About us
We are the operator, not the middle layer between you and one.
StaffinginLatinAmerica is the Latin America practice of Gracemark. We find the person, our own local entity employs them, we run the payroll and statutory contributions, and we stay accountable for whether the role actually works. One contract covers all of it.
All LATAM
markets covered, with owned-entity employment where we operate
5–15 days
typical onboarding once a candidate is selected
2–6 weeks
typical shortlist-to-offer for a screened bilingual role
1
contract covering recruiting, employment, payroll and delivery
The orchestration model
We recruit them, we employ them, we pay them. You sign one contract.
The 2026 buyer's question is no longer "who is cheapest", it is who actually signs the employment contract. Aggregators route your people to a local partner you never meet, which is why compliance updates and payroll errors take weeks to resolve. We orchestrate the whole chain and publish the structure per country: in our core markets we employ on entities we own, and where a market is served by a governed partner, that partner is named in your agreement before you sign. Either way you hold one contract with us, and we stay accountable.
All of LATAM
one operator from Mexico to Argentina and the Caribbean, entities we own plus governed in-country execution
Your coverage is confirmed country by country in your agreement
1 contract
covers sourcing, employment, payroll and delivery, whoever executes locally
Single MSA, single accountable counterparty
5 to 15 days
typical onboarding once a candidate is identified, market depending
Onboarding windows stated per country
- 01
Source
In-market recruiters shortlist bilingual, screened candidates in 2–6 weeks. Not a résumé marketplace, a search function that owns the outcome.
- 02
Employ
The contract is signed by our own local entity in-country. No third-party partner in the chain, no subcontracted liability you never see.
- 03
Pay & comply
Local payroll, statutory contributions, aguinaldo and 13th-month, severance and vacation reserves carried on our balance sheet, not yours.
- 04
Retain
Benefits, performance support and replacement cover. Attrition is our problem to solve because we employ the person.
- 05
Scale on your terms
Add countries without adding vendors. Stay on our entity at 5 people or 500, plenty of clients never leave, and that is a legitimate choice. If you would rather own the infrastructure, we model the economics with you and build it: entity, payroll, benefits, then transfer the team. No conversion penalties, no threshold that forces your hand.
How we operate
We publish the arithmetic
Salary bands, statutory employer burden by country and our service fee are on the site before you talk to anyone. If a number moves, we change the page rather than the pitch.
One contract, one accountable party
Sourcing, employment, payroll and delivery sit under a single agreement with us. There is no unnamed in-country partner absorbing the liability you thought you transferred.
We show the math, you pick the structure
There is no headcount at which we push you out or lock you in. Some clients run 50+ people on our entity for years because they want the risk carried; others want their own entity at 10. We model both, in writing, and then either keep operating it or build your local infrastructure and transfer the team.
Compliance is carried, not disclaimed
Aguinaldo, 13th salary, FGTS, cesantías, severance and vacation reserves are accrued on our balance sheet from day one, not invoiced as a surprise at termination.
Where we are honest about fit
We are the wrong partner if you need a single contractor for two months, if your roles are purely night-shift for Asia-Pacific coverage, or if you already run entities in every market and only need payroll processing. In those cases the right answer is a contractor platform, an offshore hub or a payroll bureau, and we will point you at the category rather than sell you ours.
Frequently asked questions
Get a hiring plan for your roles
Tell us the roles, the countries and the timeline. You get landed cost per seat, statutory burden, onboarding dates and the honest recommendation on model, including when your own entity is the better answer.
Build my LATAM hiring plan
Three steps, about 40 seconds. You get a role-level shortlist plan, salary benchmark and landed cost per seat.
No account, no obligation. You see the recommended model before we ask for an email.