Latin America — United States hours
Top LATAM talent — up to 78% less than hiring in the US.
Wyss connects your company with top remote LATAM talent — engineers, accountants, marketers, operators, designers, salespeople. Every function, every level, working your hours.
Free to interview. You pay only if you hire.
Run the numbers
The same role, at a different price.
Pick your market and the role you are hiring for. Both columns are fully loaded — the US figure includes benefits, payroll tax and overhead, and ours includes everything you would pay us.
Hired in the United States
Senior Software Engineer
$18,954per month
- Base salary $14,580
- Benefits, tax, overhead $4,374
- Typical time to hire 3–6 months
- Agency fee billed separately
Hired through Wyss
Senior Software Engineer
$5,200per month, all in
- Compensation and our fee included
- Contract, payroll, admin included
- Time to hire 21 days
- Billed as one invoice
Mid-market benchmarks, not a quote. The US baseline sits inside the 25th-to-75th-percentile band the Bureau of Labor Statistics publishes for each occupation, adjusted for the market you select, with 30% added for benefits, payroll tax and overhead — close to the 29% the BLS reports for private employers, though the real figure varies by state and by the benefits you offer. LATAM figures come from live postings and published placement data across the region, and assume a contractor engagement. Where a role requires full local employment, statutory employer contributions in that country are quoted separately and vary from one market to the next. A junior hire sits below these numbers and a senior specialist above them — we give you a real figure for your role, level and country on the first call, whether or not you hire with us.
Why Latin America
Your team, awake when you are.
Teams in Manila or Bangalore hand work off while you sleep. Latin America works your hours, so your people are in the standup rather than reading the notes from it.
Coverage
Every function. Every level.
From entry level to senior leadership, across every department a US company runs. If the role can be done remotely, we recruit for it — with the same process and the same guarantee on all of them.
Sales
Account executives, key account managers, SDRs, inside sales.
Payments & operations
Onboarding, risk, fraud, KYC, disputes, compliance.
Customer success
Bilingual CSMs and support leads on US shifts.
Finance & accounting
Bookkeepers, controllers, FP&A, tax, US GAAP experience.
Engineering
Backend, frontend, data, DevOps, QA, mobile.
Product & design
Product managers, product designers, researchers.
Marketing
Growth, lifecycle, paid acquisition, content.
Operations & admin
Business operations, project management, logistics.
Executive support
Senior executive assistants and chiefs of staff.
How it works
Three weeks from first call to signed offer.
Intake call
Thirty minutes. The role, the level, the budget, and what success looks like in ninety days. You leave with a real salary range in three countries whether or not you hire with us.
Shortlist
Three to five candidates, already screened for spoken English, seniority and a genuine remote track record. Not a résumé dump — people we would hire ourselves.
Interviews
We schedule, brief both sides and give you a read after each round. Interviewing is free and you are under no obligation at any point.
Offer and onboarding
We handle the offer, the contract in their country, and the first payroll run. Your new hire starts inside your tools, not in a handover document.
Four ways to hire
Own the contract, hand it to us, decide later — or build a whole team.
Same search, same bench, same guarantee on all four. The only question is how much of the employment you want to carry, and how many seats you are filling.
Direct hire
You employ them
They join your payroll. We find them, you keep them.
- Shortlist within five days
- Interview coordination and offer support
- We set up your international payroll at no extra cost
- 90-day free replacement
- One fee, invoiced only when they start
Managed
We employ them
Contract, payroll, tax and compliance sit with us. You get one invoice.
- Everything in direct hire
- Local employment contract in their country
- Monthly payroll and statutory benefits handled
- No misclassification exposure
- Six-month minimum term, billed monthly
- Nothing payable on signature
Try, then hire
Decide later
They start on our payroll. Move them onto yours whenever you are ready.
- Everything in managed
- No decision needed on day one
- Convert at any point with a declining fee
- Free to convert after twenty-four months
- Walk away at the end of the term, no penalty
- The lowest-commitment way to test a role
Teams
Build a whole function
Three to fifteen people hired together, with a lead and a single point of contact.
- An entire function stood up at once — sales floor, finance team, support desk
- One intake, one shortlist process, one contract
- A team lead sourced alongside the team
- Dedicated account management for the engagement
- Structured as direct hire, managed, or a mix
- Priced per engagement
What you can hold us to
We are a new firm. We earn trust with terms, not logos.
Every commitment below goes in the contract. If we break one, you have something to point at.
Nothing until someone starts
No retainer, no upfront fee, no charge for interviewing. If we do not place anyone, you owe nothing.
Days of replacement cover
If the hire does not work out within the first 90 days, we run the search again at no cost to you.
Upfront on signature
Some agencies ask for six months of fees the day you sign. We bill monthly from the day your hire starts — nothing before.
Days to your shortlist
Three to five candidates in front of you inside a week, with a signed offer at around twenty-one days.
Invoice, all in
On the managed model the number you are quoted is the number you pay. Compensation, our fee and compliance are inside it.
Ways to structure it
Hire them directly, let us employ them, convert whenever you are ready, or stand up an entire team at once. Same bench and same guarantee on all four.
