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SILAStaffing in Latin America
Build My LATAM Plan

Methodology · last reviewed 2026-08-21

Every number on this site, and exactly where it comes from

We publish strong numbers because we can show the inputs. This page is the registry: the data sources, the assumptions in each model, the scope of every commercial claim and the date each was last reviewed. Send it to procurement.

How does SILA calculate LATAM salary, employer burden and savings figures?

SILA publishes planning ranges, not quotes. Salary bands come from our own placement data and reviewed market bands; statutory employer burden comes from published contribution schedules per country; service fee, FX basis and the US baseline are stated as assumptions you can inspect and change. Every figure carries a last-reviewed date and is validated by a specialist before anything is signed.

The cost model, input by input

Gross salary

Role- and country-specific monthly bands from SILA placement data and reviewed market bands, adjusted by seniority. Markets where we cannot verify the band for that role are excluded from the picker rather than estimated.

Statutory employer burden

Published contribution schedules per country: social security, pension, mandatory bonuses, vacation and severance accruals. Mandatory benefits included, discretionary benefits excluded.

Service fee

12%–18% of landed employment cost depending on model, volume and market. Quoted exactly before signature.

Excluded pass-throughs

Equipment, workplace, background checks, one-time onboarding costs, immigration and severance reserves are itemised in the quote, not buried in the fee.

US baseline

Salary × 1.25 for payroll taxes, benefits and insurance. The calculator lets you replace it with your own fully-loaded figure, which is the number that should decide anything.

FX basis

USD-equivalent, quoted at the rate on the verification date. Local-currency payroll moves with FX and statutory indexation.

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. 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.

Claim registry

Each claim we make in marketing, with the scope it applies to and what backs it. This registry covers SILA's reusable site-wide claims. Country-, role- and page-specific evidence appears beside the relevant number and in the public source registry.

ClaimScopeWhat backs it
One partner to build, employ, and operate your workforce across Latin AmericaRecruiting, staffing, EOR/AOR, payroll, managed teams, SOW delivery, workplace and market entry.Delivered through one SILA relationship across every market we serve. The legal employer for your market is named in the agreement before signature.
20+ active LATAM delivery markets, with workforce intelligence covering 26 markets.Markets we will quote and staff today.Hire, employ, pay and operate teams across 20+ Latin American markets through one SILA relationship. Add countries as you grow without rebuilding your workforce program or coordinating a new vendor stack.
One US-entity agreement, per-country work orders, consolidated USD invoicingAvailable where the delivery route supports it; confirmed per market at contracting.US contracting entity with country work orders. Coverage per market is disclosed in the work order schedule.
One hire or one hundred, no minimum headcountAll engagement models.Commercial policy. There is no headcount floor and no forced conversion threshold.
Planning is free. Recruiting fees are due only when the hire startsRecruiting and direct-hire engagements. Employment, payroll, managed-team and SOW services have their own commercial triggers, stated in the quote.Standard fee schedule.
An accountable workforce specialist replies with your costed next stepEvery form and assistant submission on this site, US business hours.Routed to a named owner at submission with escalation if unanswered.
5–10 business days to onboard an identified hireTypical range, after a signed order and complete worker documents, in a market where the delivery route is already live.Observed onboarding times across SILA placements.
2–4 weeks from search to placementProfessional roles with an agreed profile and interview availability.Observed search cycle times. Executive and highly specialized searches run longer and are scoped individually.
Compliance accountability across direct and governed-partner marketsEvery market we serve.You get the whole operating picture before you move forward: the legal employer or engagement route, the payroll path, the fully loaded cost per seat and the SILA owner running it. One contract, one invoice and one team covering your regional footprint, so your legal, finance and HR groups review one relationship instead of a dozen.
Own entity beats per-seat employment at roughly 12–20 employees held for 24+ monthsEntity versus EOR/AOR break-even model shown in the planner and on entity pages.Break-even = (entity setup + annual entity operating and compliance cost) ÷ (per-seat service fee × 12 × headcount). Assumptions: SILA published landed-cost inputs, a 12%–18% service fee and sustained headcount. Owner: SILA commercial lead. Reviewed 2026-08-21, next review with each pricing change.
Modeled savings versus a US in-house teamPlanning model on the cost calculator and role pages.Published salary bands and statutory burden ranges, a 12%–18% service fee, and a US fully-loaded baseline of salary × 1.25 which the buyer can replace with their own figure.
15+ years of workforce experienceGracemark operating history, cited on the homepage and About.Company operating records held by Gracemark Solutions. Owner: Gracemark leadership. Last reviewed 2026-08-21.
200+ clients and workforce programsCumulative Gracemark client and program record, cited on the homepage and About.Gracemark CRM and program records. Owner: Gracemark leadership. Last reviewed 2026-08-21.
NMSDC-certified minority-ownedCurrent company certification of Grace Hospitality LLC dba Gracemark Solutions.Current NMSDC certificate on file and available in the diligence room. Owner: Gracemark operations. Last reviewed 2026-08-21.

