2026 hiring guide · Mexico
How to Hire in Mexico From the US
A practical guide for US companies hiring employees or contractors in Mexico: the four legal ways to hire, what a hire costs in US dollars, and the Ley Federal del Trabajo rules on payroll, severance and the move to a 40-hour week. 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 31% in contributions and benefits
- 3Follow the labor codeContracts, severance and the 2026 hours reform
- 4Make a competitive offerThe benefits senior candidates in Mexico expect
21-day average to hire · 93% placement success · 60-day replacement
At a glance
Mexico
- Time zoneUTC-6 in the main hubsNo daylight saving time since 2022
- Overlap with US Eastern7 hours in winter, 6 in summerOn a 9 to 5 schedule on both sides
- CurrencyMexican peso (MXN)About 18.43 per US dollar, October 2026
- Talent hubsMexico City, Monterrey, Guadalajara, Querétaro
- Employer costAbout 31% above salarySocial security, payroll tax and aguinaldo, plus PTU
Trusted by US B2B SaaS teams
4 ways to hire in Mexico, compared
Which route fits depends on headcount, how fast you need the first hire and how much Mexican 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. de R.L. or S.A. de C.V.) | |
|---|---|---|---|---|
| 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 Ley Federal del Trabajo | Your company, service agreement | Your company, under the Ley Federal del Trabajo |
| Speed | 21-day average to signed offer | Weeks once you have a candidate | Fastest to sign | Slowest: notary, commerce registry, SAT and IMSS setup |
| Compliance risk for you | Stays with LatamCent | Low | Highest: Articles 20 and 21 judge 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 Mexico’s Ley Federal del Trabajo, the 2026 working-hours reform, 2026 IMSS contribution rates and LatamCent placement data. Details for each route are in the 4 routes below.
How to hire in Mexico: the 4 routes
US companies have three legal options for hiring in Mexico: setting up a local entity, using an Employer of Record, or engaging independent contractors. The decision turns on headcount, timeline and risk tolerance. A fourth option, a hiring partner, adds recruiting on top of the compliance layer.
Hire employees in Mexico with an Employer of Record (EOR)
Low riskAn employer of record in Mexico legally employs workers on your behalf under the Ley Federal del Trabajo, while day-to-day direction stays with you. The EOR holds the contract, runs payroll in pesos, files taxes and handles compliance.
The EOR handles:
- Spanish-language employment contracts that comply with the Ley Federal del Trabajo
- Monthly payroll in MXN with IMSS, retirement (SAR) and INFONAVIT contributions
- Income tax (ISR) withholding remitted to the SAT, plus state payroll tax
- Aguinaldo, vacation premium and PTU profit sharing
- Termination procedures and severance calculations
EOR in Mexico 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
Because of the 2021 outsourcing reform, check that the EOR employs people through its own Mexican entity and can show how it handles PTU. Most global EOR platforms operate in Mexico, but an EOR won’t find candidates for you. Sourcing, vetting and closing the hire stay on your side.
Hire independent contractors in Mexico
Highest riskHiring contractors in Mexico is the fastest way to start working together and the highest-exposure option under Mexican 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 and issues invoices (CFDI)
- There is no fixed schedule or supervision
Article 20 of the Ley Federal del Trabajo defines an employment relationship as personal, subordinated work in exchange for a wage, and Article 21 presumes that relationship exists between whoever provides personal work and whoever receives it. If a contractor is reclassified, severance, aguinaldo, vacation, social security and PTU are owed back to the start of the engagement.
The 2021 reform also banned subcontracting of personnel. Only specialized services outside your core business can be subcontracted, and only from a provider registered in REPSE with the Ministry of Labor. Reduce the risk by:
- Scoping each engagement to a specific deliverable, not ongoing capacity
- Keeping fixed schedules and exclusivity clauses out of service agreements
- Tying payment to milestones rather than hours
- Checking REPSE registration for any staffing or outsourcing provider
Set up a local entity in Mexico
You own complianceA local entity gives you direct legal presence, full control of the employment relationship and local invoicing. Foreign companies usually choose the S. de R.L. de C.V. (LLC-style, often preferred for US tax planning) or the S.A. de C.V. (corporation). The simplified S.A.S. can be formed online but is limited to individual shareholders, so it rarely fits a US parent. A branch of the foreign company is also possible.
