Welcome to The Hero 🗞️. This is approximately a 3-minute read.
🔍 Why “local-only” candidates are a disadvantage
📩 How LATAM is quietly becoming a global talent hub
💡 The data about cost, production, and execution
TL;DR
U.S. hiring from LATAM is up over 286% since 2021 -
Same time zones, strong communication, better retention.
+50 - 70% cost savings compared to the 🇺🇸 market.
🚨 The Shift Nobody’s Talking About…
“Remote” used to mean working from home.
Now it means working from anywhere.
Since 2021, U.S. hiring from Latin America jumped 286% - not because it’s trendy, but because it’s effective.
While some teams wait months for local talent to open up, others are closing roles in weeks by building LATAM pipelines.
Same timezone.
Great communication.
Lower cost.
And if I’m being honest, more accountability.
The full breakdown is just below - don’t miss it! 😉
Links of the Day:
🔗 Best Links
Here are some of the best links I’ve found since last time I emailed you:
🗺️ Interview Strategy
Explain Your Structured Interview Process (link)
How to Conduct an Interview (link)
🔎 Candidate Experience & Recruiting Process Design
Build a Best-in-Class Hiring Process (link)
Provider Onboarding Software (link)
👩💼 Onboarding & Ramp
Linux Onboarding 101 (link)
Hybrid Remote Pitfalls (link)
✅ Retention & Churn Reduction
Retention Topic Index (link)
Remote-Friendly Retention Strategy (link)
🧠 Why LATAM Works (And Will Keep Working)
1. Time-Zone Overlap
Asia is asleep while you’re working.
Europe logs off halfway through your day.
LATAM stays online during standard U.S. working hours.
A 9:00 AM EST stand-up meeting is:
8:00 AM in Mexico City 🇲🇽
9:00 AM in Colombia 🇨🇴
10:00 AM in Argentina 🇦🇷
No async chaos.
No “let’s catch up tomorrow.”
No 5+ hour response gaps.
LATAM talent operates naturally inside a U.S. team’s daily rhythm - and that matters.
2. Excellent Communication Skills
Argentina, Chile, and Brazil rank among the highest English-proficiency countries.
Many LATAM professionals already lead stand-ups, product reviews, and client calls - in English.
Yes, you still need to assess fluency.
But when you source properly, candidates who’ve worked with U.S. companies typically have near-flawless English.
If communication was ever a concern, it should no longer be one.
3. The Cost Delta Is Strategic
A U.S. senior engineer salary: $120,000 - $200,000
Comparable LATAM talent: $40,000 - $95,000
This isn’t about “cheap labor”.
It’s about smarter capital allocation.
Teams use the difference to:
Hire depth instead of betting on one unicorn
Invest in better tools and infrastructure
Improve retention instead of cycling through churn
The goal isn’t to replace your U.S. presence…
It’s to supplement it.
4. Retention Is Stronger Than Expected
LATAM professionals working with U.S. companies often stay longer than domestic averages…
Meaning: they’re not job-hoppers.
They’re accountable.
Satisfaction-minded.
And comfortable working in async, distributed teams.
Many actively seek long-term roles with U.S. companies - and they work hard to keep them.
To Sum It Up…
The talent market is global heading into 2026 - and limiting yourself by ZIP code only shrinks your pipeline.
LATAM offers:
✅ Real-time collaboration
✅ Excellent communication
✅ Deep technical talent
✅ 30 - 50% cost efficiency
For your next role, consider Brazil, Mexico, Argentina, Colombia, or Peru.
You’ll be surprised by the talent - and your candidate reply rates will 2x too 🤯
P.S. Platforms like Deel makes it SUPER simple and affordable to manage nearshore contractors.
And To Wrap It Up…
Your next great hire isn’t ten time zones away.
They’re two hours south.
Globalization isn’t a threat.
It’s leverage.
HOW WE CAN HELP?
There are a few ways:
Or you can just reply to this email.
I reply to absolutely everyone who writes me back 🙂
