Guide to onboarding in
LATAM
Interested in hiring employees in LATAM? It’s never been easier.
In this guide, we cover a few tips and advice to ensure easy integration of your new hire:
Pre-boarding
First week and beyond
Easy compliance with local laws and regulations
Pre-boarding
-
Lay the groundwork with clear Standard Operating Procedures (SOP), personal preference documents, and realistic expectations. This proactive approach streamlines the onboarding process and minimises confusion.
-
Initiate the onboarding journey with a detailed orientation call. Cover essentials like log-ins, communication styles, SOPs, and initial tasks. Encourage open dialogue to clarify expectations and set the tone for future interactions.
-
Invest in the right software. Utilise collaboration tools, communication software & video conferencing platforms (e.g. Slack or Teams), and project management software to facilitate communication and teamwork.
First week and beyond
-
Establish clear goals for the first week, month, and beyond. Schedule regular check-ins to provide feedback, answer questions, and address any concerns.
-
Provide role-specific training, access to learning resources, and opportunities for professional development.
-
Foster a sense of belonging by encouraging social interactions through virtual coffee chats, online team activities, and buddy programs.
-
Clearly communicate company expectations, policies, and procedures to avoid confusion.
-
Time tracking isn't for everyone. While some companies find it valuable, others, including us, feel it can be intrusive and goes against the LATAM work culture.
It is your choice, but we suggest focusing on results, not hours. Regardless of the method, you can often assess someone's productivity based on their work output.
-
Schedule regular one-on-one meetings and team meetings to maintain open communication and foster a sense of connection.
Easy compliance with local laws and regulations
Employer of Record (EOR) Services
In most cases, we recommend using an Employer of Record (EOR) service for those recruiting in most LATAM countries and South Africa, however, a local legal entity is not required in the Philippines.
EOR services are becoming increasingly popular for businesses looking to expand their global footprint without the hassle of setting up their own legal entities in each new country. These companies essentially act as the legal employer for your international employees, handling everything from payroll and taxes to benefits and compliance.
Note:
This is not an exhaustive list of all EOR services available. Many other providers exist, each with its own unique strengths and features.
Pricing is constantly evolving, so it's crucial to contact each provider directly for the most up-to-date information.
Be sure to consider your specific needs and budget when choosing an EOR service.
Sample of EOR providers & pricing
(Full-Time Employees)
-
USD 199+/employee/month
Caters to startups and small businesses with an affordable pricing model. Supports 60+ countries.
-
USD 199+/employee/month
EOR services for remote teams - Handles payroll, taxes, and basic HR needs
Good EOR & global payroll for cost-conscious startups, with 24/7 customer support.
-
USD 400+/employee/month
Good EOR service for quick hiring and effortless onboarding across 150 countries.
-
USD 499+/employee/month
Well-established provider with comprehensive global payroll and compliance solutions. Supports 130+ countries.
-
USD 500+/employee/month
Good EOR and workforce management platform with global support for compliance risks
-
Starts at USD 599/month
User-friendly platform with transparent pricing. Focuses on remote work and independent contractors. Supports 50+ countries.
Good EOR service provider for competitive and cost-effective benefits packages.
-
USD 599+/employee/month
Good EOR service for managing global hiring, payroll taxes, and compliance risks.
Global EOR and compliance solution - Offers payroll, benefits, visa sponsorship, and more.
-
USD 650+/employee/month
Focuses on high-growth startups and tech companies. Good EOR for enterprise, with global workforce payroll & payment solutions
Establishing a local legal entity
Setting up your own legal entity gives you complete control over the employment relationship and allows you to directly manage all aspects of HR, payroll, and compliance. However, it’s typically best suited for larger organizations, as it's typically the most complex and time-consuming option, requiring expertise and resources.
Working with a Professional Employer Organisation (PEO)
Similar to an EOR, a PEO manages HR, payroll, and compliance for your employees. However, unlike an EOR, you share employment responsibilities with the PEO in a co-employment arrangement. This can be more affordable than an EOR for some businesses, but you still give up some control over the employment relationship.