Incorporation runs through these stages:
- Name authorization from the SecretarÃa de EconomÃa
- Incorporation deed signed before a notary or commercial broker
- Registration with the Public Registry of Commerce
- RFC tax ID from the SAT, and registration of foreign shareholders with the RNIE
- Employer registration with the IMSS and state payroll tax registration
From the first hire, the Ley Federal del Trabajo requires:
- A written employment contract in Spanish, indefinite by default
- IMSS registration within five business days of the start date
- Aguinaldo, vacation and vacation premium accruing from the start date
- PTU profit sharing once the entity has taxable profit
Plan on several weeks for setup. 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 Mexican engineers, product leads and operations talent move, then carries the contract, payroll and the legal side 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 Mexican hire costs in US dollars
Convert Mexican pesos to US dollars at the October 2026 Banxico FIX rate, estimate the employer contributions on top of salary, then see what a decade of peso swings means for what your Mexican hire costs you.
Cost converter
Estimate for a MXN 80,000 monthly salary in Mexico City in 2026: IMSS, 2% retirement, 7.51% employer old-age contribution and 5% INFONAVIT come to about 22.4%, and Mexico City’s payroll tax adds 4% (most other states charge about 2% to 3%). Aguinaldo and the 25% vacation premium add about 5% more, which puts most hires near 31% above salary, and PTU profit sharing of up to three months’ pay comes on top. The old-age contribution rises every year to 11.875% in 2030. LatamCent hires are priced as salary plus a service fee, quoted per role.
USD to MXN, 10-year trend
2016 to 2026 · the dollar buys about 1% fewer pesos
Higher line = weaker peso = your dollar buys more. The peso spiked past 21 per dollar in 2020, strengthened to about 17.7 in 2023 and sits close to its 2016 level today. Swings cut both ways: quote in USD or index pay, and budget on the current rate rather than on a discount.
Sources: US Federal Reserve (FRED) annual average USD/MXN for 2016 to 2025, and the Banxico FIX rate of 18.4253 for October 19, 2026. Averages will differ from any single day’s quote.
Why this matters for hiring
A Mexican salary of 80,000 MXN a month costs a US buyer about $4,342 a month at the October 2026 rate. After a volatile decade the peso is back near 2016 levels, so budget on today’s rate.
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 Mexico
Employment in Mexico runs through the Ley Federal del Trabajo (LFT), enforced by the SecretarÃa del Trabajo y Previsión Social and the federal labor courts. The LFT reads every ambiguity in favor of the worker, and the 2026 reform cuts the working week from 48 to 40 hours by 2030.
Severance is the highest-cost variable. A worker dismissed without justified cause can claim reinstatement or three months’ salary (Article 48), plus back pay of up to 12 months if the case goes to court. When the employer refuses reinstatement, Article 50 adds 20 days’ salary per year of service, and in practice that amount is routinely included in negotiated settlements. Prima de antigüedad adds 12 days per year of service (Article 162), on a salary capped at twice the minimum wage.
Mexico has no tenure-based notice period. For a dismissal with cause, Article 47 requires written notice of the reason, delivered to the worker or through the labor court within five business days, or the dismissal is presumed unjustified.
Treat aguinaldo, PTU and severance as fixed costs. They accrue from day one, and the cost of every working hour rises as the week shortens toward 40 hours.
Onboarding and contracts
A written contract with the terms set by Articles 24 and 25, in Spanish, signed at or before the start. Indefinite-term contracts are the default (Article 35); fixed-term, specific-work and seasonal contracts need a documented reason. Capture the RFC, CURP and social security number (NSS) at hire.
