Your next hire logs on at 9 a.m. your time. From Bogotá, Lima, or Mexico City.
ACT Latam recruits full-time sales, admin, and creative professionals across Latin America for companies in the US and Canada. We source, test, and contract them. You interview the final three and pick one.
The clock
Colombia, Peru, and Ecuador match Eastern time. Mexico matches Central. None observe daylight saving — so the only clock that shifts twice a year is yours.
The guarantee
If the hire doesn't work out in the first 90 days, we replace them at no cost. No argument about whose fault it was.
The contract
Month to month. Thirty days' notice to exit. No annual commitment and no exit fee.
You've probably tried this before.
Somebody sold you on offshore talent, you made a hire, and three months later you were doing the work yourself again. It fails for three reasons, and none of them are about talent.
The time zone
You send feedback at 4 p.m. and read the reply at 6 the next morning. Offshore doesn’t mean async — it means your day is already over when theirs starts.
The English
“Fluent” turned out to mean writes well, freezes on a client call. We score every candidate on the CEFR scale before you meet them.
The accountability
Nobody called to check in after the first invoice cleared. We check in at 30, 60, and 90 days — with you and with them separately, because those two conversations are never the same.
“Latin America isn't the cheapest place in the world to hire. It's the closest place with people you'd actually put on a client call.”
Sixteen roles across four categories.
All full-time, all dedicated to one client. Every role includes sourcing, skills testing, English assessment, contract, and 90-day check-ins.
The same role, hired two ways.
Local figures are fully loaded — base salary plus payroll taxes, benefits, and employer contributions. Our column is a single monthly invoice.
Source: [[FILL: cite source — Robert Half, Glassdoor, etc.]]
Four steps. No surprises.
We write the scorecard.
A 45-minute call. What this person does in week one, what “working out” looks like at day 90, which tools they need on day one, and how much English the role genuinely requires. Most agencies skip this and send résumés. Résumés are what you get when nobody defined the job first.
We recruit against it.
5–8 business days for most roles. Every candidate completes a skills task built for your job, not a generic test, plus an English assessment scored on the CEFR scale. You see the score. Not our adjective for it.
You interview three.
The shortlist is three people, each with a recorded intro video, their completed skills task, their CEFR level, and their monthly rate. Watch the videos before you spend a minute on calls. If none of the three are right, we go back out at no charge.
We handle everything after.
Contract, payments, equipment coordination, time-off tracking. One invoice. Check-ins at 30, 60, and 90 days — with you and with them separately, because those two conversations are never the same.
Teams where one bad hire is felt the same week.
Creative agencies
You're turning down work because production is the bottleneck, and a full-time editor in Toronto doesn't pencil out against your margins. This is the case we designed the company around.
How we staff agencies→Ecommerce & DTC brands
Creative volume is the job. You need someone cutting twelve ad variations a week, not a freelancer who resurfaces on Thursday.
How we staff ecommerce→SaaS & startups
Founders still running their own calendar, their own outbound, their own support inbox. All three are hireable now.
How we staff startups→Professional services
Real estate, legal, accounting, insurance. The client follow-up and admin drag that doesn’t need a licensed person, just a reliable one.
How we staff professional services→The guarantee
If it doesn't work in 90 days, we replace them. Free.
No arbitration, no prorated credit, no argument about whose fault it was. We recruited the person, so the recruiting cost is ours to absorb. Bring back the scorecard we wrote together and we start again.
You can also just leave. Thirty days' notice, no exit fee, nothing clawed back. We'd rather earn next month than trap you in this one.
What you're probably wondering.
[[FILL: state the structure plainly once your attorney confirms it]]. What’s true either way: you never open a Colombian entity, register with local authorities, run local payroll, or deal with Colombian severance rules. One invoice from ACT Latam, in USD.
We score every candidate on the CEFR scale — the same framework universities and immigration systems use. C1 minimum for anything client-facing. B2 minimum for production roles. The level is on the profile before you interview, alongside a recorded video so you can hear them yourself instead of taking our word for it.
[[FILL: name only the countries you can actually contract and pay in today]], with the rest of Latin America available when a search calls for it. Our office and most of our sourcing sit in Medellín.
You choose the time zone; we choose the country. Eastern-time offices get sourced in the UTC−5 markets. Central, Mountain, or Pacific and we look to Mexico. Past that, geography is our problem — we place the best person for the role.
Shortlist in 5–8 business days for most roles. Specialized searches take longer, and we tell you that on the intake call rather than after you’ve signed. Start dates usually land 2–3 weeks from kickoff.
Yes. Full-time, one client, your working hours. We don’t pool assistants or split people across accounts.
Same as if they don’t work out — free replacement, and the 90-day window resets on whoever comes next.
Software engineers, accountants who need a CPA, anything requiring a US or Canadian license, and anything medical. We do sales, admin, creative, and marketing.
Ready to hire
Tell us the role. We'll tell you whether we can fill it.
Thirty minutes, no deck. If it isn't a fit, we'll say so on the call instead of following up for six weeks.