Top Nearshore Hiring Job Boards and Alternatives for Hiring Talent in LatAm in 2025

Nearshore hiring can give you access to top talent that would be out of budget in the US. By hiring in LatAm, you can save 30–70% on salaries and expand your talent pool. But to make the most of the benefits of nearshoring, you need to use the right platform or partner. 

Traditional job boards often miss the mark because they’re built for local hiring. This guide breaks down the top options for finding nearshore professionals, from self-serve job boards to full-service recruiting partners.

What Are the Benefits of Using a Job Board for Hiring in Latin America?

Job boards centralize your hiring process and streamline initial candidate contact, but they still require significant time investment to screen applications and evaluate unfamiliar credentials.

Using a hiring job board provides a platform to advertise your job openings and reach a wide scope of nearshore talent. In addition to that, it also allows you to easily manage your nearshore outsourcing efforts.

Centralized hiring

Job boards provide companies with a single platform to manage their nearshore hiring process. Through the platform, they can conduct all hiring-related tasks, from posting open positions to receiving applications and reviewing resumes. 

Because everything is in one place, you can better keep track of your hiring process and interact with potential nearshore employees in a single platform. 

Many of these platforms also usually have a searchable resume database for times when you want to find talent without waiting for them to respond to your job postings or otherwise approach you. 

Streamlined hiring process

Job boards also help streamline the remote hiring process. They facilitate the initial touchpoint between the employer and candidate, allowing the former to advertise their jobs and the latter to submit their applications on the platform.

Most job boards have extra features to make the hiring process much more manageable. These include features allowing candidates to upload their resumes and portfolios, post their contact details, and coordinate with the potential employer. Some integrate with applicant tracking systems, making the application process more seamless. 

And because good job boards know how to attract candidates to their websites, you will have a better chance at ending up with a shortlist of qualified candidates from the geographical areas you want to hire from without spending time posting your job in numerous locations and having to sort through resumes coming in from different directions. 

What Are the Best Nearshore Hiring Job Boards for Hiring in Latin America?

If you want to post jobs yourself and manage the entire screening process, platforms like Torre and Get on Board give you access to Latin American talent pools.

Here, in no particular order, are our top picks:

Torre

Torre uses AI-powered matching with their "Emma" recruiter analyzing 40+ behavioral traits per candidate. They operate across 180+ countries with strong Latin American presence. Posting is free for basic listings, with promoted options using daily budget models.

• Free basic job postings with paid promotion options
• "Professional genome" profiles capture thousands of data points per candidate
• AI-powered matching for behavioral fit, not just skills

Best for: Companies wanting AI assistance in candidate matching and a platform that integrates with their ATS.

Computrabajo

Computrabajo is the mass-market leader with operations in 19 Latin American countries and 36 million monthly visitors network-wide. It’s the most visited job site in Colombia, Peru, and Costa Rica. Important: Requires local business registration and country-specific tax IDs.

• 500,000+ active listings across 19 countries
• 36 million monthly visitors network-wide
• Requires CNPJ/RUC registration for posting (administrative barrier)

Best for: High-volume hiring across multiple countries when you already have local entities.

Get on Board

Get on Board focuses exclusively on tech talent across Chile, Argentina, Peru, Colombia, and Mexico. They charge $110 per job posting and offer Cultural Fit testing with responses from 200,000+ candidates.

• 1 million+ tech professionals in their database
• Cultural Fit assessment tool helps filter for values alignment
• $110 per posting with 60-day visibility

Best for: Companies hiring developers, designers, or DevOps engineers who can dedicate time to screening.

Job Boards vs. Recruitment Agencies: What's the Difference for Hiring in Latin America?

Job boards require you to evaluate unfamiliar credentials, assess English proficiency, and understand regional salary markets yourself; recruitment agencies solve these challenges by acting as your local expert with proven processes for vetting, salary guidance, and cultural fit assessment.

When you're hiring in the US, the difference between job boards and recruitment agencies is mostly about time versus money. But when you're hiring internationally in Latin America, the gap becomes much wider. 