Probation
Up to 30 days on indefinite contracts or contracts over 180 days, and up to 180 days for management, general administration or specialized technical and professional roles (Article 39-A). It must be in writing, and social security coverage applies throughout.
Working hours: the 40-hour reform
The constitutional and LFT reforms published in 2026 cut the maximum week in steps: 48 hours in 2026, 46 in 2027, 44 in 2028, 42 in 2029 and 40 in 2030, without any cut in pay. From January 1, 2027 employers must record working hours electronically.
Overtime
Overtime is paid at double time up to 9 hours a week in 2026 and 2027, a limit that rises to 12 hours by 2030. Hours beyond the limit are paid at triple time.
Aguinaldo and PTU
Aguinaldo is at least 15 days of salary, paid before December 20. PTU profit sharing distributes 10% of the employer’s taxable profit each spring, capped per worker at three months’ salary or the average of the last three years, whichever is higher.
Income tax withholding 2026
Monthly ISR withholding runs from 1.92% on the lowest bracket to 35% on income above MXN 425,642 a month. The employer withholds and remits to the SAT.
Minimum wage 2026
MXN 315.04 a day in general and MXN 440.87 a day in the northern border zone, well below market pay for professional roles. The UMA reference unit used for caps and benefit limits is MXN 117.31 a day.
Monthly payroll in Mexico
Payroll in Mexico runs several parallel obligations, each with its own channel, rate and deadline:
Paid in MXN, usually twice a month (quincenal) or monthly, with a CFDI payroll receipt
Social security for health, disability, work risk and childcare
Retirement, old-age contributions and the 5% housing fund, paid every two months
ISR income tax withheld and remitted to the SAT each month
Impuesto sobre nóminas, about 2% to 4% depending on the state
Aguinaldo, vacation premium and PTU profit sharing
Through an EOR, payroll and statutory filings move to the provider. Through a local entity, they sit with your finance and HR teams, along with IMSS reporting, PTU and the move to electronic time records.
Plan these as fixed costs from the start. Workforce plans that treat aguinaldo and PTU as surprises tend to miss the December and May cash outflows.
Common benefits and perks in Mexico
Base salary alone doesn’t close senior bilingual offers in Mexico. Four benefits work as the market baseline at serious tech employers: private medical insurance, grocery vouchers, a savings fund and a real development budget.
Private medical insurance (SGMM)
Seguro de Gastos Médicos Mayores covers private hospital and specialist care beyond IMSS. Senior candidates expect it for spouse and dependents, and multinationals include it by default.
Vales de despensa
Grocery vouchers on an electronic benefits card, exempt from IMSS contributions up to 40% of the UMA per day. Candidates count them in total compensation.
Fondo de ahorro
A jointly funded savings fund, tax-advantaged up to 13% of salary within UMA-based caps. It works as a tenure and retention tool.
Aguinaldo above the minimum
The legal floor is 15 days. Competitive employers pay 20 to 30, and senior engineering and product hires read it as a sign of employer maturity.
Extra paid time off
Statutory vacation starts at 12 days after the first year. Companies hiring senior engineering and GTM talent often offer 15 to 20 days from the start.
Life insurance
Group life cover at one or two times annual salary is common at multinationals and expected when you recruit from the same senior pool.
Development budget
English training, cloud certifications, conferences and courses. It also feeds the bilingual talent pool US companies recruit from.
Equity
Stock options or phantom equity are standard at startups and growth-stage SaaS companies, and senior candidates at international tech teams expect them.
Senior Mexican tech professionals compare packages with peers at US and European employers before they sign, so a below-market benefit set gets noticed quickly.
Adding benefits usually works better than raising base salary: better acceptance rates, lower attrition and more predictable cost over the employment lifecycle.
Leave policy in Mexico
Minimum leave is set by the Ley Federal del Trabajo and the Ley del Seguro Social, with most maternity and sick-leave pay covered by the IMSS. Employers can offer more, but not less.
