Three hiring models. Seven LatAm countries. Named frameworks — IRS, 1099, W-8BEN, PIPEDA, CASL, LFPDPPP, AB5, LFT — with a plain-English breakdown of what applies, when, and to whom.
Every legal question about hiring cross-border collapses into one question first: is the LatAm hire your employee, your contractor, or somebody else's employee working for you? These three deep-dive guides answer it.
The LatAm hire is an independent contractor. You pay them directly, they invoice you, and you file a 1099-NEC (or none, if properly documented via W-8BEN).
A third-party EOR provider is the legal employer in the LatAm country. You get a real employee with local benefits, payroll and tax residence. You pay the EOR a monthly fee.
Your LatAm workers stay legal contractors, but an AOR provider handles compliance paperwork, payment routing, and jurisdiction risk at scale.
Contractor law, payroll tax, mandatory benefits and data-protection rules differ by country. These guides map the local rules to the hiring model you chose.
"Compliance handled" is a slogan. These are the named frameworks that back it up — the ones your general counsel will actually ask about.
Tell us the role, seniority, country and expected term. We come back with a compliance-safe recommendation and a real cost estimate — free, no obligation.
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