Hire Top SDRs in LatAm. Same Quality. 64% Less.

Hire With Near replaces a mis-hire at no additional cost.

With the staffing model, you can pause anytime an SDR isn't working out and Hire With Near will find a replacement with no additional fee.

With the recruiting model, you have up to 180 days to flag a replacement, also at no additional fee.

Every new hire, whether in Latin America or the US, carries some risk, and being a little nervous about whether someone will work out is normal. SDR performance shows up fast: by week three or four, you can tell whether the rep hits dial volume and books meetings, well inside the window.

Hire With Near's vetting process is built to take most of that risk off the table upfront. The guarantee is the backstop if something gets missed.

Talk through the specifics with your Hire With Near rep before you sign.

Most clients receive a shortlist of strong, best-fit SDR candidates within three to five days of the kickoff call, and most make a hire within three weeks.

Those numbers are averages. Some placements close in under a week, but others take four to five weeks, depending on how many interview rounds you want to run and how long final-stage steps take.

You provide the tool seats, dialer, CRM, email, and data sources, while the SDR provides their own computer and workspace, which is the standard arrangement for remote sales hires in Latin America. Reliable home internet is part of Hire With Near's screening baseline.

Plan on the same seats a US SDR would need: CRM license, dialer or sales engagement platform, a data tool like Apollo or ZoomInfo, and LinkedIn access if your motion uses it. Some companies ship a laptop for security or compliance reasons, and that works fine too; couriers reach every major Latin American city.

Set up access before day one. A rep who can dial on the first morning ramps measurably faster than one who spends week one waiting on seats.

To learn more about what sales leaders dig into before hiring, check Hire With Near’s guide to the questions sales leaders ask when hiring in Latin America.

Yes, bilingual outreach is one of the strongest reasons to hire an SDR from Latin America, and Hire With Near can source reps who prospect fluently in both English and Spanish, or Portuguese if Brazil is on your map.

A bilingual SDR opens territory that a US hire usually can’t: Spanish-speaking business owners in US markets, and Latin American expansion accounts, worked in the prospect's first language while the same rep runs your English sequences.

Tell us the language split at intake (for example, 70% English and 30% Spanish accounts) so we can screen candidates on selling ability in each language, not just conversational fluency.

You design and pay the commission plan directly to your SDR, and Hire With Near's fee is calculated on base salary only, not on OTE, commission, or bonuses, so your rep's variable earnings never increase your fee.

Most companies mirror the structure they’d use domestically: a per-meeting or per-qualified-opportunity bonus on top of base. A common shape in the region is base plus 20 to 30% variable, and Hire With Near can benchmark what similar teams offer so your plan is competitive enough to retain a strong performer.

Put the plan in writing before the start date, with the trigger (meeting held versus meeting booked), payout timing, and any ramp guarantee spelled out. Ambiguity around variable comp is the fastest way to lose a good rep.

Yes, Latin American SDRs book qualified meetings with US buyers every day, and the candidates Hire With Near shortlists have verified outbound track records with US prospects, with dial volumes, response rates, and meetings-booked numbers checked during screening.

The skills that book meetings, tight research, personalized first lines, crisp value propositions, and disciplined follow-up sequences are the same ones US reps use, and reps who have sold to US buyers already know the tone and pace that the market expects.

What a rep can’t supply is your positioning: teams that give their SDR a clear ICP, tested messaging, and a working data source see them hit stride in weeks, while teams that hand over a login and a goal see slower ramps regardless of where the rep sits.

Most prospects will hear a slight accent, but it doesn’t hurt connect-to-meeting conversion when the rep's English is fluent: clarity, pacing, and confident objection handling are what carry a cold call, and those are exactly what Hire With Near screens for with a live call evaluation before any candidate reaches your shortlist.

Fluency and accent are different things. The reps Hire With Near presents speak English comfortably at conversation speed, handle interruptions and pushback without losing the thread, and sound natural on the phone. Plenty of high-performing US-based SDRs speak accented English every day.

If phone presence is your top concern, judge it directly: interview your shortlisted candidates by phone or ask for a mock cold call, and you’ll hear within two minutes what your prospects would hear.

Hire With Near recruits SDRs across Latin America, having sourced talent from more than 20 countries in the region in 2025, with Colombia, Brazil, and Mexico producing the most sales placements, according to Hire With Near's State of LatAm Hiring Report.

Colombia has become a hub for US-facing outbound talent with polished English and call-center-honed phone skills, Mexico offers deep sales talent a short flight from most US cities, and Brazil's large market produces reps with strong SaaS and tech-sales backgrounds.

Calling windows line up automatically: an SDR anywhere in the region works your prospects' business hours live, sitting at most one or two hours off your own clock.

If your territory demands specific hours, say West Coast afternoons, sourcing filters for it.

Related reading: Best Countries to Hire Remote Sales Talent: 21 Options for US Companies

Hiring an SDR in Latin America through Hire With Near follows one of two paths, depending on whether you want Hire With Near to handle sourcing, payroll, and compliance or prefer to manage the employment side yourself.

With the staffing model, Hire With Near sources and vets the candidate, then handles payroll, compliance, and benefits administration on your behalf. You pay Hire With Near a monthly fee and don't need to set up a foreign entity or navigate Latin American employment law directly.

With the recruiting model, Hire With Near sources and vets the candidate and charges a one-time placement fee. You manage the employment relationship directly, either through a separate employer of record company (Deel, Globalization Partners, or similar) or by setting up your own local entity.

Once the rep signs, set them up to dial on day one: CRM seat, dialer, email and LinkedIn access provisioned in advance, your ICP and messaging documented, and a ramp plan that has them shadowing calls in week one and carrying a meetings quota by week three or four.

Further reading: How to Hire a Sales Development Representative: The Complete Guide

Hire With Near vets SDRs in Latin America through active sourcing, resume screening, and a first-round interview that includes a live cold call evaluation. The strongest candidates from those stages become your shortlist.

Sourcing targets Latin American reps with verified outbound experience for US companies, booking meetings with US buyers, not just any sales background.

Resume screening applies your requirements as hard filters: outbound prospecting history, dial and email volume, CRM and sales tool experience (HubSpot, Salesforce, Apollo, Outreach), and quota performance are evaluated at this stage.

The first-round interview assesses English fluency under live cold call conditions, objection handling, and how the candidate researches and personalizes outreach.

After you choose your finalist, Hire With Near runs reference checks and an international background check to verify work history and references.

A mid-level SDR in Latin America typically earns $2,000 to $2,500 per month ($24,000 to $30,000 per year) in base salary, compared to $76,000 to $123,000 per year for a US-based SDR at the same level, according to Hire With Near's salary data.

Junior SDRs in Latin America range from $1,500 to $2,000 per month ($18,000 to $24,000 per year) against a US annual range of $75,000 to $118,000, a savings of 76 to 80%.

Senior SDRs range from $2,500 to $3,500 per month ($30,000 to $42,000 per year) against a US annual range of $78,000 to $136,000.

Hire With Near's fee is a transparent percentage of that base salary with no hidden costs. The commission you pay the rep doesn’t increase the fee. At these numbers, many teams hire two Latin American SDRs for less than the cost of one US rep.

For the most up-to-date figures, see Hire With Near’s US vs. Latin America Salary Guide.