2026 hiring guide · Costa Rica
How to Hire in Costa Rica From the US
A practical guide for US companies hiring employees or contractors in Costa Rica: the four legal ways to hire, what a hire costs in US dollars, and the Código de Trabajo rules on payroll, aguinaldo and severance. Hiring now? LatamCent can find, vet and pay senior engineering, data and bilingual GTM talent for you.
- 1Choose how to hireEOR, contractor, local entity or hiring partner
- 2Budget the real costSalary in USD plus about 27% in employer contributions
- 3Follow the labor codeContracts, aguinaldo and severance
- 4Make a competitive offerThe benefits senior candidates in Costa Rica expect
21-day average to hire · 93% placement success · 60-day replacement
At a glance
Costa Rica
- Time zoneUTC-6 (Central Standard Time)No daylight saving time
- Overlap with US Eastern7 hours in winter, 6 in summerOn a 9 to 5 schedule on both sides
- CurrencyCosta Rican colón (CRC)About 454 per US dollar, October 2026
- Talent hubsSan José, Heredia, Alajuela, Cartago
- Employer costAbout 27% above salaryCCSS and other charges, plus aguinaldo
Trusted by US B2B SaaS teams
4 ways to hire in Costa Rica, compared
Which route fits depends on headcount, how fast you need the first hire and how much Costa Rican payroll and compliance your team wants to run. Here is how the options compare for a US company.
| Hiring partner (LatamCent) | Employer of Record | Independent contractor | Local entity (S.R.L. or S.A.) | |
|---|---|---|---|---|
| Recruiting included | Yes, sourcing plus technical and English vetting | Usually not | No | No |
| Who holds the contract | LatamCent, under a contractor-on-record model | The EOR, under the Código de Trabajo | Your company, service agreement | Your company, under the Código de Trabajo |
| Speed | 21-day average to signed offer | Weeks once you have a candidate | Fastest to sign | Slowest: notary, Registro Nacional, Hacienda and CCSS setup |
| Compliance risk for you | Stays with LatamCent | Low | Highest: Article 18 judges substance, not labels | You own all of it |
| Best for | Teams that want recruiting and payroll handled by one partner | 1 to 10 employees, testing the market | Short, deliverable-based work | A sizeable, permanent team |
Based on Costa Rica’s Código de Trabajo, 2026 CCSS contribution rates and LatamCent placement data. Details for each route are in the 4 routes below.
How to hire in Costa Rica: the 4 routes
US companies have three legal options for hiring in Costa Rica: setting up a local entity, using an Employer of Record, or engaging independent contractors through service agreements. Each carries different costs, compliance work and risk. A fourth option, a hiring partner, adds recruiting on top of the compliance layer.
Hire employees in Costa Rica with an Employer of Record (EOR)
Low riskAn employer of record in Costa Rica is a third party that legally employs workers on behalf of a foreign company, while day-to-day direction stays with you. The EOR holds the contract, runs payroll in colones, files with CCSS and INS and handles compliance.
The EOR handles:
- Employment contracts that comply with the Código de Trabajo
- Monthly payroll with CCSS social security filings and the INS work-risk policy
- Income tax withholding remitted to the Ministerio de Hacienda
- Statutory benefits, including aguinaldo, vacation and severance accrual
- Termination procedures and final settlement calculations
EOR in Costa Rica fits when:
- The team is between one and ten people
- You are running a pilot hire before committing to an entity
- You need compliant contracts within weeks, not months
- Remote-first teams need standard benefits without local infrastructure
Employer contributions of about 26.83% apply either way, and the EOR’s service fee sits on top. Most global EOR platforms operate in Costa Rica, but an EOR won’t find candidates for you. Sourcing, vetting and closing the hire stay on your side.
Hire independent contractors in Costa Rica
Highest riskHiring contractors in Costa Rica is the fastest way to start working together and the highest-exposure option under Costa Rican labor law.
Contractor arrangements fit when:
- The scope is project-based with a defined deliverable
- The engagement is short-term and clearly bounded
- The contractor serves multiple clients
- There is no fixed schedule or supervision
Article 18 of the Código de Trabajo defines an employment relationship through personal service, pay and subordination, and presumes a labor contract exists between the person who provides the service and the one who receives it. Fixed hours, company tools and instructions, integration into your team and exclusivity all point toward employment, whatever the contract says.
