ALL ROLES / ACCOUNT EXECUTIVES

Hire an account executive who carries your quota and knows your product

Not an outsourced sales team splitting its attention across clients. One dedicated account executive from Latin America who runs discovery, demos and negotiation for your product only, on your hours and in your CRM.

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Trustpilot: 4.6/5

G2: 4.9/5

Two colleagues discussing a deal at an office desk

TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

TOP RATED TALENT

Meet the talent you could hire

Six of the full-cycle account executive profiles already in the CloudTask talent network. Every card is built from the candidate record itself.

Get matched

How it works

How do I hire an account executive?

You do one thing: interview. We handle everything else.

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

Review your matches

3 to 5 matches in 48 hours.

Interview and hire

We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.

How it works

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

Your quota, your product only

One account executive working your pipeline every day. Not a shared team rotating between five clients and five pitches.

Live on your buyers' day

Latin America and the Caribbean overlap the US business day, so discovery calls, demos and negotiations happen when your buyers are available.

Verified on your stack

HubSpot, Salesforce, Apollo, Gong, your dialer. Tools are checked per candidate instead of taken from a self-reported list.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. A sales hire that does not fit costs a quarter of pipeline, and the guarantee covers that case.

WHY CLOUDTASK

Staffing with numbers behind it

10,000+

hires placed

since 2016

85%

still in seat

past 90 days

24 months

replacement guarantee

on Managed Staffing

countries

across Latin America and the Caribbean

PRICING MODEL

Managed Staffing.

Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

Pay

One all-in monthly rate

Per person. That is the number, and there is nothing added to it.

In the monthly rate

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Matching coordination
Worker payments
Compliance and employment administration
Onboarding support at day 0, 7, 30 and 60
Ongoing check-ins with the hire and with you
Time and activity tracking, on by default
Performance escalation
24-month replacement guarantee. Replacements not capped.
Health benefits available on request
Equipment benefits available on request

Stays with you

The work itself
Priorities and direction
Who you hire

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

PRICING MODEL

Direct Hire.

Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.

Pay

20% to 30%

Of first-year base salary. One time, quoted per role, paid when they accept.

In the fee

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Shortlist of matched candidates
Interview coordination
Offer support
6-month replacement guarantee. One replacement, same job description.

Yours when they accept

Employment and payroll
Compliance and employment administration
Ongoing management
Time and activity tracking
Health benefits and equipment benefits

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

How CloudTask compares

Run the numbers. We did.

The same role, three ways to fill it.

Swipe to compare

		US Direct Hire	Staffing Agency
Time to First Interview	48 hours	3 to 6 weeks	2 to 4 weeks
Payroll & Compliance	Included on Managed Staffing	You manage	Included in rate
Vetting Process	Human + AI verified	You screen	Recruiter screened
Candidate spam	Screened out before you see a profile	Common	Low
Tool Verification	Verified per candidate	Self-reported	Rarely verified
Free Replacements	24 months on Managed Staffing, 6 months on Direct Hire	None	Variable

See all comparison

Testimonials

Trusted by teams that hire with us

LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.

David Barrett CEO, Expensify
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.

Tim Zheng CEO, Apollo.io
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.

Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in an account executive

Anyone can run a demo. These are the capabilities that decide whether an account executive closes your deals or just keeps them moving.

Discovery that finds the real problem

Questions that uncover the cost of doing nothing, who else is involved, and what has to be true for the buyer to sign.
Demos tied to the buyer's pain

Showing the three things that matter to this buyer, not the full tour. A demo is an argument, not a product walkthrough.
Multi-threading the account

Reaching the economic buyer, the user and the person who can block the deal, so a single champion leaving does not kill the opportunity.
Negotiation without discounting by reflex

Trading concessions for commitments, holding price when the value is clear, and knowing when to walk away.
Pipeline discipline

Next steps on every deal, honest stages in the CRM and a forecast your sales leader can actually use.
Self-sourcing when the pipeline runs thin

Most AEs rely on SDRs or inbound. The strong ones prospect their own accounts when the calendar is light instead of waiting.
Written follow-up that moves deals

Recap emails, mutual action plans and proposals that a buyer can forward internally without the AE in the room.
AI where it saves a step

Account research, call summaries and first drafts of follow-ups. Useful for speed, never for the conversation itself.

HIRING GUIDE

How to hire an account executive

The first question is not who to hire but what to buy: an account executive on your team, or an outsourced sales team. This guide covers the difference, when each one is the right answer, and what to screen for once you decide to hire.