You're navigating a completely different talent market with its own universities, companies, salary expectations, and professional standards.

The hidden complexity of international hiring

Posting on a job board is straightforward. The hard part comes after: evaluating candidates from countries you may not know well, assessing English proficiency accurately, understanding what makes a competitive offer, and recognizing which companies and universities produce top talent.

Here's what you're really signing up for with job boards:

• Evaluating unfamiliar credentials. When you see "Universidad de Buenos Aires" or "Tecnológico de Monterrey" on a resume, do you know if that's equivalent to a top-tier US program? What about work experience at Mercado Libre, Globant, or Rappi? You’re making hiring decisions based on credentials you can't easily verify.
• Assessing true English proficiency. A candidate's resume might say "fluent English," but that could mean anything from basic conversational skills to truly native-level fluency. Most US hiring managers can't reliably distinguish between someone who can handle occasional emails versus someone who can lead client presentations.
• Understanding regional salary markets. What's a competitive offer for a senior accountant in Argentina versus Colombia? Offer too little and you'll lose great candidates. Offer too much and you'll inflate market expectations and struggle with retention when candidates compare notes. Salary expectations vary significantly by country and role—information most US companies don't have access to.
• Navigating cultural communication differences. Latin American professionals tend to be more relationship-oriented in their communication style compared to the direct, task-focused approach common in US business culture. Without experience in these nuances, you might misread a candidate's fit or working style.
• Handling compliance and payroll complexity. Each Latin American country has different employment laws, tax requirements, contractor regulations, and mandatory benefits. A misstep here creates expensive legal headaches.

Specialized recruitment agencies solve these problems because they work in these markets every day.

How recruitment agencies bridge the knowledge gap

The best nearshore recruitment agencies don't just post your job in more places. They act as your local expert who can recognize quality, evaluate fit, and guide you through decisions you wouldn't know how to make on your own.

What you get with a recruitment agency that you can't get from a job board:

Resume evaluation with local context

When our recruiters review candidates from Latin America, they know which universities produce strong accounting programs, which companies provide rigorous training, and which experience signals a candidate who's worked successfully with US clients before. 

They can tell you why three years at Accenture in Buenos Aires is different from three years at a smaller local firm—and which matters more for your role.

Verified English proficiency

Agencies like Near conduct English assessments as part of the screening process. We're not looking at self-reported proficiency levels—we're having real conversations with candidates and evaluating whether they can communicate clearly in meetings, write professional emails, and handle the nuances of US business communication.

Our recruiters flag when someone has the technical skills but might struggle with client-facing communication.

Accurate salary guidance

Because we place hundreds of professionals annually across Latin American countries, we know current market rates by country, role, and seniority level. 

We can tell you that a senior accountant in Argentina typically earns $42,000–$54,000 annually (versus $106,000–$127,000 in the US), and we'll explain how to craft a competitive offer that attracts strong candidates without overpaying.

You can explore detailed comparisons in our US vs. LatAm Salary Guide.

Cultural fit assessment

We screen for candidates who understand US business expectations—professionals who've worked with American companies before, who communicate proactively, and who align with your company's working style. 

We know what questions to ask to surface potential friction points before you invest time in interviews.

Compliance handled for you

Whether you need recruitment-only services or full EOR support with payroll, benefits, and legal compliance, specialized agencies manage the administrative complexity so you don't have to become an expert in Argentine labor law or Mexican tax regulations.

Pre-vetted candidates only

Job boards deliver hundreds of applications you need to sort through yourself. Recruitment agencies deliver a shortlist of 3–5 candidates who've already passed multiple screening rounds. You spend your time interviewing qualified professionals, not reviewing resumes.

The difference matters even more when you factor in replacement costs. If you hire the wrong person through a job board, you've lost 3-6 months and need to start over—and you still don't have the local expertise to do it better the second time. Most recruitment agencies offer 90–180 day replacement guarantees, but more importantly, their vetting process means you're much less likely to need it.

