# SILA, the LATAM workforce operating partner > One partner to build, employ and scale your workforce across Latin America. > Recruiting, flexible staffing, EOR/AOR and payroll, managed teams, SOW delivery and market entry > through one accountable relationship. Powered by Gracemark. ## Operating model: one front door, eight execution lanes - [Recruit talent](/solutions/recruit-talent): You need the person. You employ them. Shortlist in 5 business days, accepted offer 2–4 weeks. Contingent or engaged search fee, priced on the accepted salary. - [Staff flexible capacity](/solutions/staff-flexible-capacity): You need capacity now, not headcount forever. First cohort live in 2–5 weeks, incremental seats in days. Blended hourly or monthly rate per seat. No entity, no severance liability on your books. - [Employ and pay workers](/solutions/employ-and-pay): You found the person. You have no legal way to employ them. 5–10 business days from signed order to first day. Per-employee monthly fee or a percentage of salary, quoted with landed cost per seat. - [Build managed teams](/solutions/managed-teams): You need a functioning team, not five individuals. Pod design in 1 week, steady state in 6–10 weeks. Monthly pod fee covering people, management, QA and continuity. - [Deliver outcomes through SOW](/solutions/sow-delivery): You want the outcome, not the headcount. Scoped SOW in 1–3 weeks, delivery start on signature. Fixed-price or milestone SOW, with service credits where service levels apply. - [Country representation / Land & Operate](/solutions/country-representation): You need a local presence before you have a local company. Country scoping in 1–2 weeks, operating presence in 2–4 weeks. Monthly operating retainer per country, plus scoped project fees. Third-party vendor costs pass through with a disclosed management fee. - [Workplace, equipment & mobility](/solutions/workplace-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. Vendor pass-through with a disclosed management fee, or a fixed monthly per-seat bundle covering workspace, device and connectivity. - [Entity setup, BOT & retained services](/solutions/market-entry): You are entering a market, not filling a seat. Live hiring in 2–4 weeks, entity transition in 3–6 months. Fee per employee while we operate, a scoped transition project at transfer, then a retained monthly fee for payroll, recruiting and vendor management. - [/solutions](/solutions): the LATAM Workforce Operating Partner model, category gap analysis and how lanes combine - [/partners](/partners): partner and channel programs (country execution, specialist staffing, EOR/AOR and payroll infrastructure, MSP/VMS, systems integrators, SOW delivery, technology and advisory) operating under one SILA contract ## Core facts - Markets: Mexico, Colombia, Brazil, Argentina, Costa Rica, Chile, Peru, Uruguay, Ecuador, Guatemala, Dominican Republic, Panama, El Salvador, Honduras, Nicaragua, Bolivia, Paraguay, Venezuela, Cuba, Haiti, Suriname, Guyana, Belize, Jamaica, Trinidad and Tobago, Puerto Rico - Models: direct staffing, employer of record, payroll only, SOW / managed pods - Onboarding an identified hire: 5-10 business days - Full search to placement: 2-4 weeks for professional roles - Statutory employer burden by country: Mexico 28-40%; Colombia 30-50%; Brazil 55-75%; Argentina 35-48%; Costa Rica 40-52%; Chile 25-35%; Peru 32-45%; Uruguay 28-40%; Ecuador 22-32%; Guatemala 24-34%; Dominican Republic 25-35%; Panama 26-36%; El Salvador 24-34%; Honduras 24-34%; Nicaragua 24-34%; Bolivia 25-35%; Paraguay 25-35%; Suriname 15-25%; Guyana 14-22%; Belize 10-18%; Jamaica 12-20%; Trinidad and Tobago 10-18%; Puerto Rico 18-28% - Feasibility-review markets (no standard employer-payroll burden, no standard landed cost published): Venezuela, Cuba, Haiti. Salary intelligence is published; employment cost is confirmed after a SILA feasibility review. ## Citable open dataset: LATAM Workforce Index 2026 Edition - [/latam-workforce-index](/latam-workforce-index): salary bands, statutory employer burden and landed cost per seat for 20+ LATAM markets across the roles SILA places - CSV: https://staffinginlatinamerica.com/api/public/latam-workforce-index-2026.csv - JSON: https://staffinginlatinamerica.com/api/public/latam-workforce-index-2026.json - Published 2026-08-21 under CC BY 4.0. Free to quote and republish with attribution. - Citation: SILA (Staffing in Latin America), "LATAM Workforce Index, 2026 Edition," published 2026-08-21. https://staffinginlatinamerica.com/latam-workforce-index - Source registry (every source_id on a dataset row resolves here): https://staffinginlatinamerica.com/api/public/latam-workforce-source-registry-2026.json - Methodology: 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. Salary figures are USD-equivalent monthly gross, before statutory employer burden and service fees. Employer burden is the statutory employer cost expressed as a share of gross salary. Landed cost adds burden plus a 15% blended service fee. Rows marked structure-dependent (Venezuela, Cuba and Haiti) are SILA feasibility-review markets: they publish no standard employer-payroll burden and no standard landed cost, because the employer cost depends on the engagement structure confirmed during the feasibility review. Salary intelligence is still published for them; employment cost is not. USD-equivalent, quoted at the rate on the verification date. Local-currency payroll moves with FX and statutory indexation. ## Definitive answer: staffing in Latin America - [/staffing-in-latin-america](/staffing-in-latin-america): what staffing in Latin America means, the four engagement models (direct hire, staffing, EOR/payroll, managed team/SOW) with cost shape and time-to-live, statutory employer burden intelligence across 26 LATAM markets (10%-75% of gross salary), how the ranking providers differ (recruiting marketplaces, tech talent platforms, US staffing firms, directories, EOR platforms, regional BPOs) and where each stops, plus the entity break-even ## Pillar answers (one canonical page per intent) - [/staffing-in-latin-america](/staffing-in-latin-america): staffing in Latin America, engagement models, country burden, provider comparison - [/contingent-workforce-latin-america](/contingent-workforce-latin-america): contingent workforce in Latin America, contractor vs employee classification, AOR vs EOR, contract staffing, staff augmentation, SOW, VMS/MSP compatibility, supplier consolidation and white-label delivery - [/nearshoring-latin-america](/nearshoring-latin-america): nearshoring