Best EOR Services in Latin America 2026

The Latin American EOR market has splintered into dozens of platforms, each claiming to solve distributed hiring. Most force you to choose: compliance infrastructure or talent sourcing, remote-only platforms or local support, transactional contractor access or long-term team building.

US tech companies face a specific challenge when building engineering teams across LatAm. You need compliant employment, vetted talent, benefits administration, equipment procurement, and retention programming. Juggling five vendors to cover those needs creates operational overhead while your competitors consolidate under single-vendor models.

In short: The best EOR for Latin America depends on whether you need compliance-only infrastructure or a long-term team-building partner. Platforms like Deel, Remote, and Rippling focus on global compliance. Howdy combines recruiting, EOR, retention, and physical offices for US tech companies prioritizing low churn and cultural integration.

This guide evaluates six EOR services across recruiting integration, retention infrastructure, compliance depth, physical presence, and pricing transparency. We focused on platforms serving US tech companies building distributed engineering teams, not enterprises managing global contractor networks or startups seeking lowest-cost compliance.

Table of contents

• Quick overview: Best EOR services in Latin America
• Why look for an EOR alternative in LatAm?
• How we chose these EOR services
• The 6 best EOR services in Latin America
• Howdy
• Deel
• Rippling
• Remofirst
• Remote
• Oyster
• Quick comparison: Best EOR services in Latin America
• How to choose the right EOR service for LatAm
• What to look for in LatAm EOR services
• Final thoughts: Choosing the right EOR service for LatAm
• FAQs on the best EOR services in Latin America

Quick overview: Best EOR services in Latin America

1. Howdy – Best for US tech companies prioritizing retention and culture integration. Combines recruiting, EOR, benefits, equipment, and physical offices in one all-in price with 98% two-year retention rate.

2. Deel – Best for self-serve global EOR across 150+ countries. Platform-first approach for companies managing contractors and employees worldwide beyond LatAm focus.

3. Rippling – Best for unified HR/IT/finance infrastructure globally. Combines payroll, benefits, device management across 150+ countries for consolidated operations.

4. Remofirst – Best for budget-conscious startups needing basic EOR. Lower-cost compliance infrastructure without recruiting or retention services.

5. Remote – Best for compliance-first teams managing distributed workforces. EOR platform emphasizing legal infrastructure and contractor management tools.

6. Oyster – Best for companies scaling distributed teams with equity grants. EOR focused on global equity distribution and benefits standardization.

Why look for an EOR alternative in LatAm?

Most EOR platforms solve compliance but leave recruiting, retention, and physical infrastructure as separate problems. You sign up for payroll and benefits administration, then discover you still need to source candidates, vet technical skills, assess cultural fit, procure equipment, and build retention programming.

Industry-average engineering retention through staffing firms sits at 75-82%, predicting one to two departures annually. Remote-only platforms can't provide workspace, equipment procurement, or on-site HR support that reduces churn.

The service model matters more than the technology. Transactional platforms treat developers as interchangeable contractors who churn after six months. Strategic partners integrate hires into your culture as permanent team members.

How we chose these EOR services

We evaluated platforms across seven criteria: integrated service depth, retention infrastructure, LatAm market expertise, talent vetting rigor, pricing transparency, physical presence, and service scope.

Integrated service depth separates platforms offering compliance-only from those combining recruiting, EOR, benefits, and retention programming under one vendor. Retention infrastructure includes performance coaching, community programming, physical offices, and mentorship programs that reduce churn.

LatAm market expertise means localized compliance knowledge across Mexico, Colombia, Argentina, Peru, Chile, Uruguay, and Brazil, not just platform-based global coverage. Talent vetting rigor examines technical assessment depth, behavioral evaluation, and cultural alignment screening beyond basic resume reviews.

Pricing transparency distinguishes all-inclusive models from hidden fees and markup structures common in staff augmentation. Physical presence covers office infrastructure, equipment procurement, and local HR support availability. Service scope clarifies whether platforms provide EOR-only or end-to-end workforce solutions including recruiting and retention.

The 6 best EOR services in Latin America

1. Howdy – Best for US tech companies prioritizing retention and culture integration

Howdy combines recruiting, EOR, benefits, equipment, and physical offices in one monthly price. The platform targets US midmarket and enterprise tech companies who prioritize quality, retention, and long-term outcomes over transactional hiring.