The cost comparison

Job boards charge $0–110+ per posting. Recruitment agencies typically charge 25–35% of first-year salary (or monthly management fees for full staffing services).

That looks like a big difference until you account for:

• Time to hire: 8–12+ weeks with job boards (sourcing, screening, interviewing) versus 2–4 weeks with agencies who deliver pre-vetted shortlists
• Your time investment: 40–60 hours per role reviewing applications and conducting initial screens versus 6–10 hours interviewing final candidates only
• Cost of bad hires: Starting over 3–6 months in with no better ability to evaluate candidates versus replacement guarantees and proven screening processes
• Ongoing compliance: DIY legal research and payroll setup versus agencies handling all administration
• Access to passive candidates: Only reaching people actively browsing job boards versus agencies sourcing from their networks of employed professionals

For companies hiring more than one Latin American professional annually, the ROI on agency fees usually makes sense. You're not just paying for placement—you're paying for local market expertise that prevents expensive mistakes.

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What are the Best Recruitment and Staffing Agencies for Done-For-You Hiring in Latin America?

Top agencies for Latin American hiring include Near, Revelo, Somewhere, LatHire, 1840 & Company, Hire South, Virtual Latinos, and Howdy.

All handle vetting and screening so you only interview pre-qualified candidates, but they differ significantly in specialization, pricing models, and service approach.

Near

Near (Hire With Near) is a full-service staffing and recruiting agency that helps US companies of all sizes hire top-performing remote talent in Latin America across finance, accounting, sales, software engineering, AI, data, marketing, operations, and virtual assistance.

With job boards, you post once and screen 200+ applications yourself. With Near, you tell us what you need once, and we deliver your top 3 pre-vetted candidates with video introductions in 3–-5 days. No resume sorting. No first-round screening calls. No wondering if they're actually fluent in English or if their technical skills check out.

We handle the entire vetting process—sourcing, screening, skills verification, English assessment, culture fit evaluation—so you only spend time on candidates who've already cleared every filter. Most roles close in under 3 weeks because you’re interviewing quality from day one, not sifting through hundreds of maybes.

Our 4.9 G2 rating with 90+ reviews and 80% retention past 2 years prove our process works. 

• Top 3 candidates in 3-5 days with video shortlists—no sorting through hundreds of applications yourself
• 97% placement success rate because you only interview pre-vetted talent who’ve passed our filters
• Zero screening burden: We handle sourcing, skills verification, English assessment, and culture fit evaluation
• 180-day replacement guarantee (double industry standard) if the fit isn't right
• Two engagement models: recruitment-only or full staffing with payroll/compliance included
• Transparent pricing: You set salaries, we explain fees upfront, no hidden markups

One recent client, CyberFortress, is saving over $1.2M annually by building their accounting team through Near instead of hiring locally.

Revelo

Revelo operates as a developer-focused platform with a network of 400,000+ pre-vetted Latin American software engineers. They combine platform-driven self-service with full EOR services, letting you browse candidates and manage hiring while they handle payroll and compliance. Their client list includes Oracle, Dell, and Intuit. 

• 400,000+ pre-vetted developers across all technical specialties (full-stack, frontend, backend, mobile, DevOps)
• 2-week hiring cycles with platform to browse candidates, manage interviews, and track progress
• Pay-as-you-go model with 2-week risk-free trials and cancel-anytime flexibility

Best for: Tech companies needing a large pool of pre-screened developers with flexible pay-as-you-go engagement.

Somewhere

Somewhere operates globally across 18+ countries including the Philippines, South Africa, and countries in Latin America. They charge 25-35% of first-year salary for placements with a $500 upfront deposit to start. .

• Global reach across 18+ countries (Philippines, South Africa, Eastern Europe, LatAm)
• Transparent pricing: 25-35% placement fee with $500 deposit to start search
• 6-month replacement guarantee

Best for: Companies wanting geographic flexibility beyond Latin America alone

LatHire (acquired by CloudDevs)

LatHire offers a 24-hour hiring guarantee with AI-powered vetting. The platform works as a free-until-hire marketplace where you browse 500,000+ pre-vetted profiles with video introductions. 

