An introduction video is more than just a digital hello—it’s your first impression, virtual handshake, and brand voice all in one. We live in a world where visual information means almost everything. From newspapers to radio news to television, and followed by YouTube and TikTok, everything is evolving into audiovisual engagements. Whether you’re welcoming customers, onboarding new team members, or evaluating job applicants, using video for introductions is becoming a strategic necessity. Of course, a content strategist, a brand manager, or a public relations specialist can help you with this, but we are covering some basics today, like:

• Why introduction videos are vital in today’s digital business world
• How to craft compelling company intros for customers and clients
• What to include in onboarding videos for new hires
• How to create intros for strategic partners and investors
• When and how to request intro videos from job applicants
• How to assess candidate videos for hiring decisions
• Why Latam talent excels with video communication

Let’s dive into the rising impact of the introduction video and how you can use it to scale your company.

Why you should care about introduction videos

Introduction videos help businesses communicate more clearly, personally, and efficiently. They can humanize your brand, accelerate trust, and simplify evaluation—whether you’re hiring or marketing.

Here’s why they’re so effective:

• Viewers retain 95% of a message in video, versus 10% when reading text
• You only have a few seconds to make a strong first impression
• People respond more emotionally to visuals and sound than to written content
• The fact that there is better engagement with narratives that include visuals over only audio or only text formats has solid evidence

From brand storytelling to candidate screening, using an introduction video enables you to showcase the real people and values behind your business. So, if you want to hire marketing professionals to improve your branding, content and web and video strategy, try out scheduling a call or filling out the survey and receive a pool of candidates within 8 days, with a risk-free hiring guarantee, and saving up to 40% on employees’ salaries thanks to nearshoring working models.

Company introduction videos that attract customers

If you’re looking to earn a customer’s trust in under two minutes, a company introduction video is your best ally.

Elements of a high-impact business intro video

keep your intro video between 60 to 120 seconds, and make sure the introduction video appears in your video title and metadata for SEO benefits.

Pro tip: highlight your remote Latin American team to position your company as diverse, globally enabled, and cost-efficient.

Video intros for onboarding new hires

An onboarding introduction video can accelerate new employees’ comfort level and productivity, especially in remote settings.

What to include in an employee onboarding video

• A personal welcome from the founder or leadership
• Company mission, values, and milestones
• Introductions to key departments and team members
• Tutorials for tools and systems used by your team
• Tips for success during the first 30–60 days

Use this video to set expectations and emphasize your company culture, especially if you’re hiring across different time zones, such as Latin America-based developers or marketers.

An engaging introduction video can reduce miscommunication and increase new hire engagement by giving them an authentic glimpse into your workplace from day one.

Partner and investor introduction videos: make your pitch stand out

If you’re aiming to secure new partnerships or investors, a short and persuasive video can make your pitch more relatable and trustworthy.

Focus on:

• What problem does your company solve
• What makes your solution unique
• Traction or metrics proving your success
• Your growth vision and future roadmap
• A direct ask: schedule a meeting, invest, or collaborate

Keep your tone confident and professional, and make sure your introduction video speaks to your company’s credibility, scalability, and culture.

When to ask candidates for an introduction video

In the hiring process, an introduction video helps you evaluate more than just a resume. It gives insight into a candidate’s personality, communication skills, and professionalism.

Ideal stages to request a candidate video:

Hint: if you’re hiring from Latam, intro videos help overcome language or accent concerns early and fairly—without scheduling complexities.

Why candidate introduction videos improve hiring outcomes

Here’s why adding an introduction video request helps your recruitment process:

• Visual confirmation: body language, tone, and delivery reveal more than a CV ever could
• Creativity & effort: the way a candidate approaches the task says a lot about their initiative
• Cultural alignment: assess if they would thrive in your team’s environment
• Efficiency: helps narrow down your top applicants early without needing lengthy interviews

Many Latam candidates, particularly those used to remote work, are excellent at presenting themselves via video, often reflecting their adaptability, digital literacy, and professionalism.

How to evaluate a candidate’s introduction video

When reviewing an introduction video from a job candidate, focus on the following:

Candidate video evaluation checklist

1. Initial impact
   • Did they engage you within the first few seconds?
2. Communication
   • Was their message clear, concise, and relevant to the role?
3. Confidence & tone
   • Did they present themselves as approachable and capable?
4. Environment
   • Was the video well-lit and professionally recorded?
5. Effort level
   • Did they prepare, or was it rushed and underdeveloped?

