A US company hires remote talent in Latin America by defining the role on a kickoff call, interviewing screened candidates, making the offer and hiring the person directly. The person can work as a contractor or through an employer of record (EOR) you choose. This guide walks through each step, what is screened, what it costs and what happens if the hire does not work out.
Quick answer
Your first candidates arrive within 5 business days of the kickoff call. You interview, make the offer and hire directly. The fee is a flat $3,500, $0 is due up front, and the invoice is issued on the hire's start date.
Key takeaways
- You hire the person directly. The recruiter is not the employer, the payroll provider or the EOR.
- Every candidate is screened on skills and a work sample, and Latin America candidates also take a spoken and written English assessment before you see the brief.
- A Latin America hire costs a flat $3,500 for any full-time role up to Director level, whatever the salary.
- A 180 days replacement guarantee starts on the hire’s start date.
What does hiring in Latin America look like for a US company?
It takes five steps, and you stay in control of every decision. You agree on the role and on what a strong candidate looks like. A shortlist arrives with a written brief for each candidate. You interview the people you choose and make an offer at the salary you set. The hire then starts working for you directly.
- Kickoff call. You and the recruiter define the role, the skills and the salary range. The shortlist clock starts here.
- Shortlist. First candidates arrive within 5 business days of the kickoff call, each with a written brief.
- Interviews. You meet the people you chose. The recruiter handles scheduling and passes feedback in both directions.
- Offer. You set the salary. The fee stays the same whatever you offer.
- Start date. The hire starts working for you directly. The fee is invoiced on the hire's start date, on net 15 terms.
The same flow, with who does what at each step, is on the how it works page.
Should you hire as a contractor or through an employer of record?
You hire the person directly, as a contractor or through an employer of record (EOR) you choose. We are not the employer, the payroll provider or the EOR. The two routes differ in who carries the employment relationship.
| Route | How it works |
|---|---|
| Contractor | Your company contracts the person directly, and the contractor handles their own taxes and invoices you. A common fit for project work, specialists and a trial period. |
| Employer of record (EOR) | The EOR is the legal employer and runs payroll for a fee you pay it, while you direct the daily work. A common fit for a long-term team member who should be on a local payroll. |
Classification is a question of the facts, not the label. The IRS looks at behavioral control, financial control and the type of relationship, and says no single factor decides it: the key is the entire relationship. The Department of Labor warns that misclassifying employees as independent contractors is a serious problem, and it proposed in February 2026 to replace its 2024 test, so check the current rule. Those are US tests. The country where the person lives has its own rules, and a foreign individual paid as a contractor gives the payer Form W-8BEN when requested, according to the IRS.
Take legal advice in the person’s country and in yours before you sign. A recruiter’s job is to find the person. The contract structure is yours to choose.
How is a Latin America candidate screened?
Every candidate on your shortlist has passed the same checks, measured against the role you defined on the kickoff call:
- Skills review. Checked against the skills you named.
- Work-sample review. A task taken from the actual job, reviewed by the recruiters.
- English assessment. For Latin America candidates, an English assessment, spoken and written, done before you see the brief.
What is not checked is just as clear: references, background checks and identity verification. If your company needs those, run them on your side before or after the offer.
How much does it cost to hire in Latin America?
The fee is $3,500 per Latin America hire, for any full-time role up to Director level. It does not change with the salary, and there is no retainer. The upfront cost is $0, and the invoice is issued on the hire’s start date.
A percentage fee moves with the salary, while a flat fee does not. For the salary where the two cross over, read flat fee vs percentage recruiting fee, or compare your own quote in the fee calculator.
What happens if the hire does not work out?
A 180 days replacement guarantee starts on the hire’s start date. If the hire leaves, or is let go for performance, within that period, the search starts again at no fee. It continues until a hire passes the guarantee period, and each replacement hire gets a fresh guarantee period from their own start date. The exclusions are layoffs, restructuring or role elimination; a material change to the role's duties or pay; an unpaid invoice, and you give notice in writing within 5 business days.
Does the time zone work for a US team?
Most of Latin America sits within a few hours of the US time zones, which is why US teams hire remote talent there for real-time work. Offsets differ by country, and some countries change their clocks, so check the specific country. The Hire in Latin America page has an interactive map showing each country’s offset and its overlap with US cities.
Frequently asked questions
Who is the employer of a Latin America hire?
You are, directly, or an EOR you choose. Flat Fee Direct Hire is not the employer, the payroll provider or the EOR.
When do I pay for a Latin America hire?
The fee is invoiced on the hire’s start date, on net 15 terms. The upfront cost for a Latin America hire is $0.
How fast do I see candidates?
Within 5 business days of the kickoff call where the role is defined.
Is English checked for Latin America candidates?
Yes. Latin America candidates take an English assessment, spoken and written, before you see the brief.
Which roles does the flat fee cover?
Any full-time role up to Director level. VP and C-suite searches are out of scope.
Sources & methodology
- Internal Revenue Service — Independent contractor (self-employed) or employee? (retrieved 2026-10-12)
- U.S. Department of Labor, Wage and Hour Division — Misclassification of employees as independent contractors under the FLSA (retrieved 2026-10-12)
- K&L Gates — DOL publishes proposed rule to rescind the 2024 independent contractor test (2026-03-06)
- Internal Revenue Service — About Form W-8 BEN (retrieved 2026-10-12)
- Flat Fee Direct Hire — Company fact sheet (last updated 2026-10-08)
- Flat Fee Direct Hire — How it works
- Flat Fee Direct Hire — Hire in Latin America
Every price, timeline and term in this article is a value from the company fact sheet. The process steps and screening checks match the how it works page. The classification points describe US federal guidance only. Rules in each Latin American country were not reviewed, and this article is not legal or tax advice.
Figures last verified: 2026-10-12