Less than 5% of candidates pass the full vetting process, which includes identity verification, technical assessment, and behavioral evaluation conducted by recruiters trained as psychologists. The model treats hires as permanent team members integrating into your culture, not disposable contractors cycling through projects.

Key features

Integrated EOR + recruiting model: Compliance, payroll, benefits, recruiting, and offices appear on a single monthly invoice. You avoid juggling separate vendors for talent sourcing and employment infrastructure.

Top 1% talent vetting: The Howdy Vetting Method™ includes identity verification confirming candidate authenticity, technical assessment measuring skill depth, and psychologist-led behavioral evaluation assessing communication and cultural alignment.

10 physical Howdy Houses: Dedicated offices across Guadalajara, Mexico City, Medellín, Bogotá, Buenos Aires, Lima, Montevideo, Córdoba, and Florianópolis provide workspace, equipment, and local HR support. Valley-style office design includes open-desk formats, break lounges, fully stocked kitchens, and collaboration layouts.

Dedicated performance coaches: Every hire receives support from coaches with 10+ years of engineering management experience. Professional mentorship provides local support and career development.

Premium healthcare benefits: Medical, dental, and vision coverage comes standard. Wellness Hub access includes local gyms, sports centers, Strava, and Calm app subscriptions. English lesson programming strengthens grammar and conversational skills. Udemy access supports continuous professional development.

Seven-country compliance infrastructure: In-country teams across Mexico, Colombia, Argentina, Peru, Chile, Uruguay, and Brazil track policy updates and regulatory amendments. Local legal expertise maintains compliance as policies evolve.

Week-to-week payment flexibility: No long-term contractual obligations lock you into commitments. Payment begins when your first hire starts working.

Pricing

Howdy charges a 15% surcharge per recruit covering all services. All-in costs run $6,000-$11,000 per month per developer, including salary, benefits, workspace, equipment, and coaching. No upfront costs or hidden fees. LatAm developers earn $53,000-$63,000 annually, representing 60-65% savings versus US hires with equivalent skills.

Best for

US tech companies building long-term distributed engineering teams in LatAm. Organizations prioritizing retention and cultural alignment over cost arbitrage. Companies wanting single-vendor simplicity.

Pros

• Industry-leading retention: 98% retention rate through first two years reduces replacement costs
• Physical office network: 10 dedicated locations reduce churn through in-person community and local HR support
• Single-vendor consolidation: Recruiting, EOR, benefits, compliance, and workspace under one contract
• Transparent pricing: All-inclusive 15% fee with no hidden markups
• Psychologist-trained recruiters: Cultural fit assessment beyond technical skills
• Deep LatAm expertise: Seven-country operational presence with local compliance teams

Cons

• Premium pricing: All-inclusive model costs more than DIY approaches or standalone EOR platforms without recruiting
• Limited scalability: Quality-focused model may not serve enterprises requiring hundreds of simultaneous developers

LatAm-only focus: Seven-country coverage doesn't extend to 150+ countries like global competitors

The comparison shows: Howdy wins on service integration and retention infrastructure, while traditional EOR platforms offer broader geographic coverage. The choice depends on whether you prioritize LatAm depth or global breadth.

Bottom line

Choose Howdy for long-term team building with retention as a strategic priority. Best fit when quality and cultural integration matter more than lowest cost. Howdy is best for companies wanting single-vendor simplicity in Latin America, not for enterprises requiring global coverage across 150+ countries.

2. Deel – Best for self-serve global EOR across 150+ countries

Deel provides platform-first EOR infrastructure for managing contractors and employees globally. The self-service model suits companies managing distributed workforces at scale across regions beyond Latin America.

Key features

Global EOR coverage spans 150+ countries. Contractor and employee management consolidate in a single platform. Self-service compliance infrastructure automates payroll across multiple jurisdictions. Benefits administration extends across markets. Automated onboarding and offboarding streamline workforce changes.

The platform includes contractor payment tools, invoice management, and tax documentation. Compliance templates cover employment contracts across jurisdictions. Integration capabilities connect with existing HR and finance systems.

Pricing

Contact sales for pricing.

