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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A UX/UI Designer designs both how a digital experience works and how its interface communicates that experience.
The UX side of the role focuses on user needs, workflows, information architecture, interactions, and usability.
The UI side focuses on visual hierarchy, typography, color, spacing, components, responsive layouts, and detailed interface states.
Typical UX/UI Designer responsibilities include:
At smaller companies, one UX/UI Designer may own most of this lifecycle.
Larger design organizations may separate UX research, UX design, UI design, and design systems into different roles.
A combined UX/UI Designer is particularly useful when your team needs both stronger user-experience thinking and polished interface execution, but doesn't yet need separate UX and UI specialists.
Developers naturally make implementation decisions.
They shouldn't also have to determine every workflow, layout, interaction pattern, hierarchy, and component.
A UX/UI Designer can resolve more of those questions before development begins.
Support requests, low activation, abandoned workflows, or customer complaints may point toward usability problems.
A designer can investigate those problems, redesign the experience, prototype alternatives, and validate the direction before your engineers rebuild it.
Growing products often accumulate:
A UX/UI Designer can bring those patterns into a more consistent system.
Early design decisions can shape the product for years.
A UX/UI Designer can help map the experience, prototype key workflows, establish visual direction, and build the foundations of a design system before development accelerates.
Product Managers can create rough wireframes, but they shouldn't have to own every UX and visual-design decision.
Adding a designer allows the PM to focus more heavily on customer problems, priorities, roadmap decisions, and outcomes.
If users consistently abandon signup, onboarding, checkout, upgrade, or another important workflow, design deserves investigation.
A UX/UI Designer can combine qualitative research with product data to identify where the experience creates friction.
Once the product grows beyond a handful of screens, creating every component independently becomes inefficient.
A UX/UI Designer with systems experience can establish reusable patterns that help design and engineering work more consistently.
If your organization isn't large enough to support separate UX and UI positions, hiring someone comfortable across both disciplines can provide more flexible coverage.
A candidate's portfolio usually provides more useful evidence than a particular academic qualification.
The strongest candidates should demonstrate both user-experience reasoning and interface craft.
Look for case studies that explain:
Be cautious with portfolios made entirely of polished concept screens.
You want evidence that the candidate has solved real product problems within real constraints.
A combined UX/UI Designer should understand:
Their portfolio should also demonstrate:
Most modern UX/UI roles require strong Figma proficiency.
Candidates should be comfortable with:
Candidates should know how to make an experience interactive enough to communicate workflows and test ideas before development.
Look for experience planning or conducting usability tests and explaining how findings changed a design.
Design-system experience becomes particularly important as a product grows.
Candidates should understand reusable components, variants, tokens, patterns, and documentation.
Strong candidates should understand fundamental accessibility considerations, including:
Good UX/UI Designers don't simply accept every brief exactly as written.
They should ask:
Look for designers who understand that engineering is part of the design process.
They should be comfortable discussing feasibility, responsive behavior, edge cases, reusable components, and tradeoffs with developers.
UX/UI Designers regularly present work and receive feedback.
Strong communication becomes particularly important in distributed teams where design decisions need to be explained through meetings, comments, Figma, Loom, and written documentation.
UX/UI Designer compensation depends on seniority, portfolio quality, product complexity, research depth, and design-system experience.
South's current UX/UI Designer benchmark shows an average U.S. salary of approximately $9,000 per month and an all-in monthly rate of approximately $4,650 for Latin American talent.
That's potential savings of about 48%.
Your actual rate will depend on the level of designer you need.
Junior designers can contribute to:
They work best when an experienced designer or product leader can provide regular feedback.
Mid-level designers can generally own individual features and workflows more independently.
They may handle research, flows, interfaces, prototypes, testing, and engineering collaboration from start to finish.
Senior designers can take ownership of larger and more ambiguous product problems.
They may:
Some positions require more specific experience, such as:
Relevant domain experience can be valuable when the workflows themselves are complex.
A strong UX/UI interview should evaluate how the candidate understands problems, makes design decisions, creates interfaces, tests ideas, and collaborates with engineers.
Don't judge the candidate only on whether their portfolio matches your personal visual taste.
Ask:
Choose one shipped product or feature and walk me through it from problem to launch.
Follow with:
You're looking for reasoning, not just a tour of Figma screens.
Ask:
Users are abandoning a five-step onboarding process. How would you investigate it?
Strong candidates should resist jumping directly into a redesign.
They may want to review:
Ask the candidate to walk through a detailed screen or Figma file.
Look at:
Ask them why they made particular decisions.
Ask:
Show me how you'd build a reusable form-input component that supports default, focus, filled, disabled, success, and error states.
This can reveal whether they understand components beyond surface-level screen design.
Ask:
Tell me about a usability test that proved one of your assumptions wrong.
