Common questions, straight answers.

CloudTask is a staffing and recruiting company placing remote talent from Latin America and the Caribbean. We vet, match, and place sales, marketing, customer success, customer support, operations, and engineering professionals with B2B companies. We are not a freelancer platform, not a job board, and not an outsourcing company. Every hire goes through a human-managed, quality-controlled process.

Four steps. (1) Tell us what you need through a short form, about 5 minutes: role type, team size, the tools you use and budget. No job description required. Our team reviews it and reaches out only if something needs clarification. (2) Start your search with the one-time $299 deposit, which applies toward your first placement. We send a shortlist of 3 to 5 vetted candidates within 48 hours. (3) You interview the candidates you want and choose. If none of the first shortlist is right, we send a second one. (4) Your hire starts working. We coordinate onboarding, and on Managed Staffing we also handle compliance, contracts and payroll.

Managed means every transaction passes through our team. You do not browse an open directory and hope for the best. Our matching team reviews your requirements, selects candidates from our vetted pool, and presents a curated shortlist. We manage quality control, handle replacement if needed, and provide ongoing support. The managed layer is what separates CloudTask from self-serve platforms like Upwork or LinkedIn.

You receive a shortlist of 3 to 5 vetted candidates within 48 hours of starting your search. From there, the timeline is yours: you interview the candidates you want and hire when you are ready. If none of the first shortlist is right, we send a second one.

Yes. You interview every candidate before making a decision. CloudTask handles scheduling and logistics. You meet candidates via video call and evaluate fit directly. We never place someone without your approval.

We present a shortlist of 3 to 5 vetted candidates. If none of the initial shortlist are the right fit, we send a second shortlist. If the second shortlist does not convert, we schedule a diagnostic call to refine the requirements. We do not flood you with 20 resumes. Curation is the point.

Yes. Submit the qualification form on the website and our team will review it. For most requests, the form provides enough information to start matching. We will reach out if we need clarification.

There is no subscription. The $299 deposit to start your search is one time, not recurring. After that, the commitment depends on the model. Direct Hire has no minimum term: you pay a one-time fee when your candidate accepts and you employ them directly. Managed Staffing is one all-in monthly rate per person. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

It depends on the model you choose, and both models are open to every role we place. Every search starts with a one-time $299 deposit. It is not monthly and not a subscription, and it applies toward your first placement. With Direct Hire, you pay a one-time fee of 20% to 30% of the hire's first-year base salary, quoted for your role, and you employ the person directly. With Managed Staffing, you pay one all-in monthly rate per hire that covers payments and compliance. The rate you see is the rate you pay, with no separate fees.

Rates depend on the role, the seniority and experience you need, the country the person is based in, and the model you choose. We do not publish a rate card. We quote the all-in monthly rate for your role, or the Direct Hire fee, before you interview anyone, so you know the cost before you commit to a candidate. The rate you see is the rate you pay.

LATAM talent typically costs 40 to 60% less than equivalent US hires at the same experience level. The exact difference depends on the role, the seniority and the model you choose, and we quote it for your role before you interview. The savings grow when you factor in that remote hires need no office space, and that with Managed Staffing, payments and compliance are handled by CloudTask.

No. The one-time $299 deposit starts your search. After that, you pay either the one-time Direct Hire fee or the all-in monthly Managed Staffing rate, quoted for your role before you interview. There are no setup fees and no hidden fees. The rate you see is the rate you pay.

With Managed Staffing, CloudTask handles all compensation, compliance, and payment logistics through our Vendor of Record model. You pay one all-in monthly rate and we handle everything downstream. With Direct Hire, you pay the person directly as your employee, and the one-time fee to CloudTask covers the search.

Rates are set by the talent network based on role, experience, and market benchmarks. For multi-hire engagements (3+ roles), contact us about volume arrangements.

That is between you and the hire. Many buyers add variable compensation for AEs and Sales Managers. Commissions and bonuses you add are separate from the all-in monthly rate.

No free trial, but the risk is low. The $299 deposit is one time, and both models come with a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire. In Managed Staffing, replacements are not capped. In Direct Hire, you get one replacement for the same job description. If we cannot match you, you stop.