Best for

Companies needing global EOR beyond the LatAm region. Organizations managing a mix of contractors and employees worldwide. Teams wanting self-service platforms versus white-glove support.

Pros

• Extensive coverage: 150+ country availability supports global hiring strategies
• Unified platform: Single interface for contractors and employees reduces tool sprawl
• Self-service accessibility: Platform approach enables fast onboarding without sales cycles
• Established infrastructure: Global compliance frameworks cover diverse regulatory environments
• Contractor flexibility: Mixed workforce management handles both employees and contractors

Cons

• No recruiting: Platform provides compliance only, requiring separate talent sourcing
• Platform-only approach: Self-service model lacks retention programming and performance coaching
• No physical infrastructure: Remote-only platform can't provide workspace or local support
• Breadth over depth: Global scope may sacrifice LatAm-specific expertise and local presence
• Variable service quality: Self-service model means less hands-on support during complex situations

Bottom line

Choose Deel for global hiring needs extending beyond Latin America. Best when self-service platforms are preferred over managed services. Deel is best for companies managing contractors and employees across 150+ countries, not for teams prioritizing retention infrastructure and recruiting integration in Latin America.

3. Rippling – Best for unified HR/IT/finance infrastructure globally

Rippling consolidates payroll, benefits, and device management across 150+ countries. The platform targets companies wanting unified HR, IT, and finance operations rather than specialized recruiting.

Key features

Combined HR, IT, and finance infrastructure manages operations centrally. Device management and software provisioning integrate with employment. Global payroll spans 150+ countries. Benefits administration consolidates across regions. IT security and access control tie to employment status.

The platform automates device provisioning when employees start and deprovisioning when they leave. Software license management tracks subscriptions across the workforce. Single sign-on integration connects with existing tools.

Pricing

Contact sales for pricing.

Best for

Companies wanting consolidated HR/IT/finance operations. Organizations managing device provisioning alongside employment. Teams prioritizing unified platforms over specialized recruiting.

Pros

• Operational consolidation: HR, IT, and finance integration reduces vendor count
• Device management: Equipment provisioning ties directly to employment lifecycle
• Global coverage: 150+ country availability supports worldwide operations
• Unified platform: Single system reduces data silos and integration complexity
• Automation capabilities: Workflow automation streamlines repetitive tasks

Cons

• No recruiting: Platform focuses on operations, not talent sourcing or vetting
• No retention programming: Operational tools don't include performance coaching or community
• No physical infrastructure: Remote-only model lacks workspace or local HR support
• Operational breadth: Multi-function focus may lack LatAm recruiting depth
• Complexity overhead: Unified platform requires more setup and configuration

Bottom line

Choose Rippling for operational consolidation across HR, IT, and finance functions. Best when device management matters alongside employment. Rippling is best for companies prioritizing operational efficiency across multiple functions, not for teams needing talent sourcing and retention programming in Latin America.

4. Remofirst – Best for budget-conscious startups needing basic EOR

Remofirst provides lower-cost EOR compliance infrastructure without recruiting or retention services. The platform targets startups minimizing overhead with existing recruiting capabilities.

Key features

Multi-country EOR compliance covers basic employment needs. Payroll processing infrastructure handles payments. Basic benefits administration provides standard coverage. Contractor payment capabilities support mixed workforce models.

Pricing

Contact sales for pricing.

Best for

Startups prioritizing cost minimization. Companies with existing recruiting capabilities. Teams needing basic compliance without additional services.

Pros

• Lower pricing: Budget-focused tier costs less than full-service providers
• Basic infrastructure: Compliance and payroll cover essential needs
• Contractor support: Mixed workforce management handles diverse employment types

Cons

• No recruiting: Platform provides compliance only, requiring separate talent sourcing
• No retention programming: Basic services exclude coaching, mentorship, or community
• No physical infrastructure: Remote-only model lacks workspace or local support
• Limited scope: Compliance focus doesn't address talent quality or cultural fit

Bottom line

Choose Remofirst when budget constraints are the primary concern. Best for companies handling recruiting internally. Remofirst is best for startups minimizing costs with existing recruiting capabilities, not for companies prioritizing retention and cultural integration.