If a contractor is reclassified, the company owes CCSS contributions, aguinaldo, vacation and severance back to the first day of the engagement, plus penalties. Reduce the risk by:
- Scoping each engagement to a specific deliverable, not ongoing capacity
- Avoiding fixed hours and daily reporting
- Letting the contractor use their own equipment and methods
- Having counsel review the service agreement before signing
Set up a local entity in Costa Rica
You own complianceA local entity gives you direct legal presence, full control of the employment relationship and local invoicing. Foreign companies usually choose the Sociedad de Responsabilidad Limitada (S.R.L. or Ltda.), the local equivalent of an LLC, or the Sociedad Anónima (S.A.) when they need board-led governance. A branch of the foreign company is also possible.
Registration runs through a defined sequence:
- Incorporation before a Costa Rican notary public
- Registration with the Registro Nacional
- Tax registration with the Ministerio de Hacienda through TRIBU-CR, which replaced the ATV system in October 2025
- Employer registration with the Caja Costarricense de Seguro Social (CCSS)
- A work-risk policy with the Instituto Nacional de Seguros (INS) before the first day of work
From the first hire, the Código de Trabajo requires:
- Written employment contracts, with indefinite term as the default
- CCSS and INS registration before the employee starts
- Monthly social security contributions and income tax withholding
- Aguinaldo, paid vacation and severance provisions
An entity makes sense once headcount, invoicing needs or operational presence justify the administration. For a first hire or a team under ten, the setup cost rarely pays off before an EOR or hiring partner would already have onboarded the same people.
Hire through a nearshore hiring partner
Recruiting includedA hiring partner covers the part the other three routes leave to you: finding and vetting the right person. LatamCent recruits inside the networks where senior Costa Rican engineers, product leads and operations talent move, then carries the contract, payroll, CCSS and INS filings and Hacienda withholding under a contractor-on-record model, with one USD invoice each month.
If you’re building a product team, see how our nearshore software development model works across Latin America.
- 21-day average from kickoff to signed offer
- Pre-vetted shortlists with technical and English screening built in
- 60-day replacement coverage on every hire
In short, an entity gives full control with full administration, an EOR gives compliant employment in weeks without local infrastructure, and contractors give speed at the cost of legal exposure that grows with time. The same labor code applies either way; the difference is who manages it day to day.
What a Costa Rican hire costs in US dollars
Convert Costa Rican colones to US dollars at the October 2026 Banco Central rate, estimate the employer contributions on top of salary, then see what a decade of colón movement means for what your Costa Rican hire costs you.
Cost converter
The 2026 employer rate is 26.83%: CCSS health 9.25% and pension (IVM) 5.58%, Asignaciones Familiares 5%, IMAS 0.5%, INA 1.5%, Banco Popular 0.5%, the labor capitalization fund 1.5%, complementary pension 2% and INS 1%. The INS work-risk policy is billed separately by activity, and aguinaldo adds one-twelfth of yearly pay. These are employer costs when you hire through an EOR or your own entity. LatamCent hires are priced as salary plus a service fee, quoted per role.
USD to CRC, 10-year trend
2016 to 2026 · the dollar buys about 17% fewer colones
Lower line = stronger colón = your dollar buys less. The colón weakened to about 647 per dollar in 2022, then strengthened every year since. Budget on today’s rate, and quote salaries in USD or index them so currency moves don’t land on either side by surprise.
Sources: Banco Central de Costa Rica reference rates, annual averages for 2016 to 2025, and the selling rate of 453.56 for October 20, 2026. Averages will differ from any single day’s quote.
Why this matters for hiring
A Costa Rican salary of 1,500,000 CRC a month costs a US buyer about $3,307 a month at the October 2026 rate. The colón has strengthened since 2022, so dollar costs have edged up; lock budgets on current rates.
These are reference rates and live FX moves daily. Use them for planning and confirm the rate before you sign a contract.
Employment laws in Costa Rica
Employment in Costa Rica is governed by the Código de Trabajo, enforced by the Ministerio de Trabajo y Seguridad Social, with social security run by the CCSS. For US employers used to at-will hiring, the key point is that termination without cause is never free, and severance is set by law rather than negotiated.
