Best LATAM Recruitment Agencies for US Companies (2026)
Looking to hire top talent in Latin America? By 2026, over 60% of large U.S. companies are hiring across LATAM for cost savings (30–70% lower than U.S. salaries), aligned time zones, and smoother communication. But finding the right recruitment agency is key to success. Here’s a quick overview of the top options:
- RemotelyTalents.com: Subscription model ($1,000–$1,450/month), delivers candidates in 5–7 weeks, specializes in Marketing, IT, Operations, and Finance roles.
- Near: Focuses on fast placements (7–10 days) with success-based fees (15–20% of salary). Great for tech and operations roles.
- Adecco: A large-scale staffing provider for multiple industries, ideal for hiring across several LATAM countries.
- Cielo Talent: Best for ongoing, high-volume recruitment with a Recruitment Process Outsourcing (RPO) model.
- Randstad: Flexible workforce solutions for general roles but less suited for highly technical positions.
- N2Growth: Executive search firm for C-suite and senior leadership hires, focusing on strategic placements.
Each agency offers unique strengths depending on your hiring needs, from speed and cost-effectiveness to compliance and role specialization.
Quick Comparison
| Agency | Time-to-Hire | Cost Model | Best For | Compliance Support |
|---|---|---|---|---|
| RemotelyTalents.com | 5–7 weeks | $1,000–$1,450/month | Marketing, IT, Operations, Finance roles | EOR services, 90-day replacement guarantee |
| Near | 7–10 days | 15–20% of annual salary | Tech, Operations, Customer Support | Fully managed onboarding |
| Adecco | Fast (varies) | Volume-based pricing | Large-scale general staffing | Administrative support |
| Cielo Talent | 4–6 weeks | Custom RPO pricing | High-volume recruitment for enterprises | Embedded compliance |
| Randstad | Variable | Flexible (temp, contract) | General workforce needs across LATAM | Local entity support |
| N2Growth | 8–16 weeks | Executive search fees | C-suite and senior leadership roles | EOR partnerships |
For startups or SMBs, RemotelyTalents.com and Near are great for fast, cost-effective hiring. Larger enterprises benefit from Adecco, Cielo Talent, or Randstad for broader staffing needs. For senior leadership, N2Growth provides tailored executive search services. Choose based on your hiring volume, budget, and timeline.
LATAM Recruitment Agencies Comparison: Cost, Speed, and Specialization
Why are U.S. companies hiring in LATAM and how can you do it the right way?
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1. RemotelyTalents.com
RemotelyTalents offers a subscription-based recruitment service tailored for U.S. companies looking to hire remote talent across Europe, Latin America, and North America. With flat-rate pricing - $1,000/month for a 12-month commitment or $1,450/month for on-demand services - it eliminates hefty placement fees. This predictable structure is particularly helpful for businesses planning multiple hires throughout the year, keeping costs straightforward and manageable.
Geographic Focus
With a database of over 10,000 candidates, RemotelyTalents zeroes in on key markets in Latin America, including Mexico, Colombia, Brazil, and Argentina. Their senior recruiters, based in Europe and Latin America, leverage local expertise and insights to identify talent fluent in English (C1+ level) and well-versed in U.S. business practices. This regional focus ensures a strong alignment between candidates and client needs.
Time-to-Hire
RemotelyTalents delivers results quickly: clients receive 3–4 qualified candidates within 2 weeks, and most hiring processes are wrapped up in 5–7 weeks. This is significantly faster than the standard U.S. timeline of 30–45 days. Each client is assigned a senior recruiter and account manager, with updates provided weekly via Slack. To further ensure satisfaction, the service includes a 90-day replacement guarantee.
Role Specialization
The agency specializes in four key areas: Marketing & eCommerce, IT/Data/Engineering, Operations & Virtual Assistants, and Finance & Accounting. This focus helps them identify candidates who not only meet the technical demands of remote roles but also fit seamlessly into the company’s workflow. Having supported over 250 businesses, RemotelyTalents has a proven track record of matching candidates to both job requirements and company culture.
Cost Transparency
RemotelyTalents goes beyond recruitment by offering insights into the total cost of hiring. For instance, senior developers in Mexico or Colombia typically earn $35,000–$55,000 annually, compared to $132,000 in the U.S. This clear breakdown of costs, combined with their transparent subscription model, makes them a cost-effective choice - especially for companies hiring 4–6 or more roles annually.
With its focus on affordability, speed, and regional expertise, RemotelyTalents stands out as a strong contender among recruitment agencies specializing in Latin American talent.
2. Near
Near is a nearshore talent platform that connects U.S. companies with remote professionals across Latin America. It focuses on key markets such as Mexico, Colombia, Argentina, and Brazil.
