Account and Pricing
What do I get with a free account?
With a free account, you can post a job and view job applications, giving you a clear idea of the potential talent pool. However, to access applicants’ contact information or communicate with them, you’ll need to upgrade.
We don’t offer a free trial because you can only interview candidates after upgrading to a paid account.
We don’t offer a free trial because you can only interview candidates after upgrading to a paid account.
Why can’t I contact applicants with a free account?
Allowing employers to contact workers without paying can lead to scams and unreliable communication, which diminishes the experience for everyone.
Additionally, this is how we sustain our business. By requiring payment for communication, we maintain a professional platform and ensure high-quality interactions.
Even with a free account, you can view full profiles and post jobs to see applications. This allows you to evaluate candidate interest and qualifications before deciding to upgrade.
Additionally, this is how we sustain our business. By requiring payment for communication, we maintain a professional platform and ensure high-quality interactions.
Even with a free account, you can view full profiles and post jobs to see applications. This allows you to evaluate candidate interest and qualifications before deciding to upgrade.
Why do I need to pay upfront?
We offer a money-back guarantee, which minimizes your risk. If you don’t get at least five applicants, simply request a refund.
As a U.S.-based company, we stand by our guarantee.
Charging upfront helps us avoid marking up salaries, so you’re not paying unnecessary middleman fees. After trying our platform, most users agree it’s a better system. In fact, many never return to traditional outsourcing platforms like Upwork, Freelancer, or Fiverr.
As a U.S.-based company, we stand by our guarantee.
Charging upfront helps us avoid marking up salaries, so you’re not paying unnecessary middleman fees. After trying our platform, most users agree it’s a better system. In fact, many never return to traditional outsourcing platforms like Upwork, Freelancer, or Fiverr.
Can I upgrade my account, or switch from Monthly to Annual?
Yes! If you start with a Pro monthly subscription, you can upgrade to Premium at any time by paying a prorated difference for the remaining time. The exact upgrade price is available on the Pricing page.
You can also switch from a monthly to an annual plan, with your last monthly payment applied in full toward the annual price.
This approach ensures flexibility and value for all users! Let us know if you have further questions.
You can also switch from a monthly to an annual plan, with your last monthly payment applied in full toward the annual price.
This approach ensures flexibility and value for all users! Let us know if you have further questions.
Paying Your Workers
How do I pay workers?
We’re currently developing a secure payment system that will allow you to pay workers directly through our platform. For now, you can use trusted services like PayPal, WorldRemit, or Wise.com.
You are free to choose how you pay your workers; it’s entirely up to you. The payment amount is determined during your negotiation with the worker before hiring.
You are free to choose how you pay your workers; it’s entirely up to you. The payment amount is determined during your negotiation with the worker before hiring.
What are the typical costs for full-time and part-time work?
Full-Time Salaries:
Salaries are slightly higher in LATAM than, say, the Eastern hemisphere. The main reason is cost of living; the economies are simply different. But of course, so is the talent. We believe the slightly higher costs in LATAM compared to traditional remote sourcing locations, such as the Philippines, are worth it; the education, cultures and English proficiencies align extremely well with the skills needed by U.S. employers. Additionally, we’ve found this region highly superior for creatives and professionals.
Part-Time Salaries:
Notes:
- $1,100/month: Entry-level workers with little to no experience, ideal for tasks like data entry.
- $1,500/month: Skilled workers with a few years of experience, strong English skills, and the ability to make meaningful contributions to your business.
- $1,900+/month: Highly experienced professionals, offering top-tier skills and expertise.
Salaries are slightly higher in LATAM than, say, the Eastern hemisphere. The main reason is cost of living; the economies are simply different. But of course, so is the talent. We believe the slightly higher costs in LATAM compared to traditional remote sourcing locations, such as the Philippines, are worth it; the education, cultures and English proficiencies align extremely well with the skills needed by U.S. employers. Additionally, we’ve found this region highly superior for creatives and professionals.
Part-Time Salaries:
- Typically about 65% of full-time salaries.
- While still affordable, part-time work is considered less stable, which can make it riskier for workers. Most part-timers are still looking for full-time employment.
Notes:
- Salaries depend on what you negotiate with the worker. The amount listed on their profile is a desired rate, not a fixed requirement.
- Workers in LATAM often prefer salaried positions, as hourly jobs are generally considered temporary.
- To determine appropriate pay, review profiles matching your desired skills to understand salary expectations.
Do I need to pay even if I am unsatisfied with their work?
Yes. Just as in the United States, the remedy for an unsatisfactory performance is loss of the job. You cannot refuse to pay. If you’re unhappy with performance, and feedback isn’t working, please let go of your employee as soon as possible. You will need to compensate them for their time worked, and nothing more.
Canceling Your Subscription
Do I need to keep my subscription after hiring someone?
No, you’re not required to maintain your subscription. There are no contracts or time commitments.
How do I cancel my subscription?
Canceling is simple. Just go to your Account Dashboard and navigate to the “Account” dropdown to cancel your plan.
Trust
How can I find someone trustworthy?
Building trust is key when hiring remotely. Workers in LATAM often have a strong culture of honesty and a desire to meet their employer’s expectations.
However, trust is a two-way street. Just as you may initially feel cautious about hiring, workers may also be hesitant to trust you. Establishing mutual trust takes effort, but it’s worth it.
However, trust is a two-way street. Just as you may initially feel cautious about hiring, workers may also be hesitant to trust you. Establishing mutual trust takes effort, but it’s worth it.