Don’t be swayed by flashy editing. What matters is authenticity, clarity, and value—qualities that are key for remote work success.

How to request a candidate introduction video (without scaring them off)

It’s important to strike a balance between encouraging video submissions and making candidates feel comfortable.

Sample request template:

“As part of your application, we’d love a short video (60–90 seconds) where you introduce yourself, share what excites you about this role, and highlight something you’re proud of. You can record with your phone or laptop—no special equipment needed!”

Reassure candidates that you’re not looking for perfect production—just a genuine introduction that shows who they are.

Would you use this strategy to asses potential candidates? as easily as scheduling a call, filling out the survey or asking about our great partnerships, you can receive a pool of candidates for any open position that you have And we definitely can incorporate Introduction videos into the process.

Tools to simplify the video process

If you’re implementing introduction videos into your hiring or onboarding workflows, these tools can help:

• Loom – ideal for easy screen and webcam recordings
• Veed.io – great for editing and captioning
• Willo – organizes and stores candidate videos in one place
• Google Drive + Forms – simple and cost-free collection method

Final takeaway: Video introductions are your new competitive edge

The way we communicate in business is evolving, and video is leading the charge. Whether you’re attracting customers, hiring top talent, or closing partnerships, a well-crafted introduction video adds depth and trust to your interactions.

Companies that embrace video-first communication:

• Reduce hiring time and improve candidate evaluation
• Build stronger relationships with clients and partners
• Boost retention by improving onboarding experiences
• Strengthen remote teams through better connections

If you’re not already hiring from Latam, consider it. With strong digital skills, excellent video communication, and cultural compatibility, Latin America offers a near-shore advantage that’s hard to ignore.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

But increasing revenue is not about pushing more sales at all costs. It involves strategic alignment across your teams, smarter customer engagement, better pricing, and building the right infrastructure to support demand. In this blog, we’ll answer the fundamental questions: what does it mean to increase revenue, why is it important, and how can businesses achieve it with the help of smart hiring, particularly through remote talent from Latin America (LATAM).

What does it mean to increase revenue?

To increase revenue means to grow your total income through the sales of products or services. This growth can result from higher sales volume, better pricing strategies, improved customer retention, or the introduction of new offerings. Unlike profit, which accounts for expenses, revenue purely reflects your company’s gross earning potential and is the clearest indicator of growth.

Common ways to increase revenue include:

• Adding new offerings to your portfolio
• Optimizing pricing to match perceived value
• Targeting untapped markets or customer segments
• Enhancing the overall customer experience
• Upselling or cross-selling to existing clients
• Creating strategic partnerships

This growth-focused approach must be proactive. Instead of waiting for market demand to increase, successful businesses find ways to stimulate it through experimentation, outreach, and innovation.

Why do you need to increase revenue?

Revenue growth supports more than financial performance—it reinforces your company’s long-term strategy and resilience. Businesses that prioritize increasing revenue are better positioned to weather market changes and make bold investments.

Revenue is also a signal. When your income increases steadily, it tells the market that you’re doing something right. This opens doors to media attention, new clients, and long-term partnerships.

How to increase revenue: tactical approaches

Companies can take a variety of steps to increase revenue, often combining multiple strategies across departments. Below are high-impact methods tailored to scalable growth:

1. Strengthen sales processes

A streamlined sales process means more conversions with fewer resources. Use CRMs, lead scoring, and data analytics to track pipeline health. Develop clear hand-offs between sales and success teams.

Latam tip: remote SDRs and account executives from Latam work in the U.S. Time zones, speak fluent English, and can scale your sales outreach at a fraction of domestic cost.

2. Scale marketing

Revenue begins with awareness. Content marketing, PPC campaigns, and SEO should work together to drive qualified leads.

Latam tip: Latam-based marketers, graphic designers, and performance ad managers provide creative execution that drives traffic and conversions without high agency fees.

3. Improve customer retention

Reducing churn increases lifetime value. Consider implementing:

• Tiered loyalty programs
• Feedback loops through surveys or interviews
• Client onboarding improvements

Latam tip: hire Latam-based customer success managers who can maintain relationships and increase NPS while working in sync with your core team.

4. Diversify product offerings

Repackage existing services, create bundles, or test adjacent offerings. This opens up new revenue streams without needing to develop entirely new solutions.

Latam tip: Product and UX/UI experts in Latam can test and iterate product extensions with speed and efficiency.

5. Enter new markets

Localization is a proven strategy to increase revenue. Translate your platform, adjust branding, and run region-specific campaigns.