Every candidate passes a multi-stage vetting pipeline before entering the matching pool. This includes: identity and background verification, English proficiency assessment (minimum B2, most are C1-C2), technical skills evaluation for their role and software stack, hardware and internet reliability check, cover video review, and work history verification. Only candidates who pass all stages are presented to buyers. We maintain a 100% Top Rated or Top Rated+ quality floor.

Top Rated and Top Rated+ are CloudTask quality tiers based on vetting scores, placement performance, and buyer feedback. 100% of candidates presented to buyers are Top Rated or Top Rated+. There is no lower tier. This is a hard quality floor, not a marketing label.

Every candidate completes an English assessment and records a cover video. We evaluate conversational fluency, business vocabulary, accent clarity, and written communication. Most candidates in our pool are C1 (Advanced) or C2 (Native/Near-native) on the CEFR scale. B2 (Upper Intermediate) is the absolute minimum.

Candidates are assessed on the specific tools they claim proficiency in: HubSpot, Salesforce, Apollo, Outreach, Gong, Zapier, Clay, and others. Assessment includes practical evaluation, work history review, and tool-specific questions. Candidates tagged with a software have demonstrated verified experience.

For talent claiming AI skills, we evaluate through work history and practical assessment. We do not accept self-reported AI skills at face value.

You can browse candidate cards publicly on the website. Public cards show the candidate's photo, first name, role title, country, software tags, and availability status. Exact rates and the ability to book interviews require an account. Full shortlists with detailed profiles are delivered after you start your search.

We send a second shortlist of 3 to 5 new candidates. If the second shortlist does not convert, we schedule a diagnostic call to understand what is not clicking and refine the search. We do not give up after one round.

160+ role types across go-to-market, business operations, and engineering. Go-to-market: SDRs/BDRs, Account Executives, Sales Managers, Customer Success Managers, RevOps Managers, Marketing Operations, Demand Generation, Content Marketing, and Customer Support. Business operations: Executive Assistants, Virtual Assistants, Operations Managers, and Medical Billers. Engineering and product: backend, frontend, full-stack, mobile, and web developers, DevOps and site reliability engineers, cloud, data, and QA engineers, data scientists, database administrators, software and solutions architects, product managers, and UI/UX and product designers. AI and automation: GTM Engineers, AI Engineers, AI Automation Specialists, AI SDR Operators, AI Marketing Operators, AI RevOps Specialists, Prompt Engineers, and AI Agent Operators.

We place go to market, marketing, customer success, support, operations, back office and engineering roles. The roles we decline are ones that require a US professional license, such as NMLS licensed mortgage roles, and defense contracting work. If you are unsure whether we cover a role, ask and we will tell you either way.

Yes. Full-time and part-time options are available. Many buyers start with a part-time engagement and scale to full-time as the hire proves out. Specify your preference in the qualification form.

Yes. Tell us every seat in one brief and each seat gets its own shortlist. We coordinate matching across roles so your team is aligned from day one. A 3 to 5 person team is typically fully hired within 2 to 3 weeks.

Dedicated to you. When you hire through CloudTask, that person works for your team, uses your tools, follows your process, and reports to you. They are not shared with other clients. This is not outsourcing.

Yes. They work as a member of your team. You set targets, run 1:1s, manage performance, and direct the work. CloudTask handles sourcing, vetting, compliance, and replacement if needed. The day-to-day management is yours.

The default engagement is through CloudTask's Vendor of Record model. Conversion to direct employment is possible but subject to a conversion fee and notice period. Contact us to discuss if you are considering this.

Submit a qualification form and describe what you need. We will assess whether we can match it from our LATAM bench and tell you either way. Sourcing is part of the service, so a title we have not placed before is not automatically a no.

12 countries across Latin America and the Caribbean. The largest pools are in Colombia, Mexico, Argentina, and Brazil. We also source from Chile, Peru, Costa Rica, Dominican Republic, El Salvador, Jamaica, and Trinidad and Tobago. Each country has different strengths: Colombia for balanced talent and English proficiency, Mexico for US timezone alignment, Argentina for STEM depth, Brazil for scale and AI/ML specialization.

LATAM candidates natively overlap with US business hours. Most are in UTC-5 to UTC-3, providing 6 to 8 hours of overlap with US Eastern time and significant overlap with Central and Pacific. Many candidates work full US business hours. No night shifts, no awkward meeting times.

