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With a free account, you can post a job and view job applications, giving you a clear idea of the potential talent pool. However, to access applicants' contact information or communicate with them, you'll need to upgrade.
We don't offer a free trial because you can only interview candidates after upgrading to a paid account.
Allowing employers to contact workers without paying can lead to scams and unreliable communication, which diminishes the experience for everyone.
Additionally, this is how we sustain our business. By requiring payment for communication, we maintain a professional platform and ensure high-quality interactions.
Even with a free account, you can view full profiles and post jobs to see applications. This allows you to evaluate candidate interest and qualifications before deciding to upgrade.
Charging upfront helps us avoid marking up salaries, so you’re not paying unnecessary middleman fees. After trying our platform, most users agree it’s a better system. In fact, many never return to traditional outsourcing platforms like Upwork, Freelancer, or Fiverr.
Yes! If you start with a Pro monthly subscription, you can upgrade to Premium at any time by paying a prorated difference for the remaining time. The exact upgrade price is available on the Pricing page.
You can also switch from a monthly to an annual plan, with your last monthly payment applied in full toward the annual price.
This approach ensures flexibility and value for all users! Let us know if you have further questions.
You can use trusted services like PayPal, WorldRemit, or Wise.com. You are free to choose how you pay your workers; it’s entirely up to you. The payment amount is determined during your negotiation with the worker before hiring. :
Salaries are slightly higher in LATAM than, say, the Eastern hemisphere. The main reason is cost of living; the economies are simply different. But of course, so is the talent.
Yes. Just as in the United States, the remedy for an unsatisfactory performance is loss of the job. You cannot refuse to pay. If you’re unhappy with performance, and feedback isn’t working, please let go of your employee as soon as possible. You will need to compensate them for their time worked, and nothing more.
No, you’re not required to maintain your subscription. There are no contracts or time commitments.
Canceling is simple. Just go to your Account Dashboard and navigate to the “Account” dropdown to cancel your plan.
Building trust is key when hiring remotely. Workers in LATAM often have a strong culture of honesty and a desire to meet their employer’s expectations. However, trust is a two-way street. Just as you may initially feel cautious about hiring, workers may also be hesitant to trust you. Establishing mutual trust takes effort, but it’s worth it.
Time tracking is optional. Some employers prefer it for oversight, while others find it unnecessary or intrusive. Regardless of your method, productivity is often clear from a worker’s output.
The 13th Month is an annual bonus equivalent to one month's pay, common in Latin America. While it's not mandatory, it's highly recommended as it's a key part of workers' financial planning.
For example, if you hire someone for $1,400 a month, it's a highly encouraged custom to give them a $1,400 bonus in December. The best way to do this is to divide their salary by 12 ($1,400 ÷ 12 = $116) and simply set aside this amount every month so you have it ready to go in December.
If you hire someone outside the month of January, which is highly likely, you should prorate their first 13th month bonus – simply take their monthly pay and divide it by the number of months they’ve been working for you.
Latin American countries offer highly skilled and educated professionals in fields like design, content writing, reception, intake, social media, and customer service, often at a fraction of the cost in the United States. While our database is new, it also means competition for your position won’t be out of this world – yet. We’re adding hundreds of workers every day, so you’re likely to find a great fit for your needs.
Turnover is an issue for every company in the world. However, turnover shouldn’t be any higher than when you recruit and hire locally. Turnover is not all about the employee, either. The better you are at interviewing, hiring and training, the less turnover you’ll have. Remote workers aren’t perfect, and they’re certainly not robots. The better you treat them, the more loyalty you’ll earn. Many of our clients have hired from LATAM and have quickly promoted those hires within their companies. LATAM workers are professionals and looking for careers, with advancement opportunities in most cases. The best policy is to communicate about these matters and to be clear about expectations. Uncommunicated expectations are premeditated disappointments.
We don’t take a cut of worker salaries. You’re free to communicate and pay your workers directly. We promote long-term, stable employment instead of short-term gigs.
Free and Pro accounts allow up to 3 active job posts, while Premium accounts can have 10. Free job posts are subject to approval and expire after 14 days. If you need to boost visibility, you can edit your post weekly to move it higher in search results.
Unlike other areas of the world, time zones in LATAM align almost perfectly with US time zones. However, be sure to specify what hours you need during the hiring process. Alternatively, allow flexibility for workers to choose their schedule, ensuring some overlap for communication. Happier workers often produce better results.
Yes, ALL applicants must speak English to be on our platform. English speaking and writing skill levels will differ – please use the interview process to vet the proper skillset you need.
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