Latam tip: local professionals from Latam understand regional nuances and can lead launches across Spanish-speaking and Portuguese-speaking markets.

6. Optimize pricing models

Don’t underestimate the power of price optimization. Test freemium, tiered, and performance-based models to see what increases revenue most efficiently.

Departmental revenue drivers

Use this table to identify how different departments can directly contribute to your mission to increase revenue:

Metrics to track as you increase revenue

Tracking the right KPIs ensures that you know where your efforts are working and where they need adjustment. These are the essential metrics:

Hiring remote Latin American talent to increase revenue

Global hiring—especially from Latin America—is a scalable, budget-smart solution to increase revenue without increasing your burn rate. Latam talent brings:

• Cost-efficiency and quality
• Strong educational backgrounds in tech, design, business, and marketing
• Real-time collaboration due to time zone alignment
• Familiarity with U.S. business standards and communication styles

With roles in product, sales, marketing, and customer service, Latam contractors or full-time remote hires help you:

• Launch faster
• Serve customers better
• Build more scalable infrastructure

We can help you build teams with the Latin American workforce as easily as scheduling a call or filling out the survey. We also have great partnerships that allow you to hire junior developers with tailored training and mentorship to fulfill your specific needs or senior tech roles in an hourly-based agreement.

The best part is that it doesn’t matter if you want a staffing or a recruiting service, you’ll get our risk-free guarantee, while saving up to 40% on employees’ salaries thanks to our nearshoring focus.

Remove revenue barriers

Sometimes revenue doesn’t increase because internal roadblocks stall progress. Common issues include:

• Inefficient communication systems
• Lack of sales enablement content
• Underperforming channels with no optimization
• Bottlenecks in onboarding and fulfillment

Instead of solving these with expensive U.S.-based teams, augment with Latin American talent to test, iterate, and scale smarter.

Build a revenue growth framework

To increase revenue in a sustainable and scalable way, your organization needs a structured framework. Here’s a simplified version of a growth framework grounded in proven business practices:

1. Set revenue goals – define targets aligned with your market, current capacity, and growth ambitions.
2. Understand your revenue streams – identify where your revenue comes from and which segments or offerings are underperforming.
3. Map the customer journey – document how prospects become customers and where revenue opportunities may be missed.
4. Align internal teams – make sure every department contributes to revenue through KPIs tied to your core objectives.
5. Identify and fill capability gaps – leverage flexible, remote Latin American talent to strengthen execution across key functions.
6. Measure and adjust – use data to monitor success and refine your approach regularly.

Following this framework gives your team clarity, focus, and the agility to adjust strategies in real time.

Final thoughts: increase revenue by investing in people and process

To increase revenue, businesses must align their goals with strategic hiring and streamlined operations. By hiring global talent—especially from Latin America—you gain cost-effective expertise to scale every function tied to growth.

Increasing revenue is about activating your ecosystem: sales, marketing, support, product, and ops—working together, supported by the right people, tools, and goals.

Let’s help you build that ecosystem.

Start scaling revenue now—hire top-tier, pre-vetted Latin American talent for every key growth function in your business.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

In 2025, the most successful companies aren’t just competing in local talent markets—they’re thinking globally. Global hiring expands your talent pool, reduces costs, and fuels innovation by tapping into diverse perspectives. Whether you need software developers from Colombia or customer representatives from Argentina, hiring internationally is now essential.

This guide will explain what global hiring entails, highlight its top benefits, and focus on three primary solutions:

1. Contractor agreements (including long-term engagements)
2. Employer of record (EOR) services
3. Staffing and recruitment agencies

We’ll also sprinkle in practical pointers for hiring from Latin America, a region that’s become a go-to source for high-quality talent.

What is global hiring?

At its core, global hiring means recruiting, onboarding, paying, and managing people who live outside your home country. Unlike local recruitment, it requires navigating:

• Labor laws and compliance in each jurisdiction
• Payroll, taxes, and benefits across different currencies
• Time zone differences and communication methods
• Cultural nuances and language considerations

According to Indeed’s hiring lab, 2024 saw surprising resilience in labor markets, but signs point to potential slowdowns in 2025, making global hiring an attractive hedge against local talent shortages and economic fluctuations (hiring lab, 2025).

