Which functions move to LATAM first?

Finance and accounting, customer support, revenue operations, data and reporting, engineering and QA, and back-office administration usually move first because they are process-defined, measurable and time-zone sensitive. Leadership and client-facing roles typically stay, with LATAM capacity built underneath them.

Can one agreement cover several portfolio companies?

Yes. We sign a master vehicle at the fund or platform level and issue separate work orders per portfolio company, so each add-on inherits the pricing and governance without re-running procurement.

What happens at exit?

The workforce transfers cleanly. We can keep employing through our entities for the buyer, transition the team into the portfolio company's own entity, or run a build-operate-transfer so the asset carries local infrastructure into the sale.

How fast can a pilot show impact?

A three to ten person pilot typically starts inside 30 days and reaches steady state within a quarter, which is fast enough to appear in the same 100-day plan the diagnostic supports.

Owned entities and governed partners across all of Latin America, compliance, consultancy and implementation under one contract, SILA, a Gracemark company

SILAStaffing in Latin America

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For deal teams, operating partners and portfolio CFOs

Turn Latin American talent into portfolio EBITDA, without a new vendor per company.

One contracting vehicle your whole portfolio can draw on, a phased plan an investment committee can approve, and pilots that start inside the same 100 days.

Run the Value-Creation Diagnostic See landed cost by market

How does LATAM workforce strategy create portfolio value?

Relocating process-defined functions to Latin America lowers fully loaded labor cost while keeping US business-hours overlap, so margin improves without service degradation. Value compounds when one contracting vehicle serves every portfolio company, when capacity is bought as staffing, managed teams or SOW instead of fixed headcount, and when the workforce is documented well enough to transfer cleanly at exit.

The value-creation plays we run

Function relocation

Move process-defined functions to LATAM at a fraction of US landed cost, in your time zone, with quality measured against current baselines.

Shared services build

Stand up one shared services team serving several portfolio companies, funded once and allocated by usage.

Add-on integration capacity

Give integration teams surge capacity for migrations, cleanups and system consolidation without permanent headcount.

Capacity without headcount

Use staffing, managed teams or SOW so growth lands in operating expense with a defined exit, not in a fixed cost base.

One vehicle, every company

A single master agreement each portfolio company can draw on, so the second and third deployment take days, not quarters.

Exit-ready structure

Documented employment, clean IP assignment and a transfer path that survives buyer diligence.

Workforce Value-Creation Diagnostic

Function-by-function relocation candidates, EBITDA impact ranges, phasing across portfolio companies, risk and change-management plan, and one contracting vehicle usable by every company you own.

✓ Built from landed cost, not headline salaries
✓ Phased so a pilot lands inside the 100-day plan
✓ Structured for investment committee review
✓ Exit and transfer path documented up front

Run the Workforce Value-Creation Diagnostic

Tell us the portfolio shape. You receive the functions worth moving, the savings range and a phased plan you can put in front of an investment committee.

What describes you?

What is the mandate?

No account, no obligation. You see the recommended model before we ask for an email.