12 weeks
Six weeks before birth and six after, and up to four of the pre-birth weeks can move to after the birth. The IMSS pays 100% of registered salary for 84 days if the worker has 30 weeks of contributions.
5 working days
Paid by the employer, for birth or adoption. A reform to extend it to 20 days passed the Chamber of Deputies but is not law yet.
Up to 52 weeks
The IMSS pays 60% of registered salary from day 4, extendable by 26 weeks. Days 1 to 3 have no statutory pay; many employers cover them.
No shared scheme
There is no statutory leave beyond maternity and paternity.
If the worker doesn’t meet the IMSS contribution requirement, the employer pays the maternity salary. Job protection applies during pregnancy and throughout the leave.
Five days of paternity leave sits well below what international employers offer, so SaaS companies hiring senior technical talent often extend it to 10 or 15 days.
Sick leave depends on who pays:
- Days 1 to 3: no statutory pay, often covered by company policy
- Day 4 to week 52: the IMSS, at 60%, with an IMSS medical certificate
- Up to 26 more weeks: when the IMSS extends the case
Work-related illness or injury is covered by the IMSS work-risk insurance at 100%. Budget leave costs and temporary coverage early.
Remote work regulations in Mexico
Mexico regulates remote work through the telework chapter of the Ley Federal del Trabajo (Articles 330-A to 330-K, in force since January 2021) and the NOM-037-STPS-2023 health and safety standard. Workers who do more than 40% of their hours away from company premises count as teleworkers.
In Mexico the telework agreement is a compliance document, not a side letter.
A written telework agreement sets the schedule, the equipment provided, the share of costs the employer covers and how the employee is supervised and contacted, in line with NOM-037.
Teleworkers already have it. A broader reform extending it to every employee passed the Chamber of Deputies in March 2026 and is awaiting a full Senate vote.
Employers provide, install and maintain equipment, cover telecom costs tied to the role and pay a proportional share of electricity. Keep an inventory of what each remote employee receives.
Mexico’s personal data protection law, updated in 2025, sets the rules for processing personal data. Define device security, VPN use and acceptable use in the agreement.
Statutory time off in Mexico
Mexico mandates paid vacation that grows with tenure and seven mandatory public holidays in 2026. Both shape sprint planning, support coverage and quarter-end work for US teams.
Paid time off (vacation) in Mexico
Since the 2023 reform, vacation grows with tenure:
At least 12 days are taken in a row unless the worker chooses to split them. A vacation premium of at least 25% is paid on top of vacation pay, and unused vacation is paid out on termination.
Mexico’s public holidays
Seven mandatory holidays apply nationwide in 2026, three of them moved to Mondays. Working on one is paid at triple the daily rate in total. October 1 is added every six years for the presidential transition, next in 2030, and election days are added when there is a federal or local vote.
Independence Day and the Revolution holiday fall near US quarter-end, and Christmas lands in the window most US teams already plan around.
Popular roles to hire in Mexico
Hiring developers in Mexico draws on one of the deepest technical benches in Latin America, with senior depth concentrated in Monterrey, Guadalajara and Mexico City.
Engineering teams in Mexico
Mexico’s tech talent covers the SaaS stack at senior depth, with many engineers trained inside multinational R&D centers in Guadalajara, Monterrey and Mexico City.
GTM, finance and marketing roles in Mexico
Bilingual GTM talent concentrates in Monterrey and Guadalajara, with a large but less English-fluent pool in Mexico City. Screen English closely for US-facing roles.
Support, operations and HR roles in Mexico
Support, operations and people functions transfer cleanly into distributed teams embedded with US SaaS companies.
Don’t see the role you need?
We hire across engineering, data, GTM, customer success, finance and operations in Mexico. Tell us what you’re looking for.
Why should US-based B2B SaaS companies hire in Mexico?
US SaaS companies hire in Mexico for senior engineering depth on US business hours, a large talent pipeline and a remote work framework that is already written into the labor code. Cost is the entry point; the size of the bench is why teams stay.