Why global hiring matters now

Several trends converge to make 2025 the year of borderless recruitment:

1. Skill shortages and the expertise economy

• Contractor and consulting surge: Oyster’s 2025 global hiring report revealed a 46% increase in contractor engagements and a tenfold rise in consulting hires between 2023 and 2024 (Business Wire, May 30, 2025).
• Expertise economy: As budgets tighten, companies prefer on-demand experts over full-time headcount. This “expertise economy” means organizations build lean, specialized teams to tackle specific challenges.

2. Cost optimization and market expansion

• Lower costs, high quality: hiring in regions like Latin America often yields 20–40% cost savings on average compared to North America or Western Europe—without compromising skill levels (itbrief asia, 2025).
• Geographic risk mitigation: Diversifying headcount across multiple regions protects against localized downturns. If one market cools, your operations continue elsewhere.

3. 24/7 productivity and innovation

• Follow-the-sun model: distributed teams across LATAM, EMEA, and APAC enable work to continue around the clock. For example, an engineer in Argentina can hand off code to a QA team in U.S. a couple hours before their schedule even starts
• Diverse perspectives: global teams bring varied cultural insights, leading to more creative solutions and stronger problem-solving, key advantages in competitive industries (hr brew, June 2, 2025).

Top global hiring solutions

Contractor agreements: flexible for both short- and long-term needs

Hiring contractors—independent professionals working under a services contract—is one of the fastest ways to tap global expertise. While often seen as short-term or project-based, contractors can also be engaged for long-term and critical roles.

Why choose contractors?

• Speed and agility: You can onboard contractors in days, bypassing the months-long process of establishing a local legal entity.
• Cost control: no payroll taxes, mandatory benefits, or office overhead. You can negotiate payment agreements with more flexibility

Long-term contractor engagements

• Stable relationships: Many contractors prefer long-term engagements (6–12 months or more) for consistent income. By offering multi-month contracts with clear deliverables or standard service hours at competitive rates, you build loyalty and reduce turnover.
• Deep domain expertise: contractors often specialize in narrow technical stacks or specific industries. For example, hiring a senior DevOps engineer in Mexico on a 12-month contract can give you both stability and specialized skill.

Compliance considerations

• Misclassification risk: treating a contractor like a full-time employee—mandating fixed hours, exclusive work, or equipment provision—can trigger local employment laws. Penalties for misclassification can be severe.
• Global contractor platforms: use dedicated platforms (e.g., oyster, remote, deel) that handle contractor classification rules, ensure compliant contracts, and manage payments in local currency. According to Itbrief Asia, companies that use such platforms avoid costly compliance mistakes (Itbrief Asia, 2025). 
  

  Employer of record (EOR): fast, compliant full-time hiring

An employer of record (EOR) is a third-party organization that becomes the legal employer of your international hires. You manage day-to-day tasks, while the EOR handles payroll, taxes, benefits, and compliance.

Why use an EOR?

• Speed to market: onboard employees in days—no need to set up a foreign subsidiary.
• Local compliance: The EOR ensures contracts, terminations, and compensation adhere to local labor laws.
• Benefits administration: provide competitive local benefit packages (health insurance, paid leave, social security contributions) without managing multiple hr systems.

Named providers

• Remote, Oyster, and Deel are leading “owned-entity” EORs, meaning they have their legal entities in target countries. This ensures consistent service, transparent pricing, and stronger ip protection (business wire, may 30, 2025).

Ideal scenarios

• Long-term headcount: when you need dedicated full-time staff abroad—e.g., opening a development center in Uruguay.
• Compliance-heavy regions: countries with complex labor laws (e.g., Germany, Canada, France) where missteps are costly. 
  

  Staffing and recruitment agencies: expert sourcing and screening

Even with contractors and EORs sorted, finding the right people still requires targeted sourcing. Recruitment agencies that specialize in global hiring can accelerate the process and ensure you get high-quality candidates.

What agencies offer

• Local market expertise: they know salary benchmarks, cultural fit factors, and preferred sourcing channels in each region.
• Vetted candidate pools: pre-screened talent reduces time spent on unqualified applicants.
• Full recruitment lifecycle: They handle the heavy lifting from crafting localized job descriptions to conducting first-round interviews.

When to use an agency

• New market entry: if you’ve never hired in Colombia or Mexico before, an agency can guide you on where to find top software engineers or digital marketers.
• High-volume hiring: For roles like customer support or sales, agencies can tap 1,000+ candidate databases to fill bulk positions quickly.
• Niche roles: when you need specialized skill sets—like AI/ML engineers in Brazil—agencies with deep networks can target passive candidates who aren’t on job boards.
• Need to prioritize core activities while delegating the recruitment to trustworthy experts.

