ALL INDUSTRIES / MARKETING AND ADVERTISING AGENCIES

Hire campaign and account talent who can carry more than one client

Campaign specialists, account managers and operations support from Latin America and the Caribbean. They work the same business day as your clients, not overnight, and you get 3 to 5 matches in 48 hours.

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Clutch: 5.0/5

Trustpilot: 4.6/5

G2: 4.9/5

Agency team reviewing client work around a table with laptops and a presentation on screen

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

TOP RATED TALENT

Meet the talent you could hire

A first look at the Top Rated talent already in the CloudTask talent network.

Get matched

How it works

How do I staff a marketing agency with LATAM talent?

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

People used to holding several accounts

Agency work is not one brand with one backlog. Every profile we put forward for an agency has run parallel workstreams for different clients, with different tools and different approval chains.

The same business day as your clients

Latin America and the Caribbean sit in North American time zones. Status calls, approvals and a campaign that breaks at 10am all happen while the person is at the desk, not the next morning.

A shortlist in days, not weeks

3 to 5 matches in 48 hours, scored against your brief, so a headcount decision does not become a two month search while the account waits.

A team behind the hire

On Managed Staffing, CloudTask handles payments, compliance and check-ins underneath the engagement, so you run the client work and not a vendor relationship.

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

SKILLS

Top capabilities to look for in agency side talent

Agency work is not in house marketing with a different logo on the deck. The person switches between accounts all day, works to deadlines other people set, and every hour is measured against a retainer. Check for these capabilities beyond a clean marketing resume.

Context switching without dropping work

Moves between 3 or 4 client accounts in a day and keeps each one straight: different voice, different tools, different approvals. Ask how they track what is owed to whom.
Execution, not strategy decks

Has actually shipped the thing: built the email, loaded the campaign, scheduled the posts, fixed the tracking. Agencies are paid for delivery, and a strategist who cannot execute is a second salary.
Reporting a client can read

Pulls numbers from the ad platforms, analytics and the CRM, and turns them into something a client understands without a translation layer from the account lead.
Writing in a voice that is not their own

Can drop their own style and write as the client brand, across 2 or 3 brands that sound nothing alike. Ask for samples from different accounts rather than a portfolio of one.
Owning a calendar and a deadline

Runs the content calendar, chases the approval, flags the slip before it becomes a client conversation. In an agency this is the job, not the admin around it.
The tools your stack actually runs on

Ask what they did inside Go High Level, HubSpot, Klaviyo, Meta Business Suite or Google Analytics, not whether they have used them. The answer separates the operator from the observer.

STAFFING

Sub-segments we staff talent for

Social media and content agencies

The deepest part of our bench for this industry: social media managers, community managers, content coordinators and creator program managers who have run publishing calendars and reporting for brands.
Email, CRM and lifecycle agencies

People who have built flows, segments and campaigns inside Klaviyo, Braze, ActiveCampaign, Go High Level and HubSpot, and who can read what happened afterwards.
Digital and growth agencies

Generalist marketers who cover several channels on the same account: landing pages, tracking, email, organic social and the weekly report that ties them together.
Account and client service teams

Account managers, client service leads and project coordinators. The largest and most senior group we can staff for an agency, and the one the rest of the roster depends on.
Performance and paid media agencies

A smaller group. We have profiles with hands on Google Ads and Meta Ads, but fewer than in the other lines above, so a paid media brief usually runs as a dedicated search rather than off the existing bench.

PRICING MODEL

Managed Staffing.

The role runs best with structure underneath it, not another manager on top. You direct the work. We handle payments, compliance and everything else.

Pay

One monthly rate

All in, per person. Quoted before you interview.

In the monthly rate

Sourcing from our talent network
Screening and vetting
Worker payments
Compliance and admin
Onboarding, day 0 to 60
Check-ins and escalation
24 month replacement guarantee
Health coverage (available on request)
Equipment (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. Applies to 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.

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

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	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

HIRING GUIDE

How to staff a marketing or advertising agency with Latin American talent

Every recruiter ranking for this search sells marketing talent to brands with an in house team, at manager level and above. Almost nobody sells headcount to the agency itself, and the agency has a different problem: capacity on client accounts at a cost the retainer can carry. This guide answers what agency owners ask first, including the questions where the honest answer costs us the sale.

Which agency roles can you hire remotely from Latin America?

The roles where the work lives inside your tools and your client channels: account management and client service, campaign execution across email, organic social and content, reporting, and project coordination.

