Who is our legal counterparty?

You contract with SILA under a single master agreement. SILA is the Latin America workforce practice of Gracemark, a workforce solutions group with 15+ years supporting enterprise and MSP programs. The agreement covers recruiting, employment, payroll, managed delivery and expansion, so adding a country or an engagement model does not require a new vendor.

Who employs the worker, and who carries the employment obligations?

The worker is engaged locally in their own country under the structure the work requires. SILA carries the employer or engager obligations for that structure, including statutory contributions, mandatory benefits and severance, and funds them in the landed cost you approve.

Who owns the intellectual property?

You do. IP assignment and confidentiality terms in your agreement flow down to every individual working on your account, so work product is assigned to your company rather than held by a staffing intermediary.

Can you complete our security questionnaire and vendor onboarding?

Yes. Send the questionnaire, supplier forms and insurance requirements with your requirement and our team completes them as part of onboarding rather than after the first invoice.

How do we avoid permanent establishment exposure?

Engaging people through SILA's local structures means you are buying a workforce service rather than operating in-country yourself. Where a buyer does want their own entity, we run build-operate-transfer so the exposure is planned rather than discovered.

How is the cost verified?

The salary benchmark, the statutory employer cost components for the market and the SILA fee are itemized in the written quote, and the country data behind them is published with its methodology.

Trust, compliance and procurement

What your legal, finance and procurement teams need to approve a LATAM workforce.

One contracting relationship, local employment done correctly in each market, your IP assigned to you, and one invoice your finance team can reconcile. This page is the reference your reviewers ask for before a first hire is approved.

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What this page answers

Employment and statutory compliance
IP, confidentiality and security of work product
Data protection
Procurement, invoicing and vendor onboarding
The vendor record your onboarding form asks for

Reviewers can work straight down this page and hand the completed pack back to the hiring team.

The four things reviewers examine

Employment and statutory compliance

Every worker is engaged under a local contract that matches the work being done: direct employment, contractor or agent-of-record engagement. Statutory contributions, mandatory benefits, holiday pay and severance reserves are calculated and remitted each cycle in the worker's country.

Local employment or contractor agreement in the worker's jurisdiction
Statutory contributions and mandatory benefits funded every payroll cycle
Severance and termination handled under local law, with the reserve already priced
Misclassification exposure controlled at the source by matching the engagement to the actual work and documenting the local route before start

IP, confidentiality and security of work product

Your intellectual property is assigned to you, not held by an intermediary. Confidentiality and IP assignment terms flow from your agreement with SILA down to every individual worker on your account.

IP assignment and confidentiality signed by each worker, mirroring your terms
Customer-specific NDAs accepted and flowed down without renegotiating the model
Access to your systems is provisioned by you and revoked by SILA on offboarding
Background and reference verification available before a start date on request

Data protection

SILA processes worker and candidate data to recruit, employ and pay people. Buyer data is used to deliver the engagement, never sold or shared for another party's marketing.

Worker and candidate data processed only to recruit, employ, pay and support
Data processing terms available for your legal review before signature
Local retention obligations for employment and payroll records respected
Buyer contact data used for your engagement, never sold or brokered

Procurement, invoicing and vendor onboarding

Finance and procurement teams get one US-facing counterparty, one contract and one invoice, regardless of how many Latin American countries the workforce sits in.

One MSA covering recruiting, employment, payroll, managed delivery and expansion
Consolidated invoicing in USD, with the cost per seat itemized
Vendor onboarding, security questionnaires and supplier forms completed by our team
MSP and VMS program participation supported, including white-label delivery

Vendor record at a glance

Contracting entity

US-facing agreement with SILA, the Latin America workforce practice of Gracemark

Diversity classification

NMSDC certified minority-owned

Workforce record

15+ years of workforce program experience across enterprise and MSP buyers

Coverage

Recruiting, employment, payroll and managed delivery across Latin America and the Caribbean

Cost transparency

Salary benchmarks, statutory employer cost components and the SILA fee disclosed before signature

Published data

Country salary and statutory intelligence, with methodology and sources open to anyone

The country salary and statutory employer cost data behind every SILA quote is published openly, with its methodology and sources and the full LATAM Workforce Index.

Send us your review requirements

Security questionnaire, supplier forms, insurance requirements, data processing terms or a redline of the master agreement. Tell us what your reviewers need and we return the completed pack with the written quote.

Already know the roles? Start with the plan and the compliance pack follows the same thread.

Clear the compliance review and the plan is ready behind it.

Send the questionnaire, the supplier forms and the contracting terms your reviewers require. SILA returns the completed pack alongside the market, workforce model and landed cost per seat.