Time-to-Hire and Vetting Process
Near promises to deliver pre-vetted candidates within 10–14 days, offering a quicker alternative to traditional hiring timelines. Their screening process includes technical evaluations, English proficiency tests (requiring at least a B2+ level), and assessments for compatibility with U.S. workplace expectations. This thorough vetting reduces the risk of poor matches and helps streamline onboarding.
Compliance and Legal Support
A major advantage of Near is its Employer of Record (EOR) services, which cover payroll, benefits, and adherence to local labor laws in its target markets. This is especially helpful in countries like Brazil, where termination procedures can be tricky, or Mexico, where new outsourcing laws demand careful compliance. By handling these legal complexities, Near minimizes risks for U.S. companies unfamiliar with Latin American employment regulations.
Role Specialization and Pricing
Near primarily focuses on tech roles such as software engineers, data analysts, and product managers, as well as customer support and operations positions. Their pricing model includes placement fees ranging from 15%–20% of the candidate's annual salary, with additional fees for optional EOR services. While this setup works well for individual hires, companies with larger hiring needs might find subscription-based pricing models more budget-friendly.
Performance Differentiators
What sets Near apart is its combination of speed and legal support, making it a strong choice for companies that value quick placements and compliance. However, businesses hiring across multiple roles or looking for flat-rate pricing might need to weigh whether Near's fee structure aligns with their overall hiring strategy and budget.
In the next sections, we'll dive deeper into how Near compares to other top agencies in terms of speed, compliance, and overall performance to help you make the best hiring decision.
3. Adecco
Adecco is a multinational staffing firm with a strong presence across Latin America, offering a wide range of staffing solutions. It serves as a generalist provider, making it a go-to option for U.S. companies looking to fill various roles - everything from administrative and customer support jobs to some tech positions - across multiple departments [2]. Its extensive regional reach is particularly useful for businesses aiming to hire in several LATAM markets simultaneously.
Geographic Focus
With operations spanning Latin America, Adecco provides comprehensive coverage across key countries in the region. This broad reach is ideal for U.S. companies that need to hire in multiple countries at once or require staffing solutions that extend beyond a single market, such as Mexico or Colombia [2].
Role Specialization
Adecco supports hiring for a variety of professional roles, including administrative, customer support, and certain tech positions. That said, it’s less focused on highly technical roles like senior software engineers or data scientists compared to niche, tech-specific agencies. For companies needing deeper technical expertise and rigorous vetting, specialized agencies may be a better fit [2]. However, Adecco’s broad coverage is bolstered by strong administrative support, which simplifies compliance and ensures smooth hiring processes in complex environments.
Compliance Support
One of Adecco’s standout features is its robust administrative and workforce management infrastructure. This support reduces the burden on internal teams during onboarding and helps navigate the logistical challenges of international hiring. For companies new to global hiring, this can be a significant advantage [2].
Cost Transparency
Although Adecco doesn’t provide detailed pricing information, hiring through LATAM agencies typically results in 50–70% savings compared to U.S.-based talent [4]. For example, senior developers in Mexico or Colombia generally earn between $35,000 and $55,000 annually, compared to the U.S. average of around $132,000 [6]. Adecco’s pricing likely reflects its full-service approach, which includes more than just candidate placement - offering comprehensive workforce management. This approach can be especially appealing for companies balancing budget considerations with the need to manage legal risks while scaling in LATAM markets.
4. Cielo Talent
Cielo Talent is an RPO provider designed to blend seamlessly with your existing hiring processes, particularly for high-volume recruitment needs in LATAM. Instead of handling isolated placements, they focus on becoming an extension of your team, making them ideal for companies with continuous hiring demands.
Geographic Focus
Cielo operates in key LATAM markets such as Mexico, Brazil, Colombia, and Argentina. Their expertise lies in managing multi-country hiring strategies under a centralized approach. For U.S. companies looking to hire across multiple markets simultaneously, this centralized oversight can be a major advantage. However, if your focus is on niche talent in a single country, working with agencies that have strong, localized networks might yield quicker results.
Role Specialization
Cielo Talent supports hiring for a wide range of roles, including operations, customer support, and mid-level technical positions. For highly specialized technical roles, you may need to supplement their efforts with additional local assessments to ensure the best fit.
Time-to-Hire
The time-to-hire with Cielo depends on how quickly their team integrates with your internal processes. This involves setting up workflows, defining candidate profiles, and establishing communication protocols. While there is an initial setup phase, once complete, their model is well-suited for ongoing recruitment needs. However, if you're looking to fill urgent, one-off positions, their approach may not be the fastest solution.
Cost Transparency
Cielo Talent offers flexible pricing models, either on a monthly retainer or per-hire basis. This structure can be efficient for companies with consistent, high-volume hiring needs. While their exact rates are not publicly disclosed, businesses new to LATAM hiring should carefully evaluate whether this model aligns with their budget and recruitment goals.
