Hire Sales and GTM Talent From Latin America
SDRs, account executives, RevOps managers and sales leaders who sell to US buyers in fluent English, work your hours and live in your CRM, for about 60% less than a US hire. Hired in 21 days or less.
Or browse the sales and GTM roles we hire for
Pipeline & closing
Works US hours
- 60%lower salaries than US hires
- 10 daysto your first vetted reps
- 21 daysor less from kickoff to hire
- $1.47Msaved a year by one GTM client
Fast-growing AI and SaaS teams that hired through LatamCent
Find the Revenue Hire Your Pipeline Needs
Search by role, skill or tool, or start from the gap in your funnel. Drop roles into the cost estimator to price out your sales team here and in the US.
No listed role fits that search. We regularly recruit revenue roles that aren't on this page.
Describe the role you needSales development & closing 4 roles
SDR
Most requestedProspects, qualifies and books meetings that keep the pipeline full.
Account Executive
Most requestedRuns discovery and demos and closes deals from first call to contract.
Opens new accounts and partnerships through outbound prospecting.
Closes large, multi-stakeholder deals with long sales cycles.
Account management & customer experience 4 roles
Account Manager
Most requestedKeeps customers happy and grows revenue through renewals and upsells.
Guides technical customers through adoption, integrations and issues.
Drives onboarding, adoption and renewals for your customers.
Improves every customer touchpoint, from support to renewal.
Revenue operations & enablement 5 roles
RevOps Manager
Most requestedKeeps CRM data, reporting and forecasting clean and reliable.
Runs territories, quotas, comp plans and sales processes.
Trains and equips reps with playbooks, content and coaching.
Coordinates launches and cross-team GTM programs to deadline.
Verifies businesses and customers so onboarding stays fast and compliant.
Sales leadership & GTM strategy 5 roles
Chief Revenue Officer
Most requestedUnifies sales, marketing and customer success into one revenue engine.
GTM Architect
Most requestedDesigns how sales, marketing and product work together to grow.
Builds and runs the sales team, process and targets.
Leads sales managers and reps to hit regional or segment targets.
Plans market entry, positioning and launch strategy.
Growth & demand generation 3 roles
Runs experiments across channels to grow signups and pipeline.
Creates qualified pipeline through campaigns, content and events.
Runs the digital channels that support launches and sales goals.
Pre-sales & partnerships 4 roles
Solutions Engineer
Most requestedRuns technical demos, proofs of concept and security reviews to win deals.
Builds referral and co-selling partnerships that create pipeline.
Recruits and manages resellers and channel partners.
Manages strategic alliances with platforms and technology partners.
Can't find the revenue role you need?
This list shows the sales and GTM roles we fill most often, not every one we can. Share the title, quota or targets, and tools, and a Talent Partner will build the search with you.
Keeping customers after the sale? See our customer success talent and marketing talent.
What Revenue Teams Do in AI and SaaS Companies
Every SaaS revenue engine has the same four moving parts. Find the one that's slowing you down and you'll know who to hire first.
Pipeline generation
Researches accounts, runs cold calls, email and LinkedIn sequences, and books qualified meetings for the closers.
Demos & closing
Runs discovery and demos, handles objections, and moves deals from first call to signed contract.
RevOps & enablement
Keeps the CRM clean, builds forecasts and dashboards, and trains reps on the pitch, process and tools.
Expansion & partners
Grows existing accounts, handles renewals and builds partner and channel programs that bring in new pipeline.