Time zone overlap with the US
Mexico dropped daylight saving time in October 2022. Mexico City, Monterrey and Guadalajara now run on UTC-6 all year: the same clock as US Central from November to March, and one hour behind Central for the rest of the year. On a 9 to 5 schedule that is 7 hours of overlap with US Eastern in winter and 6 in summer, and more with Central and Pacific teams.
Some border cities such as Tijuana and Ciudad Juárez still follow US daylight saving time, Cancún runs on UTC-5 and Sonora on UTC-7. Confirm the city when you plan meeting times.
Senior talent at a lower cost
Senior software engineers in Mexico working remotely for US companies typically earn about USD 5,500 to 8,500 a month, mid-level engineers USD 3,800 to 6,000 and juniors USD 2,000 to 3,500. A comparable US senior engineer costs roughly 1.5 to 2.5 times more. Bilingual customer success managers earn about USD 3,600 a month at the median.
For a founder managing burn, that difference can fund an extra senior engineer or a full QA function in the same quarterly budget.
For US B2B SaaS companies building:
- Back-end, full-stack and mobile engineering
- Data, AI and ML roles
- DevOps and cloud infrastructure
- Bilingual sales and customer success in Monterrey and Guadalajara
- Finance, RevOps and product operations
Engineering, data and bilingual GTM in Monterrey and Guadalajara fit cleanly. English-only customer-facing work outside those hubs needs tighter screening.
English skills and the talent pipeline
English follows the map. Mexico scores 440 on the EF English Proficiency Index 2025, in the very low band, but Monterrey (532) and Guadalajara (511) score well above it, while Querétaro (466) and Mexico City (428) sit closer to the national average. Bilingual senior candidates cluster in those two cities and in technical and R&D roles, so screen by city and function.
The pipeline doesn’t depend on one school. UNAM and Tecnológico de Monterrey both rank inside the QS World University Rankings top 200, and Universidad Iberoamericana, UAM and Universidad de Guadalajara fill out the bench.
Oracle and Intel run engineering centers in Guadalajara, and Microsoft, Google Cloud and AWS have opened cloud regions in Querétaro since 2024, so many candidates already work on US-led teams and tooling.
Mexico’s economy
Mexico is the second-largest economy in Latin America after Brazil, with a GDP of about USD 1.83 trillion (World Bank, 2025). Export manufacturing runs it: electronics and computers became the top export category in 2025, ahead of automotive and autoparts, with aerospace and medical devices adding certified engineering and quality talent.
The Plan México decree of January 2025 adds federal tax incentives through 2030, including immediate deduction of new fixed assets and an extra deduction for increases in training and innovation spending.
Inflation was 3.45% in September 2026, inside Banxico’s target range of 3% plus or minus one point, and Banxico held its policy rate at 6.50% on September 24, 2026.
The peso has swung more than prices. Senior candidates price offers against the dollar, and pay set only in pesos without indexation loses senior hires to companies that link it to USD.
Quick facts about Mexico
How LatamCent can help you hire in Mexico
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 Mexico and across Latin America.
LatamCent runs sourcing and compliance as one workflow. We recruit inside the networks where senior Mexican engineers, product leads and operations talent move, then carry the contract, payroll, IMSS, INFONAVIT and SAT filings, aguinaldo, PTU and the legal side under a contractor-on-record model. You get one USD invoice each month, and the Mexican compliance footprint stays with us.
More LatamCent hiring guides
Comparing countries first? Read our guides to hiring in Brazil, Argentina, Bolivia, Belize, Colombia, Costa Rica and Guatemala, or browse every Latin America hiring guide.
For US B2B SaaS teams, a Mexico engagement looks like this in practice:
How to hire in Mexico: FAQ
Is it legal for a US company to hire employees in Mexico?
