ALL ROLES / PRODUCT MANAGERS
Hire a product manager who owns the roadmap and the results
Not a consultancy that delivers a strategy deck and leaves. One dedicated product manager from Latin America who works with your team every day, runs the experiments and decides what ships next.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a product manager?
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.
WHY TEAMS TRUST CLOUDTASK
What you get with every hire
One owner for the roadmap
A dedicated product manager on your team and your hours. Not a consultant who writes the strategy and hands it back to you to run.
Same day as your team
Latin America and the Caribbean overlap the US working day, so standups, customer calls and release reviews happen live.
Verified on your tools
Jira, Linear, Notion, Amplitude, Mixpanel, GA4, your CRM. Checked per candidate against the stack you name, not taken from a self-reported list.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire. A roadmap cannot wait for a second search, so the guarantee covers the case where the fit is wrong.
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
12
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 searchPRICING 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 searchHow 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 |
Testimonials
Trusted by teams that hire with us
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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 a product manager
A framework on a slide is easy to learn. These are the capabilities that decide whether a product manager ships the right things or just ships things.
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Prioritizing against a goal
Saying what will not be built this quarter, and why, in terms of the metric the team is trying to move.
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Talking to customers
Running discovery calls, reading support tickets and sales notes, and turning what customers say into problems worth solving.
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Reading the data
Funnel analytics, cohorts and activation metrics. Knowing which number to look at before a meeting, not after it.
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Running experiments
Writing a hypothesis, sizing the test, reading the result honestly and deciding what to do next, including stopping.
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Clear written specs
Requirements that an engineer, a designer and a stakeholder can each read and act on without a meeting to explain them.
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Working across functions
Aligning engineering, design, sales and support on one plan, and keeping them aligned when the plan changes.
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Growth and activation
Onboarding, activation and retention are product problems. A growth product manager treats the funnel as part of the roadmap.
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AI where it saves a step
Summarizing research, drafting specs and clustering feedback. Useful for speed, never a substitute for deciding what matters.
HIRING GUIDE
How to hire a product manager
Most companies hire a product manager when the backlog gets louder than the strategy. This guide covers what the role actually owns, how it differs from project management and product ownership, and when you should not hire one yet.
What does a product manager do?
A product manager decides what gets built and why. That means understanding customers, setting priorities against a business goal, writing the requirements, and measuring whether what shipped actually worked.
The role owns outcomes, not tasks. A good product manager is judged by whether activation, retention or revenue moved, not by how many tickets closed.
What is the difference between a product manager and a project manager?
A product manager decides what to build and why. A project manager makes sure a defined piece of work is delivered on time, on budget and with the right people involved.
In a small team one person sometimes does both, and that is where confusion starts. If your problem is that nobody decides priorities, you need a product manager. If your problem is that agreed work keeps slipping, you need a project manager.
Which is better, a product owner or a product manager?
Neither is better; they cover different scopes. A product owner is usually a role inside a Scrum team: managing the backlog, writing stories and accepting work for one team.
A product manager looks further out: the market, the customers, the roadmap and the business goal. In many companies the product manager also acts as product owner for their team.
What is a growth product manager?
A growth product manager focuses on the funnel: acquisition, activation, retention and expansion. The work is mostly experiments, onboarding changes and pricing or packaging tests, measured against a specific metric.
It is a good fit when the core product works and the question is how more people get to its value, faster.
When should you not hire a product manager yet?
When the founder is still the best person to talk to customers and decide what to build, and the product is changing every week. Hiring a product manager too early takes that learning away from the person who most needs it.
It is also the wrong hire when there is no engineering capacity to build what the product manager decides. A roadmap without a team to deliver it is just a document.
How is a dedicated product manager different from a consultancy or a fractional PM?
A consultancy is useful for a defined question: a portfolio review, a pricing study, a market entry. It delivers a recommendation and leaves.
A fractional product manager covers a few days a week. That can work for strategy, but product decisions happen every day in standups, customer calls and release reviews, and a dedicated product manager is in the room for all of them.
Red flags in product manager candidates
Tickets closed as the measure. A good product manager is judged by whether activation, retention or revenue moved. A candidate who describes past work as features shipped, and cannot name the metric each one was meant to move, has been managing a backlog, not a product.
Nothing ever turned down. Prioritizing means saying what will not be built this quarter, and why. If they cannot describe a request they declined and how they explained it against the goal, your roadmap will become a list of whoever asked last.
Customers only at second hand. Ask when they last ran a discovery call themselves and what they learned from it. A candidate who knows customers only through sales notes and stakeholder requests will build what the loudest person in the room wants.
Experiments that always win. Reading a result honestly includes deciding to stop. A candidate whose every test succeeded, or who cannot describe one they ended, is reporting results rather than learning from them.
Specs that need a meeting. Ask to see a spec they wrote. If an engineer, a designer and a stakeholder could not each act on it without a meeting to explain it, you will spend your week in those meetings.
How much does a product manager cost?
It depends on seniority, the kind of product, 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. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.
Why hire a product manager in Latin America?
Overlap. A product manager spends the day with your engineers, your designers and your customers, and Latin America and the Caribbean share most of the US working day.
The second reason is English, spoken and written, all day, with customers and stakeholders. We screen it live on a call rather than inferring it from a profile.
How does CloudTask hire for this role?
You send the product, the goal you want the role to own, the tools and the hours you need covered. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the stack 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.
Is a product owner the same as a product manager?
Do you place technical product managers for engineering teams?
How much does it cost to hire a product manager?
How fast can a product manager start?
What is the $299 for?
Why is there no number on the monthly rate?
Who is the legal employer?
How does tracking work, and can I turn it off?
What happens if the person does not work out?
Is there a platform or subscription fee?
Ready to hire?
3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.