Hiring skilled talent from Latin America has long become the no-brainer move for businesses worldwide, especially those located within the US and Canada. Companies embracing nearshoring have found the most efficient way to tap into a skilled, cost-effective workforce, with LATAM rates being 30-50% lower on average, according to Arc.dev. But - despite popular belief - cost savings aren’t the only advantage. LATAM professionals bring strong technical expertise, a solid work ethic, and the best time zone alignment for real-time collaboration.

However, finding and hiring the right LATAM talent requires a structured recruitment process. From defining key selection criteria to navigating legal considerations, every step matters. Where should you source candidates? How do you evaluate skills effectively? What’s the best way to onboard and retain top professionals? We hear you and want to answer those questions so you can outsource with confidence.

This guide breaks down the entire process, step by step. You’ll learn how to discover, interview, and hire the best talent from Latin America while avoiding the most common, yet costly, mistakes. Ready to hire LATAM talent? Read this guide to get the hang of our nearshoring process!

The Essential Qualifications and Experience for LATAM Candidates

1. Technical and Industry-Specific Expertise:

LATAM professionals are known for their strong technical skills, particularly in software development, engineering, and data analytics. Countries like Brazil, Mexico, and Argentina produce thousands of highly trained engineers each year, with universities like ITESM, and UBA ranking among the best in the region. Many candidates hold degrees in computer science, information technology, or engineering, but practical experience often outweighs formal education. Certifications in search engine optimization, cloud computing, cybersecurity, and AI-driven technologies are becoming industry standards, especially for high-demand roles.

2. English Proficiency and Multilingual Abilities:

English proficiency varies across LATAM, but top talent in Mexico, Argentina, and Colombia often reaches C1 levels, according to the EF English Proficiency Index - with Argentina consistently ranking as the most English-proficient country in LATAM. While many professionals are bilingual, fluency in Spanish or Portuguese can also be valuable, particularly for companies expanding into Latin American markets. Business professionals with strong English communication skills stand out in industries like software development, customer support, and digital marketing, where clear collaboration with international teams is essential.

3. Remote Work and Digital Collaboration Experience:

Remote work adoption has accelerated across LATAM, with a 175% increase in remote job postings since 2020, according to LinkedIn Workforce Report. Many LATAM professionals have experience using digital collaboration tools such as Slack, Microsoft Teams, and Asana, ensuring seamless integration into global teams. Candidates with prior experience in fully remote or hybrid roles tend to adapt quickly to international work environments. Time zone alignment with North America is a major advantage, making real-time collaboration easier than with offshore teams in Asia or Europe.

4. Project Management and Agile Methodologies:

Agile frameworks, particularly Scrum and Kanban, are widely adopted in LATAM’s tech and business sectors. Many software developers and product managers hold Scrum Master (CSM) or PMI Agile Certified Practitioner (PMI-ACP) certifications, demonstrating expertise in iterative development and team collaboration. Project managers skilled in the latest methodologies often bring efficiency to cross-border teams. These skills are particularly valuable in fast-paced industries such as fintech, SaaS, and e-commerce.

5. Soft Skills and Cultural Adaptability:

Strong communication, problem-solving, and teamwork are essential qualities for LATAM candidates, particularly those working with international clients. LATAM professionals are known for their adaptability and resilience, often navigating complex economic conditions while maintaining high performance. A Deloitte survey on workforce resilience found that LATAM employees exhibit high levels of adaptability, making them well-suited for dynamic business environments. Companies looking for candidates with leadership potential should seek professionals who demonstrate initiative, proactive problem-solving, and cultural awareness.

6. Experience in Global Markets and Multinational Companies:

Professionals with experience in multinational companies tend to excel in global work environments. Many LATAM candidates have worked for major firms like IBM, and Accenture gaining exposure to international business standards and best practices. Experience in cross-border operations, compliance, and international market expansion is particularly valuable for roles in finance, marketing, and business development. Candidates with backgrounds in multinational corporations often bring a global mindset, helping companies scale effectively in diverse markets.