Key benefits of global hiring

1. Expanded  talent pool and specialized skills

• Latin American advantages: Latin American countries like Mexico, Colombia, and Argentina have become software development powerhouses. Cities such as Bogotá, Medellín, and Buenos Aires host thousands of skilled engineers whose rates average 20–30% below North American benchmarks, but quality remains top-tier.

2. Cost efficiency

• Reduced labor costs: even accounting for EOR fees or contractor platform rates, the total cost of hire can be 25–50% lower than domestic recruitment.
• Operational savings: no need to set up offices or local entities; EOR handle statutory filings, local payroll software, and benefits administration.
• Flexible budgets: engage contractors for project peaks—no fixed overhead when work slows down.

3. 24/7 operations and faster time-to-market

• Follow-the-sun model: with teams in LATAM, EMEA, and APAC, product development cycles and customer support run without pause. Engineers in Brazil, for example, can resolve a bug reported by U.S. customers before the weekend.
• Faster scaling: agencies and contractor platforms can source qualified candidates in 2–4 weeks, versus 12–16 weeks for local senior hires.

4. Increased diversity and innovation

• Global perspectives: remote teams blend cultural insights, leading to more creative solutions. For example, a marketing campaign co-created by teams in Colombia and Germany often resonates better in multiple regions than one developed in isolation.
• Employee satisfaction: Studies show that diverse environments improve employee engagement and retention, which are key factors in a tight labor market.

Best practices for hiring from Latin America

If you’re targeting Latin America, keep these tips in mind:

1. Leverage time zone overlap:
   • Argentina, Colombia, and Mexico share 1–3 hours of overlap with U.S. Eastern time—ideal for daily stand-ups and real-time collaboration.
2. Understand cultural dynamics:
   • Latam professionals value personal relationships and clear communication. Invest time in virtual “get to know you” sessions to build trust.
3. Competitive compensation:
   • While rates are lower, ensure salaries reflect local benchmarks. A software engineer in Buenos Aires might expect the equivalent of USD 2,500–4,000 per month, depending on seniority.
4. Language proficiency:
   • Many Latin American developers are bilingual (Spanish/English). Clearly state language requirements in your job postings and assess fluency during interviews.

Quick compliance checklist

Even if you use contractors or an EOR, keep these compliance points on your radar:

• Contractor contracts:
  • Define scope, deliverables, payment terms, and IP ownership. Explicitly state that the contractor is responsible for their taxes.
• EOR agreements:
  • Confirm that the EOR has a local legal entity (owned-entity EOR) and provides clear details on benefits, termination clauses, and taxes.
• Data privacy:
  • Comply with GDPR (for EU hires) or LGPD (for Brazilian hires). Use secure HR platforms with data localization or encryption.
• IP and confidentiality:
  • Include IP assignment and NDA clauses in every contract to protect patents, trademarks, and trade secrets.

Final thoughts: build your global dream team now

In 2025, global hiring isn’t just a trend—it’s a competitive necessity. By prioritizing contractor agreements, leveraging employer of record services, and partnering with staffing agencies, you can:

• Scale faster: fill critical roles in 2–4 weeks instead of months.
• Cut costs: save 25–50% compared to local recruitment.
• Access top talent: hire senior-level professionals in LATAM
• Drive innovation: build diverse, creative teams that outperform homogeneous groups.

Ready to get started?

As easy as scheduling a call or filling in the survey, we can help you build teams with latin American workforce. We also have great partnerships that allow you to get junior developers with tailored training and mentorship so they can fulfill your specific needs, or senior tech roles in an hourly-based agreement.

The best part is that it doesn’t matter if you want a staffing or a recruiting service, you’ll get our risk-free guarantee, while saving up to 40% on employees’ salaries thanks to our nearshoring focus.

Don’t let local talent shortages hold you back. Embrace global hiring today and unlock the full potential of an international workforce—wherever the best candidates live.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

Overcoming any stereotype, Latin American (LATAM) workforce and the development of Latam careers have transitioned from an emerging region to a high-potential hub for global tech talent. With millions of annual graduates, world-class universities, a strong emphasis on STEM education, and expanding internet infrastructure, the region is increasingly recognized for its high-caliber workforce ready to contribute to the global digital economy. This blog explores how Latam’s higher education systems shape its workforce, the top institutions producing elite professionals, and why companies worldwide are turning to Latam careers as a cornerstone of their hiring strategies.