5. Randstad
For U.S. companies seeking staffing solutions across multiple departments, a broad approach can often be the answer. Randstad, a global staffing firm with a strong presence in Latin America, provides workforce solutions across a variety of roles and industries. Unlike agencies that specialize in specific fields, Randstad’s generalist strategy makes it a practical option for businesses needing to fill a wide range of positions within different departments [2].
Geographic Focus
Randstad has a well-established network in countries like Mexico, Brazil, Colombia, and Argentina, enabling efficient hiring across multiple locations. This infrastructure is particularly helpful for companies looking to expand their teams across several countries without delays.
Role Specialization
The agency covers roles spanning from administrative and operational positions to customer support and mid-level technical staff [2]. This makes it a good fit for organizations needing remote recruiting services for general workforce needs. However, when it comes to more specialized roles, such as senior backend developers or data engineers, Randstad’s generalist approach may not be the best match.
Their flexibility in handling a broad range of roles is complemented by adaptable pricing models, which cater to varying hiring demands.
Cost Transparency
Randstad primarily operates through contract hiring and staffing support models [2]. While specific rates are not publicly available, their pricing adjusts based on factors like role complexity, hiring volume, and the type of engagement. This setup is often ideal for companies with ongoing or fluctuating hiring needs rather than those seeking one-off technical hires.
Compliance Support
Randstad’s global reach and long-standing infrastructure simplify compliance management by standardizing processes across different local labor laws. They handle compliance-related documentation and address specific legal requirements in each region. For U.S. companies working in Latin America, this support reduces the complexity of managing contracts, payroll, and onboarding while ensuring adherence to local regulations [2][6]. These features help minimize management effort and compliance risks, aligning with key hiring priorities outlined in this guide.
6. N2Growth
After exploring high-volume and general staffing agencies, let’s shift focus to an executive search firm that zeroes in on senior leadership roles. For U.S. companies aiming to fill C-suite positions, board seats, or senior leadership roles in Latin America, N2Growth offers a highly specialized approach as an executive search firm rather than a general staffing agency[5].
Role Specialization
N2Growth is all about executive search. They specialize in finding top-tier talent, often targeting individuals who aren’t actively looking for new opportunities. Their expertise lies in identifying leaders who can drive business transformation, manage cross-border teams, and align with a company’s long-term strategy. This makes them a strategic choice for organizations expanding into LATAM markets[5]. However, their focus on C-suite and board roles means they’re not the right fit for mid-level hiring needs.
Geographic Focus
While N2Growth operates globally, their LATAM efforts are laser-focused on markets critical to U.S. companies in 2026. These include Argentina, Brazil, Chile, Colombia, Costa Rica, Mexico, and Uruguay. The time zones in these regions - ranging from +1 to -2 hours relative to Eastern Time - make real-time collaboration much easier[1]. This geographic precision also supports compliance in navigating the varied regulatory landscapes across these countries.
Compliance Support
N2Growth often works with Employer of Record (EOR) providers to manage compliance, payroll, and benefits for the executives they place[3][6]. These partnerships help ensure smooth onboarding and adherence to local requirements, such as Brazil’s FGTS severance fund or Mexico’s REPSE registration for specialized services. For U.S. companies without a local entity in LATAM, this approach simplifies the complexities of hiring senior leaders while addressing compliance and risk management concerns.
Time-to-Hire
The executive search process at N2Growth is thorough, prioritizing both technical qualifications and alignment with company culture. As a result, placements typically take 8 to 16 weeks. While this timeline reflects the depth of their vetting process, it also ensures the right leader is selected for the role.
Agency Comparison: Strengths and Weaknesses
This comparison highlights the strengths and weaknesses of each agency based on key factors like budget, time-to-hire, quality, and compliance. The table below provides a quick reference for understanding how these agencies perform across metrics such as cost models, management overhead, and compliance support, helping you make informed decisions for your LATAM hiring needs.