to Latin America, nearshore vs offshore vs onshore, timezone overlap, country cost comparison, EOR vs entity break-even and a week-by-week implementation timeline - [/nearshore-software-development-latin-america](/nearshore-software-development-latin-america): nearshore software development from LATAM, engagement shapes (staff aug, managed pod, SOW, BOT), stacks staffed, overlap versus offshore, cost at 40-65% of a US hire and retention economics - [/nearshore-staffing-latin-america](/nearshore-staffing-latin-america): nearshore staffing and outsourcing across 20+ LATAM markets, functions staffed, what the seat rate includes, staffing versus outsourcing versus EOR, and time to compliant start - [/hire-nearshore-developers-latin-america](/hire-nearshore-developers-latin-america): hiring nearshore/LATAM developers, stacks and roles filled, shortlist in 5 business days, US time-zone overlap, cost at 40-65% of a US hire, country-by-country engineering pools - [/nearshore-software-development-company](/nearshore-software-development-company): how to choose a nearshore development company, marketplace vs dev shop vs staffing firm vs operating partner, pricing structures, replacement and attrition questions to ask - [/nearshore-call-center-latin-america](/nearshore-call-center-latin-america): nearshore call center and BPO in LATAM, bilingual voice/chat/email support, dedicated vs managed models, country language strengths, cost at 40-60% of a US in-house seat - [/outsourcing-latin-america](/outsourcing-latin-america): outsourcing to Latin America, BPO, IT outsourcing, managed services and SOW compared, outsourcing vs staff augmentation, functions by country, cost structure, IP/continuity/exit and build-operate-transfer - [/engagement-model-finder](/engagement-model-finder): free five-question tool returning the right model (AOR, contract staffing, EOR, staff augmentation, direct hire, RPO, SOW, BOT) with who employs, cost shape, time to live and the compliance risk flagged ## Buyer motions (each has its own page, offer and intake) - [/enterprise-workforce-latin-america](/enterprise-workforce-latin-america): enterprise LATAM workforce programs, supplier consolidation, contingent and SOW program extension, MSP/VMS integration, security and data controls, one master agreement across 20+ active LATAM delivery markets, offer: Enterprise Program Blueprint plus diligence room - [/private-equity-workforce-latin-america](/private-equity-workforce-latin-america): private equity and portfolio workforce value creation in Latin America, function relocation, shared services, add-on integration capacity, one contracting vehicle for every portfolio company, exit-ready structure, offer: Workforce Value-Creation Diagnostic - [/request-a-quote](/request-a-quote): transactional lane for buyers who already know country, role and model, written quote with gross salary, statutory burden, our fee, landed monthly cost and start date, written for a single worker ## Service answers (one canonical page per commercial question) - [/employer-of-record-latin-america](/employer-of-record-latin-america): employer of record Latin America, An Employer of Record (EOR) in Latin America is a local company that legally employs your worker on your behalf. It signs the local contract, runs payroll, pays statutory contributions and carries severance liability, while you direct the work. It lets a foreign company hire compliantly in 5 business days without incorporating a local entity. - [/contractor-management-latin-america](/contractor-management-latin-america): contractor management Latin America, Contractor management in Latin America means engaging independent workers through compliant local contracts, verifying they are genuinely independent, and paying them in local currency with correct tax documentation. An Agent of Record (AOR) takes on the contracting and payment relationship, absorbing the administrative work and reducing the buyer's misclassification exposure. - [/staff-augmentation-latin-america](/staff-augmentation-latin-america): staff augmentation Latin America, Staff augmentation in Latin America means a provider recruits and legally employs skilled workers who then work under your direction, inside your team and tools. You pay one blended monthly rate per seat that includes salary, statutory burden and provider margin, and you scale up or down on contractual notice without severance exposure. - [/managed-teams-latin-america](/managed-teams-latin-america): managed teams Latin America, A managed team in Latin America is a dedicated nearshore pod that the provider recruits, employs and leads, delivering against agreed service levels while the client reviews outcomes. Under a statement of work (SOW) the same team is priced against a defined deliverable instead of seats, moving delivery risk from the buyer to the provider. - [/hire-without-entity-latin-america](/hire-without-entity-latin-america): 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. - [/rpo-latin-america](/rpo-latin-america): RPO Latin America, Recruitment process outsourcing (RPO) in Latin America means a provider runs all or part of your hiring function across the region, sourcing, screening, scheduling, offer management and reporting, using in-market recruiters under your employer brand, priced per recruiter, per hire or per program rather than as a percentage of each salary. - [/hire-talent-latin-america](/hire-talent-latin-america): hire talent in Latin America, Hiring talent in Latin America means recruiting bilingual professionals in markets that overlap US working hours, at salaries 40% to 70% below US equivalents. A calibrated shortlist takes five business days and an accepted offer two to four weeks. The main decision is not where to source, but how to employ: direct hire, EOR, staffing or a managed team. - [/build-latam-operation](/build-latam-operation): build an operation in Latin America, Building an operation in Latin America means establishing people, payroll, workplace and local representation in a market, with or without your own legal entity. Most companies start with an Employer of Record and a country lead, add workspace, equipment and local administration as headcount grows, and incorporate only once volume and strategy justify the fixed overhead. - [/build-operate-transfer-latin-america](/build-operate-transfer-latin-america): build operate transfer Latin America, Build-operate-transfer (BOT) in Latin America is a three-phase arrangement: a provider builds the