Severance (auxilio de cesantía) under Article 29 applies to dismissal without just cause after 3 months of service: 7 days of pay from 3 to 6 months, 14 days from 6 to 12 months, then a table per year of service that starts at 19.5 days in year one, peaks at 22 days for years seven to nine and settles at 20 days from year 13. It is capped at the last 8 years of service.
Notice (preaviso) under Article 28 adds 1 week after 3 months, 2 weeks after 6 months and 1 month after a year, and can be paid in lieu. The final settlement also clears accrued vacation and proportional aguinaldo. Dismissal for cause under Article 81 needs documented justification, or the full settlement is owed.
Treat aguinaldo and severance as fixed costs. Both accrue from day one, and the first 3 months are the only window without severance or notice.
Onboarding
Register the employee with the CCSS for social security and arrange the INS work-risk policy before the first day. Set up tax and social security withholding, record the worker’s cédula or other ID and issue a written contract.
Contracts and probation
Indefinite-term contracts are the default. Fixed-term and project contracts are allowed only for temporary or specific needs under Articles 26 and 27. During the first 3 months either side can end the contract without notice or severance.
Working hours and overtime
The day schedule is 8 hours a day and 48 a week, the night schedule 6 hours and the mixed schedule 7 hours. Overtime is paid at 150% of the base rate. Work on a paid mandatory holiday is paid double, and overtime on a holiday reaches triple pay.
Aguinaldo
The 13th-month payment equals one-twelfth of everything earned from December 1 to November 30, and is due by December 20. It is exempt from social security contributions and income tax.
Social security contributions
Employers pay 26.83% in 2026, after the scheduled IVM pension increase to 5.58% in January. Employees contribute 10.83%, withheld through payroll and filed monthly with the CCSS.
Income tax withholding 2026
Monthly salaries are taxed at 0% up to CRC 918,000, 10% up to CRC 1,347,000, 15% up to CRC 2,364,000, 20% up to CRC 4,727,000 and 25% above that. The employer withholds and remits to the Ministerio de Hacienda.
Minimum wage 2026
Minimum wages are set by occupation. A skilled worker (trabajador calificado) earns at least CRC 419,755.80 a month in 2026, well below market pay for professional roles.
Monthly payroll in Costa Rica
Payroll runs in colones, monthly or twice a month (quincenal), and the employer’s role goes well beyond paying the salary:
Paid in CRC through local banking, monthly or twice a month
Health and maternity (SEM) and pension (IVM) contributions
Asignaciones Familiares, IMAS, INA and Banco Popular
Labor capitalization fund and complementary pension (ROP)
Income tax withheld and remitted to Hacienda through TRIBU-CR
Mandatory occupational-risk insurance, priced by activity
Through an EOR, payroll and statutory filings move to the provider. Through a local entity, they sit with your finance and HR teams, which means local payroll capacity from the first employee. Late CCSS or INS filings draw fines and can block later hiring.
Plan these as fixed costs from the start. Workforce plans that treat aguinaldo as a surprise tend to miss the December cash outflow.
Common benefits and perks in Costa Rica
Base salary alone doesn’t close senior offers in Costa Rica. The tech and shared-services workforce has spent decades inside multinational pay structures, and candidates compare your package with what those employers already provide.
Private medical insurance
CCSS coverage is universal, but specialist access and waits for procedures push senior candidates to expect private health insurance for themselves and their family. It is the benefit that moves acceptance rates most.
Solidarity association
Asociaciones solidaristas are a Costa Rican institution: worker and employer both contribute, often around 5.33% from the employer, and the savings are paid out on departure. Membership is voluntary, but candidates from large employers look for it.
Performance bonuses
Variable pay tied to KPIs is standard at senior levels in engineering and GTM roles. Annual or quarterly structures fit the SaaS operating model and are familiar from multinational employers.
Life insurance
A standard layer at multinational employers and inexpensive to provide. Offering it signals that you operate at the same standard as the rest of the local market.
Remote work allowance
Internet and home-office stipends are standard at the multinational level. The telework agreement sets who provides equipment and how connectivity is covered, so put the allowance in writing.
Learning and English budget
Engineers investing in AWS, Azure, GCP and security certifications expect support for it. Business English coaching is a low-cost, high-value addition, even for bilingual hires.
Extra PTO and flexibility
Statutory vacation is two weeks a year and doesn’t grow with tenure. Tech employers competing for senior talent add days and real schedule flexibility, and fixed hours slow sourcing.
