ALL ROLES / RENEWAL MANAGERS

Hire a renewal manager who sees churn coming before the contract date

Renewals are usually a side task for a busy CSM or an account executive chasing new logos. A dedicated renewal owner from Latin America tracks every contract, works the at risk accounts early and brings the renewal in on time.

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Trustpilot: 4.6/5

G2: 4.9/5

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

TOP RATED TALENT

Meet the talent you could hire

Six of the account management and customer success profiles already in the CloudTask talent network with renewal and retention work in their own records. None carries the title Renewal Manager. Every card is built from the candidate record itself.

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How it works

How do I hire a renewal 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.

How it works

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

Every contract has an owner

One person who knows every renewal date on the book and starts the conversation months ahead, not the week the contract ends.

Same working day as your customers

Latin America and the Caribbean overlap the US business day, so renewal calls and business reviews happen live, on the customer's schedule.

Verified on your stack

Salesforce, HubSpot, Gainsight, your billing system. Checked per candidate against the tools you name, not taken from a self-reported list.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. Renewals 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

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 a renewal manager

Sending a renewal quote is the easy part. These are the capabilities that decide whether revenue you already won stays on the books.

Working the renewal calendar early

A pipeline of every upcoming renewal, worked well ahead of the date, so there is time to fix a problem instead of discovering it at signature.
Reading account health

Usage, support tickets, stakeholder changes and missed meetings. Spotting the at risk account from the data before the customer says it out loud.
Negotiating without discounting by reflex

Holding price by making the value concrete, and knowing when a concession protects the relationship and when it only teaches the customer to ask.
Multi threading the account

Knowing more than one person at the customer, so a champion leaving does not mean the renewal leaves with them.
Spotting expansion inside a renewal

A renewal conversation is often the best moment to add seats or a product. A strong owner raises it when the value is clear, not as a reflex upsell.
Clean forecasting and reporting

Renewal forecast, churn and downgrade reasons, and retention by segment, reported in a way leadership can plan around.
Contract and billing accuracy

Terms, notice periods, pricing changes and invoices that match what was agreed. A billing surprise at renewal time is an avoidable reason to lose a customer.
AI where it saves a step

Summaries of account history before a call, first drafts of renewal emails and risk flags from usage data. Useful for preparation, never for the conversation itself.

HIRING GUIDE

How to hire a renewal manager

Renewals decide whether a subscription business grows or runs to stand still, and in most companies nobody owns them fully. This guide explains renewals, churn and retention metrics in plain terms, when a dedicated renewal owner makes sense, and when it does not.

What does a renewal manager do?

A renewal manager owns the revenue you already have. They track every contract coming up for renewal, check the health of each account well before the date, run the renewal conversation and negotiation, and make sure the paperwork and billing are right.

The job sits between customer success, which drives adoption and value, and sales, which closes new business. In smaller teams it is often part of the CSM or account manager role. It becomes its own role when the renewal book is big enough that it keeps slipping between the two.

What is churn, and why does it matter so much?

Churn is the revenue or the customers you lose in a period: contracts that are canceled, not renewed, or downgraded. It is the leak in the bucket that new sales are trying to fill.

It matters because it compounds. Every customer who leaves has to be replaced before the business grows at all, and replacing a customer through new sales usually costs far more effort than keeping one.

What is the difference between net revenue retention and gross revenue retention?

Gross revenue retention measures how much of last period's recurring revenue you kept, counting losses from churn and downgrades but ignoring any growth. It can never go above 100%, and it shows how well you hold on to what you have.

Net revenue retention starts from the same place but adds back expansion from existing customers: upgrades, extra seats, new products. It can go above 100%, which means your existing customers grow faster than you lose them. A renewal owner moves both numbers: gross by saving at risk accounts, net by finding expansion at renewal time.

What is a good renewal rate?

It depends on who your customers are, the size of the contracts and how long they run, so any single benchmark describes someone else's business. A renewal rate for small monthly customers and one for multi-year enterprise contracts are not comparable.

The more useful comparison is your own trend and your own reasons. Track renewal rate by segment and write down why each lost renewal was lost. That list, not an industry average, tells you what a renewal manager should work on first.

When should you not hire a dedicated renewal manager?

When the renewal book is small enough that your CSMs or account managers already handle it well. If renewals arrive on time and churn reasons are understood, a new role adds a handoff without adding revenue.

It is also the wrong fix when customers leave because the product does not solve their problem. A strong renewal owner can save accounts that were neglected. They cannot save accounts that never got value, and hiring one will not change the churn number if that is the cause.

How early should the renewal process start?

Well before the contract date, and earlier for larger accounts. The first step is a health check: usage, support history, who the stakeholders are now and whether the original goals were met. That leaves time to fix a problem or bring in help.

The later the first conversation, the weaker the position. A renewal that starts a week before the date is a negotiation under pressure. One that starts early is a review of value delivered.

Red flags in renewal manager candidates

Renewals that start at the quote. A candidate whose process begins when the contract is about to end has been negotiating under pressure. Ask when the first conversation happened on the last renewal they closed, and what they checked before it.

Discount as the first move. If every account they saved was saved with a price concession, they will teach your customers to ask. Ask about a renewal where they held price and how they made the value concrete.

One contact per account. A candidate who cannot name more than one person they worked with at their key accounts will lose the renewal the day the champion leaves.

No reasons for lost renewals. Ask why the renewals they lost were lost. A candidate who answers with price every time, or cannot answer at all, has not been writing down the pattern a renewal owner is hired to find.

Loose on the paperwork. If they are vague about notice periods, pricing changes or who checks that the invoice matches what was agreed, expect billing surprises at renewal time, which are an avoidable reason to lose a customer.

How much does a renewal manager cost?

It depends on seniority, the size and complexity of the book, 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 renewal manager in Latin America?

Overlap. Renewal work is conversations with your customers, often with finance and procurement on their side, and Latin America and the Caribbean share most of the US working day.

The second reason is English. Renewals are negotiations, where tone and precision decide the outcome, and we screen spoken and written English live on a call rather than inferring it from a profile.

How does CloudTask hire for this role?

You send the size of the book, the kind of contracts, 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.

What is a good renewal rate for SaaS?

It depends on your customer size, contract length and segment, so a single benchmark would mislead you. Track your own renewal rate by segment and the reason behind every lost renewal. That trend is the number worth improving.

How do you reduce churn?

Start early. Check account health well before each renewal date, fix adoption problems while there is time, know more than one stakeholder per account, and write down why every lost customer left so the pattern becomes visible.

Should renewals sit with customer success or with sales?

Either can work. Customer success knows the account best; sales knows how to negotiate. What fails is shared ownership where nobody is accountable for the date. A dedicated renewal owner removes that gap.

Can a renewal manager also handle expansion?

Yes. A renewal is often the best moment to add seats or products when the value is clear, and many renewal owners carry an expansion target alongside retention.

How fast can a renewal manager start?

You get 3 to 5 matched profiles within 48 hours. After you choose, plan for the first weeks to go on the contract list, account history and the renewals closest to their date.

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.