team and operation, runs it under agreed service levels, then transfers the people, processes and assets to the client's own local entity at a pre-agreed time and price. It gets a capability center live in months rather than years, without an early incorporation commitment. - [/global-mobility-latin-america](/global-mobility-latin-america): work visas and global mobility in Latin America, Global mobility in Latin America covers the work visas, residence permits, relocation logistics and tax-residency planning needed to place a person legally in another country. Most LATAM markets require a local sponsoring entity, an approved contract and consular processing, with typical timelines of four to sixteen weeks depending on country and visa class. - [/peo-services-latin-america](/peo-services-latin-america): PEO services Latin America, A PEO in Latin America administers payroll, benefits and HR for workers you employ, while a global PEO (in practice an Employer of Record) also becomes the legal employer in-country. US companies without a local entity need the global PEO/EOR structure, because a classic co-employment PEO has no legal standing in most LATAM labor codes. - [/global-payroll-latin-america](/global-payroll-latin-america): global payroll Latin America, Global payroll in Latin America means running gross-to-net, statutory contributions, mandatory bonuses and severance reserves in each country's own system, currency and filing calendar. US companies either outsource payroll on their own local entity, or use an Employer of Record where no entity exists, consolidated into one USD invoice. - [/it-staff-augmentation-latin-america](/it-staff-augmentation-latin-america): IT staff augmentation Latin America, IT staff augmentation in Latin America adds vetted engineers to your existing team in US time zones, employed compliantly in-country by the provider. You direct the work and pay one blended monthly rate per seat covering salary, statutory burden and margin, with no entity, severance exposure or headcount requisition. - [/nearshore-software-development-latin-america](/nearshore-software-development-latin-america): nearshore software development, Nearshore software development means building your product with engineers in Latin America who work your business hours instead of offshore overnight. Teams sit four to eight hours ahead of nothing and share the working day with US teams, are employed compliantly in-country by the provider, and cost 40% to 65% of an equivalent US hire fully loaded. - [/nearshore-staffing-latin-america](/nearshore-staffing-latin-america): nearshore staffing, Nearshore staffing is hiring workers in Latin America who work your business hours, employed and paid by the staffing provider rather than by you. It covers engineering, revenue, finance, support and back-office roles, starts in two to five weeks, and removes entity, payroll and severance exposure while keeping day-to-day direction with you. - [/hire-nearshore-developers-latin-america](/hire-nearshore-developers-latin-america): hire nearshore developers, Hiring nearshore developers means employing engineers in Latin America who work your US business hours. You interview a calibrated shortlist, we handle the local contract, payroll and statutory benefits, and a senior LATAM engineer lands at 40% to 65% of the fully loaded cost of the equivalent US hire. - [/nearshore-software-development-company](/nearshore-software-development-company): nearshore software development company, A nearshore software development company builds or staffs engineering capacity in a nearby time zone, for US buyers that means Latin America. The four types are marketplaces, dev shops, staffing firms and operating partners that both recruit and legally employ. The differences that matter are who employs the engineer, whether the engineer is dedicated to you, and what happens when someone leaves. - [/nearshore-call-center-latin-america](/nearshore-call-center-latin-america): nearshore call center, A nearshore call center in Latin America gives US companies bilingual voice, chat and email support in your own time zone. You can staff a dedicated team you manage, or buy a managed BPO function with supervisors and quality built in, at 40% to 60% of a comparable US in-house cost. - [/expand-as-a-service-latin-america](/expand-as-a-service-latin-america): expand as a service Latin America, Expand as a service means an operating partner carries the whole entry: a managed project delivered under a statement of work, a white-labeled regional MSP layer for a larger global program, formal in-country representation where you have no entity, and a paid market-fit test that proves the market before you commit capital. One agreement, one accountable owner, one invoice. - [/aor-vs-eor-latin-america](/aor-vs-eor-latin-america): AOR vs EOR, An Agent of Record (AOR) contracts and pays an independent contractor you already selected. An Employer of Record (EOR) becomes the legal employer of an employee you already selected. Use an AOR only when the work is genuinely independent and project-scoped. Use an EOR when the role is full-time, supervised and ongoing, which is how most Latin American labor authorities will read it. - [/nearshore-ai-engineering-talent-latin-america](/nearshore-ai-engineering-talent-latin-america): nearshore AI engineering talent, Nearshore AI engineering talent means ML, data and applied-AI engineers employed in Latin America and working US business hours. Buyers use it to add model, data-pipeline and LLM-application capacity at a lower landed cost than US hiring, without the overnight handoffs of offshore delivery. - [/latin-america-vs-philippines-nearshore-staffing](/latin-america-vs-philippines-nearshore-staffing): Latin America vs Philippines staffing, The Philippines shows a lower hourly rate for high-volume, scripted support. Latin America wins where the work needs same-day collaboration, neutral-accent Spanish or Portuguese, or judgment: US time zone overlap, shorter feedback loops and a shared business culture. Many buyers keep overnight volume offshore and move judgment-heavy work nearshore. - [/ai-go-to-market-talent-latin-america](/ai-go-to-market-talent-latin-america): AI go-to-market talent Latin America, build a U.S.