Not with Managed Staffing. There, CloudTask operates as the Vendor of Record (VoR): we hold the contractual relationship with the candidate and handle compliance, payments, and legal requirements. You pay CloudTask one monthly invoice. No foreign entity setup, no local employment law research, no payroll complexity. With Direct Hire, you employ the person directly, so payroll and compliance are yours.

It depends on the model. With Managed Staffing, no: CloudTask handles it through the Vendor of Record (VoR) model. You receive one invoice monthly, and we handle contractor payments, compliance, and tax documentation. The person is a contractor engaged through CloudTask, not your direct employee. With Direct Hire, the person joins your payroll once they accept, and you handle payroll and compliance directly.

Minimal. LATAM professionals are experienced working with US companies. English fluency is verified. Business culture alignment is strong. Most candidates in our pool have worked with US companies before. The timezone overlap means real-time collaboration, not async handoffs.

For execution roles, output is equivalent. Our candidates have the same tools, the same workflows, and often the same or more experience than US equivalents. The cost difference is a market-rate difference, not a quality difference. 85% of our placements are retained past 90 days. 10,000+ placements prove the model works.

Every candidate is verified for hardware and internet reliability before entering the matching pool. Minimum requirements include a modern computer, reliable internet connection with backup option, and a quiet workspace. This is checked during vetting, not assumed.

Yes. Our SDRs and AEs are English-fluent, culturally aligned with US business norms, and experienced selling to US companies. Many have sold for US SaaS companies for years. The accent concern is the most common objection and the least warranted. Listen to candidate cover videos and judge for yourself.

Eight AI-native roles: GTM Engineers, AI Engineers, AI Automation Specialists, AI Agent Operators, AI SDR Operators, AI Marketing Operators, AI RevOps Specialists, and Prompt Engineers. These are people whose core expertise is AI applied to business, not traditional GTM people who sometimes use ChatGPT.

It depends on the role. AI roles are priced on the same factors as any other role: technical depth, seniority, experience and the model you choose. Roles that build AI systems usually cost more than roles that operate AI tools inside an existing workflow. We quote each role before you interview, so you know the cost before you commit.

For Top AI Talent: work history evaluation, tool proficiency assessment, and portfolio review. We do not accept self-reported AI claims. If someone says they know Clay or N8N, we verify it.

They can augment, not replace. One AI SDR Operator with AI workflows can match the output of 2 to 3 traditional SDRs on research and personalization tasks. One GTM Engineer can build infrastructure that would require 2 to 3 manual ops people. But they still need management, direction, and integration with your team.

Depends on the role. Common tools include: AI models (ChatGPT, Claude, Gemini), automation platforms (N8N, Make, Zapier), data enrichment (Clay, Clearbit, ZoomInfo), CRM (Salesforce, HubSpot), sequencing (Outreach, Salesloft, Apollo), and analytics (Gong, BI tools). We match based on your stack.

CloudTask supports the transition. We assist with onboarding logistics, provide the hire with any CloudTask-side documentation, and remain available for support. Your hire starts working for your team on the agreed start date. We conduct periodic health checks to ensure the placement is working.

Every hire comes with a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire. With Managed Staffing, if the hire does not work out at any point in the first 24 months, we replace them at no additional cost, and replacements are not capped. With Direct Hire, you get one replacement per placement, for the same job description. Same vetting standards. No re-qualification required.

Most competitors offer 30 to 60 day guarantees. We offer 6 months because we trust our vetting process and because retention economics are core to our business. A replacement costs us real money, so we are incentivized to get the first match right.

Replacement candidates bypass the normal queue. We aim to have replacement profiles to you within 48 hours, same as the initial shortlist. Replacement candidates retain the same quality tier and vetting standards.

Yes. CloudTask conducts periodic health checks on active placements. This helps us catch issues early, support retention, and maintain the quality standard. If we identify a concern, we proactively reach out to both you and the candidate.

Yes. Submit a new qualification form or contact your CX representative anytime you need additional hires. Returning buyers typically receive shortlists even faster because we already understand your requirements.

Common path. Many buyers start with one hire, validate the model, then scale. Tell us every seat in one brief and each seat gets its own shortlist, with matching coordinated across roles. Or just tell your CX representative and we will handle the expansion.

Yes, and we want it. Feedback on shortlists, candidates, and the hiring process is how we improve matching accuracy. The more specific your feedback, the better your next shortlist will be. This data compounds into our matching engine over time.