How To Build a High-Performing Marketing Team for 68% Less

As an executive, you know the importance of having a high-performing team to achieve your growth and revenue goals.

However, building the right team can seem impossible with limited hiring budgets and the challenge of assessing candidates who interview well versus those with solid potential.

But what if you could build a high-performing marketing team for 68% less? That’s right: Tapping into talent from Latin America (LatAm) can save two-thirds of recruitment costs while giving you access to top-notch professionals who can help take your company to new heights.

Read on to discover more about this fascinating new venture, including key roles, best practices, salary benchmarks, and where to hire.

7 Key Roles To Hire For

Let’s look at seven key roles you should consider hiring for to build your dream marketing team.

1. Marketing manager

This role is essential for any company looking to establish a strong marketing strategy and oversee its execution. The marketing manager works closely with the C-suite to develop plans, set goals, and manage the team’s performance.

2. Digital marketing specialist

In today’s digital age, having a specialist in this area is crucial. They are responsible for developing and executing online campaigns, managing social media platforms, and analyzing data to make informed decisions.

3. Marketing analyst

This role is ideal for companies looking to gain insights into their target audience and improve their strategies. A marketing analyst uses data to identify trends, track campaign performance, and make recommendations for optimization.

4. Content marketing specialist

Content is king, and having a dedicated specialist to develop and execute a content strategy can greatly benefit your company’s brand awareness and lead-generation efforts.

5. Paid media specialist

For companies looking to boost their online presence and reach a larger audience, a paid media specialist is essential. They are responsible for managing paid advertising campaigns and optimizing them for maximum ROI.

6. Social media specialist

With the rise of social media, having a specialist in this area can greatly benefit your company’s online presence. These professionals are responsible for creating engaging content, managing platforms, and interacting with followers.

7. Email marketing specialist

Email marketing is still one of the most effective ways to reach and engage your target audience. A dedicated specialist in this area ensures email campaigns are well crafted and yield positive results.

Best Practices for Hiring an Outsourced Marketer from LatAm

Now that you have identified the key roles, it’s time to give you the inside scoop on the best practices for hiring top talent from LatAm. Why is this important? Andres B., VP of Marketing at Near, said it best:

Beyond the obvious—above-average compensation—top marketers want to work for companies that challenge them and give them leverage on their skill set to achieve more than they have before and move their career up and to the right.

In other words, they either leave your company with an impressive resume or stay in your company because you continue to build an impressive business.

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Here are a few tips to keep in mind when recruiting professionals to successfully build your remote marketing team:

1. Create an attractive and exhaustive job description

When creating a job description to attract top marketing talent from LatAm, it’s crucial to be clear and specific about the role and its requirements. Be sure to include details about the company, its mission, and what sets it apart from others in the industry. 

This will help attract candidates who align with your company’s values. For each role, highlight the necessary experience and seniority level required.

For example, a marketing manager should have several years of experience managing teams and developing strategies, while an email marketing specialist may only need two to three years of experience. 

LatAm has no shortage of skilled professionals, as Tribu discovered when they were able to hire a web designer with a complex skill set in just 24 days. Set your expectations up front so that the vast pool of applicants can meet your needs.

It’s also essential to consider language or cultural requirements when hiring from LatAm. For example, if you target Spanish-speaking countries, fluency in Spanish is likely a must-have skill for all roles. 

Lastly, consider including some nice-to-have skills to differentiate candidates and benefit your team. These could include experience with specific tools or platforms, knowledge of different markets within LatAm, or even proficiency in multiple languages. 

2. Develop a sourcing strategy that works for you

You have two main options when building your sourcing strategy: Do it yourself or find a recruiting partner.

If you choose to take on the recruitment process yourself, it’s essential to know where to post your job ad to attract the best marketers from LatAm. Some popular options include:

• LinkedIn: This professional network is a great place to find experienced and qualified candidates. You can also leverage your connections and ask for referrals.
• Facebook Groups: Several Facebook groups are dedicated to marketing professionals in LatAm. Joining these groups and posting your job ad can help you reach a large pool of potential candidates.
• Marketing/niche communities: Many online communities cater specifically to marketing professionals in different industries or niches. Posting your job ad here can help you find candidates with specialized skills and experience.

If you want to save time and effort while ensuring you get the best marketing talent from LatAm, consider partnering with a recruiting firm like Near.

Near has a proven track record of successfully sourcing and hiring top professionals for companies looking to build high-performing teams. Our team takes the time to understand your company’s needs and culture, providing valuable market insights to help you make informed decisions. 

We also pre-screen candidates thoroughly before presenting them to you, saving you time and ensuring that only the most qualified individuals are considered. 

Don’t just take our word for it: Check out how we helped Propensity build their dream marketing team and double their leads within just five months. 

3. Screen your candidates thoroughly

When reviewing the CVs of potential candidates, there are a few key things to look for. First, make sure they have the necessary experience and skills for the role you are hiring for, as well as any relevant education or certifications. 