Yes. US companies have three legal options for hiring employees in Mexico: setting up a local entity, using an Employer of Record (EOR), or engaging independent contractors. A hiring partner adds recruiting on top. Since the 2021 reform, subcontracting of personnel is banned, so make sure whoever employs your hire does it directly under the Ley Federal del Trabajo.
How do I hire employees in Mexico 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. de R.L. de C.V. or S.A. de C.V. with an RFC from the SAT and IMSS employer registration), or contractors for short, deliverable-based work. Then sign a written Spanish contract, register the employee with the IMSS within five business days and run payroll with ISR withholding, IMSS, SAR and INFONAVIT contributions.
How do I hire developers in Mexico for a US company?
Source in Monterrey, Guadalajara and Mexico City, where the senior engineering bench is deepest, and screen English by city because it varies widely. Then employ the developer through an EOR, a hiring partner or your own entity with a compliant contract, IMSS registration and a telework agreement covering equipment, connectivity and the right to disconnect. LatamCent recruits and vets the developers and handles the employment side for you.
How do I choose an employer of record in Mexico?
Check that the provider employs people through its own Mexican entity rather than a subcontracted partner, since the 2021 outsourcing reform bans personnel subcontracting. Ask how it handles PTU profit sharing, state payroll tax and terminations, and make sure its quote shows statutory costs separately from its service fee. 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 contractors in Mexico?
Yes, for project-based work with defined deliverables, paid against invoices (CFDI) under a service agreement. Articles 20 and 21 of the Ley Federal del Trabajo presume employment when someone provides personal, subordinated work for pay, so fixed hours, daily supervision and exclusivity create reclassification risk. If reclassified, severance, aguinaldo, vacation, social security and PTU are owed back to the start.
How much does it cost to hire an employee in Mexico?
For a professional salary, employer contributions to the IMSS, retirement, old-age and INFONAVIT come to about 22%, state payroll tax adds about 2% to 4%, and aguinaldo and vacation premium add about 5%, so most hires land near 31% above salary before PTU profit sharing. A salary of 80,000 MXN a month is about $4,342 at the October 2026 rate, or about $5,488 with contributions and Mexico City payroll tax, before aguinaldo, PTU and any EOR fee.
What is the average software engineer salary in Mexico?
Senior software engineers working remotely for US companies typically earn about USD 5,500 to 8,500 a month, mid-level engineers USD 3,800 to 6,000 and juniors USD 2,000 to 3,500. A comparable US senior engineer costs roughly 1.5 to 2.5 times more.
Do US companies need a local entity to hire in Mexico?
No. A local entity is only one option. It makes sense once you plan a sizeable, permanent team or need local invoicing. For a first hire or a team under ten people, an EOR or a hiring partner gives you compliant employment without local infrastructure, and entity setup can follow once headcount justifies it.
What is Mexico’s time zone overlap with US business hours?
Mexico City, Monterrey and Guadalajara run on UTC-6 all year, since Mexico dropped daylight saving time in 2022. That matches US Central from November to March and sits one hour behind Central the rest of the year. On a 9 to 5 schedule that is 7 hours of overlap with US Eastern in winter and 6 in summer.
What are the standard working hours and key employment rules in Mexico?
The maximum week is 48 hours in 2026 and falls to 46 on January 1, 2027, then by two hours a year to 40 in 2030, without any cut in pay. Overtime is paid at double time up to 9 hours a week in 2026 and triple beyond that. Indefinite contracts are the default, probation lasts up to 30 days (180 for managerial and specialized roles), and dismissal without cause costs three months’ salary plus seniority pay.
What employee benefits are required in Mexico?
The legal minimum is IMSS social security, retirement and INFONAVIT contributions, aguinaldo of at least 15 days, vacation from 12 days after the first year with a 25% premium, PTU profit sharing, seven paid holidays, 12 weeks of maternity leave and 5 days of paternity leave. Senior candidates also expect private medical insurance, grocery vouchers, a savings fund and a development budget.
Ready to hire in Mexico?
If Mexico 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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