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Hire sales and customer talent who have worked in software

Account executives, sales development, customer success, product support and revenue operations professionals from Latin America and the Caribbean, with software and SaaS work documented on the record. They overlap your working day in real time, and you get 3 to 5 matches in 48 hours.

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Account manager on a video call with a customer from a laptop

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

  • Apollo
  • Vonage
  • Expensify
  • GetAccept

How it works

How do I hire sales and customer talent for a software company?

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

People who have worked inside software companies

Every profile on this page carries SaaS or software work on the record: a platform they supported, a product they demoed, a pipeline they built. Not a generalist who sold something once and learned the acronym afterwards.

Your working day, in real time

Latin America and the Caribbean overlap US business hours. The standup, the pipeline review and the escalation all happen live, instead of arriving as a handover note written while you were asleep.

Ramp on your product, not on the category

Somebody who already knows what a trial, a demo and a renewal are does not need the business model explained. They need your product, your ideal customer and your CRM, which is a much shorter conversation.

One agreement for the whole region

We place across 12 countries in Latin America and the Caribbean. On Managed Staffing we handle payments and compliance, so you do not open an entity or sign a local contract to make one hire.

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

SKILLS

Top capabilities to look for in software and SaaS talent

Selling and supporting software is not selling a service with different vocabulary. The buyer is technical enough to ask a hard question, the product changes every sprint, and churn shows up months after the deal was signed. Check for these before anything else.

  • Product fluency

    Learns a platform quickly and explains it in the language of the buyer rather than the changelog. Ask a candidate to demo any product they have worked on, then watch how they handle the part they do not know.

  • Pipeline and CRM discipline

    Keeps the CRM accurate because the forecast depends on it, not because a manager chases them. Ask which fields they updated after every call and what somebody else did with that data.

  • Troubleshooting without a developer

    Reads an error, reproduces the issue, checks whether an integration is at fault and writes a ticket your engineers can act on. That is the difference between deflecting a customer and resolving a problem.

  • Retention thinking

    Understands that a renewal is decided long before the renewal date. Watches usage and adoption signals and raises the risk early, instead of waiting for the churn conversation to start itself.

  • Working with AI tools, not around them

    Uses AI for research, drafting and call preparation, and can say where it helped and where it produced something wrong. Ask for a concrete example of both, because only one of the two is easy to fake.

  • The stack software companies actually run on

    Comfortable inside a CRM, a support desk, a product analytics tool and a billing system. Ask which ones a candidate has worked in and what they did there, not which ones they recognize on a logo wall.

STAFFING

Sub-segments we staff talent for

  • B2B SaaS platforms

    Full cycle sales, sales development, customer success and product support for subscription software sold to other businesses.

  • AI and machine learning products

    Sales and customer teams for companies selling AI products, where the buyer needs the value and the limits explained before the model.

  • Developer and infrastructure tools

    Technical support, onboarding and customer success for products bought by engineering teams, working through documentation, integrations and tickets.

  • Vertical and industry software

    Sales and support for platforms built for a single sector, where knowing how that sector talks matters more than a generic script.

  • Software companies opening a second market

    Sales development and customer coverage across United States and Canadian time zones, while the founding team stays on the product.

Two professionals shaking hands

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
    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

HIRING GUIDE

How to hire software, SaaS and AI talent in Latin America

Search for SaaS recruiters and you mostly find executive search firms selling a leadership hire in the United States. That is a real service and it is not this one. This guide is about staffing the operating layer of a software company, the people who run pipeline, onboarding, support and revenue operations every week, and it answers the questions buyers ask before they open that search, including the one with an uncomfortable answer.

Which roles can a software company hire remotely from Latin America?

The revenue and customer side of the business: account executives and full cycle sellers, sales development, customer success and account management, onboarding and implementation, product and technical support, and the revenue operations work that keeps the CRM, the routing and the reporting honest.

All of that already happens over video, email and a shared tool stack, so moving it across a border changes very little about how the work gets done. What changes is the size of the hiring pool and the cost of the seat.

Which roles does CloudTask not place for software companies?

Engineering. Our talent network is built around go to market and customer work, and the number of software engineers inside it is small enough that promising you a backend team would be dishonest. If developers are what you need, an engineering partner will serve you better than we will, and we would rather say so now than after you have paid to start a search.

