No entity required, all of Latin America
How to Hire in Latin America Without a Local Entity
Incorporating first is the most common and most expensive mistake. Entity setup runs two to six months and carries permanent accounting, tax and payroll obligations even with one employee. Three of the four paths below get someone working legally in under three weeks.
SILA does not stop at advice or hand off the next step. We design the route, execute it across the region and remain accountable as the workforce scales or the model changes.
See the recommended market, model and landed cost before the sales conversation.
What is hire in Latin America without an entity?
You can hire in Latin America without a local entity in four compliant ways: engage an independent contractor through an Agent of Record, employ through an Employer of Record, take workers on a staffing or staff-augmentation contract, or buy the outcome under a statement of work. Each shifts a different amount of cost, control and legal risk.
SILA is the LATAM Workforce Operating Partner for this work: one team owns the market decision, workforce launch, local execution and next stage of scale.
Answer the cost question first
Model the landed cost for your No entity required requirement
Choose the role, market, seniority and headcount. See salary, statutory employer burden and the modeled monthly cost before deciding what to send SILA.
Live workforce cost model
Model your team
Change any input. The cost, market comparison and savings update immediately.
Ranked by verified role fit, talent depth and total workforce cost, not by lowest wage. Review-required markets are excluded and scoped with a specialist.
Leave blank to use our published benchmark ($58,900, salary plus 25% for payroll taxes, benefits and insurance). Put your real number in and the comparison becomes yours, not ours.
Your modeled outcome
$103,476
baseline annual saving on 3 mid bilingual customer support seats in Mexico. Modeled range $92,244 to $113,736 (52%–64% below the US in-house equivalent).
1. US hire
$4,908 / month
A mid-level bilingual customer support hire on your US payroll costs $4,908 a month fully loaded, salary plus payroll taxes, benefits and insurance.
2. LATAM landed
$2,034 / month
The same mid-level bilingual customer support hire in Mexico lands at $2,034 a month, salary, statutory employer burden and the SILA fee inside one number. Plan between $1,749 and $2,346 depending on the profile you approve.
3. Your gap
$2,874 / month · 59%
That is $2,874 a month and $103,476 a year on 3 seats, 59% below the US equivalent, with SILA as the accountable employer of record where the model requires one.
4. Next step
Build My LATAM Plan
A SILA specialist confirms the salary band, employing structure and price in writing before anything is activated.
$310,428
saved over 3 years
59%
lower annual workforce cost
5–10 days
typical onboarding once talent is selected
Plan on this
$2,034
per seat, per month
Mid salary, mid statutory burden, standard service fee. This is the number to take to finance.
Budget safely
$2,346
per seat, per month
Upper modeled range for these assumptions. Your reviewed quote confirms the final budget and any additional items.
Best case
$1,749
per seat, per month
Lower end of the published band with the leanest structure. Reachable when seniority and market allow it.
▸ Landed cost breakdown, $2,034 / seat / month
- Gross salary
- $1,320
- Statutory employer burden
- $449
- Service fee
- $265
- Team of 3, annual
- $73,224
Burden in Mexico: IMSS, INFONAVIT, SAR, aguinaldo, vacation premium, PTU.
- Salary band modeled: $1,220–$1,420 gross monthly at mid level.
- Statutory employer cost: 28%–40% of gross. Mandatory benefits included, discretionary benefits excluded.
- Service fee assumption: 12%–18% of landed employment cost. Pass-throughs (equipment, background checks, one-time onboarding, severance reserves) excluded.
- USD-equivalent, quoted at the rate on the verification date. Local-currency payroll moves with FX and statutory indexation.
- Regional execution, payroll and compliance are coordinated through one SILA relationship.
- Fit for this role: High confidence, Strong fit for this role, fully served by SILA.
- Source: SILA placement data and each country's published statutory contribution schedules (IMSS, DIAN and UGPP, INSS and FGTS, CCSS, IESS, IGSS, TSS, CSS, IPS, NIS, NHT, SSB and equivalents), cross-checked against PwC Worldwide Tax Summaries. Ranges include mandatory accruals: 13th and 14th salary, vacation premium, severance and CTS or FGTS provisioning, and statutory profit sharing where it applies. Last verified 2026-08-21. See the methodology and claim registry.