SDR vs Account Executive vs Account Manager vs RevOps
Four roles that sit at different points in the funnel. Here's how they divide the work.
| Compare | SDR | Account executive | Account manager | RevOps manager |
|---|---|---|---|---|
| Main job | Finds and qualifies new prospects | Turns qualified meetings into signed deals | Keeps and grows existing customers | Runs the systems and data behind the revenue team |
| Measured by | Meetings booked, pipeline created | Closed revenue, win rate | Renewals, expansion, retention | Forecast accuracy, data quality, rep productivity |
| Core tools | Outreach or Salesloft, Apollo, LinkedIn | Salesforce or HubSpot, Gong, Zoom | CRM, product usage data, QBR decks | Salesforce, HubSpot, BI dashboards |
| Hire first when | Your closers don't have enough meetings | Founders are still closing every deal | Customers churn or never expand | Nobody trusts the forecast or the CRM |
Why US Teams Hire Sales Talent in Latin America
Sales happens when buyers are at their desks. A rep who works US hours can call, email and demo in the same windows your prospects are reachable.
- Calls in your buyers' time zonesYour SDRs dial during prime US calling hours, and AEs can take a same-day demo when a lead is hot.
- Coaching in real timeManagers can listen to calls, run role plays and give feedback during the same workday.
- Reps who stay and get promotedFull-time hires learn your product and market over time, which is how top SDRs grow into AEs and team leads.
Hiring reps in one country? Read our Latin America hiring guides.
- Mexico City8 of 9 hrs
- Bogotá9 of 9 hrs
- Santiago7 of 9 hrs
- Buenos Aires7 of 9 hrs
- São Paulo7 of 9 hrs
Based on a standard 9am to 6pm local day in each city. US daylight saving time shifts these by about an hour.
Sales & GTM Salaries: Latin America vs the US
Across GTM and sales roles, Latin American talent averages about $48K a year, against roughly $120K in the US.
For a starter outbound team
Two SDRs and an account executive come to around $360K a year in US salaries and about $144K in Latin America. Model your own sales team in the cost estimator.
Figures average base salaries across GTM and sales roles. Executive roles like CRO and VP of Sales run higher on both sides, typically $75K to $87K a year in Latin America. Commission plans are set by you. Comparing with a visa hire? Use our H-1B vs nearshore ROI calculator.
How to Hire Sales Reps: What Predicts Success
Confidence in an interview isn't the same as hitting quota. Here's what to test for, whether you hire through us or on your own.
What to test
Ask for proof, not adjectives.
- Track record. Real numbers against quota, with context on deal size and sales cycle.
- Prospecting. A clear process for research, sequences and follow-up that books meetings.
- Discovery. Asks good questions before pitching, and listens to the answers.
- Spoken English. Clear, natural and confident on the phone with US buyers.
- CRM discipline. Logs activity and keeps opportunities current without being chased.
- Coachability. Takes feedback from a call review and uses it on the next call.
Red flags
Patterns we screen out before you meet anyone.
- Can't say what their quota was or how they did against it.
- Talks for minutes without asking you a single question.
- Blames leads, territory or product for every miss.
- No experience selling to businesses or with a CRM.
- Hasn't researched your company before the interview.
Six interview questions for sales and GTM hires
With what a strong answer sounds like.
- What was your quota last year, and how did you do?Listen for: specific numbers, how they compare with the team, and what drove the result.
- Cold call me and book a meeting. You have two minutes.Listen for: a relevant opener, a quick question, handling the brush-off and a clear ask.
- Walk me through a deal you lost. What would you do differently?Listen for: honest reflection, missed signals and what they changed afterwards.
- How do you plan your week to hit target?Listen for: activity math, time blocks, pipeline reviews and prioritizing the best accounts.
- A prospect says "we already use a competitor." What next?Listen for: curiosity, discovery questions and finding a real gap instead of bashing the competitor.
- For RevOps: how would you fix a forecast nobody trusts?Listen for: clear stage definitions, data hygiene, consistent reviews and simple dashboards.
Your Next Revenue Hire in 21 Days
Talent Partners who recruit SDRs, AEs and RevOps talent every week run your search, so they know how to tell a strong rep from a strong talker.
Kickoff & sourcing
After the agreement and retainer, we confirm the role, market, tools and hours, then reach out to sales and GTM candidates who fit.
