ALL ROLES / RECRUITERS

Hire a recruiter who works inside your hiring team

Not a large RPO contract and not an agency fee on every hire. One dedicated recruiter or sourcer from Latin America who works your roles, your ATS and your hiring managers every day, as part of your team.

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Clutch: 5.0/5
Trustpilot: 4.6/5
G2: 4.9/5
A recruiter interviewing a candidate across a meeting table

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

  • Apollo
  • Vonage
  • Expensify
  • GetAccept

How it works

How do I hire a recruiter?

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

1

Post the role

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

2

Review your matches

3 to 5 matches in 48 hours.

3

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

One recruiter, your roles

A dedicated person who learns your hiring managers, your bar and your pitch. Not a rotating account team and not a fee on every placement.

Same day as your candidates

Latin America and the Caribbean overlap the US working day, so screens, scheduling and candidate follow-ups happen while the candidate is still interested.

Verified on your ATS

Greenhouse, Lever, Workable, LinkedIn Recruiter, your job boards. 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. Open roles 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 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
    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
    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
    Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in a recruiter

Anyone can post a job. These are the capabilities that decide whether your pipeline fills with people your hiring managers actually want to meet.

  • Sourcing beyond the inbound

    Finding people who did not apply: LinkedIn searches, boolean strings, referrals and communities. Most strong candidates are not reading job boards.

  • Intake with hiring managers

    Turning a vague request into a clear profile: must haves, nice to haves, the real deal breakers, and what the role pays before the first outreach.

  • Screening that saves interviews

    A first call that tests what the hiring manager cares about, so the interviews your team runs are with people who already cleared the basics.

  • Outreach people answer

    Short, specific messages that explain why this role and why this person. Writing in English is a daily part of the job, not an extra.

  • Scheduling and coordination

    Interview loops across time zones, reminders, rescheduling and feedback collection, without candidates waiting days to hear back.

  • Candidate experience

    Timely updates, clear next steps and a respectful no. Every candidate talks about how you hired them, including the ones you did not hire.

  • Pipeline reporting

    Clean ATS data and a weekly view of where each role stands, so you can see which stage is stuck instead of guessing.

  • AI where it saves a step

    Drafting outreach, summarizing screens and building search strings. Useful for speed, never for deciding who moves forward.

HIRING GUIDE

How to hire a recruiter for your team

When hiring slows the company down, there are three common answers: an agency, a recruitment process outsourcing contract, or a recruiter of your own. This guide covers what each one is good for, what an embedded recruiter actually does, and when you should choose something else.

What does an embedded recruiter do?

An embedded recruiter works inside your hiring team as if they were on your payroll: running intake with hiring managers, sourcing, screening, scheduling, keeping the ATS clean and managing candidates through to the offer.

The difference from an agency is who they work for. An embedded recruiter represents your company to every candidate, on your process and your tools, and builds knowledge that stays with you.

What is recruitment process outsourcing (RPO)?

RPO is when a provider takes over part or all of your recruiting function: people, process, technology and reporting, usually under a multi-month contract and often at volume.

Large RPO providers bring structure, employer branding, market data and the capacity to scale a recruiting team up and down across many roles and locations.

When is RPO the better choice?

When you are hiring at high volume across many locations, when you need a full recruiting function built from nothing, or when you want the provider to own the process, the tooling and the reporting end to end. A large RPO contract is built for that, and a single recruiter is not.

It is also the better choice when you need specialist executive search. That is a different job with its own networks, and it is not what this page offers.

When is an agency the better choice?

When you have one or two hard roles a year. Paying a placement fee on a rare hire can cost less than keeping a recruiter busy, and a specialist agency may already know the people you need.

Once you are hiring steadily, the math and the control shift. Every placement carries its own fee, and the agency works for several clients at once.

What are the stages of the recruitment process?

Most teams run some version of the same sequence: define the role with the hiring manager, source, screen, interview, assess, make the offer and hand over to onboarding.

An embedded recruiter owns the whole chain from intake to offer, which is where the delays usually hide: slow feedback, interview loops that take weeks, and offers that sit unanswered.

Recruiter, sourcer or recruiting coordinator?

A sourcer finds and engages candidates. A recruiting coordinator runs scheduling and logistics. A full-cycle recruiter does both plus screening and offer management.

Start with the bottleneck. If your hiring managers have no one to interview, you need sourcing. If candidates wait days for a slot, you need coordination. If both, hire a full-cycle recruiter.

Red flags in recruiter candidates

Only ever worked the inbound. Ask how they found the last strong hire they made. A candidate whose every story starts with a job post has never had to find people who did not apply, and most strong candidates are not reading job boards.

No intake, just a job description. Ask what they agree with a hiring manager before the first outreach. If they cannot name the must haves, the real deal breakers or what the role pays, they will fill your pipeline with people your managers do not want to meet.

Outreach that could go to anyone. Ask them to write a first message for one of your open roles. If it does not say why this role and why this person, candidates will not answer it.

Candidates left waiting. Ask how they handle a candidate who is not moving forward. A recruiter who lets people hear nothing, or has no clear way of saying no, is shaping how every candidate talks about your company.

An ATS they treat as optional. If they describe tracking candidates in their own notes or inbox rather than in the ATS, you will not be able to see which stage is stuck, and the knowledge will leave with them.

How much does it cost to hire a recruiter?

It depends on seniority, the kind of roles they will recruit for, 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 recruiter in Latin America?

Overlap. Recruiting runs on speed of response, and a recruiter who works your hours can screen, schedule and follow up with US candidates the same day.

The second reason is language. Many of the people in our network work in English and Spanish, which helps if you hire across the Americas. We screen English live on a call rather than inferring it from a profile.

How does CloudTask hire for this role?

CloudTask is itself a recruiting company, and this is the same process we use for every role. You send the kind of roles you hire for, your ATS 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.

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 outsourcing recruiting a good idea?
It depends on volume and control. For rare or specialist roles, an agency or search firm often makes sense. For large scale hiring across many locations, an RPO contract can. For steady hiring where you want the knowledge to stay in house, a dedicated recruiter on your team usually works better.
Is an embedded recruiter the same as RPO?
No. RPO usually means a provider runs part or all of your recruiting function under a contract. An embedded recruiter is one person working inside your team, on your process and your tools, directed by you.
Can the recruiter work in our ATS?
Yes. Tell us which ATS and sourcing tools you use and we verify them per candidate. The recruiter works in your systems, so the candidate data stays with you.
How fast can a recruiter start?
You get 3 to 5 matched profiles within 48 hours. After you choose, plan the first week for access, intake with each hiring manager and a review of the roles already open.
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.

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