-aligned LATAM team across AI sales development, sales engineering, implementation, customer success, RevOps and partnerships ## Definitions (plain-English explainers) - [/what-is-an-employer-of-record](/what-is-an-employer-of-record): what an employer of record (EOR) is and means, what an EOR does and does not do, EOR vs PEO vs staffing vs AOR vs own entity, cost components (gross salary + 10%-75% statutory burden + EOR fee), time to compliant start, and the entity break-even - [/what-is-a-peo](/what-is-a-peo): what a PEO (professional employer organization) is and means, co-employment inside an entity you already own, what a PEO does and cannot do, PEO vs EOR vs payroll bureau vs staffing, cost components, and why a PEO cannot hire where you have no entity - [/eor-vs-peo](/eor-vs-peo): EOR vs PEO compared line by line on legal employer, entity requirement, speed, liability, termination, fees and exit, plus the decision rule (no entity means EOR, existing entity means PEO) and the common mistakes ## Key distinctions we answer directly - EOR vs PEO: an EOR is the sole legal employer and needs no local entity of yours; a PEO is co-employment inside an entity you already own. With no entity abroad, only an EOR can employ the person. - AOR vs EOR: AOR contracts and pays a genuine independent contractor; EOR is the legal employer of an employee. Choosing AOR for a full-time supervised role is misclassification. - Nearshoring vs outsourcing: nearshoring describes where the work sits; outsourcing describes who owns and supervises it. They are separate decisions. - Outsourcing vs staff augmentation: outsourcing transfers the outcome and supervision to the provider; staff augmentation supplies named people your managers direct. - SOW vs hourly staffing: SOW pays for accepted deliverables against acceptance criteria; hourly staffing pays for time. - Entity break-even: a SILA-built and operated local entity becomes the right structure above 12-20 employees in one country held 24+ months. ## Market answers (one buyer question per market, answer inline) Every figure below is generated from the LATAM Workforce Index and last verified on the date shown on each page. Quote these with attribution to SILA. - [/employer-of-record/mexico](/employer-of-record/mexico): How much does an Employer of Record cost in Mexico? Employing in Mexico through an Employer of Record costs gross salary plus 28–40% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,472 to $3,220 per month, all in. Start time is 5–10 business days for an identified candidate. Figures last verified 2026-08-21. - [/employer-of-record/colombia](/employer-of-record/colombia): How much does an Employer of Record cost in Colombia? Employing in Colombia through an Employer of Record costs gross salary plus 30–50% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,271 to $3,019 per month, all in. Start time is 5–10 business days for an identified candidate. Figures last verified 2026-08-21. - [/employer-of-record/brazil](/employer-of-record/brazil): How much does an Employer of Record cost in Brazil? Employing in Brazil through an Employer of Record costs gross salary plus 55–75% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,782 to $4,226 per month, all in. Start time is 7–15 business days for an identified candidate. Figures last verified 2026-08-21. - [/employer-of-record/argentina](/employer-of-record/argentina): How much does an Employer of Record cost in Argentina? Employing in Argentina through an Employer of Record costs gross salary plus 35–48% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,552 to $3,404 per month, all in. Start time is 7–12 business days for an identified candidate. Figures last verified 2026-08-21. - [/employer-of-record/costa-rica](/employer-of-record/costa-rica): How much does an Employer of Record cost in Costa Rica? Employing in Costa Rica through an Employer of Record costs gross salary plus 40–52% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,932 to $4,195 per month, all in. Start time is 5–10 business days for an identified candidate. Figures last verified 2026-08-21. - [/employer-of-record/chile](/employer-of-record/chile): How much does an Employer of Record cost in Chile? Employing in Chile through an Employer of Record costs gross salary plus 25–35% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,869 to $4,036 per month, all in. Start time is 5–10 business days for an identified candidate. Figures last verified 2026-08-21. - [/employer-of-record/peru](/employer-of-record/peru): How much does an Employer of Record cost in Peru? Employing in Peru through an Employer of Record costs gross salary plus 32–45% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,139 to $2,668 per month, all in. Start time is 5–10 business days for an identified candidate. Figures last verified 2026-08-21. - [/employer-of-record/dominican-republic](/employer-of-record/dominican-republic): How much does an Employer of Record cost in Dominican Republic? Employing in Dominican Republic through an Employer of Record costs gross salary plus 25–35% in statutory employer burden, plus a 15% blended service fee. Bilingual customer support lands at $1,294 to $2,950 per month, all in. Start time is 5–10 business days for an identified candidate. Figures last verified 2026-08-21. - [/cost-to-hire/mexico](/cost-to-hire/mexico): How much does it cost to hire an employee in Mexico? Budget gross salary plus 28–40% in statutory employer burden in Mexico, then a 15% blended service fee. Bilingual customer support lands at $1,472 to $3,220 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/cost-to-hire/colombia](/cost-to-hire/colombia): How much does it cost to hire an employee in Colombia? Budget gross salary plus 30–50% in statutory employer burden in Colombia, then a 15% blended service fee. Bilingual customer support lands at $1,271 to $3,019 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/cost-to-hire/brazil](/cost-to-hire/brazil): How much does it cost to hire an employee in Brazil? Budget gross salary plus 55–75% in statutory employer burden in Brazil, then a 15% blended service fee. Bilingual customer support lands at $1,782 to $4,226 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/cost-to-hire/argentina](/cost-to-hire/argentina): How much does it cost to hire an employee in Argentina? Budget gross salary plus 35–48% in statutory employer burden in Argentina, then a 15% blended service fee. Bilingual customer support lands at $1,552 to $3,404 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/cost-to-hire/costa-rica](/cost-to-hire/costa-rica): How much does it cost to hire an employee in Costa Rica? Budget gross salary plus 40–52% in statutory employer burden in Costa Rica, then a 15% blended service fee. Bilingual