SDRs, closers, and customer success reps who sell in English, work your hours, and cost a fraction of a US hire. We recruit across Latin America and match the country to your time zone. We source, screen, and handle the employment side.
A rep who would have booked 12 meetings a month, six weeks unfilled, is roughly 18 meetings that never happened. That's pipeline which won't show up in any report, because it was never created. Meanwhile your existing reps prospect instead of closing, and your best one quietly updates their profile.
US sales roles routinely sit open for two months. Every week is pipeline you don't get back.
A fully loaded SDR runs north of $60k before you've seen a single booked meeting.
Eleven time zones away means night shifts, missed standups, and burnout by month four. Latin America is one to three hours from your team, not eleven.
No intake forms, no discovery deck, no commitment to have the first conversation.
A 20-minute call covering the job, the team, who the person reports to, and what week one looks like. That last part is what most agencies skip and it's what makes placements stick.
We interview candidates ourselves, run an unscripted objection at them, and check references properly. Not "did they work there," but how they actually worked.
Each with a recorded conversation, so you can hear how they handle pressure before you spend an hour interviewing. No fee to look.
Contract, payroll, and local compliance in the hire's country. You never open a foreign entity or learn local labor law. Then a 30-day check-in with both sides.
We don't place engineers, designers, or accountants. Specializing is the reason we can tell you whether someone can actually sell instead of guessing from a resume.
Outbound prospecting, cold calling, and meeting generation in English.
Discovery through close, for teams with a defined sales process and a manager.
Onboarding, retention, renewals, and expansion for existing accounts.
High-volume calling and qualification, feeding a closer's calendar.
Day-to-day ownership of a book of business, with upsell responsibility.
CRM hygiene, reporting, sequences, and the plumbing behind the team.
Ranges are indicative and depend on seniority and English level. Worth knowing: the gap narrows at senior levels. Anyone promising you a closer for $1,500 a month is selling you someone who can't close.
Not a quality discount. It's a cost-of-living difference, in a region that spent two decades building a bilingual services industry.
US figures are fully loaded: base plus payroll taxes and benefits, which is where US cost actually hides. Latin American figures are typical ranges and vary by country. Verify against your own comp bands before budgeting.
Most agencies connecting US companies with Latin American talent are staffed by recruiters who have never carried a quota. When you ask whether a candidate can actually sell, they're reading a resume and hoping.
Cold calls in English, from Latin America, to US buyers who had no idea where we were. We know what it sounds like when someone can do this work, and when they're performing it.
We throw an objection at them mid-conversation with no warning. The ones who ask a clarifying question before answering are the ones who can sell. That's the screen, and it's not something a checkbox catches.
If a role has a retention problem built into it (no manager, no ramp, comp that collapses in month six), we'd rather say so upfront than replace someone in month four. An agency that never questions your req is protecting its invoice.
We're building this deliberately, one placement at a time, and we don't inflate our numbers. You'll get a straight answer about where we are, including when we're not the right fit for you.
No retainers, no platform fees, no charge to see candidates.
You hire and employ the person directly. We source, screen, and present. One-time fee on a successful hire, payable when they start.
15–20% of first-year salary
Best when you already have a way to contract and pay in the hire's country, or you're using an EOR.
We handle the employment relationship, payroll, and local compliance. You onboard the person and manage them like any other team member.
One monthly rate, all in
Best when you don't want to touch foreign labor law. No setup fee, no entity, no local accountant.
Both include the 90-day replacement guarantee. If the person leaves or doesn't work out in the first 90 days, we replace them at no additional cost. We chose the candidate, so that risk is ours.
That's usually a distance problem, not a time zone problem. Hiring eleven hours away means night shifts, standups while half the team sleeps, and a rep who slowly stops being part of the team. Latin America runs between one hour behind and two hours ahead of US Eastern, depending on the country. That range is the advantage: we match the country to your time zone rather than asking one person to stretch. Eastern and Central teams get an almost identical workday. West Coast teams get a rep whose morning lines up with your morning, and we shift start times so the overlap lands where you need it. What you never get is someone working nights.
This objection is almost always about accent. Two things: your prospects care whether the rep understands their problem, not where they're sitting, and Latin American accents in English are generally mild, which is a large part of why this industry landed in the region. Don't take our word for it. Ask for a recorded conversation before you commit to anything. It's a five-minute test of a belief that may be costing you six figures a year.
Three routes. An Employer of Record legally employs the person and invoices you monthly. Our managed placement does the same thing with us handling it. Or you contract directly, which is the cheapest and the one people get wrong. In most Latin American countries, if your "contractor" works fixed hours, exclusively for you, reporting to your manager, the law sees an employee regardless of what the contract says, and that exposure lands on the company. We'll walk you through the trade-offs whether or not you work with us.
We replace them at no additional cost inside 90 days. But the guarantee is the backstop, not the strategy. Most early departures happen because someone was sold a role that didn't match the job. That's why we ask about the manager, the ramp, and month-six comp before we start, not after.
First candidates within about a week of the kickoff call. How fast it closes after that depends on your interview process more than ours.
No. Sales and revenue roles only. If you need an engineer, we'll point you to someone good rather than pretend we can help.
Small and early. We'd rather tell you that than show you a logo wall. What that means practically: you talk to the person who screened your candidates, not an account manager reading notes.
We're always building our bench of bilingual sales professionals across Latin America. Apply once and we'll reach out when a role fits. The application takes about eight minutes and includes a short video, which matters more to us than your resume.
We only present people we'd personally vouch for. That makes us slower than a job board, and the roles better.
Book 20 minutes. If we're a fit, you'll see candidates within the week. If we're not, we'll tell you that too.