7. Education and Professional Development:

Higher education remains a strong foundation for many LATAM professionals. Universities such as ITAM (Mexico), and UFRJ (Brazil), produce top-tier talent in engineering, business, and finance. Continuous learning is a priority for many professionals, with platforms seeing high enrollment rates in business analytics, AI, and cloud computing courses. Candidates who actively pursue professional development opportunities tend to stay ahead of industry trends and bring valuable expertise to their roles.

How To Assess LATAM Talent’s Cultural Fit and Work Ethic

Evaluating cultural fit and work ethic is just as important as assessing technical skills. A candidate might have the right experience, but if their values and approach to work don’t align with your company’s culture, productivity and team dynamics can suffer. LATAM professionals bring strong work ethics and adaptability, but making the right hiring decision requires a structured assessment approach.

1. Define Your Company’s Core Values and Work Style:

Before assessing candidates, clearly define your company’s values, communication style, and expectations around work ethic. LATAM’s talent pool certainly values teamwork, flexibility, and innovation, but expectations around autonomy, deadlines, and feedback cycles can vary across organizations. Companies that emphasize direct communication and self-management should ensure candidates can thrive in such an environment.

2. Use Behavioral Interview Questions for Cultural Alignment:

Structured interviews with behavioral questions provide valuable insights into a candidate’s mindset and approach to work. Instead of generic questions, focus on real-world scenarios. For example:

• “Tell me about a time you had to handle a challenging deadline. How did you manage it?”
• “Describe a situation where you had to adapt to a new work culture or team dynamic. What was the outcome?”
• “How do you prefer to receive feedback? Can you give an example of how you’ve implemented constructive criticism?”

These questions reveal problem-solving skills, adaptability, and how a candidate navigates workplace challenges - critical factors in determining work ethic.

3. Analyze Their Work Ethics Through Trial Assignments:

Trial projects or short-term contracts help gauge a candidate’s dedication, attention to detail, and responsiveness. LATAM professionals are known for their commitment, but actual work performance offers the best validation. Assigning a small, deadline-driven task mimicking real job responsibilities can highlight a candidate’s reliability, initiative, and ability to meet expectations.

4. Look for Signs of Proactive Communication:

Effective communication is a key indicator of cultural fit. Latin American professionals often excel in collaborative environments, but work styles vary across industries and the best LATAM countries to hire from. Assess whether a candidate asks thoughtful questions, seeks clarity on expectations, and provides updates without micromanagement. A strong candidate won’t just answer questions - they’ll engage in problem-solving and propose solutions.

5. Use Personality Assessments for Deeper Insights:

Tools like the Big Five Personality Test or DISC Personality Assessment provide data-driven insights into a candidate’s work style, leadership potential, and teamwork dynamics. While this shouldn’t be the sole deciding factor, these assessments complement behavioral interviews by identifying natural tendencies that align - or clash - with your company culture.

6. Validate Cultural Fit Through Peer Interviews:

Including team members in the hiring process helps assess how well a candidate aligns with company culture. LATAM talent often places high value on relationship-building, so interactions with potential colleagues can reveal social adaptability, collaboration skills, and whether their personality meshes with the team. You should also consider conducting peer interviews to allow candidates to ask questions, giving them a clearer picture of workplace expectations.

7. Check References with a Focus on Work Ethic:

Reference checks should go beyond confirming past job titles and responsibilities. Ask previous employers about reliability, accountability, and how the candidate handled challenges. Specific questions like, “Can you describe a time they went above and beyond their job role?” or “How did they handle high-pressure situations?” provide valuable context. LATAM professionals with strong reputations for dedication and resilience will stand out in these conversations.

The LATAM Recruitment Process: A Step-by-Step Guide

Hiring talent in Latin America requires a structured approach to ensure efficiency, compliance, and the best candidate selection. The process involves several key steps, from defining the role to onboarding new hires. Each phase has unique challenges, but following a clear strategy can streamline recruitment and improve hiring success.

