LATAM Workforce Planner · AI-assisted. Specialist-validated.
Build and run your workforce in Latin America, with one accountable operating partner
Answer three to six questions. Watch the plan build itself: the markets, how you should engage people, what it lands at, the risks and the first ninety days.
LATAM Workforce Planner · AI-assisted. Specialist-validated.
What needs to happen in Latin America?
Tell me what needs to happen in Latin America and I will build the plan with you: the markets, how you should engage people, what it lands at, what could go wrong and the first ninety days. Start anywhere.
What is a LATAM workforce plan?
A LATAM workforce plan states the outcome you need, the countries that can deliver it, the engagement model that fits (EOR, staffing, AOR, SOW, RPO or your own entity), the landed cost per seat including statutory employer burden, the compliance risks in each market, and the sequence to get the first people working. SILA produces one free in a few minutes using published country salary and burden data across 20+ Latin American markets.
Where the plan can actually be delivered
Every market the architect can recommend, colour coded by how we deliver there. Click a country for statutory burden, salary bands and who employs the worker.
- Direct local delivery
- Governed local partner
- Feasibility review first
Hover a country. Click through for burden, salary bands and who employs the worker.
One front door, eight execution lanes
Bring us the workforce outcome. We choose and operate the model.
Most buyers are forced to pick a vendor category first, recruiter, EOR platform, dev shop, MSP, and then discover the category was wrong. Here you describe the outcome. We design the combination of market, talent, engagement structure and delivery model, and change it as you grow, under one relationship.
Recruit talent
You need the person. You employ them.
Shortlist ~10 business days, accepted offer 2–6 weeks
02Staff flexible capacity
You need capacity now, not headcount forever.
First cohort live in 2–5 weeks, incremental seats in days
03Employ and pay workers
You found the person. You have no legal way to employ them.
5–15 business days from signed order to first day
04Build managed teams
You need a functioning team, not five individuals.
Pod design in 1 week, steady state in 6–10 weeks
05Deliver outcomes through SOW
You want the outcome, not the headcount.
Scoped SOW in 1–3 weeks, delivery start on signature
06Country representation / Land & Operate
You need a local presence before you have a local company.
Country scoping in 1–2 weeks, operating presence in 3–6 weeks
07Workplace, equipment & mobility
Your people are hired. They still need somewhere to sit and something to work on.
Devices deployed in 5–15 business days, workspace in 2–5 weeks
08Entity setup, BOTT & retained services
You are entering a market, not filling a seat.
Live hiring in 2–6 weeks, entity transition in 3–6 months
One relationship behind all eight
- ▸One SILA strategist
- ▸One solution design
- ▸One operating relationship
- ▸One reporting structure
- ▸One escalation path
- ▸One consolidated view of cost and headcount