Hire Remote LATAM Talent in Under 21 Days
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INSIGHTS Table of Contents Remote hiring is no longer a backup plan — for many growing companies, it’s the smartest
Table of Contents
Why U.S. Companies Are Hiring Remote Talent from Latin America — And How It Could Work for You
Hiring remote talent from another country can feel intimidating. It’s understandable: compliance issues, language barriers, cultural fit—these questions keep many U.S. companies on the sidelines. But what if the real risk was not exploring this option at all?
Here’s what we know: hiring remote professionals from Latin America (LATAM) is already mainstream. Companies across industries are discovering real advantages — not just in terms of cost, but in quality, collaboration, engagement, and long-term growth.
Why More Companies Are Turning to LATAM
The numbers speak for themselves. In just the second half of 2021, remote hiring from LATAM grew by an impressive 286%. By early 2022, the trend had accelerated even further — outpacing remote hiring growth in Europe and Asia-Pacific.
More than 2.2 million professionals across Brazil, Argentina, and Mexico now work remotely for global companies. LATAM isn’t just growing — it’s ready.
It’s Not Just About Cost — It’s About Value
Yes, companies hiring in LATAM typically save between 50% and 70% on salaries. But the decision to hire remotely from Latin America is about more than budget — it’s about building stronger teams.
- Talent quality: LATAM professionals bring deep expertise, global work experience, and strong academic backgrounds.
- Time zone alignment: Most LATAM countries work within U.S. business hours — making collaboration easy.
- Language and cultural fluency: Many LATAM professionals speak fluent English, and their cultural familiarity with the U.S. leads to smoother communication and workflow.
- Bilingual advantage: With over 50 million Spanish speakers in the U.S., bilingual teams can better serve diverse markets.
What About the Risks?
Let’s take a look at the most common concerns:
- Language barriers?
English proficiency in top LATAM markets is high — particularly in business and tech roles, where fluency is often a baseline requirement. - Legal complexity?
That’s where partners like Deel come in. Deel is an Employer of Record (EOR), which means they handle employment compliance, payroll, taxes, and benefits in the worker’s home country — so you can legally and easily onboard LATAM professionals without setting up a foreign entity.
A simple way to stay compliant while hiring globally.
- Internet reliability?
Broadband infrastructure in cities like Bogotá, Buenos Aires, São Paulo, and Mexico City now rivals U.S. standards. Professionals in these markets are well-equipped to work remotely.
Why It Matters Right Now
U.S. companies are navigating some real challenges:
- Wage inflation has made domestic hiring harder to sustain.
- Talent shortages in key roles (ops, customer support, finance) are slowing teams down.
- Turnover rates remain high in many industries.
Hiring from LATAM can address all three: top-quality professionals at sustainable salaries, available quickly, with strong engagement and long-term retention potential.
The Productivity & Retention Edge
Remote professionals in LATAM aren’t just available — they’re committed. Studies show that LATAM workers report higher engagement and satisfaction than their U.S. peers, and companies often see longer tenure and lower attrition.
When people are genuinely excited to work with your team, it shows.
Multicultural Teams Perform Better
Diversity isn’t just good for morale — it’s good for business. McKinsey research shows that multicultural teams are 36% more likely to outperform peers on profitability. LATAM professionals bring new perspectives, bilingualism, and a global mindset that helps teams think bigger.
So, What’s Next?
Hiring from LATAM isn’t about outsourcing — it’s about building your team with care, clarity, and the right people, wherever they are. The talent is here. The infrastructure is ready. And the process is far simpler than you might think.
Whether you’re exploring your first remote hire or considering expanding your team, the best next step is a conversation.
Let’s talk. No pressure. Just clarity, insight, and a better way to build.
Schedule a call — we’d love to hear what you’re building.