1. Define Job Requirements and Ideal Candidate Profile:

Start by outlining the skills, experience, and cultural traits necessary for the role. Consider language proficiency, time zone alignment, and industry-specific expertise. In LATAM, technical professionals often have strong backgrounds in engineering, IT, and software development. According to the Inter-American Development Bank, the region is expected to produce 1.2 million new software developers by 2025.

2. Choose the Right Hiring Channels:

Selecting the right platforms is critical for reaching top talent. Popular job boards in LATAM include Get on Board and Bumeran. LinkedIn is also widely used for professional networking, while niche platforms like Torre specialize in remote tech roles. Finding the right outsourcing partner can also help you further refine candidate selection, especially in competitive markets.

3. Screen Candidates for Skills and Experience:

Initial screening should assess hard skills, industry experience, and language proficiency. Many LATAM professionals are bilingual, with Brazil and Mexico leading in English proficiency among developers. Skills assessments or coding tests, using platforms like HackerRank or Codility, can objectively evaluate technical abilities before proceeding to interviews.

4. Conduct Structured Interviews:

Interviews should go beyond technical skills and focus on work ethic, problem-solving, and cultural fit. Behavioral questions like, “Tell me about a time you worked with a remote team” can reveal adaptability and collaboration skills. Since LATAM professionals often work across multiple time zones, assessing flexibility and responsiveness is also key - even if the time zone difference is minimal compared to other outsourcing models.

5. Verify Credentials and Check References:

Reference checks should confirm employment history, reliability, and performance. Many LATAM countries have strong professional networks, and word-of-mouth reputation can play a significant role. Background verification services, such as Certn and Checkr, can validate employment records and ensure transparency in the hiring process.

6. Understand Local Labor Laws and Compensation Standards:

Employment regulations vary by country. Argentina, Brazil, and Mexico have strict labor laws, including severance requirements and mandatory benefits. Salaries also fluctuate based on location and industry. For example, Brazilian software engineers earn an average of $35,000–$50,000 per year, while in Mexico, the range is $25,000–$45,000, according to Glassdoor. Consulting with a legal expert or employer of record (EOR) can ensure compliance with local laws. Alternatively, you can rely on nearshore staffing services for quick access to LATAM talent with 0 legal liabilities.

7. Extend the Offer and Negotiate Terms:

Offer letters should clearly outline salary, benefits, and remote work policies, as Latin American hires often prioritize job stability, growth opportunities, and competitive compensation. Negotiation is not uncommon, so be prepared to discuss salary adjustments, performance bonuses, or professional development perks if the occasion arises.

8. Onboard and Integrate New Hires:

A smooth onboarding process will enhance your staff retention and engagement. In order to achieve this, be sure to provide clear expectations, access to tools, and an introduction to the company culture. LATAM professionals are inclined to create strong team relationships, so integrating them into team meetings and communication channels early fosters collaboration and long-term success.

Ready to Hire LATAM Talent? We Make Nearshoring Easier!

Hiring the best available talent in LATAM requires a strategic approach, from understanding local labor laws to assessing cultural fit and technical skills. With the region’s workforce growing rapidly - and over 1.2 million new software developers expected to come out of this region by 2025 - businesses have a prime opportunity to build high-performing remote teams.

At Hire South, we help US businesses connect with exceptional remote talent in Latin America to save money on staffing costs and transform the way they scale. With the help of our team and nearshoring services, you'll get an exclusive list of top-notch, pre-vetted candidates ready to interview. Plus, whatever role you need to cover, you can check your cost savings with the help of our Salary Calculator to compare the average rates between Latin America and other regions. We value transparency above all and are committed to finding the right fit for your business. If you are ready to partner up and hire LATAM talent, feel free schedule a free discovery call to learn more about how we work!