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12 Best LATAM Staffing Agencies for US Companies (2026)

An honest comparison of the agencies and platforms US companies use to hire remote talent in Latin America: what model each one runs, who it fits, and when it doesn't.

If you are a US company looking at Latin America for engineering, design or sales talent, you have probably noticed that almost everything written on the subject is a sales page. Every vendor claims to be the best. None of them tells you when they are the wrong choice.

This guide tries to fix that. We grouped the options by hiring model, because that is what actually determines whether a vendor fits you, and for each one we say when we would pick it and when we would not.

Disclosure: Interfell is on this list and it is our company. It sits in the category it belongs to, with the same stated limitations as everyone else.

First, the four models

Most comparisons mix companies that do fundamentally different things. Picking the wrong model is a more expensive mistake than picking the wrong vendor.

  • Staffing. The vendor sources the professional, signs the contract with them in their country, pays them and handles administration. You get one invoice and work with the person like any other team member. No local entity needed.
  • EOR (Employer of Record). The vendor becomes the formal employer of someone you already found. It solves payroll and compliance, but it usually does not source candidates.
  • Recruiting / headhunting. The vendor finds and vets the candidate, and you hire them directly into your own entity. You need the legal infrastructure to do that.
  • Marketplace or freelance. A platform gives you access to a pool. Selection and the contractual relationship are on you.

Quick rule: if you have no entity in the professional's country and no appetite to build local admin, you are in staffing or EOR territory. If you already have a local entity and an HR team, recruiting may be enough.

Nearshore staffing agencies focused on LATAM

1. Interfell

Model: remote staffing and IT recruiting. Since: 2016.

We connect Latin American IT talent with companies in the United States, Spain and the rest of Europe. Under the staffing model, Interfell signs the services contract with the professional in their own country, runs the payments and the administration, and the client signs a single agreement without opening an entity. We have made more than 2,000 hires and have 210 professionals currently active across 18 countries.

The most concrete differentiator is the talent search: you can describe the profile you need and see real candidates with assessments and verified availability before talking to anyone — free and without signing up. If the profile is already available, there is no recruiting fee.

We would pick it if: you want to see available talent before committing, you need someone to handle contracts and payments across several countries, or you are hiring tech and digital profiles who work full time on your team.

We would not pick it if: you need formal employment under local labor law in a specific country, or you want a consultancy to own an entire project end to end.

2. Near (hirewithnear.com)

Model: nearshore staffing and recruitment process outsourcing across LATAM.

One of the most visible players in the US market, covering engineering, sales, finance, marketing and virtual assistants. Their published pricing and extensive resource library make them an easy first call for teams doing early research.

Worth a look if: you are hiring across several functions, not just engineering.

3. BairesDev

Model: large-scale software outsourcing and staff augmentation.

One of the biggest names in Latin American software services. Best suited to sizeable engagements and full teams rather than a single hire.

We would not pick it if: you need one or two people and want to interview them yourself. The model is built for scale.

4. Revelo

Model: vetted LATAM tech talent marketplace with hiring support.

Strong presence in Brazil and across the region, with a pre-vetted pool of engineers.

5. TECLA

Model: nearshore staff augmentation and recruiting for LATAM tech talent.

Focused specifically on connecting US companies with Latin American engineers.

6. LatamCent

Model: nearshore team building in Latin America.

Positioned around building remote teams rather than filling single roles.

7. Terminal

Model: remote engineering teams with a strong operational layer.

Oriented toward companies building a substantial engineering presence rather than making one hire.

Global EOR platforms

8. Deel

Model: EOR, contractor management and global payroll in 100+ countries.

The best-known generalist. Very solid if you are hiring across many countries at once and want contracts, payments and documentation centralized in one platform.

We would pick it if: you already know who you want to hire and your only problem is the legal vehicle and payments.

We would not pick it if: your real problem is finding the person. An EOR does not recruit — it gives you the infrastructure, not the candidate.

9. Remote

Model: EOR operating through its own entities in many markets.

Particularly relevant when intellectual property and confidentiality weigh heavily in the decision.

10. Ontop / Multiplier

Model: EOR and contractor payments with a LATAM focus (Ontop) or price-led global coverage (Multiplier).

Worth comparing when cost per employee is the dominant criterion. Confirm coverage and fees for your specific country.

Marketplaces and global networks

11. Toptal / Turing / Arc.dev

Model: global vetted talent networks.

Not LATAM-specific, but they include professionals from the region. Typically at the higher end of the price range.

12. Upwork / Workana

Model: open freelance marketplaces, with Workana strongest in Latin America.

We would pick it if: you have a closed project with defined deliverables.

We would not pick it if: you need someone embedded in your team full time. Freelance means attention shared across clients.

How to choose without getting it wrong

  1. Is your problem finding or hiring? If it is finding, you need sourcing capability. If it is hiring, an EOR will do. Paying for what you do not need is the most common mistake.
  2. Full time or per project? This decides between staffing and freelance, and they are not interchangeable.
  3. How many countries? With one, almost anything works. With five, centralized administration stops being a luxury.
  4. What happens if the person does not work out? Always ask about the replacement process, in writing. It separates a vendor from a partner.

Frequently asked questions

Do I need to open an entity in the professional's country?

Under staffing and EOR models, no. The vendor signs the contract with the professional in their country and you sign a single agreement with the vendor. Under pure recruiting you do need an entity, because you are the one hiring.

How much does a LATAM developer cost?

It depends on role, seniority and country, and any single number is misleading. Our 2026 LATAM salary guide collects real market ranges by profile and country. The monthly rate is built on top of that and, under staffing, also covers contract, payments and administration.

What about time zones?

Latin America overlaps the full US workday, between the same hour and three hours of difference depending on the country. People join your standups rather than handing work off at midnight.

Does hiring this way create permanent establishment?

Under staffing, your company buys a service from the vendor rather than employing the individual, and the contract with the professional is signed in their country. Each case still depends on how your company operates and on the applicable tax treaty, so have your tax advisor review the agreement.

How do I know an agency actually has the profile I need?

Ask before signing anything. Some platforms let you check real availability: on talent.interfell.com you can search the profile and see candidates without registering.

Bottom line

There is no best agency in the abstract. There is a model that fits your situation and several companies that execute it well. If your case is adding Latin American tech professionals to a team that already exists, without opening an entity and without building country-by-country administration, staffing is your lane.

Start with the cheapest and fastest step: search for the profile you need and see who is available before talking to any salesperson. If you would rather start with a conversation, book 20 minutes.