- Built from SILA's current country salary, statutory burden and delivery data. A SILA specialist confirms final pricing, employing structure and launch date in writing before activation.
Mexico statutory sources
- Instituto Mexicano del Seguro Social (IMSS): Employer social security contributions.
- INFONAVIT: Housing fund employer contribution.
- Ley Federal del Trabajo: Aguinaldo, vacation premium and profit sharing (PTU).
Source id mexico-01, mexico-02, mexico-03. Verified 2026-08-21.
What your reviewed quote contains
- Your requirement
- 3 x mid Bilingual customer support in Mexico · $2,034 per seat per month landed, USD
- Recommended market and model
- Mexico, with the engagement model confirmed for the role and the headcount. A relevant alternative market is priced beside it.
- Itemized components
- Gross salary by seniority, statutory employer cost, mandatory benefits, our fee and any pass throughs, shown as one landed monthly figure per seat.
- Responsibilities
- Who employs, who pays, who manages the work and who carries the compliance obligation in this market. For a managed team, BPO or build operate transfer scope, the operating scope, dependencies and ownership are set out instead of a per employee price.
- Next decision
- Approve the market and model, or ask us to price the alternative.
Turn this estimate into a country-by-country hiring plan with employment costs, recommended operating model and launch timeline.
Path 1, Independent contractor via AOR
Fastest and cheapest, and the easiest to get wrong. Valid only when the person genuinely controls their method, serves other clients and delivers a defined scope. An Agent of Record issues locally-valid agreements, pays in local currency and documents the classification review.
Path 2, Employer of Record
The default when the person is effectively an employee: full-time, managed by you, using your tools. An EOR entity employs them, runs payroll and carries severance. Five to ten business days to a compliant start.
Path 3, Staffing or staff augmentation
Use when you also need the person found. We recruit, employ and carry the worker on one blended rate. Capacity can end on contractual notice without severance landing on you.
Path 4, Statement of work
Use when you can define the outcome. There is no worker on your side of the relationship at all: you buy a deliverable from a provider who employs the team.
Four no-entity paths compared
| Path | Time to legal start | Relative cost | What has to be controlled |
|---|---|---|---|
| Contractor via AOR | 2–5 business days | Lowest | Classification, screened by SILA before anyone is engaged |
| Employer of Record | 5–10 business days | Medium | The named local entity on the contract, which SILA states per country in writing |
| Staffing / augmentation | 2–5 weeks | Medium | Landed cost transparency and retention, both held by SILA |
| Statement of work | 4–8 weeks | Varies with scope | Acceptance criteria, written into the SOW before work starts |
Get the LATAM landed-cost benchmark
Employer burden, salary bands and total monthly cost across every market. One email, no call required.
Where this goes
No entity required is the fastest start. It is rarely where teams stop.
Most companies arrive with one country and one urgent hire. Twelve months later they are running several markets, a full team and their own entity. You can do all of that on the agreement you sign today, at your pace, without changing partners.
Add the next countries without a new contract
The same agreement extends to any market in the region. New country, same team, same invoice, no procurement cycle.
See country coverage →Let SILA run the team, not just the paperwork
Move from headcount to outcomes: recruiting, management, delivery and reporting on a managed team or SOW, priced to the result.
Managed teams and SOW →Own the operation, keep the same people
We stand up your entity, transfer the team and stay as your local representation. Nothing gets rebuilt and nobody gets re-hired.
Build your LATAM operation →See the whole path costed before you commit to the first step.
Turn the answer into an operating plan
Get the compliant path for your specific case
Give us the requirement once. SILA returns the recommended market, structure, landed cost and launch sequence, then owns the execution with you.
- Recruiting, employment and payroll across 20+ LATAM markets
- Every lane under one agreement: recruit, employ, manage, deliver
- One accountable delivery team, from first hire to regional operation
Frequently asked questions
Get your markets, operating model, landed cost and launch sequence.