5. Remote – Best for compliance-first teams managing distributed workforces

Remote emphasizes legal infrastructure and contractor management tools. The compliance-focused platform suits risk-conscious organizations with established recruiting.

Key features

Multi-country compliance infrastructure prioritizes legal employment documentation. Contractor management platform handles mixed workforce types. Payroll and benefits processing cover standard needs. IP protection frameworks address intellectual property concerns. Global employment contracts include localized terms and conditions.

The platform provides compliance monitoring and alerts for regulatory changes. Legal templates cover employment agreements across jurisdictions. Tax documentation and reporting support local requirements.

Pricing

Contact sales for pricing.

Best for

Companies prioritizing compliance and legal risk mitigation. Organizations managing contractor relationships alongside employees. Teams with established recruiting needing only EOR.

Pros

• Strong compliance: Legal infrastructure and documentation reduce regulatory risk
• Contractor management: Platform handles diverse employment relationships
• IP protection: Intellectual property frameworks address common concerns
• Global coverage: Multi-country availability supports distributed operations
• Compliance monitoring: Automated alerts track regulatory changes

Cons

• No recruiting: Platform focuses on compliance, not talent sourcing
• No retention programming: Legal infrastructure doesn't include coaching or community
• No physical infrastructure: Remote-only model lacks workspace or local support
• Platform-only approach: Self-service model excludes white-glove support

Bottom line

Choose Remote for compliance-first approach to distributed employment. Best when legal infrastructure is the primary concern. Remote is best for risk-conscious companies with established recruiting, not for teams needing integrated talent sourcing and retention programming.

6. Oyster – Best for companies scaling distributed teams with equity grants

Oyster focuses on global equity distribution and benefits standardization. The platform suits startups compensating distributed teams with equity grants.

Key features

Global equity distribution capabilities handle cross-border grants. Benefits standardization ensures consistent coverage across countries. Multi-country EOR compliance covers employment basics. Payroll processing infrastructure manages payments. Equity grant management tools track vesting and distribution.

Pricing

Contact sales for pricing.

Best for

Startups distributing equity to global team members. Companies wanting benefits standardization across regions. Organizations prioritizing equity compensation in hiring.

Pros

• Equity infrastructure: Distribution capabilities handle cross-border grants
• Benefits standardization: Consistent coverage across countries simplifies administration
• Global coverage: Multi-country availability supports distributed teams
• Grant management: Tools track vesting schedules and distribution

Cons

• No recruiting: Platform provides compliance only, not talent sourcing
• No retention programming: Equity focus doesn't include coaching or community
• No physical infrastructure: Remote-only model lacks workspace or local support
• Specialized focus: Equity emphasis may not suit all compensation models

Bottom line

Choose Oyster when equity distribution is a strategic priority. Best for startups compensating distributed teams with grants. Oyster is best for companies prioritizing equity compensation across borders, not for teams needing recruiting and retention infrastructure.

The takeaway: Howdy is the only platform combining recruiting, retention programming, and physical infrastructure. Other platforms focus on compliance-only services with broader geographic coverage.

How to choose the right EOR service for LatAm

Define your hiring goals first. Transactional contractor access serves short-term projects. Long-term team building requires retention infrastructure, cultural alignment vetting, and performance coaching.

Retention rates matter because industry-average churn means one to two annual departures per team. Each replacement costs $30,000-$60,000 in recruiting fees and lost productivity. High-retention models eliminate most of that expense.

Service scope determines vendor count. Compliance-only platforms require separate recruiting, benefits administration, equipment procurement, and retention programming. Integrated models consolidate those functions under one contract.

Team size influences the decision. Single-vendor simplicity matters more under 10-15 employees per country. Larger operations may justify DIY entity setup despite higher initial costs.

Budget framework should account for total cost of ownership. All-inclusive pricing with recruiting, retention, and physical infrastructure compares favorably to platform fees plus separate recruiting vendors plus churn replacement costs.

Geographic focus clarifies priorities. LatAm depth with local compliance teams and physical offices serves regional strategies. Global breadth across 150+ countries suits worldwide hiring beyond Latin America.

Cultural integration priority separates platforms. Psychologist-led vetting assessing behavioral fit reduces misalignment. Basic compliance screening verifies work authorization without evaluating culture match.

