Your Full-Service Partner for Hiring Top LatAm Talent

Near offers four ways to hire top talent from Latin America: full-service staffing (fully managed, including payroll and compliance), staff augmentation for IT and engineering teams, direct hire for companies with their own international payroll infrastructure or an EOR in place, and executive search for senior and C-suite roles. All four services include the same rigorous sourcing and screening process on the front end. The difference between models is who manages the employment relationship after placement.

Near places professionals across any role that can be performed remotely, from finance and accounting to sales, marketing, operations, engineering, customer service, design, and data. 

Some of the most commonly placed roles include financial analysts, accountants, SDRs, account executives, software engineers, DevOps specialists, marketing managers, SEO specialists, operations coordinators, customer support reps, and executive assistants, among many others.

Near hires across Latin America, with large talent concentrations in Colombia, Mexico, Argentina, Brazil, Costa Rica, and Honduras. Most LatAm professionals will be in the same time zone as your US team, or one to two hours off, which means they’re available and working in real time during your business day. 

Near recruits across the region and can source from whichever countries best match the role requirements and salary target.

You receive your first curated shortlist, including video introductions, within 3 to 5 days of your kickoff call. Most Near clients hire within three weeks. The speed comes from a network of over 160,000 pre-vetted LatAm candidates and a dedicated recruiter who calibrates to your specific role requirements and team culture before sourcing begins.

US companies typically save 30 to 70% compared to equivalent US hires when bringing on LatAm talent through Near. The exact figure depends on the role, level, and function. 

For many companies, those savings make it possible to hire more people than originally budgeted, bring on more senior talent than domestic rates would allow, or fund a capability they had been putting off. 

Near provides current salary benchmarks on your discovery call so you have concrete numbers to plan against.

Yes, strong English is a baseline requirement in Near’s vetting process. Many LatAm professionals have strong English skills that they have developed through formal education, work experience with US companies, or both.

Near screens specifically for the level of English fluency the role requires, from professional written communication for back-office roles to client-facing fluency for sales, customer service, and executive positions.

Yes, the talent you hire in Latin America will be in your time zone or only one to two hours off, which means your hires are available during your business hours and not working a graveyard shift to overlap with you. 

This is the core operational difference between nearshore hiring in Latin America and offshore hiring in Asia or Eastern Europe. Teams that have worked with providers in countries like India or the Philippines report the same experience: Slack messages wait until the next day, or their hires have to work night shifts, which leads to burnout. 

When you hire LatAm talent, your team can operate in real time, every day.

Yes, Near handles the full employment backend for clients using the staffing model: employment contracts, payroll disbursement, tax compliance, and benefits administration. 

You direct the day-to-day work; Near owns the employment relationship and manages everything behind it. We work with Deel and Globalization Partners as our payroll and compliance partners. 

Companies that already have an EOR or international payroll infrastructure in place can use Near’s direct hire model instead, where you take on the employment relationship directly. 

Your discovery call is the right place to walk through which model fits your setup.

Near’s vetting process screens for English fluency, role-specific skills, professional background, and cultural fit before any candidate reaches a client. The process includes recruiter interviews and reference checks. 

Your pre-vetted shortlist will include video introductions so you can see and hear candidates before investing time in your own interviews.

The core difference is who employs the hire after placement. With the staffing model, Near handles the employment contract, payroll, compliance, and benefits administration. With direct hire, you bring the candidate onto your own payroll or through an EOR you already work with. 

The front-end recruiting process is identical either way: same candidate pool, same vetting, same video shortlists. 

Choose the staffing model if you don’t want to manage international employment logistics. Choose direct hire if you already have the infrastructure in place and prefer to own the employment relationship. If you’re not sure which fits, the team will walk you through both options on your discovery call.