Wellness support
Therapy access, gym reimbursements and wellness programs have moved from differentiator to expectation at senior levels in Costa Rica’s tech sector.
The Costa Rican professionals US SaaS companies want to hire have usually worked for international employers already, and they know what’s on offer elsewhere in the local market.
Adding benefits usually works better than raising base salary: better acceptance rates, steadier retention and more predictable cost as headcount grows.
Leave policy in Costa Rica
Minimum leave is set by the Código de Trabajo and administered with the CCSS. Employers can offer more, but not less.
4 months
One month before birth and three after, paid at 100% of salary: half by the employer and half by the CCSS. Strict job protection applies during pregnancy and leave.
8 paid days
Taken as 2 days a week during the first 4 weeks after birth, in place since 2022.
Shared cost
The employer pays 50% of salary for the first 3 days. From day 4 the CCSS pays about 60%, with a medical certificate.
No shared scheme
There is no general shared parental leave. If the mother dies during childbirth or leave, the father or caregiver can use the remaining leave.
The employer pays the full maternity salary up front and recovers the CCSS half administratively. Dismissing a pregnant or breastfeeding employee requires a justified cause.
Eight days of paternity leave sits below what international employers usually offer, so many extend it to stay competitive for senior engineering hires.
Sick leave depends on who pays:
- Days 1 to 3: the employer, at 50% of salary
- Day 4 onward: the CCSS, at about 60%, with medical certification
- Long illness: incapacity can extend up to 52 weeks, with employment protection
Work-related injury is covered by the INS work-risk policy. Budget leave costs and temporary coverage early.
Remote work regulations in Costa Rica
Costa Rica regulates remote work directly. The telework law, Ley 9738 of 2019, treats telework as a voluntary arrangement that can be agreed at hiring or added later, and either side can ask to reverse it with justified notice.
In Costa Rica the telework agreement carries the most weight. Put it in writing.
The working schedule, the role’s telework conditions, the tools used to do the job and how equipment is handled. Without those terms in writing, the general labor code applies.
Ley 10168 of 2022 added digital disconnection to the telework rules, so availability outside the agreed schedule can’t be expected. Define working hours clearly for teams across time zones.
Equipment and reimbursements are set by agreement: who provides hardware, and how internet and utilities are covered. If employer equipment fails, telework can be suspended until it is fixed.
Ley 8968 governs the processing of personal data. Apply the same device security, VPN and acceptable-use rules you use anywhere else.
Statutory time off in Costa Rica
Costa Rica mandates paid annual vacation and observes 12 national public holidays in 2026. Both shape sprint planning, customer coverage and capacity forecasts for US teams.
Paid time off (vacation) in Costa Rica
Vacation is the same at every tenure:
Employers schedule vacation, and accrued days are paid out when the employment relationship ends.
Costa Rica’s public holidays
Nine holidays are paid and mandatory: working one is paid double. The other three (August 2, August 31 and December 1) are non-mandatory, with standard pay when worked. None move in 2026.
Holidays cluster around Holy Week in early April and again from late July to mid-September, which squeezes support and implementation capacity.
Popular roles to hire in Costa Rica
The deepest pools sit in technical roles shaped by the multinational engineering base, with English-capable GTM, finance and operations talent at a level few Central American markets reach.
Engineering teams in Costa Rica
Costa Rica’s tech talent was shaped by Intel, HPE, VMware and the multinationals that followed them, so senior profiles are more common here than in most regional markets.
GTM, finance and marketing roles in Costa Rica
The shared-services and enterprise tech base built a bilingual commercial workforce, and many candidates already work on distributed teams reporting into US headquarters.
Support, operations and HR roles in Costa Rica
Shared services make operations and support a particular strength, backed by an English-speaking workforce concentrated in Heredia and San José.
Don’t see the role you need?
We hire across engineering, data, GTM, customer success, finance and operations in Costa Rica. Tell us what you’re looking for.
Why should US-based B2B SaaS companies hire in Costa Rica?
US SaaS companies hire in Costa Rica because strong English, US Central Time alignment and a deep multinational base sit in the same labor pool. It’s one of the few Latin American markets where an engineering team and a customer-facing team can share one country, one time zone and one compliance setup.