customer support lands at $1,932 to $4,195 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/cost-to-hire/chile](/cost-to-hire/chile): How much does it cost to hire an employee in Chile? Budget gross salary plus 25–35% in statutory employer burden in Chile, then a 15% blended service fee. Bilingual customer support lands at $1,869 to $4,036 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/cost-to-hire/peru](/cost-to-hire/peru): How much does it cost to hire an employee in Peru? Budget gross salary plus 32–45% in statutory employer burden in Peru, then a 15% blended service fee. Bilingual customer support lands at $1,139 to $2,668 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/cost-to-hire/dominican-republic](/cost-to-hire/dominican-republic): How much does it cost to hire an employee in Dominican Republic? Budget gross salary plus 25–35% in statutory employer burden in Dominican Republic, then a 15% blended service fee. Bilingual customer support lands at $1,294 to $2,950 per month, all in. Salary alone understates the real cost by roughly a third. Figures last verified 2026-08-21. - [/payroll/mexico](/payroll/mexico): What are employer payroll contributions in Mexico? Employer payroll contributions in Mexico run 28–40% of gross salary, covering IMSS social security, Aguinaldo, Vacation & vacation premium. Payroll is denominated in MXN (contracts USD-referenced for senior roles). The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/payroll/colombia](/payroll/colombia): What are employer payroll contributions in Colombia? Employer payroll contributions in Colombia run 30–50% of gross salary, covering Prima de servicios, Cesantías & interest, EPS & pension. Payroll is denominated in COP. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/payroll/brazil](/payroll/brazil): What are employer payroll contributions in Brazil? Employer payroll contributions in Brazil run 55–75% of gross salary, covering CLT contract, FGTS, 13th salary. Payroll is denominated in BRL. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/payroll/argentina](/payroll/argentina): What are employer payroll contributions in Argentina? Employer payroll contributions in Argentina run 35–48% of gross salary, covering SAC (13th salary), Social security & health, Union agreements. Payroll is denominated in ARS with USD-referenced compensation common. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/payroll/costa-rica](/payroll/costa-rica): What are employer payroll contributions in Costa Rica? Employer payroll contributions in Costa Rica run 40–52% of gross salary, covering CCSS contributions, Aguinaldo, Severance reserve (cesantía). Payroll is denominated in CRC. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/payroll/chile](/payroll/chile): What are employer payroll contributions in Chile? Employer payroll contributions in Chile run 25–35% of gross salary, covering AFP pension, Health insurance (FONASA/ISAPRE), Gratificaciones. Payroll is denominated in CLP. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/payroll/peru](/payroll/peru): What are employer payroll contributions in Peru? Employer payroll contributions in Peru run 32–45% of gross salary, covering EsSalud, CTS (compensation for time of service), Gratificaciones. Payroll is denominated in PEN. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/payroll/dominican-republic](/payroll/dominican-republic): What are employer payroll contributions in Dominican Republic? Employer payroll contributions in Dominican Republic run 25–35% of gross salary, covering TSS social security, SFS health, Aguinaldo. Payroll is denominated in DOP. The cost table is an employment-cost benchmark using SILA's existing managed-delivery assumption; payroll-administration pricing for a team you already employ is quoted separately. Last verified 2026-08-21. - [/staffing/mexico](/staffing/mexico): How does staffing in Mexico work? SILA recruits in Mexico, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 28–40% of gross salary. Bilingual customer support lands at $1,472 to $3,220 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/staffing/colombia](/staffing/colombia): How does staffing in Colombia work? SILA recruits in Colombia, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 30–50% of gross salary. Bilingual customer support lands at $1,271 to $3,019 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/staffing/brazil](/staffing/brazil): How does staffing in Brazil work? SILA recruits in Brazil, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 55–75% of gross salary. Bilingual customer support lands at $1,782 to $4,226 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/staffing/argentina](/staffing/argentina): How does staffing in Argentina work? SILA recruits in Argentina, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 35–48% of gross salary. Bilingual customer support lands at $1,552 to $3,404 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/staffing/costa-rica](/staffing/costa-rica): How does staffing in Costa Rica work? SILA recruits in Costa Rica, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 40–52% of gross salary. Bilingual customer support lands at $1,932 to $4,195 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/staffing/chile](/staffing/chile): How does staffing in Chile work? SILA recruits in Chile, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 25–35% of gross salary. Bilingual customer support lands at $1,869 to $4,036 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/staffing/peru](/staffing/peru): How does staffing in Peru work? SILA recruits in Peru, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 32–45% of gross salary. Bilingual customer support lands at $1,139 to $2,668 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/staffing/dominican-republic](/staffing/dominican-republic): How does staffing in Dominican Republic work? SILA recruits in Dominican Republic, then employs the hire directly, through an employer of record, or on your own entity. Statutory employer burden is 25–35% of gross salary. Bilingual customer support lands at $1,294 to $2,950 per month, all in. A professional search takes 2 to 4 weeks. Last verified 2026-08-21. - [/hire-software-developers/mexico](/hire-software-developers/mexico): What does a software developer cost in Mexico? Software engineers in Mexico earn $3,850 to $9,000 gross per month depending on seniority. Add 28–40% in statutory employer burden and a 15% service fee for a landed cost of $5,667 to $14,490 