Who you are working with
Most recruiters have never done the job they are hiring for. We have.
Wyss was built by operators, not recruiters. Our team spent years inside the companies that set the standard on both sides of the equator — Mercado Libre and Unilever in Latin America, and fast-growing US technology startups — across commerce, payments, finance and consumer goods.
That matters more than it sounds. We know how a US company actually runs a team, what it expects from week one, and how it measures someone — and we know where the people who can meet that bar are in Latin America. Most agencies only know one of those two things.
We know what strong looks like in this region because we worked alongside it, hired against it and competed with it. That network is the bench — not a database anyone can buy, and not a job board with a filter on it.
Santiago Leaniz
Founder
Based in Miami since 2020. Spent the last several years on the commercial side of the US market — distribution, wholesale and brand sales — travelling the country and building a network across it. Holds a degree in Business Administration and is completing a master's in Operations Research Analysis.
LinkedInStraight answers
The questions you are already thinking.
How much can we actually expect to save?
Up to 78% against San Francisco, and between 50% and 70% against most other US markets. The spread is almost entirely about where you are hiring: a San Francisco salary and a Tampa salary are two very different numbers for the same job.
That is why the calculator above lets you pick your own market instead of quoting a national average that may have nothing to do with your payroll.
The figure we quote is all in — compensation, our fee, contract and compliance. Nothing is billed on top of it, and there is no separate agency invoice.
How do you screen candidates?
Every candidate is interviewed by someone who has held the role. For commercial, operations and customer-facing positions that is our own team — operators out of Mercado Libre and other leading companies.
For engineering, design, finance and every other discipline we work with specialists inside that field. We do not put a generalist in front of a specialist and hope for the best.
Spoken English is assessed in a live conversation, never by a certificate on a CV.
What if the hire does not work out?
We replace them at no cost within 90 days of their start date.
We would rather absorb the cost of a poor match than build a business on placements that do not last.
Who legally employs the person?
Your choice, and it is the only real decision in front of you.
Direct hire. They join your payroll, you own the contract, we charge one fee when they start.
Managed. We hold the employment contract in their country, run payroll and carry the compliance risk. One monthly invoice, all in.
What exactly is included in the number you quote?
On the managed model: the person's compensation, our fee, the local contract, payroll processing and administration. One invoice, one number, nothing billed on top of it.
One thing we separate out rather than bury. Most of our placements are contractor engagements, where there are no employer contributions to pay. Where a role calls for full local employment instead — typically a full-time, long-term seat — the statutory employer contributions in that country are real, they vary widely from Mexico to Brazil, and we quote them as a line of their own. We would rather show you that line than quote a round number and surprise you with it later.
The calculator above is a benchmark for budgeting, not a quote. Your actual figure comes out of the first call, once we know the role, the level and the country.
Can we move them onto our payroll later?
Yes, at any point, and we will help you do it. There is no clause designed to trap you.
The conversion fee is a percentage of their annual salary and it falls the longer they have been with you: 15% at six months, 10% at twelve, 5% at eighteen, and nothing at all after twenty-four.
We would rather you convert openly than feel stuck, and by year two we have already been paid for the work.
How do payroll, tax and compliance work?
On the managed model, entirely by us. Local employment contracts, monthly payroll in local currency, statutory benefits and filings are handled in each country. You have no foreign entity to open and no misclassification exposure.
On direct hire, we set the infrastructure up alongside your team and stay on the call until the first payment clears.
Which countries do you hire from?
Argentina, Colombia, Mexico, Brazil, Chile, Uruguay, Peru and Costa Rica.
We recommend the country based on the role rather than the other way around. Payments and commerce operators skew toward Argentina and Colombia. Bilingual customer-facing roles skew toward Colombia and Mexico. Portuguese-language work goes to Brazil.
Is there a retainer or a minimum term?
No retainer. Interviewing is free and you pay nothing until someone starts. The managed model runs on a six-month minimum term, billed monthly.
Several agencies in this space ask for six months of fees on the day you sign. We bill month by month once your hire is working — you are never paying ahead for something you have not received.
Why not hire directly through an employer-of-record platform?
You can, and for some companies it is the right call. Those platforms solve the paperwork. They do not solve the hard part.
They will not tell you what a strong candidate looks like in Bogotá, what that person should be paid, or which of the four people in your inbox has actually done the job. They will not run the search again when one leaves. You still do that, and searches are where the months go.
Those platforms are infrastructure. We are the judgment.
What are you not the right fit for?
Bulk hiring at the bottom of the market. Data entry, click work and high-volume virtual assistant contracts are a real business, but it is a volume game we do not play, and you will get better pricing from an agency built for it.
We also do not staff one-off projects or short contracts. Every role we fill, from executive assistant to senior engineer, is a full-time seat you intend to keep — and it gets the same search and the same guarantee.
Start a search
Tell us the role. We will tell you who is available.
A thirty-minute call. You leave with a real salary range for your role in three countries, whether or not you hire with us.
Free to interview. You pay only if you hire.