Next, pay attention to their previous work experience and accomplishments. This will give you an idea of their capabilities and what they can bring to your team. 

It’s also important to look for any red flags in the candidate’s CV. These could include gaps in employment history, frequent job changes, or lack of relevant experience. 

While these may not necessarily disqualify a candidate, it’s important to ask about them during the interview to get a better understanding of their background.

4. Build an effective and repeatable interview process

Once you have received applications and found your pool of candidates, it’s time to start the interview process. This is where you determine if a candidate has what it takes to be a part of your marketing team.

One effective way to assess a candidate’s knowledge and skill level is by asking how they measure performance in their current and past roles.

According to LinkedIn, 69% of organizations assess the critical thinking skills of their candidates through data-based questions. By asking about metrics and KPIs, you can get a good sense of whether the candidate is an A, B, or C player.

Pay attention to their reasons for measuring each metric. They will give you insight into their strategic thinking and how they prioritize tasks and goals. Don’t be afraid to drill down on this topic to get the real answers and understand their approach better.

Another effective method is giving candidates situational exercises or questions relevant to the role they are applying for.

For example, you can ask a digital marketing specialist how they would handle a negative comment on social media or an email marketing specialist how they would optimize the open rates of a campaign with low engagement. 

Assess writing skills for all marketing roles, as written communication is a crucial aspect of the job. You can ask candidates to provide writing samples or give them a brief writing exercise during the interview. 

Lastly, depending on the role you are hiring for, you can tailor specific questions to assess their knowledge and experience. For example, ask a content marketing specialist about their experience with SEO or a paid media specialist about their experience with Google Ads. 

5. Make the right offer at the right time

Time is of the essence when it comes to securing top talent for your marketing team. Once you have identified the right candidates, extend an offer promptly to avoid losing them to competitors.

When making an offer, be sure to consider all elements of compensation, including:

• Salary
• Benefits
• Scope of work

A competitive salary is crucial in attracting and retaining top talent from LatAm. But what if we told you there was a way to hire the best talent without exceeding your hiring budget? That’s where nearshoring comes in.

Nearshore outsourcing is the practice of hiring professionals from nearby countries or regions, such as LatAm, to work remotely for your company. This allows you to tap into a vast pool of skilled professionals while saving on recruitment costs. 

Companies can save up to 68% in hiring costs when hiring marketing talent from LatAm through nearshoring. Don’t believe us? Let’s take a look at the facts below.

Salary Benchmarks: US vs. LatAm

Salaries are where employers tend to see the biggest cost difference. Just look at the chart below to see how marketing roles stack up:

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See the rates for more marketing roles in our salary guide and how this can impact your business with our story from Digital Wildcatters, who saved $42,000 in overhead costs by sourcing their team from LatAm.

Where To Hire the Best Marketing Talent From LatAm

While there are many countries in LatAm with pools of talented marketing professionals, some stand out for their language proficiency, cultural compatibility, and proximity to the US. These include:

Mexico

With a strong economy and close ties to the US, Mexico is an ideal location for hiring top-notch marketing talent. Also, Spanish is widely used in both countries, making communication seamless for many companies.

Colombia

Known for its vibrant culture and growing economy, Colombia has become a hub for tech startups and digital nomads. You can find highly skilled marketers who are well versed in new technologies and trends.

Argentina

This country has a strong focus on education, and its marketing professionals are known for their creativity and innovative thinking. Its time zone aligns with Eastern Daylight Time in the US, meaning that collaborating with your team in Argentina will be easy. 

Brazil

As the largest economy in LatAm, Brazil offers a diverse pool of talented marketing professionals. Plus, Portuguese is the primary language spoken there, making it an attractive option for companies looking to expand into other markets where this language is common.

Chile

With a stable economy and an emphasis on innovation and technology, Chile is home to many skilled marketing professionals. It also has strong cultural ties to the US, making it easier for companies to work together seamlessly.

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Closing Thoughts

Building a high-performing marketing team is crucial for achieving revenue and growth targets. But with limited hiring budgets and the challenge of assessing candidates, it can be difficult to find the right talent. 

Nearshoring is the answer. By tapping into LatAm’s talent pool, you can build a top-notch marketing team for 68% less than traditional recruitment methods.

With Near’s expertise in recruiting from LatAm, we can help you identify key roles to fill, such as marketing managers, digital marketing specialists, content marketers, and more. 

And with our salary benchmarks for US versus LatAm markets, you can ensure you’re making competitive offers that attract top talent.

But it’s not just about hiring—it’s also about following best practices for outsourcing marketing roles, including creating an attractive job description, developing a sourcing strategy, screening candidates thoroughly, and conducting effective interviews.

Don’t miss this opportunity to save time and money while achieving your growth goals.

 Take the first step toward building your high-performing marketing team by downloading our remote hiring guide to learn the step-by-step process to successfully hire talent from LatAm. With Near’s help, you can have your dream team up and running in just 21 days!

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