Delivery status, market by market

Who the legal employer is and how we deliver in each market. Disclosed here, and again in your agreement, before you sign.

MarketDeliveryDisclosure
MexicoSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Mexico. The exact contracting party and legal employer are named in your agreement before signature.
ColombiaSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Colombia. The exact contracting party and legal employer are named in your agreement before signature.
BrazilSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Brazil. The exact contracting party and legal employer are named in your agreement before signature.
ArgentinaSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Argentina. The exact contracting party and legal employer are named in your agreement before signature.
Costa RicaSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Costa Rica. The exact contracting party and legal employer are named in your agreement before signature.
ChileSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Chile. The exact contracting party and legal employer are named in your agreement before signature.
PeruSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Peru. The exact contracting party and legal employer are named in your agreement before signature.
UruguaySILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Uruguay. The exact contracting party and legal employer are named in your agreement before signature.
Dominican RepublicSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Dominican Republic. The exact contracting party and legal employer are named in your agreement before signature.
GuatemalaSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Guatemala. The exact contracting party and legal employer are named in your agreement before signature.
PanamaSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Panama. The exact contracting party and legal employer are named in your agreement before signature.
EcuadorSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Ecuador. The exact contracting party and legal employer are named in your agreement before signature.
Puerto RicoSILA regional coverageWe contract with you directly and place the worker on a compliant local employment structure in Puerto Rico. The exact contracting party and legal employer are named in your agreement before signature.
El SalvadorSILA regional coverageIn El Salvador you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
HondurasSILA regional coverageIn Honduras you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
NicaraguaSILA regional coverageIn Nicaragua you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
BoliviaSILA regional coverageIn Bolivia you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
ParaguaySILA regional coverageIn Paraguay you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
JamaicaSILA regional coverageIn Jamaica you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
Trinidad and TobagoSILA regional coverageIn Trinidad and Tobago you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
BelizeSILA regional coverageIn Belize you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
GuyanaSILA regional coverageIn Guyana you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
SurinameSILA regional coverageIn Suriname you hire, employ and pay through one SILA relationship, with our service standards and a single point of accountability. The legal employer is named for you before signature.
HaitiCase-by-case, feasibility firstHaiti is handled case by case. We run a fast feasibility review covering sanctions, security, banking and employment structure, then tell you plainly whether we can deliver and what the cleanest alternative market would be.
VenezuelaCase-by-case, feasibility firstVenezuela is handled case by case. We run a fast feasibility review covering sanctions, security, banking and employment structure, then tell you plainly whether we can deliver and what the cleanest alternative market would be.
CubaCase-by-case, feasibility firstCuba is handled case by case. We run a fast feasibility review covering sanctions, security, banking and employment structure, then tell you plainly whether we can deliver and what the cleanest alternative market would be.

Statutory employer burden ranges currently published: 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%. Venezuela, Cuba and Haiti publish no standard employer-payroll burden: they are SILA feasibility-review markets where the employer cost depends on the operating structure confirmed during the review, so no percentage and no standard landed cost is published for them.

Sources and last verification

Last verified 2026-08-21. Every launch-ready statutory assumption resolves to the institution that administers the contribution or the labour code that creates the entitlement. Venezuela, Cuba and Haiti remain SILA feasibility-review markets: their employer cost is confirmed during the feasibility review, not published as a standard payroll benchmark.

Machine-readable registry: latam-workforce-source-registry-2026.json

Review cycle

  • Salary bands and burden ranges reviewed quarterly, or sooner when a statutory change lands.
  • Delivery status reviewed whenever a market route changes, before it appears in a plan.
  • Commercial claims reviewed with each pricing change.
  • Every planner and calculator output is validated by a specialist before it becomes a quote.

Current pricing and the final employer route are confirmed before engagement.

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