| Agency | Time-to-Hire | Cost Model | Best For | Compliance Support | Management Overhead |
|---|---|---|---|---|---|
| RemotelyTalents.com | 5–7 weeks average | Subscription: $1,000–$1,450/month | Marketing, IT, Operations, Finance roles across LATAM, Europe, North America | 90-day replacement guarantee; integrates EOR services | Low: Slack communication, weekly reports, dedicated senior recruiter |
| Near | 7–10 business days | Success-based (1× monthly salary) | SMBs and startups needing broad role coverage (Sales, Ops, Finance, Tech) | Fully managed: contracts, onboarding, payroll | Low: turnkey onboarding and payroll management |
| Adecco | Fast (due to scale) | Volume-based pricing | Large-scale general staffing across multiple industries | Strong administrative and workforce management | Medium: requires internal coordination for large teams |
| Cielo Talent | 4–6 weeks | RPO model (custom pricing) | Mid-market and enterprise companies with ongoing high-volume needs | Embedded compliance and process standardization | Low: acts as an extension of the internal HR team |
| Randstad | Variable (depends on role and region) | Flexible: temp, contract, direct hire | Companies needing flexible workforce solutions across multiple LATAM countries | Local entity support in key markets | Medium: requires active involvement in candidate selection |
| N2Growth | 8–16 weeks | Executive search fees (custom) | C-suite and senior leadership roles requiring strategic alignment | Integrates EOR services for executive compliance | High: thorough vetting requires stakeholder engagement |
RemotelyTalents.com offers a subscription-based model that’s ideal for companies hiring multiple professionals annually across regions like LATAM, Europe, and North America. With an average hiring timeline of 5–7 weeks and qualified candidates presented within two weeks, it’s a strong option for predictable costs and multi-region hiring.
Near, on the other hand, shines with its speed, onboarding professionals in LATAM within 7–10 business days through a fully managed service. This makes it especially appealing for startups and SMBs that prioritize quick hiring and streamlined processes.
For large-scale staffing needs, Adecco and Randstad are excellent choices. Adecco leverages its administrative scale for filling roles across various industries, while Randstad provides flexibility and local support for workforce solutions in multiple LATAM countries.
Cielo Talent is tailored for mid-market and enterprise companies with ongoing hiring demands, offering an embedded RPO model that integrates seamlessly with internal HR teams. Meanwhile, N2Growth focuses on executive searches, ensuring strategic alignment for senior leadership roles through its detailed vetting process.
Startups and SMBs looking for fast, cost-effective solutions will find RemotelyTalents.com and Near particularly suitable. For enterprises, the robust infrastructure of Cielo Talent or Adecco can handle larger-scale operations. When it comes to senior leadership hiring, N2Growth provides the strategic focus required for top-tier roles.
Conclusion
Choosing the right LATAM recruitment agency depends on your company’s unique needs, including size, hiring volume, speed, and compliance requirements. This guide provides a clear framework to help you make that decision.
For startups and SMBs, agencies like RemotelyTalents.com and Near are excellent choices. They simplify management, ensure compliance, and offer predictable pricing. RemotelyTalents.com operates on a subscription model, covering LATAM, Europe, and North America, while Near provides a fully managed service, delivering hires in just 7–10 business days.
For enterprises needing large-scale staffing across LATAM, Adecco and Randstad stand out. They bring the administrative infrastructure and local expertise required to handle complex workforce operations effectively.
When it comes to senior leadership or C-suite roles, N2Growth is ideal. Their strategic approach and rigorous vetting process make them a go-to for executive searches, though these searches typically take more time.
To streamline the process, set clear first-month goals, define title expectations, and establish compensation benchmarks. This ensures the agency focuses on candidates who can hit the ground running and deliver immediate results. By leveraging specialized remote hiring practices in 2026, your company can achieve greater operational efficiency and sustained growth.
Ready to grow your LATAM team? Schedule a hiring strategy call with RemotelyTalents.com today. Align your role requirements, set budgets, and fast-track qualified hires. Expect to see candidates within two weeks and finalize most hires in just 5–7 weeks.
FAQs
Do I need an EOR to hire in LATAM?
When hiring in Latin America (LATAM), using an Employer of Record (EOR) or a similar setup is often necessary. Why? Because an EOR ensures compliance with local labor laws - a crucial factor when managing remote teams in the region.
An EOR takes care of essential tasks like payroll, taxes, and benefits administration. This is especially important if your company doesn't have a local entity in the country where you're hiring. Without proper compliance, you could face legal or financial risks, making an EOR a smart solution for navigating the complexities of international employment.
How do I choose between subscription vs placement fees?
When deciding between subscriptions and placement fees, it all comes down to your hiring needs.
- Subscriptions are a great choice if you're hiring regularly or in large volumes. They provide consistent costs and quicker access to potential candidates, making them perfect for ongoing recruitment efforts.
- On the other hand, placement fees are better suited for occasional or one-off hires. They offer flexibility without tying you into long-term contracts, which can be ideal if your hiring needs are sporadic.
Think about how often you hire and what your budget allows to figure out which option works best for you.
What’s the biggest compliance risk by country?
Navigating local labor laws and social security obligations is one of the most challenging compliance risks in LATAM. Take Colombia, for instance: employers are required to contribute about 8.5% for social security and an additional 8% for severance. Missing these contributions isn't just a minor oversight - it can result in serious legal and financial repercussions. Staying on top of these regulations is critical to avoid unnecessary risks and ensure compliance.
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