Last updated: November 2026. Cost figures are illustrative and based on RapiStaffing's published pricing model; actual costs depend on role, seniority and market.
Quick answer: Nearshore marketing and GTM staffing means hiring full-time marketing, sales and revenue operations professionals from Latin America who work your U.S. hours. The roles companies hire most are digital marketing specialists, paid media buyers, SEO specialists, content marketers, SDRs and account executives. Through RapiStaffing each role costs a flat 38% of the typical U.S. base salary, all-in, with no placement fee.
Marketing and sales are the two teams where time zone matters most. Campaigns change daily, leads go cold in hours, and a rep who works while your prospects sleep books very few meetings. That is why U.S. companies that already outsource development to Asia often hire their go-to-market (GTM) team in Latin America instead. This guide covers which roles to hire, what they cost, and how to put them together.
Which marketing and GTM roles can you hire nearshore?
Almost every role on a U.S. marketing or sales team has a strong Latin American talent pool. The roles below are the ones RapiStaffing places most often, grouped by what they own.
Marketing leadership
- Marketing Manager: owns the plan, the calendar and the reporting, and manages freelancers or junior staff.
- Digital Marketing Manager: runs strategy and budget across paid, organic and email channels.
- Growth Marketing Manager: runs experiments across the funnel and scales what works.
Acquisition
- Paid Media Buyer: Google, Meta and LinkedIn campaigns, budgets and bidding.
- Programmatic Marketing Specialist: display and video buying through DSPs.
- SEO Specialist: keyword research, on-page work, technical fixes and reporting.
Content and brand
- Content Marketer: runs the content engine across blog, email and social.
- Content Writer and Copywriter: long-form articles and conversion copy.
- Email Marketing Specialist: lifecycle flows, newsletters and list health.
- Social Media Manager and Community Manager: content calendars, engagement and community programs.
Execution support
- Digital Marketing Specialist: hands-on execution across channels under a manager or founder.
- Marketing Coordinator: scheduling, asset coordination and campaign logistics.
- Virtual Marketing Assistant: day-to-day marketing tasks so the person who owns strategy gets time back.
Sales and revenue
- SDRs and BDRs: outbound prospecting and inbound qualification that fill the calendar.
- Inbound Sales Representative and Outbound Sales Representative.
- Account Executive: runs discovery, demos and closes the deals SDRs book.
- Revenue Operations Specialist: owns the CRM, routing, reporting and the tools that connect marketing and sales.
- Customer Success Manager: onboarding, renewals and expansion.
How much does a nearshore marketing or sales hire cost?
RapiStaffing charges a flat 38% of the typical U.S. base salary for the role, billed monthly. That figure is all-in: the worker's pay, the statutory benefits local law requires, and payroll and compliance administration. There is no upfront placement or search fee. The table uses the same ranges as our cost to hire by role guide.
| Role | Typical U.S. base salary | RapiStaffing, all-in |
|---|---|---|
| Marketing Manager | ~$75,000 to $95,000 | ~$28,500 to $36,100 |
| Content Marketer | ~$55,000 to $70,000 | ~$20,900 to $26,600 |
| Paid Media Specialist | ~$55,000 to $75,000 | ~$20,900 to $28,500 |
| SEO Specialist | ~$55,000 to $75,000 | ~$20,900 to $28,500 |
| Social Media Manager | ~$50,000 to $65,000 | ~$19,000 to $24,700 |
| Marketing Coordinator | ~$42,000 to $55,000 | ~$15,960 to $20,900 |
| Customer Success Manager | ~$60,000 to $80,000 | ~$22,800 to $30,400 |
Sales roles follow the same rule on base salary. Many U.S. sales roles also carry commission, which you set and pay on top; the 38% applies to base only. Our nearshore SDR cost breakdown walks through the math step by step. The U.S. figures above are base salary only; a U.S. hire's fully loaded cost runs higher once payroll tax and benefits are added (BLS employer cost data put benefits at about 30% of private-industry compensation). For your exact numbers, use the cost savings calculator.
Three team shapes that work
Most companies do not hire a whole department at once. These are the three shapes we see work, from smallest to largest.
1. The first marketing hire
A founder or sales leader is doing marketing at night. The right first hire is a Digital Marketing Specialist who can run social, email, simple paid campaigns and reporting, or a Virtual Marketing Assistant if the strategy already exists and you need hands. Give them one owned channel in the first month.
2. The content and acquisition pod
You have a marketing lead and a budget, and the bottleneck is output. A common pod is a Content Marketer plus a Paid Media Buyer or SEO Specialist, reporting to your in-house lead or a nearshore Marketing Manager. Content feeds the channels and the channel specialist turns it into traffic and leads.
3. The full GTM pod
Pipeline is the goal. Two or more SDRs book meetings, an Account Executive runs them, and a Revenue Operations Specialist keeps the CRM, lead routing and reporting clean so marketing and sales argue about the same numbers. Add a Customer Success Manager once renewals matter.
How to choose which role to hire first
Start from the constraint, not the org chart. Ask three questions:
- Where do leads stall? Not enough traffic points to acquisition (paid or SEO). Enough leads but few meetings points to SDRs. Meetings that do not close point to an account executive or better qualification.
- Who owns strategy today? If nobody does, hire a manager before specialists. If someone does, hire the specialist who removes their busiest task.
- What does the person need on day one? List the two or three tools they must already know, such as HubSpot, Salesforce, Google Ads or Meta Ads Manager, so you are not paying for training.
Our full list of roles you can hire nearshore covers admin, tech and finance roles too.
What to screen for in marketing and sales candidates
Marketing and sales hires talk to your customers, so the bar is higher than for back-office roles. Every RapiStaffing candidate goes through our vetting process, and for GTM roles four things matter most:
- English in context. Written fluency for marketers, live spoken fluency for anyone on calls with prospects.
- Proof of results. Campaign reports, published work, or pipeline and quota history, not just tool lists.
- U.S. market experience. Prior work for U.S. brands or clients shortens ramp time.
- A paid test task. A short brief, such as a week of social posts, an ad account audit or a mock discovery call, shows more than an interview.
Role-specific guides: how to hire a nearshore SDR, copywriter, and social media manager.
FAQ
Can a Latin American marketer write for a U.S. audience?
Yes, if you screen for it. Ask for published work aimed at U.S. readers and include a writing task in your brand voice. Many candidates have worked inside U.S. marketing teams or agencies, so idioms, spelling and tone are already familiar. Pair new writers with your style guide and review the first few pieces closely.
Can nearshore SDRs and account executives sell to U.S. buyers?
Yes. Time zone overlap means they call and email during your prospects' business hours, and bilingual reps can also cover Spanish-speaking accounts. Screen with a mock call in English, check their CRM habits, and make sure your own outreach follows the calling and email rules that apply to your industry.
Is a dedicated nearshore hire better than a marketing agency?
It depends on what you need. An agency brings a team and a process but splits its attention across clients. A dedicated hire works only on your brand, during your hours, and builds knowledge that stays with you. Many companies keep an agency for strategy or creative and add dedicated nearshore staff for execution.
What does the 38% rate include?
It covers the worker's pay, the statutory benefits required by local law, and the payroll and compliance administration that would otherwise sit with your team. There is no upfront placement fee. Commission or bonuses you choose to pay sales staff are on top. See staffing agency fees explained for how this compares with other models.