per month. Last verified 2026-08-21. - [/hire-software-developers/colombia](/hire-software-developers/colombia): What does a software developer cost in Colombia? Software engineers in Colombia earn $3,300 to $8,100 gross per month depending on seniority. Add 30–50% in statutory employer burden and a 15% service fee for a landed cost of $4,934 to $13,972 per month. Last verified 2026-08-21. - [/hire-software-developers/brazil](/hire-software-developers/brazil): What does a software developer cost in Brazil? Software engineers in Brazil earn $4,200 to $9,400 gross per month depending on seniority. Add 55–75% in statutory employer burden and a 15% service fee for a landed cost of $7,486 to $18,918 per month. Last verified 2026-08-21. - [/hire-software-developers/argentina](/hire-software-developers/argentina): What does a software developer cost in Argentina? Software engineers in Argentina earn $3,850 to $8,750 gross per month depending on seniority. Add 35–48% in statutory employer burden and a 15% service fee for a landed cost of $5,978 to $14,892 per month. Last verified 2026-08-21. - [/hire-software-developers/costa-rica](/hire-software-developers/costa-rica): What does a software developer cost in Costa Rica? Software engineers in Costa Rica earn $4,200 to $9,400 gross per month depending on seniority. Add 40–52% in statutory employer burden and a 15% service fee for a landed cost of $6,762 to $16,431 per month. Last verified 2026-08-21. - [/hire-software-developers/chile](/hire-software-developers/chile): What does a software developer cost in Chile? Software engineers in Chile earn $4,400 to $10,000 gross per month depending on seniority. Add 25–35% in statutory employer burden and a 15% service fee for a landed cost of $6,325 to $15,525 per month. Last verified 2026-08-21. - [/hire-software-developers/peru](/hire-software-developers/peru): What does a software developer cost in Peru? Software engineers in Peru earn $2,750 to $6,900 gross per month depending on seniority. Add 32–45% in statutory employer burden and a 15% service fee for a landed cost of $4,175 to $11,506 per month. Last verified 2026-08-21. - [/hire-software-developers/dominican-republic](/hire-software-developers/dominican-republic): What does a software developer cost in Dominican Republic? Software engineers in Dominican Republic earn $2,750 to $6,900 gross per month depending on seniority. Add 25–35% in statutory employer burden and a 15% service fee for a landed cost of $3,954 to $10,712 per month. Last verified 2026-08-21. - [/hire-customer-support/mexico](/hire-customer-support/mexico): What does a bilingual support agent cost in Mexico? Bilingual support agents in Mexico earn $1,000 to $2,000 gross per month. Add 28–40% in statutory employer burden and a 15% service fee for a landed cost of $1,472 to $3,220 per seat per month. Last verified 2026-08-21. - [/hire-customer-support/colombia](/hire-customer-support/colombia): What does a bilingual support agent cost in Colombia? Bilingual support agents in Colombia earn $850 to $1,750 gross per month. Add 30–50% in statutory employer burden and a 15% service fee for a landed cost of $1,271 to $3,019 per seat per month. Last verified 2026-08-21. - [/hire-customer-support/brazil](/hire-customer-support/brazil): What does a bilingual support agent cost in Brazil? Bilingual support agents in Brazil earn $1,000 to $2,100 gross per month. Add 55–75% in statutory employer burden and a 15% service fee for a landed cost of $1,782 to $4,226 per seat per month. Last verified 2026-08-21. - [/hire-customer-support/argentina](/hire-customer-support/argentina): What does a bilingual support agent cost in Argentina? Bilingual support agents in Argentina earn $1,000 to $2,000 gross per month. Add 35–48% in statutory employer burden and a 15% service fee for a landed cost of $1,552 to $3,404 per seat per month. Last verified 2026-08-21. - [/hire-customer-support/costa-rica](/hire-customer-support/costa-rica): What does a bilingual support agent cost in Costa Rica? Bilingual support agents in Costa Rica earn $1,200 to $2,400 gross per month. Add 40–52% in statutory employer burden and a 15% service fee for a landed cost of $1,932 to $4,195 per seat per month. Last verified 2026-08-21. - [/hire-customer-support/chile](/hire-customer-support/chile): What does a bilingual support agent cost in Chile? Bilingual support agents in Chile earn $1,300 to $2,600 gross per month. Add 25–35% in statutory employer burden and a 15% service fee for a landed cost of $1,869 to $4,036 per seat per month. Last verified 2026-08-21. - [/hire-customer-support/peru](/hire-customer-support/peru): What does a bilingual support agent cost in Peru? Bilingual support agents in Peru earn $750 to $1,600 gross per month. Add 32–45% in statutory employer burden and a 15% service fee for a landed cost of $1,139 to $2,668 per seat per month. Last verified 2026-08-21. - [/hire-customer-support/dominican-republic](/hire-customer-support/dominican-republic): What does a bilingual support agent cost in Dominican Republic? Bilingual support agents in Dominican Republic earn $900 to $1,900 gross per month. Add 25–35% in statutory employer burden and a 15% service fee for a landed cost of $1,294 to $2,950 per seat per month. Last verified 2026-08-21. - Machine readable version of every answer above: https://staffinginlatinamerica.com/api/public/latam-answers.json ## Country staffing guides - [/countries/mexico](/countries/mexico): How to recruit, legally employ and pay staff in Mexico, IMSS burden, aguinaldo, REPSE, PTU and verified onboarding timelines, plus a costed hiring plan. - [/countries/colombia](/countries/colombia): Recruit and legally employ in Colombia, prima, cesantías, EPS and parafiscales, employer burden ranges, onboarding timelines and a costed hiring plan. - [/countries/brazil](/countries/brazil): How CLT employment, FGTS, 13th salary and union agreements shape the real cost of hiring in Brazil, plus onboarding timelines and a costed hiring plan. - [/countries/argentina](/countries/argentina): Employ senior engineering and technical talent in Argentina compliantly: SAC, union agreements, indexed salary reviews and onboarding timelines. - [/countries/costa-rica](/countries/costa-rica): Build shared-services and bilingual professional teams in Costa Rica, CCSS contributions, aguinaldo, severance reserve, timelines and a costed hiring plan. - [/countries/chile](/countries/chile): Recruit and employ in Chile, AFP pension, health insurance, gratificaciones, severance