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Key Takeaways:
- Hiring SDRs from Latin America gives startups access to A-player talent before they have A-player budgets, accelerating growth without waiting for the next funding round.
- You can hire experienced Latin American SDRs for $2,500/month base.
- By working with a recruitment partner, you can hire fluent, motivated SDRs who ramp fast, hit quota, and bring proven outbound experience from day one.
You didn’t start a business to spend your nights scraping lead lists and making cold calls.
But if you’re still doing founder-led outbound—because hiring an SDR feels risky, expensive, or like more work than just doing it yourself—you’re not building a company. You’re stuck running a sales desk.
The Cost of Doing It All Yourself
We get it. You’re thinking, “If I just do the outbound myself for a few more months, get a few more customers, bring in a little more cash… then I can finally afford to hire someone good.”
But doing it yourself is the reason you’re still stuck.
Your losing time and bottlenecking your own growth.
- Every hour spent on cold outreach is an hour not spent closing deals, raising money, or running your team.
- Your pipeline becomes feast or famine. On fire when you have time, empty when you don’t.
- You stay in the weeds and delay the real job of scaling: building a repeatable growth engine.
The Problem Isn’t Effort. It’s Capacity.
We hear something like this from founders all the time:
We’ve got an outbound motion that works, but only when we have time to run it ourselves, which isn’t often these days.
They’re juggling outbound between meetings, scraping Google Business listings for leads, and squeezing in 40–50 cold calls/day…when they can fit it in.
Maybe they’ve already tried hiring a junior SDR—someone “cheap” to protect runway—but the output wasn’t there.
By the time they reach out to us, they know they need someone sharp and experienced enough to execute from day one, but still hungry to grow with the company as their first full-time hire.
They don’t want to post on LinkedIn and sift through 180 resumes. They don’t want to spend weeks on interviews only to end up back where they started. They want someone vetted. Motivated. Ready to go.
They want leverage.
Why Startups Are Hiring Their SDRs in Latin America
Once founders realize they need help, they’re often surprised to learn just how strong their options are. They come in thinking the only choices are unproven interns or overpriced US-based SDRs. But they’re wrong.
Hiring in Latin America gives you access to a deep pool of full-time, fluent, experienced SDRs who already work with US sales teams, operate during US business hours, and know how to drive pipeline. These aren’t stopgap hires. They’re the foundation of your outbound engine.
That’s why more founders are building their outbound motion with top SDRs from Latin America when hiring locally simply isn’t feasible.
It’s the difference between getting your pipeline up and running now—or waiting nine months for the next round of funding. Hiring in LatAm gives you access to the talent you need to grow, before you’d otherwise be able to afford it.
For around $2,500/month base, you can hire full-time, experienced SDRs who’ve already supported US teams: booking meetings, following scripts, and learning fast. These reps aren’t just polished and proactive. They’re invested. They want to grow with your company.
Many companies are shocked by what’s possible.
That’s why companies like AvantStay started with one SDR, then scaled to ten. And are now looking to double again. The only reason they could build that engine was by hiring in Latin America.
Hiring in LatAm is how smart startups bring in A-player reps before they have A-player budgets.
You Don’t Need More Hustle. You Need a Sales Team.
If your outbound is working, don’t kill it by staying in it.
Hire someone who can run it every day. Book the calls. Test the pitch. Tell you what’s working and what’s not.
Someone who shows up hungry and ready to build.
That’s how you stop being the pipeline bottleneck and start being the founder again.
And if you do it right? That first SDR hire won’t just give you your time back. They’ll give you your growth engine.
Schedule a free, no-commitment consultation call. Tell us what you’re looking for. We’ll handle the rest.
Frequently Asked Question
How much does it cost to hire LatAm SDRs?
Base salary expectations vary by experience level, but all represent significant savings compared to US rates:
- Junior SDR (0-2 years): $18,000 – $24,000 annually (vs. $43,000 – $66,000 in the US)
- Mid-Level SDR (2-5 years): $24,000 – $30,000 annually (vs. $66,000 – $76,000 in the US)
- Senior SDR (5+ years): $30,000 – $42,000 annually (vs. $76,000 – $90,000 in the US)
These figures represent base salaries before commission structures. You're looking at up to 64% cost savings without sacrificing talent quality.
The key is offering competitive compensation for the local market while still achieving meaningful savings for your business. Companies that try to save 70%+ typically struggle with retention, while those aiming for 30–60% savings build stable, high-performing teams.
To see how to structure a winning compensation plan, download AvantStay's proven SDR compensation framework that helped their team hit quota in 60 days while adding millions in ARR. Get the complete compensation plan with benchmarks and incentive structure.
How long does it take to hire a LatAm sales rep or SDR?
The timeline is much faster than most companies expect.
With Near, after an initial kickoff call with your dedicated recruiter so they can understand your needs, you’ll have a shortlist of pre-vetted candidates within three days. These aren't random resumes. They're professionals we've already screened for skill, experience, cultural fit, and English proficiency.
You can interview all candidates for free, with no upfront costs or commitment. Most of our clients make a hire within three weeks from start to finish.
Compare that to the typical 6+ months it takes to find and hire top sales reps in the US market, and you can see why companies are making this switch. You're saving money and you're saving time and getting your territories covered faster.
What should I look for when hiring an SDR?
The most successful SDR hires combine hard skills (CRM proficiency, prospecting tools, cold calling) with crucial soft skills like resilience, communication, and adaptability. You also need to evaluate cultural fit, set realistic activity expectations, and structure compensation that attracts performers.
The key is having a systematic evaluation process that goes beyond reviewing resumes. Use role-playing exercises, ask strategic questions about their sales approach, and assess their ability to handle rejection and maintain consistent activity.
For a complete breakdown of essential skills, interview questions that reveal top performers, and common hiring mistakes to avoid, see our comprehensive guide: How to Hire a Sales Development Representative (SDR).
Do LatAm sales reps have accents?
Yes, many LatAm sales professionals have accents. But Spanish accents are widely accepted in the US market and don't impact sales performance.
The US has the second-largest Spanish-speaking population in the world. A Spanish accent doesn't make prospects hang up or question credibility. What matters is English fluency, communication skills, and the ability to handle objections and build relationships.
The key is proper evaluation during the hiring process. With Near, you see and hear candidates before interviewing. There are no surprises about communication quality.
Your prospects care about one thing: whether your SDR can solve their problems and move their business forward. Performance trumps geography every time.
For a deeper dive into this question, plus other common concerns like cultural fit, team dynamics, and compensation structures, read our complete guide: “Do LatAm Sales Reps Have Accents?” and Other Questions Sales Leaders Ask.
How can I pay LatAm sales reps?
Many companies worry about the logistics of paying international contractors or employees, but it's actually straightforward with the right setup.
You have two main options: work with a recruitment and staffing partner like Near that handles all payroll and compliance for you, or use an Employer of Record (EOR) service like Deel that manages international payments and legal requirements.
If you're hiring through Near we can handle contracts, onboarding, invoicing, and monthly payroll with full transparency.
The key is choosing a solution that handles the complexities of international compliance, tax requirements, and currency conversion so you can focus on building your team rather than wrestling with payment logistics.
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