Physical presence value depends on retention goals. Office infrastructure providing workspace, equipment, and local HR support reduces churn. Remote-only models save costs but sacrifice community and accountability.

What to look for in LatAm EOR services

Service integration depth determines operational complexity. Recruiting, compliance, benefits, and retention under one vendor eliminates coordination overhead. Fragmented providers require project management across multiple contracts.

Retention infrastructure includes performance coaching, mentorship programs, community programming, and physical offices. These features reduce annual churn significantly.

Talent vetting rigor separates platforms. Technical assessment depth, behavioral evaluation, and cultural alignment screening predict long-term success. Resume reviews and basic interviews miss communication skills and culture fit.

LatAm compliance expertise means in-country teams tracking regulatory changes versus platform-based global coverage. Local legal knowledge adapts to policy updates and amendments as they occur.

Pricing transparency distinguishes all-inclusive models from hidden fees. Staff augmentation markups often exceed stated percentages. Transparent pricing shows total cost upfront.

Physical presence provides office infrastructure, equipment procurement, and local HR support. Workspace access, community events, and on-site problem-solving reduce isolation and churn.

Cultural alignment focus through psychologist-trained recruiters assesses behavioral fit beyond technical skills. Transactional screening verifies credentials without evaluating integration potential.

Long-term partnership orientation treats hires as permanent team members integrating into culture. Contractor churn models cycle through developers every six months, maximizing placement fees over retention.

Final thoughts: Choosing the right EOR service for LatAm

EOR platforms solve compliance, but most separate recruiting from employment infrastructure. You still need to source candidates, vet technical skills, assess cultural fit, and build retention programming through other vendors.

Market evolution demands retention focus as replacement costs add up quickly. Platforms treating developers as permanent team members rather than disposable contractors reduce that expense.

Howdy's integrated model combines recruiting, EOR, physical offices, and coaching in a 15% all-inclusive fee. The high retention rate stems from performance coaches, mentorship programs, and community infrastructure.

Physical Howdy Houses across 10 LatAm cities provide workspace, equipment, and local HR support that remote-only platforms can't match. Valley-style office design and community events reduce isolation and churn.

The best starting point for US tech companies prioritizing long-term team building over transactional hiring combines recruiting, compliance, retention, and physical presence under one vendor.

Book a demo with Howdy to explore integrated EOR and recruiting for LatAm engineering teams.

FAQs on the best EOR services in Latin America

Do I need recruiting services if I use an EOR?

Most EOR platforms provide compliance only, not talent sourcing. Juggling separate recruiting and EOR vendors creates operational overhead. Howdy integrates recruiting, vetting, and EOR in a single service.

How important is retention infrastructure when hiring in LatAm?

Industry-average engineering retention sits at 75-82%, predicting significant annual churn. Replacement costs include recruiting fees and lost productivity. Howdy's retention stems from coaches, offices, and community programming.

What's the real cost of EOR services in LatAm?

All-in costs run $6,000-$11,000 per month per developer with integrated services. LatAm developers earn $53,000-$63,000 annually, representing 60-65% savings versus US hires. Hidden markups plague staff augmentation beyond stated fees.

Will EOR platforms replace entity setup for LatAm hiring?

EOR accelerates entry without entity incorporation overhead. Entity setup becomes cost-effective at 10-15+ employees per country. EOR suits market testing and initial team building.

Which EOR service offers the best retention rates?

Howdy reports 98% retention through the first two years of employment. Industry average sits at 75-82% retention through staffing firms. Physical offices, coaching, and mentorship drive Howdy's retention advantage.

How do I evaluate EOR talent vetting quality?

Howdy's vetting process accepts less than 5% of candidates. Psychologist-trained recruiters assess cultural fit beyond technical skills. Identity verification confirms candidate authenticity during screening.

Do physical offices matter for remote LatAm teams?

Physical presence reduces churn through community, equipment access, and local HR support. Howdy Houses across 10 cities drive high retention rates. Remote-only platforms lack workspace and on-site support infrastructure.

What's included in all-inclusive EOR pricing?

Howdy's 15% fee covers compliance, payroll, workspace, equipment, benefits, recruiting, and coaching. Transparent pricing eliminates hidden markups in staff augmentation models. Week-to-week payment flexibility avoids long-term contracts.