What does not transfer is anything that has to be physically present: on set production, event staffing, in person workshops. The rest is a vetting question, not a geography question.

Do your candidates come from agencies, or from in house teams?

Mostly from in house marketing teams, client facing roles and contract work for several clients at once. On our current publishable bench, 39 profiles have marketing execution written into their own work history and only 9 mention working inside an agency.

So the honest pitch is this: marketing and client service professionals that an agency can hire, not a bench of ex agency people. If agency tenure is a hard requirement, put it in the brief and we run a dedicated search for it.

What will you not staff for a marketing agency?

Creative production: graphic design, art direction, video editing and motion graphics. Our talent network was built on sales, client service and marketing operations, and the design and video bench is too thin to promise twice in a row.

Paid media is the next thinnest: real Google Ads and Meta Ads experience exists on the bench, but in fewer profiles than social, email or account management, so a media buying brief runs as a dedicated search.

Is a staffing partner worth it for a small agency?

It depends on the bottleneck. If the founder is turning down work because nobody can run the accounts already sold, a hire pays for itself. If the pipeline is the problem, headcount will not fix it.

The other test is whether the search itself is eating billable time: two months of founder hours spent screening usually costs more than the placement.

Is it better to hire, or to use a white label partner?

A white label partner delivers under your brand and stays a variable cost, which is quick to start. The account knowledge leaves when the engagement ends, and margins compress as volume grows.

A hire is the opposite trade: slower to start, fixed cost, and the knowledge stays with you. Most agencies run both, white label for spiky specialist work and hires for client facing roles.

What does a marketing recruiter actually do for an agency?

The useful ones translate your brief into the tasks the person will really perform on accounts, screen against those instead of against the resume, and stand behind the placement. Sourcing volume is the easy part.

Ask what happens in month two if the hire is wrong, and who absorbs that cost. The answer separates a pipeline vendor from a hiring partner.

How is this priced, and what does the deposit cover?

$299 to start your search. One time, not a subscription, and it applies toward your first placement, so it is the first part of one cost rather than an extra one.

After that, Direct Hire is a placement fee and Managed Staffing is an all in monthly rate per person, quoted before you interview anyone. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

Direct Hire or Managed Staffing, for an agency?

Both models are open to every role we place. Direct Hire suits roles you want fully inside the agency culture, typically senior account leads, because you employ and manage them directly.

Managed Staffing suits execution capacity that flexes with the client roster, because CloudTask handles payments, compliance and administration underneath it. On Managed Staffing replacements are not capped; on Direct Hire it is one replacement for the same job description.

How do you test a campaign specialist before hiring?

Skip the portfolio walkthrough. Give a short timed exercise against a real brief: build one email in your platform, write a social post in a named client voice, or turn a week of ad data into the client facing summary.

Then watch what they do when the brief is incomplete, because on an agency account it always is. Asking the right question instead of inventing an answer is the most predictive signal there is.

What are the red flags in an agency marketing interview?

• Results described with no mention of the client, the budget or the constraint.
• A tool list with no example of what they built inside it.
• One portfolio voice used for every brand.
• No answer for how they track work owed across accounts.
• Discomfort explaining a campaign that underperformed.

How does CloudTask vet candidates before you meet them?

Every candidate is vetted before appearing on a shortlist, and nobody is placed without your approval. You get 3 to 5 matches in 48 hours, with the marketing or account work stated on the profile, not implied by a job title.

If the first matches miss, we run the search again against the revised brief. More than 10,000 hires placed since 2016, and 85% still in seat past 90 days.

FAQ

The fine print, in plain terms.

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?

Both models carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire. On Managed Staffing, replacements are not capped. On Direct Hire, it is 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.

Do your candidates have agency experience?

Most come from in house marketing teams, client facing roles or contract work across several clients, rather than from inside an agency. We say that plainly because agency tenure is a fair thing to require. If it is a hard requirement, put it in the brief and our recruiting network in the region runs a dedicated search for it.

Can you staff graphic design, video editing or art direction?

No. Our talent network is built on sales, client service and marketing operations, and the creative production bench is too thin to promise. We staff the account, campaign execution, reporting and operations roles around the creative work.

Can one person cover more than one client account?

Usually yes, and most of the profiles we put forward have done exactly that. How many accounts depends on the channel mix and the reporting load, so agree the account load in the brief before the start date rather than after.

Ready to hire?

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