One platform, one invoice, one Slack channel across the region.
Once you're hiring across three or more countries, the operational drag of separate vendors per country adds up. We consolidate it. One dashboard, one monthly invoice, one HR contact for your entire LATAM team.
Everything is included. No add-ons.
Single point of contact
A dedicated HR partner who knows your entire LATAM org. No ticketing-system roulette. They join your weekly people-ops sync if you want.
Consolidated payroll
One monthly run across all your LATAM employees, regardless of country. One USD invoice. One reconciliation. One audit trail.
Custom benefits
Negotiated benefits packages per country. Better health insurance than statutory minimums, retirement contributions where they make sense, equity adjustments for inflationary economies.
Compliance reviews
Quarterly review of upcoming labor-law changes per country (LATAM legislative cycles move fast). We surface things before they hit so you can plan.
HRIS integration
Two-way sync with BambooHR, Rippling, Personio, HiBob. One-shot imports from Deel, Remote, Velocity, and Multiplier if you are migrating from another EOR.
Security and compliance
SOC 2 Type II report on request. SSO via Google, Okta, Azure AD. Granular role-based access. Full audit log of every action. GDPR and LGPD aligned.
Onboarding in 1 to 3 days.
Map your current setup
We sit down with your people-ops lead and map every employee, contractor, vendor, and tooling touch-point currently involved in your LATAM hiring. We tell you honestly what we can consolidate and what should stay.
Design the migration plan
Country by country, employee by employee. Most migrations close in 4 to 8 weeks with zero pay disruption. We coordinate with your existing vendors so employees get a clean handoff, not a "your contract just changed, please re-sign everything" email.
Cut over, with overlap
We run parallel for one month: old vendor stays live, we duplicate the run on our side and validate every number. Once you are comfortable, we go live and you cancel the old vendor.
Quarterly reviews
Every quarter, your dedicated HR partner walks through what changed: new hires, terminations, salary changes, upcoming labor-law changes per country, and any benefits we should consider adjusting. No surprises.
The questions we hear most.
When does it make sense to consolidate?
Usually around 15 to 25 employees across 3 or more countries. Below that, the operational savings don't justify the migration effort. Above that, the math is obvious. The time your team spends managing multiple vendors costs more than the consolidation does.
How does migration from another EOR work?
We have done it from Deel, Remote, Velocity, Multiplier, Globalization Partners, and a few smaller LATAM-specific vendors. The pattern is the same: parallel run for one cycle, validate every number, then cut over. Employees see one notification: "We are moving to a new payroll provider, your contract terms stay the same, your contact at Employ Latam is X." Done in 4 to 8 weeks.
Can we keep different benefits per country?
Of course. That is the whole point. Different countries have different expectations: private health plans in some, meal vouchers in others, USD-pegged compensation in inflationary economies. We negotiate and run different benefits in different countries, all from the same dashboard.
Do you have a SOC 2 report?
Yes, Type II, audited annually. Available on request under MNDA. We are also LGPD-aligned for Brazilian data residency requirements.
The talent is in Latin America. The hiring is on us.
Set up an account in three minutes. No credit card. No sales call. Hire one person, hire fifty. Pay only when they're on payroll.