What we do place is everything that touches your customer: sales, sales development, customer success, onboarding and implementation, product and technical support, and revenue operations.

What does SaaS recruiting mean, and how is it different from tech recruiting?

Tech recruiting usually means engineering: developers, data, infrastructure. SaaS recruiting means the commercial side of a software business, where the product is sold by subscription and the job is to win an account, get it live and keep it.

The two searches rarely overlap, because the scorecards are different. An account executive is measured on pipeline and closed revenue, a customer success manager on renewal and expansion, a product support specialist on resolution. Hiring one of them well tells you almost nothing about how to hire the others.

Why hire in Latin America instead of offshore or in the United States?

Time zone first. Latin America and the Caribbean overlap the US working day, so the demo at 11am, the pipeline review at 2pm and the escalation at 4pm all happen live. A hub twelve hours away turns each of those into a handover, and handovers are where context goes missing.

Cost second. Against a United States hire the saving is 40 to 60% on the same seat. That is the number to plan around, and it comes with the trade that you are managing people in another country, which is the part we take off your desk on Managed Staffing.

How do you tell a real software background from a generic sales resume?

Stop looking for the word SaaS and start asking about the mechanics. How long was the sales cycle. Who else was in the room on a deal. What did the trial or pilot look like. What happened at renewal, and who owned it.

Somebody who has worked inside a software company answers in specifics, because they lived the calendar. Somebody who sold anything by phone and added the category to their headline afterwards answers in adjectives.

How long does it take a new hire to ramp on a software product?

For somebody who has already worked in software, the product is the only new variable, and the ramp is mostly about your customers and your tooling. For somebody new to the category, expect longer, because they are learning the business model and the product at the same time.

You can shorten either one. Record five real calls, write down the three objections you hear every week, and hand both over on day one instead of a slide deck. That is worth more than a training plan nobody reads.

Who is the legal employer, and who controls access to the product and customer data?

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

Access stays yours in both cases. Decide before the start date which systems the person needs, at what permission level, and who approves a change. A support hire with administrator rights in your production console should be a decision somebody made, not a default nobody noticed.

How do you interview for AI fluency without running a technical test?

Ask for the last thing they automated and the last thing the tool got wrong. Anybody can say they use AI. A useful answer names the task, the workflow behind it, what it saved, and the moment they caught a bad output before it reached a customer.

Then ask where they refuse to use it. Somebody who will let a model draft a follow up email but not a pricing exception has thought about the tool. Somebody with no limit has not yet used it on anything that mattered.

What are the red flags in a software sales or support interview?

• A tool list with no example of what they actually did inside it.
• Cannot describe the product they sold in one sentence a buyer would understand.
• No answer for what happened after the deal closed or the ticket was resolved.
• Blames churn entirely on the product or the price.
• Talks about activity counts but never about pipeline, adoption or resolution.
• Uses AI for everything and cannot name one case where they checked it.

How is this priced compared with a SaaS recruiting agency?

Recruiting and executive search firms charge a placement fee when the person starts, and that is the whole relationship. CloudTask starts differently: $299 to start your search, one time, and it applies toward your first placement, so it is the first part of one cost rather than an extra one.

After that you pick a model. Direct Hire is a placement fee and you employ the person. Managed Staffing is an all in monthly rate per person, quoted before you interview anyone. Managed Staffing carries a 24 month replacement guarantee with replacements not capped, and Direct Hire a 6 month guarantee.

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 experience at software companies?
Yes. Every profile matched for this page has SaaS or software work documented on the record rather than implied: a platform they supported, a product they demoed, a pipeline they built, a CRM they ran. When a brief needs something more specific, our recruiting network in the region runs a dedicated search for it.
Do you place software engineers?
No. Our talent network is built around go to market and customer roles, and the engineering pool inside it is small. We place the sales, customer success, support and revenue operations people around your engineering team, not the engineers themselves.
Can they work inside our product, CRM and support desk?
Yes, with the same access process you would use for any employee. You decide which systems the person needs and at what permission level, and your controls govern it. Several of the profiles on this page list HubSpot, Salesforce and Zendesk on their records, and it is worth asking each candidate which systems they have actually worked in.

Ready to hire?

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

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