How higher education systems work in Latin America

Higher education in Latin America is complex, diverse, and rapidly evolving. Across 21 countries, the systems differ significantly in terms of governance, access, and public versus private participation. Broadly speaking, Latam careers’ development falls into two categories of institutions:

• University institutions: academically oriented, research-intensive, and selective. Common in Brazil, Chile, and Peru.
• Non-university institutions: focused on technical and vocational training. Prominent in Argentina, Chile, and Uruguay.

Many countries operate hybrid models. For example:

• Brazil: dominated by private institutions and growing online learning. Public institutions are elite and highly selective, focused on graduating the best of the best.
• Argentina and Uruguay: mostly public systems with a strong emphasis on academic equity and with public policies that deliver the best teachers for the biggest amount of people.
• Chile: features a mix of public and private universities, heavily regulated.

The region has seen a massive expansion: from just under 1 million higher education students in the 1970s to over 30 million in 2019. Online learning, public-private partnerships, and international collaborations are now shaping the next era of growth in Latam careers.

Top universities in Latin America

Several Latin American institutions have made significant strides in global and regional rankings. According to the Times Higher Education, Latin America university rankings 2024, the following universities lead in teaching, research, and international outlook:

These universities are driving the region’s contribution to science, technology, and innovation. Brazil, in particular, dominates research output in Latin America, responsible for over 60% of the region’s publications and significantly shaping the future of Latam careers.

Latam’s tech sector: emerging power and achievements

The higher education boom has fueled a parallel explosion in the tech sector. With over 2 million tech professionals and 20,000 startups, Latam is becoming a critical contributor to global innovation and career development.

Key achievements:

• Brazil: a $45 billion it market, leading AI research, and fintech giants like Nubank driving digital finance.
• Mexico: between them and Brazil, they graduate over 600,000 software engineers annually; a thriving hub for nearshoring and software exports.
• Colombia: rapid fintech adoption and home to major unicorns like Rappi, which has expanded across Latam and into North America.
• Argentina: globally recognized software developers; increasing international venture capital investments and it service exports.

National AI strategies, innovation hubs, and aggressive STEM education policies across countries demonstrate how Latin American governments are fueling the region’s transformation into a global tech engine. For professionals pursuing Latam careers, these developments mean greater access to modern tools, international projects, and career mobility. For you, it means great professionals at lower expenses.

How Latam careers evolve in a booming market

Latam professionals are increasingly developing their careers within vibrant, fast-paced tech environments. Many of them begin by studying in top regional institutions and enter the workforce through internships, coding bootcamps, or industry-sponsored training programs.

What sets Latam careers apart is how professionals blend deep academic preparation with practical, real-world experience. Universities across the region maintain strong partnerships with startups and multinationals, offering students early exposure to large-scale systems and agile development environments.

These professionals often work in innovative startups, develop products for fintech, healthtech, and AI-driven solutions, and gain international certifications such as AWS, Azure, or Google Cloud credentials. As they grow within Latin America’s rapidly expanding digital economy, they bring global-level skills, industry insight, and technical maturity to international companies seeking elite teams.

Latam careers, in this context, are not isolated regional trajectories—they’re launchpads for cross-border collaboration and integration into global tech ecosystems.

Rethinking nearshoring: Latam talent on a global stage

Nearshoring to Latin America is no longer just about cost efficiency or time zone advantages—it’s about tapping into a highly skilled, career-driven workforce. The region is home to developers, designers, data analysts, and engineers (AI, front-end, Back-end, full-stack, cloud architecture, and more),  who have honed their skills in local tech hubs, contributed to global SaaS platforms, and worked in agile teams delivering impactful results.

When companies nearshore to Latam, they gain more than just an extra pair of hands—they get professionals with robust academic foundations and years of experience solving real-world problems. These individuals are trained to collaborate in multicultural teams, understand product lifecycles, and adapt to fast-changing technologies.

Professionals with Latam careers can match—and often exceed—the standards of teams from more established tech markets. Whether it’s building scalable apps, optimizing cloud infrastructure, or crafting UX for millions of users, Latin American engineers and tech workers are delivering world-class results.

How companies can benefit from Latam careers

For companies in North America, Europe, or Asia, building teams through Latam careers offers strategic advantages:

• Access to talent pools: tap into an extensive base of experienced developers, engineers, and specialists.
• Real-time collaboration: benefit from minimal time zone gaps for seamless team integration.
• Scalable hiring: quickly scale departments with professionals familiar with international standards.
• High engagement: Latam professionals value growth, often contributing long-term to projects and becoming core team members.