Sales vetting
Candidates go through a live sales scenario, skills checks, an English test, a personality assessment and reference checks. You usually see the first profiles by day 10.
Offer & ramp
You interview the finalists and choose. We handle contracts and payroll so your new hire can start learning your pitch right away.
Two Ways to Add Sales Talent
Pick who employs your rep. Sourcing, vetting and the 21-day timeline are the same either way.
| Option | Talent as a Service | Direct Hire |
|---|---|---|
| Who employs the rep | LatamCent, as contractor of record | Your company |
| Contracts and payroll | Handled by LatamCent | Handled by you |
| If a hire doesn't work out | Unlimited replacements | Replacement guarantee |
| Best when | You want to scale a sales floor without foreign entities | You already have a Latin American entity |
LatamCent makes nearshoring feel like an
extension of your AI team
I wish many of our US-based employees showed the same level of enthusiasm we’re getting from our team members in Latin America.
Some of our very best reps that have been promoted to senior SDR have come from LatamCent.
Our main goal right now is to stay profitable while growing 50% year over year. LatamCent has been part of making that possible.
LatamCent helped us grow our customer base while staying on budget.
We needed SDRs who could start fast and deliver results right away.
Before LatamCent, we spent hours sorting through resumes that didn’t fit.
Hiring Sales and GTM Talent From Latin America
Still have questions? Reach our team and a Talent Partner will reply.
Tell us the role, the market you sell into and your tools. Our Talent Partners recruit across the region, and each candidate goes through a live sales scenario, skills checks, an English test, a personality assessment and reference checks. You interview a vetted shortlist and usually make your hire within 21 days.
Sales and GTM roles in Latin America average about $48K a year in base salary, compared with roughly $120K in the US, which saves around $72K per hire each year. Executive roles like CRO and VP of Sales run higher, typically $75K to $87K a year in Latin America.
Yes. Every candidate passes an English assessment before you see them, and our sales screen includes a live sales scenario, so you hear how they handle a real conversation before you interview.
Most placements close within 21 days. Your first vetted profiles usually arrive within 10 days, and interviews and your decision wrap up over the next one to two weeks.
Yes. They work in time zones that overlap most or all of the US business day, so they can call, email and demo when your buyers are available.
An agency rents you a share of a rep for a campaign. A full-time SDR on your team learns your product and market, follows your playbook and can grow into an AE role. LatamCent places full-time reps who work only for you.
Any level. Juniors (1 to 3 years) focus on prospecting and pipeline support, mid-level reps (3 to 6 years) own a book of business or a process, seniors (6 to 11 years) lead complex deals and mentor others, and leaders set revenue strategy across teams.
An SDR finds and qualifies new prospects. An account executive takes qualified meetings through to a signed contract. An account manager looks after customers after the sale, handling renewals and expansion.
Common tools include Salesforce and HubSpot for CRM, Outreach, Salesloft and Apollo for prospecting, Gong for call recording, and Clari or BI dashboards for forecasting.
You do. Base salary is part of the hire, and you set the commission plan, quota and targets the same way you would for any rep on your team.
Yes. A common starting point is two SDRs and an account executive, or a full GTM pod with SDRs, AEs, a RevOps manager and a customer success manager. Sketch it in the cost estimator above and send it over with the form.
You get a replacement. Talent as a Service comes with unlimited replacements, while Direct Hire is backed by a replacement guarantee.
Tell Us About Your Revenue Hire
Share the roles, market and targets. A Talent Partner walks through the brief with you and starts sourcing, and your first vetted candidates usually arrive within 10 days.
No roles chosen yet. Add them in the role finder above, or describe the hire in the form.
Thanks, your sales hiring request is in!
A Talent Partner is reviewing the roles and targets you shared.
Next step: grab 30 minutes with us to lock in the roles, target market and start date, then we start sourcing.
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