Time zone overlap with the US
Costa Rica runs on UTC-6 all year with no daylight saving time. From November to March it shares a clock with US Central, one hour behind Eastern. For the rest of the year it matches US Mountain Daylight Time, two hours behind Eastern. On a 9 to 5 schedule that is 7 hours of overlap with Eastern teams in winter and 6 in summer.
Sprint ceremonies, customer calls and incident response fit inside the working day on both sides. CINDE’s 2024 survey of multinationals found 79% run hybrid arrangements and 12% are fully remote, so distributed work is routine.
Senior bilingual talent, not the cheapest rate
Costa Rica isn’t the lowest-cost market in Latin America. Senior software engineers working for US companies typically earn about USD 4,500 to 7,000 a month, mid-level engineers around USD 4,600, and juniors about USD 1,500 to 2,500. A comparable US senior engineer costs roughly two to three times more.
The spread pays for senior bilingual hires that many other markets can’t staff reliably, especially in customer-facing roles.
For US B2B SaaS companies building:
- Back-end and full-stack engineering teams
- Customer success and bilingual support operations
- SDR and Account Executive coverage in English and Spanish
- Data, analytics and machine learning teams
- Finance, accounting and revenue operations
Costa Rica fits a broader role mix than most markets in the region because the labor market was built around multinational service centers.
English skills and the talent pipeline
Costa Rica scores 516 on the EF English Proficiency Index 2025 (moderate band, 55th), but its IT workforce scores 604, Heredia 576 and San José 546. Proficiency drops quickly outside the central cities, so hire from Heredia, San José and Cartago for English-facing roles and screen for communication on every shortlist.
Universidad de Costa Rica ranks first in Central America and 19th in Latin America. Tecnológico de Costa Rica, Universidad Nacional and ULACIT round out the network that feeds the major employers, and public universities graduated more than 6,000 STEM professionals in 2021.
Many candidates trained inside multinational engineering and service operations, so US-style processes, tooling and reporting lines are familiar from day one.
Costa Rica’s economy
Costa Rica is the second-largest economy in Central America after Guatemala, with a GDP of about USD 103 billion in 2025 (World Bank). Knowledge-intensive services, advanced manufacturing, life sciences and medical devices, and tourism do most of the work.
Services make up about 45% of exports, and knowledge-intensive services account for 58% of services exports (CINDE and PROCOMER). The free zone regime under Ley 7210 gives export-oriented companies tax and customs incentives, and 16 of the top 100 global IT companies operate in the country. Intel is closing its local assembly and test plant but keeps more than 2,000 people in engineering and services.
Prices are stable. Inflation was negative in 2025, at -1.23%, and ran at 0.34% year on year in September 2026, below the Banco Central’s 3% target range. Salary planning in colones carries less inflation pressure than in many markets in the region.
The currency has moved more than prices. The colón weakened to about 647 per dollar in 2022 and has strengthened to about 454 since, which raises dollar costs for US employers paying in colones.
Quick facts about Costa Rica
How LatamCent can help you hire in Costa Rica
Most US founders who read a labor breakdown like this one reach the same conclusion: they want a partner who already does this for a living. That’s our job, in Costa Rica and across Latin America.
LatamCent runs sourcing and compliance as one workflow. We recruit inside the networks where senior Costa Rican engineers, product leads and operations talent move, then carry the contract, payroll, CCSS social security and INS filings, Hacienda withholding, aguinaldo and the legal side under a contractor-on-record model. You get one USD invoice each month, and the Costa Rican compliance footprint stays with us.
More LatamCent hiring guides
Comparing countries first? Read our guides to hiring in Brazil, Argentina, Bolivia, Belize, Colombia and Guatemala, or browse every Latin America hiring guide.
For US B2B SaaS teams, a Costa Rica engagement looks like this in practice:
How to hire in Costa Rica: FAQ
Is it legal for a US company to hire employees in Costa Rica?
Yes. US companies have three legal options for hiring employees in Costa Rica: setting up a local entity, using an Employer of Record (EOR), or engaging independent contractors through service agreements. A hiring partner adds recruiting on top. All employment falls under the Código de Trabajo, whichever route you choose.
How do I hire in Costa Rica as a US company?