What does an account executive do?

An account executive owns the deal from the first qualified conversation to the signed contract. That means discovery, demos, proposals, negotiation, and keeping the opportunity moving through every stakeholder who has a say.

A full-cycle account executive also sources part of their own pipeline. In smaller teams the line between SDR and AE is thin, and the best hires are comfortable on both sides of it.

Should I outsource sales or hire an account executive?

Outsourced sales teams sell hours of activity across several clients. They are a reasonable way to test a new market or a new segment quickly, when you do not yet know whether the pitch works.

An account executive is the better purchase once you know who buys and why. Closing depends on product knowledge, credibility with the buyer and a relationship that lasts after the contract, and all three compound when the same person works your deals every day.

When is a first account executive premature?

When the founder has not closed the first customers personally. The first AE needs a repeatable story to sell, and that story usually comes from the founder's own early deals.

It is also premature when there is no pipeline for the AE to work. Without inbound, outbound or partner deal flow, a closer spends the first months prospecting, and you have hired the wrong role. Start with an SDR or fix the source of pipeline first.

What should I screen for in the interview?

Run a mock discovery call on your own product with a buyer who hides the real problem. You are testing whether the candidate digs or pitches.

Then ask them to walk through a deal they lost and why. Strong account executives describe the moment they should have qualified out. Weak ones blame the price.

Red flags in account executive candidates

Pitching instead of digging. In the mock discovery call, notice how soon they start presenting the product. A candidate who moves to features while the real problem is still hidden will run demos that answer questions nobody asked.

The price lost the deal. A candidate who never names the point where they should have walked away, and who blames the price, the product or the buyer for a lost deal, has not learned from it and will lose the next one the same way.

Discount as the first move. Ask how they handled the last buyer who pushed for a lower price. If the answer is a discount with no commitment asked in return, your margin is paying for their close rate.

One contact per deal. Ask who else was involved in their last win. A candidate who only ever worked through a single champion will lose the opportunity every time that person leaves or goes quiet.

Stages that reflect hope. Ask how they decide a deal belongs in a later stage. If the answer is a feeling rather than a next step with a date, your sales leader will be forecasting from optimism.

How long does an account executive take to ramp?

It depends on your sales cycle and how complex the product is. A useful rule is that ramp takes at least one full sales cycle, because an AE cannot close a deal they did not see from the start.

You shorten it by handing over live opportunities in the first weeks, recording your best calls and writing down the objections you hear most.

How much does an account executive cost?

It depends on seniority, the deal size, the language requirement and the country the person works from, and any single number describes one scenario and calls it a price.

What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person, with payments, compliance and replacement cover inside it, and full-cycle account executive roles carry a six-month minimum term. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.

What about commission and quota?

Set them before you hire, not after the first month. The quota should be based on your real sales cycle and win rate, and the commission plan should reward closed revenue rather than activity.

On Managed Staffing, tell us the variable structure you want during the search and we build it into the engagement.

Why hire an account executive in Latin America?

Overlap. Discovery calls and negotiations happen live, and Latin America and the Caribbean share most of the US working day with your buyers.

The second reason is English. An account executive speaks for your company in every call, and we screen that live rather than inferring it from a profile.

How does CloudTask hire for this role?

You send the product, the segment, the deal size and the stack. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the tools you named.

You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

FAQ

The fine print, in plain terms.

Will an outsourced sales team perform better than an in-house account executive?

For testing a new market quickly, an outsourced team can be the faster option. For closing a product you know how to sell, a dedicated account executive usually wins, because product knowledge and buyer relationships build up in one person.

Is there a minimum term for account executives?

Yes. On Managed Staffing, roles that create demand, including full-cycle account executives, carry a six-month minimum term. Direct Hire has no minimum term.

Do your account executives source their own pipeline?

Many of them have done both sides. Tell us whether the role is closing only or full-cycle, and we match to that.

How fast can an account executive start?

You get 3 to 5 matched profiles within 48 hours. After you choose, plan the first weeks for product training, call shadowing and a handover of live opportunities.

What is the $299 for?

It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.

Why is there no number on the monthly rate?

Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.

Who is the legal employer?

On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.

How does tracking work, and can I turn it off?

On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.

What happens if the person does not work out?

Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.

Is there a platform or subscription fee?

No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

Ready to hire?

3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.