which engines they have used in production and how many returns they have filed in each. Probe their understanding of e-filing rejections and how they resolve common reject codes, because that troubleshooting separates experienced preparers from beginners.
Look for deadline discipline. This is a job defined by April 15, and you need someone who manages a queue, communicates status proactively, and does not let returns pile up unfiled. Ask how they prioritized work in past busy seasons and how they tracked which clients were waiting on documents.
Red flags: vagueness about which software they actually used, inability to explain a basic deduction, no PTIN history or unwillingness to obtain one, and a casual attitude toward deadlines or client confidentiality. Tax work involves sensitive financial data, so sloppiness about security is disqualifying. The best preparers treat client information with the seriousness it deserves and own their mistakes when a reviewer catches one.
The economics here are straightforward and substantial. A full-time US tax preparer typically costs around 4,500 dollars per month in base pay, often more in high-cost metros and before you add benefits, payroll taxes, software seats, and overhead. An equally qualified preparer hired through South from Latin America runs around 2,000 dollars per month, a savings of roughly 56%.
Here is the comparison at a glance:
The gap is not a quality discount. It reflects the lower cost of living in countries like Colombia, Mexico, Argentina, and Brazil, where a salary that is highly competitive locally still costs a US firm far less. The preparers South places have real experience with US tax software and filing rules; many have spent years supporting US accounting firms remotely. You are paying less because of geography and currency, not because you are getting a junior or less capable person. For a firm filing hundreds of returns a season, the annual savings on a single seat can exceed 30,000 dollars, money you can reinvest in growth or pass through as margin.
Time zone alignment is the headline advantage. Latin American professionals work US business hours, which means your preparer is online when your reviewers, partners, and clients are. During busy season, when a return needs a quick clarification or a same-day turnaround, that overlap matters enormously. Compare that to offshore options eight to twelve hours ahead, where every back-and-forth costs a day.
English proficiency across the region's professional class is strong, especially among accounting and finance talent who have worked with US firms. Your preparer can email clients, explain a missing document, and join a video call without friction. That communication quality is essential for a role that touches clients directly.
The talent depth is real. Latin America produces a large pool of accounting and finance graduates, many trained on international standards and fluent in US GAAP-adjacent concepts. A growing number have built careers specifically serving US tax and bookkeeping needs remotely, so the experience you want already exists in the market.
Retention rounds it out. Because South places full-time, dedicated professionals at salaries that are excellent by local standards, the people you hire tend to stay. You are not rebuilding institutional knowledge every season. Your preparer learns your firm's workflows, your clients' histories, and your review standards, and gets faster and more valuable every year, the same compounding benefit you would expect from a strong local hire at a fraction of the cost.
South handles sourcing and vetting so you only meet preparers worth your time. We screen for hands-on tax software experience, real return volume, English fluency, and the deadline discipline the role demands, then present a short slate of candidates matched to your firm's needs. You interview, you choose, and the professional works full-time and dedicated to your firm, fully integrated into your tools and processes.
Placement typically takes about two to four weeks, fast enough to staff up before busy season if you start now. There are no large upfront fees. South's model is a straightforward monthly arrangement, and you own the relationship with your preparer directly. They are your team member, not a faceless resource rotated behind a vendor wall.
If you are staffing for the next filing season or trying to take preparation work off your CPAs' plates, book a call with South. We will map your needs to vetted Latin American tax talent and get the right preparer in your seat in weeks, not months.
A full-time, dedicated tax preparer from Latin America through South costs around 2,000 dollars per month, compared to roughly 4,500 dollars for a comparable US hire. That is up to 56% in savings, with no large upfront fees. The exact rate depends on the candidate's experience with business returns, multi-state filings, and specific software.
Most placements happen in about two to four weeks from your first call. South maintains a pre-vetted pipeline of tax talent, so if you start now you can have a preparer trained and productive before busy season ramps.
Yes. South vets specifically for hands-on experience with US individual and business returns and with engines like Drake Tax, UltraTax CS, Lacerte, and ProSeries. Many candidates have spent years supporting US accounting firms remotely and know IRS filing rules and deadlines well.
Yes. Latin American professionals work US business hours, so your preparer is online alongside your reviewers and clients. That overlap is critical during busy season when returns need same-day clarification and turnaround.
Preparers work under your firm's supervision and filing credentials, the same way an in-house preparer would. South places candidates who hold or are eligible for a PTIN, and your firm's reviewer or CPA signs off on returns before they are filed.
A tax preparer produces and files returns, handling intake, data entry, calculation, and routine filing. A tax accountant or CPA focuses on planning, complex advisory, and final review. Staffing preparation well lets your licensed staff focus on the high-value work only they can do.
Every South placement is full-time and dedicated to your firm. Your preparer is not split across multiple clients. They integrate into your tools, learn your clients' histories, and work exclusively for you.
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.