Pick a route first: an EOR or hiring partner that employs people on your behalf, your own entity (usually an S.R.L. or S.A. incorporated before a notary and registered with the Registro Nacional, Hacienda and the CCSS), or contractors for short, deliverable-based work. Then register each employee with the CCSS and the INS work-risk policy before day one, issue a written contract and run payroll with withholding every month.
How do I hire engineers in Costa Rica for a US company and stay compliant on payroll?
Use a written contract under the Código de Trabajo, register the engineer with the CCSS and the INS work-risk policy before the start date, pay 26.83% in employer contributions and withhold 10.83% plus income tax every month, and provision aguinaldo, vacation and severance. Remote engineers also need a telework agreement under Ley 9738 that sets hours, equipment and the right to disconnect. An EOR or a hiring partner like LatamCent runs all of this for you, and LatamCent also recruits and vets the engineers.
How do I choose an employer of record in Costa Rica?
Check that the provider employs people in Costa Rica through its own local entity rather than a subcontracted partner, that it handles CCSS, INS and Hacienda filings in-house, and that its quote shows the 26.83% employer contributions, aguinaldo and severance provisions separately from its service fee. Also ask how it handles terminations and telework agreements. An EOR doesn’t recruit, so if you still need to find the person, a hiring partner that covers both sourcing and compliance may fit better.
Can I hire and pay independent contractors in Costa Rica?
Yes, for project-based work with defined deliverables, paid against invoices under a service agreement. Article 18 of the Código de Trabajo presumes employment when someone provides personal service under subordination for pay, so fixed hours, company tools, daily reporting and exclusivity create reclassification risk. If reclassified, the company owes CCSS contributions, aguinaldo, vacation and severance back to day one.
What are employer labor costs in Costa Rica?
Employer contributions are 26.83% of gross salary in 2026: CCSS health 9.25% and pension 5.58%, Asignaciones Familiares 5%, IMAS 0.5%, INA 1.5%, Banco Popular 0.5%, the labor capitalization fund 1.5%, complementary pension 2% and INS 1%. Add the INS work-risk policy, priced by activity, and aguinaldo of one-twelfth of yearly pay. A salary of 1,500,000 CRC a month is about $3,307 at the October 2026 rate, or about $4,194 with contributions, before any EOR fee.
What is the average software engineer salary in Costa Rica?
Senior software engineers working for US companies typically earn about USD 4,500 to 7,000 a month, mid-level engineers around USD 4,600 and juniors about USD 1,500 to 2,500. A comparable US senior engineer costs roughly two to three times more.
Do US companies need a local entity to hire in Costa Rica?
No. A local entity is only one option. It makes sense at scale or when you need local invoicing or a permanent presence. For a first hire or a team under ten people, an EOR or a hiring partner removes the steepest compliance work without local infrastructure, and entity setup can follow once headcount justifies it.
What is Costa Rica’s time zone overlap with US business hours?
Costa Rica runs on Central Standard Time (UTC-6) all year with no daylight saving time. From November to March it matches US Central, one hour behind Eastern, and for the rest of the year it is two hours behind Eastern. On a 9 to 5 schedule that is 7 hours of overlap with Eastern teams in winter and 6 in summer.
What are the standard working hours and key employment rules in Costa Rica?
The day schedule is 8 hours a day and 48 hours a week, with overtime paid at 150% of the base rate. Indefinite contracts are the default, the first 3 months work as a trial period, and notice runs from 1 week after 3 months of service to 1 month after a year. Severance for dismissal without cause is set by Article 29 and capped at 8 years.
What employee benefits are required in Costa Rica?
The legal minimum is CCSS health and pension coverage, the INS work-risk policy, aguinaldo, two weeks of paid vacation a year, 9 paid mandatory holidays, 4 months of maternity leave, 8 days of paternity leave, sick-leave pay and severance when it applies. Senior candidates also expect private medical insurance, a solidarity association or savings plan, bonuses and a remote work allowance.
Ready to hire in Costa Rica?
If Costa Rica is on your shortlist for an engineering, data or GTM hire, tell us about the role. We’ll tell you whether it’s sourceable in your timeline before you spend cycles on it.
- 21 daysaverage from kickoff to signed offer
- 93%first-placement success rate
- 60 daysreplacement coverage on every hire
“It basically feels like we’re working with our in-house people team. Sometimes I actually get confused about who’s a YipitData employee and who’s a LatamCent employee.”
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