Free planner · Yours in three minutes
Build and run your workforce in Latin America, with one accountable operating partner
Answer three to six questions and watch your plan build itself: which countries can deliver, how to employ the people, the monthly cost per seat, the compliance risks and your launch and scale sequence.
LATAM Workforce Planner
Three questions. Then a real answer.
Tell us the goal, the function and the market
You will see your recommended operating path, engagement model, market direction and launch sequence before we ask for anything else.
Pick a goal and name the role or function to see your result.
Or describe it in your own words
What must be operational in the new market?
We already have your starting point: launch and operate in a new Latin American market. Pick the closest example or type your own and the plan builds from there.
What to enter: the roles you need, how many, and when you want them working. Country, seniority and engagement model are optional. SILA recommends those based on the requirement. What you get: market shortlist, recommended engagement model, landed cost per seat and a launch plan, on screen in about three minutes.
Your recommendation is ready. We’re building the detailed market comparison and launch plan now. You can review the recommendation while it finishes.
Interpreting the workforce outcome…
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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 planner can recommend, color-coded by how we deliver there. Click a country for statutory burden, salary bands and who employs the worker.
- SILA regional coverage
- Feasibility review first
Hover a country. Click through for salary bands, employer costs and hiring guidance.
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 in 5 business days, accepted offer 2–4 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.
5–10 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 2–4 weeks
07Workplace, equipment & mobility
Your people are hired. They still need somewhere to sit and something to work on.
Devices deployed in 5–10 business days, workspace in 2–5 weeks
08Entity setup, BOT & retained services
You are entering a market, not filling a seat.
Live hiring in 2–4 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