• 24-hour candidate delivery with AI-powered matching
• Marketplace model with no fees until you hire
• 500,000+ pre-vetted profiles with video intros and verified English scores

Best for: Startups wanting rapid, transparent hiring without upfront costs.

1840 & Company

1840 & Company is a global staffing and BPO provider operating in 150+ countries. They process 50,000+ applications monthly and offer everything from staff augmentation to fully managed business process outsourcing. 

• 150+ countries with major hubs in Philippines, India, Ukraine, South Africa, Latin America
• Full BPO services beyond staffing (contact centers, recruitment operations)
• AI-powered screening combined with human recruiters

Best for: Companies wanting geographic flexibility beyond Latin America alone

Hire South

Hire South focuses exclusively on Latin America with both staffing and headhunting models. They deliver 2-3 vetted candidates within two weeks and complete placements under 21 days. 

• 45,000-80,000 pre-vetted professionals with 0.5% acceptance rate
• 21-day placement timeline with 90-120 day replacement guarantees
• Transparent process with risk-free trial positioning

Best for: Growing companies seeking balanced cost and quality without enterprise complexity.

Virtual Latinos

Virtual Latinos specializes exclusively in bilingual virtual assistants for small businesses and solopreneurs. They charge $1,600–$4,400/month based on VA experience level. 

• VA-only focus across admin, customer service, legal, and marketing support
• Monthly all-inclusive pricing with no additional recruitment fees
• VL Academy training for 1,000+ virtual assistants (Inc. 5000 recognized)

Best for: Entrepreneurs needing administrative support with predictable monthly pricing.

Howdy

Howdy specializes in software engineering talent with Y-Combinator backing and physical offices across seven Latin American cities. They promise first candidates within 48 hours. 

• 48-hour candidate delivery with hires starting within 24 hours of selection
• 98% retention rate (industry-leading for technical talent)
• Physical offices across Argentina, Uruguay, Colombia, Chile, and Brazil providing local infrastructure

Best for: Companies that prefer to have a physical location for their workers.

Which Option Makes Sense for You When Your Hiring in Latin America: Job Boards or Recruiting Agency?

Choose job boards if:

• You’re hiring one person as a test
• You have 40–60 hours to dedicate to screening per role
• You have in-house expertise for Latin American compliance and payroll
• Budget is extremely tight and you can absorb the time cost

Choose recruitment agencies if:

• You’re hiring 3+ Latin American professionals annually
• You need hires in weeks, not months
• You want vetted candidates (not 200 random applications)
• You’d rather spend time interviewing qualified candidates than screening resumes
• You want someone else to handle compliance, payroll, and replacement guarantees

Yes, agencies charge higher fees than job boards. But the ROI often makes sense when you factor in improved fit, faster speed to hire, and access to passive candidates who would never see your job posting. 

The best talent usually isn’t actively browsing job boards—they’re already employed and only open to conversations with recruiters who understand what they’re looking for.

If you want full control and don’t mind the manual effort, job boards work fine.

If you want vetted, permanent hires who stay and grow with your team, partnering with a specialized nearshore recruiting firm like Near is often the smarter investment.

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Final Thoughts

The right nearshore hiring approach can solve your talent shortage while keeping you within budget. 

Job boards can help you dip your toe into nearshore hiring—but building a reliable, long-term remote team requires more than posting and waiting.

The fastest-growing US companies use recruiting partners like Near to find vetted professionals who fit their culture and time zone from day one.

Companies that switch from endless job board posting to working with specialized nearshore partners often see their hiring timelines drop from months to weeks.

Whether you choose a job board or a full-service partner depends on how much time you want to invest in the process. 

Match your approach to your capacity. If you have the bandwidth to screen candidates and manage the hiring process, job boards work well. If you need results quickly without the administrative overhead, consider a full-service partner.

The best way to know what’s right for you is to explore a few solutions. Schedule a free, no-commitment consultation call with Near to discuss your specific situation and learn how we can help you build your Latin American team.