Candidates who can describe changing direction based on evidence usually demonstrate stronger UX maturity.
Ask:
How do you incorporate accessibility into your design process?
Look for practical discussion around contrast, focus, keyboard behavior, semantic structure, form states, and screen-reader considerations.
Ask:
Tell me about a design engineering couldn't implement exactly as you proposed. What happened?
Strong designers should be comfortable negotiating tradeoffs and finding alternatives.
If the portfolio doesn't provide enough evidence, a short paid exercise can help.
Give the candidate a realistic problem rather than asking for a large free redesign of your actual product.
Useful questions include:
Choose questions based on the work your designer will actually own.
A UX Designer usually specializes more heavily in:
A UX/UI Designer combines those capabilities with stronger ownership of the final visual interface.
Hire a dedicated UX Designer when you already have strong UI capacity and need deeper experience design.
Hire a UX/UI Designer when you want one person who can move from flows and wireframes into polished production-ready screens.
A UI Designer focuses primarily on the visual and interactive surface of a product.
They may specialize in:
Hire a UI Designer when your workflows and UX are already well defined but the interface needs stronger visual ownership.
Hire a UX/UI Designer when the person also needs to solve navigation, workflow, usability, and experience problems.
These titles can overlap significantly.
A Product Designer often takes broader ownership across:
A UX/UI Designer may concentrate more specifically on the user experience and interface itself.
For early-stage companies, either title may describe nearly the same person.
Focus on the scope of the role rather than the title alone.
South helps U.S. companies find UX/UI Designers in Latin America based on the product, design maturity, industry, and responsibilities of the position.
Start with your actual design gaps.
Consider:
If your biggest challenge is complex workflows, emphasize UX.
If the product already works but lacks polish and consistency, emphasize UI.
If you need both, make that clear from the beginning.
South searches across Latin America for designers whose experience matches your requirements.
For UX/UI searches, evaluation should focus on:
You receive a focused selection of candidates instead of sorting through a large volume of applications.
Compare:
Your team meets the designers you want to consider.
Use portfolio walkthroughs, product scenarios, Figma discussions, usability questions, and engineering-collaboration examples to understand how each person would work on your product.
You make the final hiring decision and manage your UX/UI Designer as part of your team.
South provides one consolidated monthly invoice covering your teammate's compensation and South's service.
There are no minimum commitments, and South offers a free replacement if you need to make a change.
Design benefits from real-time feedback.
UX/UI Designers collaborate closely with Product Managers, developers, researchers, stakeholders, and other designers throughout the day.
Latin America's overlap with U.S. business hours supports:
Companies can access experienced designers across major Latin American markets while keeping product, design, and engineering working during the same part of the day.
A UX/UI Designer works across user flows, information architecture, wireframes, interfaces, prototypes, usability testing, design systems, accessibility, and developer handoff.
Compensation varies by seniority and experience.
South's current main calculator shows an all-in monthly rate of approximately $4,650 for a Latin American UX/UI Designer compared with an average U.S. salary of about $9,000 per month.
Look for a portfolio of shipped work, strong UX fundamentals, polished UI craft, Figma proficiency, prototyping, usability-testing experience, design-system knowledge, accessibility awareness, and strong communication.
Usually, no.
Basic familiarity with HTML, CSS, responsive design, and component-based front-end development can improve collaboration with engineering.
The roles can overlap.
Product Designers often take broader ownership of the product problem and outcomes, while UX/UI Designers may focus more deeply on the experience and interface.
It depends on your scale.
Smaller product teams often benefit from one designer who can handle both. Larger design organizations may gain more value from specialists as research, UX, UI, and design-system workloads grow.
Consider hiring one when usability issues are growing, engineers or Product Managers are handling too much design work, your interface has become inconsistent, you're launching a new digital product, or you need both UX and UI capacity without hiring two specialists.
Yes. Latin America has UX/UI Designers with experience across SaaS, fintech, e-commerce, marketplaces, mobile applications, AI products, and other digital environments, with working hours that can align closely with U.S. product teams.
The right UX/UI Designer helps turn customer problems and product requirements into experiences people can understand, navigate, and enjoy using.
South helps U.S. companies find pre-vetted UX/UI Designers across Latin America based on portfolio quality, UX depth, UI craft, product experience, seniority, and communication skills.
Schedule a call and find your next UX/UI Designer in Latin America with South.
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.
Pricing is one flat monthly rate per hire. The rate includes your teammate's compensation and South's service in a single consolidated invoice. It covers sourcing, vetting, payroll, compliance, ongoing support, and a free replacement if you ever need one. Rates vary by role and seniority. See our savings by role page for typical ranges, then we'll confirm an exact rate for your role.
There are no cancellation fees or minimum commitments, and you only pay if you make a 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.