Global companies working with Latin American professionals are gaining an edge not only in execution speed and productivity but also in innovation and product quality. As easy as scheduling a call or filling in the survey, you can get our help to build a great team, and save up to 50% on salaries, while keeping a professional with this kind of education and experience. It’s also risk-free and most of the payment (80%) will be only after you witness first person how great Latam talent actually is.

How Latam careers support global innovation

Professionals in Latam careers are increasingly contributing to cutting-edge fields. From developing ai tools to deploying scalable cloud systems, these experts are helping shape the future of technology:

• Fintech: developers across Latin America built platforms like Nubank and Mercado Pago that serve millions.
• Healthtech: engineers behind platforms like Doctoralia support more efficient healthcare access.
• E-commerce: Latam tech talent powers backend operations for regional leaders like MercadoLibre and international clients.

These achievements reflect the maturity, capability, and innovation mindset embedded in Latam careers. Companies that tap into this workforce benefit from skilled professionals who deliver both speed and quality at scale.

Conclusion: why Latam careers are a smart investment

The case for investing in Latam careers is stronger than ever. With robust educational infrastructure, globally ranked universities, and a tech ecosystem full of momentum, Latin America stands as one of the world’s most exciting talent markets.

By hiring from Latin America, companies get access to professionals who have developed their expertise in thriving regional tech hubs and are now ready to contribute to international success. Whether you’re scaling your engineering team, launching a new digital product, or building long-term innovation capacity, Latam careers offer the talent depth and strategic value your business needs.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

On the flexible hiring models, there are some giants that we all know so, exploring Fiverr/ Upwork alternatives to fill skill gaps and efficiently and complete projects efficiently is always a great-to-have knowledge. With an overwhelming number of freelance platforms and hiring models—Fiverr, Upwork, Toptal, and beyond—how do you choose the right option? And how does nearshoring from Latin America compare?

This comprehensive guide explores the most popular Fiverr alternatives and Upwork alternatives, compares their pros and cons, and reveals why nearshoring from Latin America is often the smartest choice for long-term value and quality.

How Fiverr works

Fiverr is a global gig marketplace where freelancers (called “sellers”) offer services as pre-defined packages called “gigs.” clients browse and purchase these gigs with clear pricing tiers, quick delivery timelines, and minimal project management overhead. They have a pro and enterprise plan that offer access to vetted professionals and enterprise-scale freelance team management.

Fiverr pricing

• Fixed-rate services
• Buyers pay upfront; funds are held in escrow
• Sellers receive 80% of the payment (Fiverr takes 20%)

Pros

• Transparent, fixed pricing
• Vast pool of creative and digital professionals
• Quick hiring process via AI assistant (neo)
• Global talent access

Cons

• Quality varies widely
• Limited customization for complex projects
• Communication challenges with short gigs
• High platform fees

How Upwork works

Upwork is a proposal-based platform. Clients post jobs and receive bids from freelancers. Alternatively, they can purchase pre-scoped “project catalog” services or invite specific freelancers to interview. Upwork supports both hourly and fixed-price contracts, and its enterprise option provides talent sourcing and compliance support.

Upwork pricing

• Hourly or fixed-price contracts
• Upwork charges freelancers 0-15% of earnings

Pros

• Huge talent marketplace across all industries
• Job success score (jss) and client reviews help with vetting
• Freelancers are available for short- and long-term work
• Ai tools (uma) assist in writing job posts and matching candidates

Cons

• Time-consuming hiring process
• High competition among freelancers
• Variable quality of talent
• Extra costs for premium support and services

How Toptal works

Toptal is one of the most important Upwork alternatives/ Fiverr Alternatives, being a curated network of elite freelancers, especially in tech and finance, it addresses a huge concern when hiring freelancers: quality control. Its screening process accepts only the top 3% of applicants, and Toptal matches companies with highly vetted talent.

Toptal pricing

• $500 deposit to start (converted into credit for your first hire or refunded)
• $80 to $230/hour for freelancers

Pros

• High-quality, vetted talent
• Dedicated support and project management
• Flexible hiring (short- or long-term)

Cons

• High cost and secrecy among freelancers regarding their fees.
• Limited availability for niche roles
• Lengthy onboarding

Main Toptal, Fiverr, and Upwork alternatives

What is nearshoring from Latam and how it can be one of the Fiverr/Upwork alternatives?

