If you’re looking to scale your marketing efforts efficiently, hiring a marketing assistant in Latin America could be one of your smartest moves. The region has exploded as a nearshore outsourcing hub, and remote hiring out of Latin America grew by 286% in the second half of 2021, and marketing and creative roles account for 12–15% of that hiring boom, according to Wow Remote Teams. 

In this article, you’ll learn exactly why Latin America is such a compelling place to hire marketing talent, what types of marketing assistants you can tap into, and how to find, evaluate, and onboard them. You’ll also get a step-by-step breakdown of the hiring process, plus legal and payroll considerations, and practical tips for managing remote team members across time zones.

Whether you’re a startup founder, a marketing director, or a manager at a growing company, by the end, you’ll walk away with a clear roadmap to build a rock-solid marketing assistant function in LATAM.

Why Businesses Are Turning to Marketing Assistants  in Latin America

You’re probably seeing more leadership talk about hiring marketing assistants in Latin America, and for good reason. It’s not just a trend. This region offers a rare combination of cost efficiency, talent quality, and strategic alignment that’s hard to ignore.

Big Cost Savings Without Sacrificing Skill.

 One of the biggest drivers is labor arbitrage. Companies report 30–70% lower total compensation when hiring marketing professionals in LATAM compared to US-based equivalents. For example, a senior-level marketing role that might cost $100K+ in the US can be filled in Latin America for a fraction of that, thanks to lower living costs and regional wage standards, according to latammediareport

Time-zone Advantage and Real-time Collaboration.

 Unlike hiring in Southeast Asia or other far-off regions, marketing assistants in Latin America often operate in time zones that overlap heavily with North America. That means you can have real-time email feedback, campaign reviews, or performance check-ins, no delayed responses because it's already midnight somewhere else. This alignment speeds up your workflow and shortens feedback loops.

Strong Demand and Growing Remote Adoption.

 Remote hiring in LATAM has exploded: in the second half of 2021, it grew by 286%, according to  Wow,  Marketing and creative roles now account for 12–15% of remote hires in the region. That growth isn’t slowing, which signals a mature and rapidly scaling talent market, not just a temporary arbitrage opportunity.

Strategic Long-term Thinking.

 More companies now see nearshore talent as a strategic play, not a short-term workaround. By tapping into this talent pool, you’re building a resilient, high-quality remote team. These hires can deliver consistently, while freeing up budget to reinvest in growth, whether that’s ad spend, tools, or core business functions.

Growing Sophistication, Rising Competition.

 With more firms already hiring in LATAM, the talent market is becoming competitive. But this also means you're dealing with professionals who are serious, experienced, and aligned with best practices in global marketing. When you hire now, you tap into a strategic talent pipeline that is already evolving, not chasing old outsourcing models.

What To Look For When Hiring Marketing Assistants 

1. Technical Marketing Skills

You want a marketing assistant who can actually execute, not just understand theory. Look for hands-on experience with core tasks like content scheduling, email marketing setup, basic analytics reporting, social media management, and campaign coordination.
A recent HubSpot State of Marketing Report found that 47% of marketing teams now prioritize analytics and automation skills because campaigns are increasingly data-driven. That means your assistant should feel comfortable pulling insights from platforms rather than relying on guesswork.

2. Experience With Modern Marketing Tools

A strong candidate should already know how to use mainstream platforms. At minimum, look for familiarity with tools such as Google Analytics, Meta Business Suite, Canva, HubSpot, Hootsuite, Buffer, or CRM systems.
This matters because marketing stacks keep expanding. According to Statista, the average company uses 12+ marketing tools across analytics, automation, and social management. Someone who already knows these systems ramps up faster and reduces training time.

3. Project Management and Organization

Marketing assistants juggle a lot. Campaign deadlines, content calendars, asset reviews, cross-team approvals, it stacks up quickly.
Prioritize candidates who can manage timelines and maintain structure, especially when supporting busy marketing teams. You can look for indicators such as documented workflows, detailed portfolio examples, or experience using tools like Asana.

4. Strong Writing and Communication Skills

Even if the role isn’t focused on content, writing still shows up everywhere. Emails, briefs, social captions, internal updates, they all require clarity.
The American Management Association reported that 73% of employers value communication skills as a top hiring factor, which applies heavily to marketing roles. You want someone who can write clearly, adapt tone, and communicate proactively with stakeholders.

