The trend of hiring remote workers from Latin America has gained significant momentum among U.S. companies. This shift is driven by a combination of cost savings, time zone compatibility, and access to a highly skilled workforce. The following companies demonstrate what is possible when the strategy is executed well.
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Walrus Health: Brazilian engineering talent
San Francisco-based startup Walrus Health embraced the benefits of hiring remote engineers from Brazil. CEO Kimball Thomas, who had prior experience living in the country, recognized the significant talent pool and cost advantages available. While navigating local bureaucratic processes required effort, the significantly lower salaries proved a worthwhile trade-off. Brazilian engineers now make up a substantial portion of the development team, contributing directly to the company's ability to innovate despite rising U.S. tech compensation.
Key lesson: Having internal knowledge of a LATAM market accelerates the hiring process — but a specialized staffing partner can replicate that advantage without requiring your team to build it from scratch.
Jeeves: Diverse skills across three countries
Global expense management platform Jeeves tapped into talent pools in Colombia, Brazil, and Mexico simultaneously. The company filled critical remote roles — including Backend Software Engineers and Financial Crime Analysts — with professionals from across the region. Backed by notable investors including Tencent and Andreessen Horowitz, Jeeves shows how leveraging multi-country LATAM talent provides both cost efficiencies and access to specialized skills essential for a global operation.
Key lesson: Latin America is not a single market. Different countries excel for different role types — Colombia for finance and ops, Mexico for engineering depth, Brazil for senior technical roles.
Twilio: Engineering and QA across Colombia and Brazil
Cloud communications leader Twilio integrated remote workers from Colombia and Brazil into its engineering and QA teams. Professionals in Software Engineering and QA Automation roles joined the company, benefiting from the time zone overlap that enables seamless collaboration and real-time communication. This strategic hiring strengthened Twilio's development and quality assurance processes without the constraints of geography.
Key lesson: For engineering roles specifically, the combination of time zone overlap and strong English fluency in LATAM markets allows nearshore teams to function identically to in-house teams — without the async friction of true offshore hiring.
ModSquad: 24/7 support coverage from Latin America
ModSquad, which specializes in customer support and community management, built a distributed team of LATAM professionals for customer support and chat specialist roles across the region. This approach enhanced their ability to offer round-the-clock support to clients while keeping operational costs manageable. The cultural alignment and communication quality of LATAM support professionals proved to be an ideal fit for client-facing roles.
Key lesson: Customer support roles from Latin America deliver bilingual capability and U.S. timezone coverage simultaneously — without paying for two separate teams to cover two languages.
What these companies have in common
Looking across these four examples, three patterns stand out consistently:
Every successful hire had clearly defined outcomes, not just a task list. The role fit was mapped before sourcing began.
Teams that moved quickly from interview to offer consistently secured the strongest candidates before they accepted elsewhere.
LATAM hires were treated as full team members — included in standups, given direct feedback, and given real ownership.
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