Nearshoring is the practice of outsourcing roles or projects to nearby countries, like hiring remote professionals in Latin America (Latam) while your company is based in the U.S. or Canada. Latam has become a preferred nearshoring destination due to its large pool of bilingual, highly skilled, and cost-effective tech professionals, and one of the most solid Fiverr/ Upwork alternatives.

How it works

It involves working with specialized talent sourcing firms like top Latin talent to find and hire qualified candidates across various roles. These firms handle everything from sourcing and vetting to cultural alignment and time zone matching.

When should you nearshore?

This is an ideal solution for companies that:

• Need long-term roles filled by dedicated professionals
• Are scaling development, customer service, or marketing teams
• Want the quality of full-time hires without the cost of local recruitment
• Value real-time collaboration over asynchronous freelancer engagement

Why nearshoring from Latam beats hiring freelancers

Freelance platforms are great for quick, task-based needs. But if your business requires continuity, deeper collaboration, and stronger alignment with brand goals, nearshoring is the better route.

Top Latin Talent vs Upwork, Fiverr, and Toptal

There are several reasons why you should consider nearshoring with the help of an agency like Top Latin Talent. Let’s review the benefits of the main freelance services and see how we can provide outstanding solutions to your needs:

An outstanding Fiverr alternative

What makes us shine as a Fiverr alternative is that they charge the sellers a 20% fee (and that gets transferred to the final price that you pay), we have a transparent 0-dollar fee for a lot of tech roles like developers (front-end, back-end, or full stack), UI/UX designers or QAs. Starting at $20 /hour

Achieving this for short-term needs is possible thanks to our strategic partnerships. For the long-term requirements, there’s a flat fee of 15% of the yearly salary of the position you are looking for, capped at $5000, with almost 80% of the payment contingent on your satisfaction with the hire 90 days after (for full-time contracts).

Also, with our tailored process, you get the best candidate selected for your needs, instead of a “gig” of services.

The best among Upwork Alternatives 

 We are also one of the best Upwork alternatives because, for a similar fee (0-15%) we do all the searching, pre-vetting, and outreaching part of the job. Instead of posting the job that you need to get done, reviewing all the bids that you receive, or searching through hundreds of portfolios. You just need to let us know your needs and requirements, and let us find someone who can fulfill those needs. 

Even if we can find different matchingprofessionals for almost any position that you may have, our partnership also allows us to provide full-time junior developers, who will receive the supervision of a senior for one entire year and can receive specific training tailored to your needs at a total cost of $2862/month. With a $0 recruitment fee and no hidden costs.

A cost eficcient Toptal Alternative

Agreeing with Toptal in the concern about getting the best talent possible, the key difference is that we don´t keep the workforce for ourselves. Once we find the person for your job, you know exactly how much you are paying directly to them, and once our fee is paid, there is no extra cost added. Also, even if the $500 deposit is refundable, it can be a lot just to start searching. With us, you’ll only pay a $50 fee to start a search, then a second installment of 3% of the yearly salary on the day that your candidate starts working, and a final fee of 12% of the yearly salary contingent on your satisfaction after a trial period.

A great solution beyond freelancer contracts

Finally, regarding the size of the pool of candidates that you get, the benefits of nearshoring are just unbelievable: Freelance.com has around 60 million freelancers; Upwork has 18 million, Fiverr statistics are not clear, though they have an estimate of 380.000 sellers. But all of these numbers fall short when you compare with a recruiter actively searching an in-house database but also hunting awesome candidates from the total workforce of Latin America, with around 331 million people, that only an experienced recruiter knows how to navigate to find the best candidates for you.

Adding the control that you’ll have when you have a direct contract with your hire instead of an intermediary, and the chance to build a long-term working relationship with your hire, you’ll find that nearshoring with our help is a great alternative to these platforms.

Some could think that the key difference is the time that you need to recruit. But with us, the period to get a pool of candidates is between 4-8 business days. As easy as scheduling a call or filling in the survey.

Conclusion: choosing what’s best for your business

If you’re launching a quick one-off project or need creative services on a budget, platforms like Fiverr and Upwork offer flexibility and access. For premium talent, Toptal provides curated expertise. But for companies aiming to build sustainable, high-performing teams, nearshoring from Latam offers the best balance of affordability, reliability, and integration.

By working with a firm like Top Latin Talent, you gain access to top-tier professionals at a fraction of the cost, with full support and risk-free hiring guarantees. Whether you’re scaling tech, marketing, or support operations—now is the time to rethink how you hire. 

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.