Flxpoint is a SaaS platform based in Jacksonville Beach, FL, that allows retailers, distributors, and brands to automate e-commerce operations. It manages everything from vendor and inventory integration to fulfillment and multi-channel listing.
Made for companies operating hybrid or distributed supply chains, Flxpoint’s no-code automation tools give teams real-time visibility, smarter order routing, and greater efficiency.
Founded by CEO Travis Mariea, the company recently hit profitability and is now targeting 50 %+ year-over-year growth.
To support that growth while staying profitable, Travis partnered with LatamCent to find customer success managers, account executives, project managers, and Java developers, talent that could scale with the business without slowing it down.
Flxpoint Needed Scalable Customer-Facing Talent
Flxpoint had a clear challenge: how to provide a high-touch, one-to-one customer experience without breaking the budget or the team.
As the company scaled, supporting every customer with a dedicated Customer Success Manager began to feel unsustainable. Hiring U.S.-based CSMs at the required volume wasn’t financially possible, and Travis was close to scrapping the role completely in favor of a leaner, less personal model.
But with Flxpoint’s complex, highly customizable product, that kind of support wasn’t optional. Every customer had unique workflows, integrations, and challenges, and replacing human support with automated touchpoints risked debilitating long-term relationships.
That’s where LatamCent came in.
After exploring other options, Travis turned to LatamCent and quickly found a path forward. Hiring nearshore talent from Latin America allows Flxpoint to keep its one-on-one service model while scaling sustainably.
The proximity in time zones, strong English skills, and cultural alignment made it possible to offer live support, deeper relationships, and continuity between customer touchpoints without re-establishing expectations or breaking the budget.
The ROI of Nearshore Hiring for FlxPoint
Flxpoint’s partnership with LatamCent started with a few customer success hires and grew into a full-funnel hiring effort across engineering, revenue, customer success, and demand generation, 19 roles that reduced annual base payroll by more than $1.2 million compared to U.S. market rates, a 66% reduction compared to U.S. market rates.
That difference doesn’t account for additional U.S. overhead, such as healthcare, employer payroll taxes, 401(k) contributions, office space, or internal recruiting costs. The real savings are likely higher.
Travis and his team interviewed and selected each hire. The result was a distributed team covering every stage of the customer lifecycle, from pipeline generation to post-sales support.
Nearshore Hiring Roles: Engineering, Sales, Customer Success, & Demand Generation
The 19 hires spanned four areas of the business:
- Engineering: 3 developers to support product development and platform reliability.
- Revenue and Growth: 4 Account Executives, 4 Account Managers, and 1 Head of Demand Generation to drive pipeline creation, close new business, and expand existing accounts.
- Customer Success and Support: 4 Customer Success Managers and 3 Technical Support Representatives to maintain the one-to-one service model that Travis had nearly abandoned before working with LatamCent.
Each role was made specifically for Flxpoint’s needs. LatamCent delivered vetted candidate pipelines for every function, and Travis’s team made final hiring decisions based on fit, skill, and readiness.
How Nearshore Hiring Drove Revenue Growth for Flxpoint
Cost savings tell one part of the story. The other part is what those hires produce.
- New revenue capacity: Previously unstaffed sales roles now actively close deals and grow the pipeline.
- Stronger customer retention: Dedicated support and success coverage keep existing accounts healthy and help them expand.
- Growing demand generation: Pipeline creation feeds both new business and expansion, shortening sales cycles over time.
- Faster time-to-revenue: Hiring timelines dropped from 8–10 weeks to 2–3 weeks, reducing time with empty seats and accelerating ramp to production.
Combined, the revenue generated, retained, and accelerated by these 19 hires represents an estimated $3 million or more in annual business impact on a $620,000 payroll base, a 4x to 5x return on talent investment.
Flxpoint’s Nearshore Hiring ROI in Numbers
- 19 Strategic Hires
- $1.2M+ Annual Payroll Savings
- 66% Cost Reduction vs. U.S. Hiring
- $3M+ Annual Economic Impact
- 4x–5x Return on Talent Investment
Flxpoint didn’t achieve these numbers by cutting corners. The team hired through LatamCent handles the same work, in the same time zones, with the same level of accountability as a U.S.-based team would. The difference is that Flxpoint kept its margins intact while doing it.
Hire in Latin America With a Vetted Candidate Pipeline
Flxpoint went from nearly eliminating its one-to-one customer success model to building a 19-person team across four business functions, all while staying profitable and growing 50% year over year.
LatamCent sourced and screened candidates at a pace that matched Flxpoint’s quarterly priorities. Slack-based collaboration and flexible role scoping made it easy to adjust hiring plans as the business moved. Travis and his team always made the final call on who to hire.
The result was a 66% reduction in payroll costs compared to U.S. hiring, a 4x to 5x return on talent investment, and a team covering every stage of the customer lifecycle.
If you’re hiring for growth and need time zone-aligned candidates who can contribute from day one, LatamCent can help.
Book a meeting to find out how nearshore candidate sourcing can support your next phase of growth.