Steps to Build Trust
- Build Personal Rapport
- Take time to learn about their background, interests, and career goals.
- Ask about their family or hobbies to foster a more personal connection.
- Share a bit about yourself to humanize the relationship and establish mutual respect.
- Be Transparent About Expectations
- Clearly outline job responsibilities, goals, and deadlines.
- Define success metrics for tasks or projects to avoid misunderstandings.
- Set expectations for communication, including frequency and preferred methods (e.g., email, Slack, video calls).
- Provide Consistent Feedback
- Offer constructive feedback regularly to show you're invested in their growth.
- Recognize and praise their accomplishments, no matter how small.
- Use Collaborative Tools
- Utilize tools like Asana, Trello, or ClickUp for project tracking and shared visibility.
- Share calendars for transparency on task priorities and deadlines.
- Offer Training and Development Opportunities
- Invest in their skills by offering access to training resources or online courses.
- Show that you value their growth and see them as a long-term part of your team.
- Pay Promptly and Fairly
- Ensure workers are paid on time and according to the agreed-upon terms.
- Be upfront about any changes in payment structure and provide adequate notice.
- Communicate Regularly and Effectively
- Schedule regular check-ins or team meetings to stay connected.
- Use video calls occasionally to foster face-to-face interaction and strengthen rapport.
Hiring Best Practices
- Hire on Salary, Not Hourly
- Implement a 90-Day Probationary Period
- Provide PTO and Benefits After the Probationary Period
We recommend hiring employees on a salaried basis rather than hourly. Salaried positions provide stability and predictability for both the employer and the employee, which helps build trust and long-term commitment. Hourly arrangements can sometimes feel temporary and may result in higher turnover.
When bringing on a new hire, we advise starting with a 90-day probationary period. This timeframe allows both parties to evaluate fit, performance, and alignment with company culture. Clearly outline expectations during this period and provide regular feedback to set the employee up for success.
After the initial 90 days, we recommend offering paid time off (PTO) and other benefits that align with what is provided to your other employees. Doing so fosters equity within your organization and demonstrates your commitment to your new hire’s well-being and professional growth.
Should I use time tracking?
Time tracking is optional. Some employers prefer it for oversight, while others find it unnecessary or intrusive. Regardless of your method, productivity is often clear from a worker’s output.
Can I trust your platform?
Yes! We’ve been in business since 2018 – with this job board a new spinoff of our trusted brands. WorkLATAM itself may be a new initiative, but we’re a U.S.-based company, compliant with Visa standards for secure payments, and we honor our money-back guarantee.
Security
How do I protect my business and sensitive information?
- Use a password manager like LastPass to share access without revealing passwords.
- Grant access gradually as trust is earned.
- Treat a remote VA as you would an in-office employee and take reasonable precautions.
Culture
What is the “13th Month”?
The 13th Month is an annual bonus equivalent to one month’s pay, common in the Latin America. While it’s not mandatory, it’s highly recommended as it’s a key part of workers’ financial planning.
For example, if you hire someone for $1,400 a month, it’s a highly encouraged custom to give them a $1,400 bonus in December. The best way to do this is to divide their salary by 12, ($1,400 divided by 12 in our example is $116), and then simply set aside this amount every month so you have it ready to go in December.
For example, if you hire someone for $1,400 a month, it’s a highly encouraged custom to give them a $1,400 bonus in December. The best way to do this is to divide their salary by 12, ($1,400 divided by 12 in our example is $116), and then simply set aside this amount every month so you have it ready to go in December.
What if I hired someone in March, July or October, do I need to pay the “13th Month”?
If you hire someone outside the month of January, which is highly likely, you should prorate their first 13th month bonus – simply take their monthly pay and divide it by the number of months they've been working for you.
Finding Talent
Latin American countries offer highly skilled and educated professionals in fields like design, content writing, reception, intake, social media, and customer service, often at a fraction of the cost in the United States. While our database is new, it also means competition for your position won’t be out of this world – yet. We’re adding hundreds of workers every day, so you’re likely to find a great fit for your needs.
How many tries will it take to find someone, and is turnover common?
Turnover is an issue for every company in the world. However, turnover shouldn’t be any higher than when you recruit and hire locally. Turnover is not all about the employee, either. The better you are at interviewing, hiring and training, the less turnover you’ll have. Remote workers aren’t perfect, and they’re certainly not robots. The better you treat them, the more loyalty you’ll earn. Many of our clients have hired from LATAM and have quickly promoted those hires within their companies. LATAM workers are professionals and looking for careers, with advancement opportunities in most cases. The best policy is to communicate about these matters and to be clear about expectations. Uncommunicated expectations are premeditated disappointments.
How is WorkLATAM different from Upwork?
- We don’t take a cut of worker salaries.
- You’re free to communicate and pay your workers directly.
- We promote long-term, stable employment instead of short-term gigs.
Job Posts
Free and Pro accounts allow up to 3 active job posts, while Premium accounts can have 10. Free job posts are subject to approval and expire after 14 days.
If you need to boost visibility, you can edit your post weekly to move it higher in search results.
If you need to boost visibility, you can edit your post weekly to move it higher in search results.
Time zones
Unlike other areas of the world, time zones in LATAM align almost perfectly with US time zones. However, be sure to specify what hours you need during the hiring process. Alternatively, allow flexibility for workers to choose their schedule, ensuring some overlap for communication. Happier workers often produce better results.
Do the job candidates speak English?
Yes, ALL applicants must speak English to be on our platform. English speaking and writing skill levels will differ – please use the interview process to vet the proper skillset you need.