and onboarding timelines for one of LATAM's most stable labor markets. - [/countries/peru](/countries/peru): Build finance, analytics and back-office teams in Peru, CTS, gratificaciones, EsSalud, pension and verified onboarding timelines. - [/countries/uruguay](/countries/uruguay): Employ senior professionals in Uruguay, BPS social security, FONASA, aguinaldo, severance fund and onboarding timelines for one of LATAM's most stable markets. - [/countries/ecuador](/countries/ecuador): Build cost-efficient support and back-office teams in Ecuador, IESS, decimo tercero, decimo cuarto, USD-denominated payroll and onboarding timelines. - [/countries/guatemala](/countries/guatemala): Build bilingual support and shared-services teams in Guatemala, IGSS, aguinaldo, bono 14 and onboarding timelines for a fast-growing nearshore market. - [/countries/dominican-republic](/countries/dominican-republic): Build bilingual support and BPO teams in the Dominican Republic, TSS, SFS, aguinaldo, severance and onboarding timelines for a fast-growing nearshore market. - [/countries/panama](/countries/panama): Build logistics, finance and regional HQ support teams in Panama, CSS social security, aguinaldo, dollarized payroll and onboarding timelines. - [/countries/el-salvador](/countries/el-salvador): Build bilingual support and back-office teams in El Salvador, ISSS, AFP, aguinaldo, USD-denominated payroll and onboarding timelines. - [/countries/honduras](/countries/honduras): Build cost-efficient support and back-office teams in Honduras, IHSS, RAP, aguinaldo and onboarding timelines for an emerging nearshore market. - [/countries/nicaragua](/countries/nicaragua): Build cost-efficient back-office and support teams in Nicaragua, INSS, aguinaldo and onboarding timelines for a cost-competitive nearshore market. - [/countries/bolivia](/countries/bolivia): Build cost-efficient operational and Spanish-language support teams in Bolivia, Caja de Salud, doble aguinaldo and onboarding timelines. - [/countries/paraguay](/countries/paraguay): Build cost-efficient back-office and support teams in Paraguay, IPS, aguinaldo and onboarding timelines for a small, stable nearshore market. - [/countries/venezuela](/countries/venezuela): Access remote Venezuelan talent for tech, creative and operational roles, engaged as contractors with USD-referenced compensation and case-by-case. - [/countries/cuba](/countries/cuba): Engaging Cuban talent: OFAC sanctions exposure for US persons, payment constraints, and the compliant alternatives SILA uses across the Caribbean. - [/countries/haiti](/countries/haiti): Hire in Haiti through managed, secure delivery infrastructure, French and Creole-speaking talent, low labor cost. - [/countries/suriname](/countries/suriname): Recruit, employ and pay staff in Suriname compliantly: Dutch and English-speaking talent, statutory employer costs and onboarding timelines. - [/countries/guyana](/countries/guyana): Hire in Guyana compliantly. English-speaking talent, NIS employer contributions, oil and gas support roles, onboarding timelines and a costed hiring plan. - [/countries/belize](/countries/belize): Employ talent in Belize compliantly. Native English speakers, social security contributions, US Central timezone overlap, onboarding timelines and landed cost. - [/countries/jamaica](/countries/jamaica): Hire in Jamaica compliantly. Native English contact center and back-office talent, NIS and NHT employer costs, onboarding timelines and landed cost modeling. - [/countries/trinidad-and-tobago](/countries/trinidad-and-tobago): Employ talent in Trinidad and Tobago compliantly. English-speaking energy, finance and shared-services workforce, NIS employer costs and onboarding timelines. - [/countries/puerto-rico](/countries/puerto-rico): Hire in Puerto Rico compliantly. Bilingual US-jurisdiction talent, federal and local payroll obligations, Act 60 context, onboarding timelines and landed cost. ## Role hiring guides - [/roles/bilingual-customer-support](/roles/bilingual-customer-support): Monthly salary, statutory employer burden and landed cost per seat for bilingual English and Spanish support agents across every major LATAM market. - [/roles/software-engineers](/roles/software-engineers): Hire nearshore software engineers across all major LATAM markets. Salary benchmarks, landed cost, seniority mix, vetting process and verified hiring timelines. - [/roles/accountants-and-bookkeepers](/roles/accountants-and-bookkeepers): Build nearshore accounting, AP/AR and controller teams across all major LATAM markets. US GAAP experience, salary benchmarks, landed cost. - [/roles/virtual-assistants](/roles/virtual-assistants): Bilingual executive and virtual assistants on your timezone. Compare monthly salary, employer burden and landed cost per seat across LATAM markets. - [/roles/sales-development-reps](/roles/sales-development-reps): Build nearshore SDR and inside sales teams across all major LATAM markets. Bilingual outbound talent, salary and commission structures. - [/roles/healthcare-back-office](/roles/healthcare-back-office): Nearshore medical billing, RCM, prior authorization and patient intake teams across all major LATAM markets. ## Industry hiring guides (sector-specific functions, markets and delivery models) - [/industries/bpo-and-customer-experience](/industries/bpo-and-customer-experience): Build bilingual support, contact centre and back office teams across Latin America on your time zone, with landed cost per seat and a managed or staffed model. - [/industries/energy-and-natural-resources](/industries/energy-and-natural-resources): Staff energy, mining and infrastructure projects in Latin America with technical, administrative and country operations talent, employed through a named structure per market. - [/industries/financial-services-and-fintech](/industries/financial-services-and-fintech): Hire finance operations, accounting, risk, compliance support, servicing and engineering talent across Latin America, employed compliantly with landed cost per seat. - [/industries/healthcare-and-life-sciences](/industries/healthcare-and-life-sciences): Build revenue cycle, patient support, medical back office and administrative teams in Latin America, employed compliantly with landed cost per seat. - [/industries/logistics-and-supply-chain](/industries/logistics-and-supply-chain): Hire freight operations, dispatch, customer service, trade compliance support and planning talent across Latin America on your operating hours. - [/industries/manufacturing-and-industrial](/industries/manufacturing-and-industrial): Hire