5. Analytical Thinking

Basic data literacy is essential. You don’t need a full analyst, but you do need someone who can interpret engagement metrics, understand trends, and spot problems early.
Simple tasks like reviewing click-through rates, checking ad performance, or flagging dips in traffic require comfort with numbers. Candidates who have worked with dashboards and reports will give you cleaner insights and faster decision support.

6. Attention to Detail

Marketing mistakes are public mistakes. A wrong link, a typo in a campaign, or a misaligned asset can affect brand trust.
Look for detail-oriented habits. Candidates who show polished portfolios, error-free writing samples, or structured task documentation typically maintain a higher standard once hired.

7. Adaptability and Learning Speed

Marketing evolves quickly. AI tools, new social algorithms, shifting ad rules, you need someone who can keep up.
Seek indicators of continuous learning: certifications, updated portfolios, participation in marketing communities, or course completions from known platforms like Google, Meta Blueprint, or HubSpot Academy.

8. Cultural Alignment and Work Style Fit

Even remote teams work better when communication styles align. Consider how candidates collaborate, handle feedback, and respond under pressure.
Since marketing is highly cross-functional, choose someone who can work smoothly with designers, sales teams, and leadership. Soft skills matter as much as technical skills in roles that support day-to-day execution.

9. Proactive Problem-Solving

Great marketing assistants don’t just wait for tasks. They spot gaps, identify opportunities, and take initiative.
This trait becomes clear through scenario questions. Ask about moments when they resolved issues independently or optimized a process without being asked.

10. Reliability and Consistency

Marketing requires predictable delivery. Content calendars, campaign timelines, and stakeholder expectations depend on consistency.
Review past work history for stable roles or repeat collaborations. That’s usually a strong indicator of dependability and long-term performance.

How To Hire Marketing Assistants in LATAM: Step-by-Step

1. Define the Role and Required Skills

Start by clarifying what the assistant will own day to day. List the core responsibilities, the software they must know, and the level of experience you expect.
This step helps you avoid vague job descriptions, which is important because poorly written postings can reduce qualified applicants by up to 35%, according to LinkedIn’s Global Talent Trends report. Clear scope equals better candidates.

2. Create a Precise, Search-Optimized Job Description

Write a job description that highlights responsibilities, required skills, preferred experience, KPIs, and work expectations.
Include specific marketing tasks such as content scheduling, email campaign setup, analytics reporting, or CRM maintenance. Precision attracts candidates who actually match the work and improves visibility across hiring platforms.

3. Choose the Right Sourcing Channels in LATAM

Use platforms that have a strong reach in Latin America. Options include LinkedIn, Computrabajo, Get on Board, and regional talent networks.
Many companies also target LATAM job boards because application volume is high. LinkedIn data shows the region has one of the fastest-growing remote-work applicant pools globally. Focusing on the right channels increases your odds of connecting with experienced marketing support professionals.

4. Screen Resumes for Proven Execution Skills

Evaluate each resume based on direct experience with marketing tasks, proficiency with tools, and consistency in work history.
Look for candidates who show hands-on involvement, not just theoretical knowledge. Strong applicants typically demonstrate campaign coordination, reporting experience, and ownership of specific marketing metrics.

5. Use Skills Tests to Validate Competence

A short skills assessment helps you confirm execution ability. This might include writing a short campaign brief, pulling data from a sample dashboard, or reviewing a mock content calendar for errors.
Research from the Talent Board shows that structured assessments improve hiring accuracy by as much as 24%, making this step especially useful for marketing roles with technical tasks.

6. Conduct Structured Interviews

Use a consistent set of questions that evaluate communication, problem-solving, process understanding, and tool proficiency.
Ask scenario-based questions such as how they would respond to a sudden drop in ad performance or how they manage content deadlines across multiple channels. This helps you understand work style and decision-making.

7. Verify Experience Through Portfolio or Work Samples

Request social media drafts, analytics reports, email flows, or campaign summaries. Even for junior roles, samples reveal accuracy, writing ability, and attention to detail.
Portfolios also help you see how candidates structure their work, which matters when hiring for roles that support multiple departments.

8. Check References for Reliability and Ownership

Keep the conversation focused on dependability, communication habits, responsiveness, and consistency.
Marketing roles require predictable delivery, so past employers can give you insight into how they handled pressure and deadlines.

