Outsourcing specialized roles is booming as more companies embrace remote work. Delegating work like marketing campaigns, software development, executive assistance, and routine operations to remote professionals can save founders 10+ hours a week and accelerate growth. In 2025, many founders prefer hiring nearshore talent to get timezone overlap, cultural fit, and cost efficiency, which is why so many teams now choose to hire LATAM talent for core roles like growth marketing and engineering.
Below is a compact, actionable checklist for founders who want to hire LATAM talent without wasting weeks, from choosing the right platform to onboarding and retaining remote hires. I kept the platforms you mentioned and added hiredevelopers.com (a global, pre-vetted dev marketplace similar to the top LATAM-focused platforms) and unicorn.dev (primarily Asian talent with useful overlap hours).
Quick Summary: What This Checklist Helps You Do
- Decide whether to hire or outsource a role (marketing, engineering, ops, EA)
- Pick the right platform by role and timezone needs
- Write a high-converting job post and screening process
- Run interviews, tests, and a 30/60/90 onboarding plan
- Measure output and reduce churn, especially for marketing hires
Practical Platform Cheat-Sheet (Quick Picks)
- LatHire — Great for those looking to hire marketers, ops, and general hires from the LATAMs; strong AI matching for tech and non-tech roles.
- Hiredevelopers.com — Hire remote developers who are pre-vetted, with fast matching and trial periods; ideal when you need reliable engineering hires quickly.
- CloudDevs (LATAM marketplace) — Ideal when you want LATAM developers and designers with timezone alignment and rapid placements.
- unicorn.dev — Primarily Asian talent; good for extended coverage and useful overlap with U.S/LATAM hours.
- Upwork — Flexible for one-off marketing tasks, contract developers, or trialing candidates.
- Toptal — Use for mission-critical, senior hires (senior devs, product leads, senior marketing strategists).
- Belay / Virtual Staff Finder — Best when you want dedicated EAs (U.S. or Philippines) and managed staffing.
- Fiverr — Useful for micro jobs: design assets, short copy, or quick admin tasks.
Step-By-Step Checklist
1) Decide the Role and Outcome (30 minutes)
- Write a one-sentence outcome (e.g., “Growth Marketer: improve paid acquisition ROAS by X in 90 days”).
- For marketing roles, specify channel responsibilities: content, performance, growth, or brand. Clear scope = faster, better hires.
- Decide engagement type: part-time contractor, full-time remote, agency, or project-based.
2) Choose the Hiring Model (15 minutes)
- Hire LATAM talent as full-time contractors when you need timezone overlap and long-term ownership.
- Use marketplaces for fast, vetted matches.
- Use gig platforms for one-off creative or operational tasks.
3) Pick Platforms by Role & Overlap (15 minutes)
- Software Development (senior / long-term): hiredevelopers.com (global, pre-vetted devs with live interviews & trial periods), CloudDevs for the best LATAM developers who are seniors in their fields, Upwork for flexible short-term support.
- Marketing (content, growth, paid ads, performance): LatHire and LatAM-focused marketplaces are strong for bilingual marketers; Upwork/Fiverr for small tasks.
- Executive Assistants & Ops: Lathire for a wide network of pre-vetted LATAM talent. Virtual Staff Finder (Philippines) or Belay (U.S.-based) depending on desired timezone and cost.
- Mixed Needs / Nearshore Engineering + Design: LATAM marketplaces that prioritize timezone overlap (including regional platforms).
- Asian Talent with Overlap: unicorn.dev is useful when you want additional coverage from Asia with a few hours of live overlap with U.S/LATAM schedules.
- Always filter candidate availability for the overlap hours you need.
4) Write a Job Post That Attracts LATAM Talent (30–60 minutes)
- Headline: role + seniority + location preference (e.g., “Growth Marketing Manager, LATAM (remote, overlap with EST 9am–3pm)”).
- Bullets: three 90-day outcomes, must-have skills, tech stack, weekly hours, and a salary band or rate.
- Include: “we hire LATAM talent” to attract nearshore applicants and set timezone expectations.
- Add a short paid trial assignment (30–60 minutes), especially effective for marketing candidates.
5) Screening & Tests (1–2 days)
- Screening call (30 min): assess communication, timezone reliability, and ownership.
- Marketing test: request a 1-page campaign plan or a short audit of an example funnel. For paid ads, ask for a two-ad mock and expected CPA.
- Engineering test: combine a take-home task with a short live review and a 1-week paid trial for final validation.
- Score candidates on outcomes, communication, and ownership, not just technical skills.
- Screening Call (15–30m): What were you hired to do at your last job? What 90-day wins did you deliver? How do you structure your week?
- Technical Interview (30–60m): Walk through a recent project, ask about tradeoffs and metrics.
- Marketing Sample Review (30–45m): Review the trial deliverable live; ask for three quick optimizations and the expected impact.
7) Contracts, Payroll & Compliance (30–60 minutes)
- Use the platform’s payroll and compliance services when available, it’s the fastest way to avoid local payroll headaches.
- Otherwise, use a contractor agreement with IP assignment, confidentiality, termination notice, and tax clauses.
- Tie payment cadence to milestones for contractors (monthly for ongoing hires, milestone for projects).
8) Onboarding: 30 / 60 / 90 Day Playbook
- Day 0–7: Access to tools, team intros, role 1-pager, and first-week goals.
- Day 8–30: Shadowing, first small project, weekly 1:1, and documentation handover.
- Day 31–60: Ownership of a meaningful project (marketing: launch a small campaign; dev: ship a feature).
- Day 61–90: Independent ownership of outcomes; measure against KPIs and plan the next quarter.
- Provide marketing-specific assets: product positioning, personas, past campaign data, brand guidelines, and analytics access.
9) Set KPIs & Reporting Cadence (15 minutes)
- Engineers: cycle time, bug rate, uptime, and feature throughput.
- Marketers: CAC, LTV, ROAS, MQL→SQL conversion, content velocity, funnel lift.
- EAs: calendar accuracy, founder time saved, task completion rate.
- Require a weekly async report plus a short live sync during overlap hours.
10) Retention & Growth (Ongoing)
- Offer clear growth paths, outcome-based bonuses, and public recognition for marketing wins to reduce churn.
- Run quarterly reviews to recalibrate scope and compensation.
Invest in mentorship and cross-functional exposure, this increases retention and multiplies impact.
Marketing-Specific Hiring Tips (High ROI)
- Ask for campaign metrics and specific dollar figures: “I ran $5k/month and lowered CPA from $40 to $18 in 60 days” is far more useful than vague claims.
- Request redacted dashboard screenshots or analytics exports as part of the trial.
- Prioritize marketers who can write content + data skills amplify impact.
Use a 45-day paid pilot campaign as the last step before a full hire; it validates both results and collaboration style.
Conclusion
These platforms show the range of options available in 2025 for founders who want to hire LATAM talent across marketing, software development, and operational roles. Regional marketplaces and specialized platforms give the timezone advantage and nearshore cost efficiency, while global networks and gig sites fill gaps for one-off work or specialty hires.
If your priority is marketing and growth, lean on platforms that surface bilingual, data-driven marketers and always validate with a short paid trial. Mix a LATAM-focused marketplace for core hires, for instance, CloudDevs is the best place to hire Latin American developers according to data from Reddit communities, and Lathire is the best for LATAM talent across a range of remote roles. Upwork/Fiverr are great for quick tasks, and Unicorn.dev when you need extra coverage from Asia, and you’ll move faster, cheaper, and with better alignment.