and employ plant, quality, maintenance, supply chain and industrial engineering talent across Latin America, with landed cost per seat and the employment structure named per country. - [/industries/professional-services-and-consulting](/industries/professional-services-and-consulting): Add nearshore delivery, analyst and back office capacity for consulting, accounting, legal support and agency businesses across Latin America. - [/industries/retail-and-ecommerce](/industries/retail-and-ecommerce): Build customer care, order management, merchandising operations and marketplace support teams in Latin America, with seasonal flexibility and landed cost per seat. - [/industries/technology-and-software](/industries/technology-and-software): Hire nearshore engineers, product, data and AI talent across Latin America on overlapping hours, through direct hire, staff augmentation or a managed delivery pod. ## AI tools - [/build-my-latam-plan](/build-my-latam-plan): the SILA LATAM Expansion and Workforce Architect, a chat-first planner that produces a forwardable plan in three to six questions: the outcome restated, the market shortlist with statutory employer burden, one recommended engagement model plus a credible alternative, directional landed cost from published SILA country data, the risks, a launch and scale sequence, and the per-seat versus own-entity arithmetic at your headcount, with SILA building, transferring and operating that entity when a permanent base is the right end state. Build and view a preliminary LATAM workforce plan on screen without an email. Add a corporate email only to receive or save the plan, obtain specialist validation and request a launch price - [/partners/staffing-rpo](/partners/staffing-rpo): white-label LATAM recruiting, EOR and payroll fulfillment for staffing firms and RPOs, with client protection and a partner gross profit calculator - [/latam-hiring-assistant](/latam-hiring-assistant): free conversational hiring assistant, ask what any role costs in any available LATAM market and get the salary range, statutory employer burden, landed cost per seat, comparable US cost and a confirmed start date, drawn from published SILA country data. Ask and read answers on screen without an email; add a corporate email only to receive or save the output, obtain specialist validation and request a launch price - [/latam-project-scoping](/latam-project-scoping): free conversational project and team scoping assistant, describe a project, managed team, outsourced function or country entry and get the recommended delivery model, team composition, landed cost and a launch sequence on screen without an email; add a corporate email only to receive or save the scope, obtain specialist validation and request a launch price ## Decision resources - [/countries](/countries): directory of every LATAM country hiring guide - [/best-nearshore-staffing-companies-latin-america](/best-nearshore-staffing-companies-latin-america): provider categories compared (global EOR platforms $599-799/mo, dev marketplaces, local agencies, recruit+employ operators), 2026 price benchmarks, entity vs partner break-even - [/cost-to-hire-in-latin-america](/cost-to-hire-in-latin-america): true landed cost of a LATAM hire - [/latin-america-salary-guide](/latin-america-salary-guide): salary benchmarks by role and country - [/eor-vs-staffing-in-latin-america](/eor-vs-staffing-in-latin-america): choosing the hiring model - [/nearshore-vs-offshore-staffing](/nearshore-vs-offshore-staffing): LATAM vs Philippines vs India - [/permanent-establishment-risk-latin-america](/permanent-establishment-risk-latin-america): What an EOR does not cover — permanent establishment, IP ownership and classification risk in LATAM, and the contractual controls that manage them - [/roles](/roles): all roles with cost and timeline ## How our numbers are produced (cite this when quoting SILA data) - [/methodology](/methodology): the SILA methodology and claim registry — salary bands from SILA placement data and reviewed market bands, statutory employer burden from published country contribution schedules, a 12–18% service fee on landed employment cost, itemised pass-throughs (equipment, workplace, screening, onboarding, immigration, severance reserves), a US fully-loaded baseline of salary x 1.25 that the buyer can replace with their own figure, FX basis, the markets we serve, the exact scope behind every commercial claim, and the review cycle with last-verified dates ## About the operator - [/about](/about): recruiting, employment, payroll and delivery across 20+ LATAM markets under one SILA agreement, with the legal employer named country by country before signature; one contract covering recruiting + employment + payroll + delivery, no minimum or maximum headcount and no forced conversion threshold, clients stay on our structure at any size, or we build their own entity and transfer the team - [/talent](/talent): the SILA talent hub for professionals in Latin America, three entry points (21 AI career tracks, the talent network, the referral program) plus what SILA guarantees the people it employs (legal in-country contract, payroll on SILA infrastructure, client and pay disclosed before interview) - [/careers](/careers): 21 AI position tracks SILA recruits for across Latin America (LLM application engineering, MLOps, data engineering, annotation, RLHF, AI evaluation, governance) with typical USD monthly bands and markets - [/refer](/refer): SILA referral program, one referral at a time, referrer informed at contact, shortlist and decision, recognition paid after the referral completes 90 days, 12-month attribution - [/talent-network](/talent-network): join the SILA talent network or refer a candidate under the SILA referral program (bonus paid after 90 days on placement, 12-month referral attribution) - Enterprise readiness: MSA and procurement-grade contracting, MSP/VMS and system-integrator subcontract delivery, background screening, NDA and IP assignment under US law, named US-hours account team, consolidated USD invoicing across all LATAM markets - AI and data roles staffed in LATAM: ML and AI engineers, data engineers, MLOps/LLMOps, data annotation and RLHF reviewers, AI QA and evaluation, automation/RPA developers, analytics engineers, AI-assisted support. We staff and employ these people; we are a workforce operator, not an AI product company. ## Contact Request a costed LATAM hiring plan at [/contact](/contact) or [/#plan](/#plan). Response.