9. Make a Clear Offer With Defined Expectations

Outline working hours, KPIs, reporting lines, performance metrics, and communication norms.
Since LATAM talent often works across borders, defining expectations early helps you avoid misalignment and ensures a smooth start.

10. Set Up Fast and Simple Onboarding

Prepare access to tools, communication channels, SOPs, and your marketing calendar.
Research from MIT Sloan shows that effective onboarding can improve new-hire retention by up to 50%, which is especially valuable when building a long-term remote marketing function.

Why Working With a Nearshore Outsourcing Partner is the Best Way To Hire Marketing Assistants in LATAM

Access to Pre-Vetted Marketing Talent:

A nearshore outsourcing partner gives you immediate access to candidates who have already been screened for marketing skills, tool proficiency, and industry experience. This matters because marketing roles now require broader skill sets, content coordination, analytics, CRM management, and social execution,  and pre-vetting removes a large portion of the guesswork.
You spend less time filtering applicants and more time speaking with professionals who are already aligned with modern marketing workflows.

Higher Hiring Accuracy Through Specialized Evaluation:

Marketing assistants need both creative and analytical abilities. Outsourcing partners typically use structured evaluations that assess writing samples, tool-specific tasks, and campaign logic, thereby improving match accuracy.
For example, industry data from the Talent Board shows structured hiring processes increase candidate fit and performance predictability. When partners apply this rigor at scale, you get more reliable hiring outcomes.

Faster Hiring Cycles:

LATAM hiring can move quickly, but only if you can source talent efficiently. A nearshore partner reduces the time spent on posting, screening, coordinating interviews, and verifying credentials.
This speed is valuable when marketing deadlines are tied to campaigns, product launches, or seasonal strategies. Faster hiring cycles let you maintain momentum without stretching your internal team.

Localized Knowledge of the LATAM Talent Market:

Hiring in Latin America requires an understanding of regional job boards, compensation benchmarks, work culture expectations, and communication norms.
Outsourcing partners maintain active pipelines in multiple countries, so they know where to find marketing professionals who specialize in social media, email marketing, digital analytics, or brand support. This regional insight improves quality and reduces the risk of mismatched expectations.

Reduced Compliance and Payment Complexity:

Cross-border hiring includes contractor agreements, payment methods, data security considerations, and compliance documentation. A nearshore partner handles these operational layers so you can focus fully on marketing priorities.
This is especially important when assistants work with customer data or marketing platforms that require specific access controls.

Stronger Retention Through Structured Support:

Marketing assistants perform better when they have clarity, training resources, and consistent check-ins. Nearshore partners often provide HR support, performance tracking, and alignment of communication, creating a more stable relationship between you and the remote hire.
This stability reduces turnover, which is critical in marketing roles where losing a team member can disrupt campaigns and reporting cycles.

Better Coverage for Multi-Channel Marketing Work:

Modern marketing stretches across content, paid ads, analytics, email, and community management. A partner familiar with these workflows understands what skills matter most for each channel and can match you with assistants who fit your exact mix of needs.
This precision is especially helpful if you manage multiple platforms and need someone who can operate smoothly within an existing system.

Scalable Talent for Growing Marketing Teams:

If your marketing workload expands, a nearshore partner allows you to scale support quickly. You can add assistants for content, automation, or reporting without restarting the entire hiring process.
This flexibility becomes a strategic advantage when your growth depends on consistent campaign execution and reliable operational support.

Ready to Hire Marketing Assistants in Latin America?

Building a reliable marketing function today depends on fast execution, consistent output, and talent that can keep up with shifting digital channels. Latin America has become one of the strongest sources of marketing support talent, with remote hiring in the region growing 286 % in a single six-month period, according to WOW Remote Teams. That momentum shows how actively global companies are turning to LATAM to strengthen their marketing operations.

At Hire South, we’ve seen this shift up close. Our team specializes in identifying high-performing marketing assistants across Latin America, using structured evaluations, role-specific skills testing, and verified work histories to ensure every hire meets real operational needs. We help companies reduce hiring friction, avoid compliance risks, and scale their marketing support with talent that’s vetted, dependable, and aligned with US business standards. If you’re looking to build a stronger, more efficient marketing team with nearshore talent, our experience and regional expertise make the process faster, safer, and far more predictable. Contact us to schedule a FREE discovery call!