5 Best EOR Companies in Latin America for 2027

Viktoriia Keliar COO at Alcor, with 15+ years in legal and operations – launching compliant back-office processes for engineering teams in LATAM & Eastern Europe. Up to 40% savings. 100 people a year. No entity required.

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Key Takeaways

• The best EOR companies in Latin America for 2027 are Biz Latin Hub, Hire With Near, Alcor, Ongresso and Europortage. Their operating models differ: owned entities, local partners, or recruitment and PEO bundled into one contract.
• Beyond price, judge Employer of Record vendors in LATAM on whose entity employs your team, who answers support questions, how much legal expertise is in-house, and how terminations are handled.
• Employer of Record coverage ranges from owned entities in two countries to services in 26 across Latin America and the Caribbean, so confirm who holds the employment contract in each country you hire in.
• Few EOR agencies in Latin America publish PEPM rates, so compare pricing models instead. Pre-IPO companies should also prioritize IP assignment, compliant contracts and documentation that holds up in due diligence.
• Alcor, the best EOR company in Latin America for tech teams, pairs tech-only recruitment with EOR in Mexico and Colombia and COR across the region. It’s rated 4.9/5 on Clutch and 4.7/5 on G2, and works with companies like Franki, Briq, Firstup, and others.

Teams searching for the most trusted EOR companies in Latin America are joining a fast-growing market: according to The IEC Group, the global Employer of Record market is set to reach $16.7 billion by 2030. A big reason is risk. Latin American labor courts look past contract labels and judge the real working relationship. An EOR becomes the legal employer and runs compliant payroll, taxes, benefits and terminations, with no local entity needed.

5 Best Employer of Record Companies in Latin America for 2027

The best EOR companies in Latin America for 2027 are:

• Biz Latin Hub: EOR alongside its core PEO and market-entry services, through owned offices across the region.
• Hire With Near: LATAM recruitment with EOR included in its staffing model.
• Alcor: tech-only recruitment combined with EOR and full ops in Mexico and Colombia, and COR in Argentina and Chile.
• Ongresso: EOR and PEO through local entities, plus company formation and accounting.
• Europortage: Employer of Record through owned entities in Brazil and Mexico, with partner delivery elsewhere.

All five handle contracts, payroll, taxes and statutory benefits, so a company can hire without its own local entity.

Latin America’s labor rules protect employees, and they leave little room for shortcuts. Year-end bonuses, severance, profit sharing and termination procedures change from Mexico to Brazil to Argentina, and an EOR agency in Latin America carries all of them on your company’s behalf. EOR hiring in Latin America is therefore a decision about the operating model as much as about the vendor. Some providers employ through their own entities, others deliver through local partners, and a few bundle recruitment into the same contract. This list was built around those differences:

Additional Criteria for Evaluating EOR Providers in LATAM

Beyond price and country coverage, four criteria decide how an Employer of Record works once your employees are on payroll:

• Entity model: whose entity employs your team.
• Customer support: who answers payroll and HR questions.
• Compliance depth: how much legal and tax expertise sits in-house.
• Termination and severance handling: how an employment ends.

None of these criteria shows up in a price quote, yet each one shapes the daily experience of working with EOR partners in Latin America.

• Entity model: with an owned entity, the provider signs the contracts, runs payroll and answers to labor authorities directly. A partner model can cover more countries faster, but it adds a layer between you and the actual employer. Ask who holds the contract in each country you hire in.
• Customer support: an off-cycle payment, a benefits change or a contract amendment needs a person who knows your account, not a ticket queue. Check whether you get a named contact, and whether response times are written into the contract as SLAs.
• Compliance depth: labor law, social security and tax pitfalls differ sharply across the region. Mexico regulates outsourcing strictly, Brazil’s CLT framework is document-heavy, and Ecuador is one of the harder jurisdictions for Employer of Record models. In-house legal and tax specialists catch issues earlier than experts contracted per case.
• Termination and severance handling: most of Latin America has no employment at will, so ending a contract requires a just cause or a severance payment. Every EOR follows the same statutes, so the useful questions are practical: Is severance accrued monthly or billed at termination? Who prepares just-cause documentation? How fast is the final settlement paid? How is offboarding handled?

Providers Breakdown by Country Coverage

Country coverage differs widely among EOR companies in Latin America:

• Biz Latin Hub: 26 countries across Latin America and the Caribbean.
• Hire With Near: places hires across the region through partner Employer of Record infrastructure.
• Alcor: EOR in Mexico and Colombia, IT recruitment and COR across Latin America.
• Ongresso: concentrates on Colombia, Peru, Chile and Mexico.
• Europortage: employs directly in Brazil and Mexico and uses partners elsewhere.

1. Biz Latin Hub. Best for Multi-Country Market Entry

Biz Latin Hub is a Bogotá-founded provider of PEO, EOR and market-entry services, with wholly owned offices across Latin America and the Caribbean. It has been part of Vistra since December 2025. It offers EOR in 26 countries alongside company formation, legal, accounting, tax and visa services, on quote-based pricing. It has no Clutch or G2 profile. It fits companies entering several countries at once, including smaller Central American and Caribbean markets.

Pricing

Biz Latin Hub works on a quote-based pricing model. Its website doesn’t publish a PEPM rate or say whether fees are flat or a percentage of salary, so every EOR quote starts with a consultation. The site does offer country payroll calculators, which help estimate statutory employer costs before that first call.

EOR platform

Biz Latin Hub runs a service-led model rather than a software product. The website doesn’t describe a self-service EOR platform, dashboard or integrations. Instead, clients work with a single point of contact who coordinates local legal, accounting and HR teams across the region.

Advantages

• Wholly owned regional network: its Employer of Record page describes “19 offices across Latin America and the Caribbean – a wholly owned network providing genuine in-country presence”, covering both large markets and smaller Central American and Caribbean jurisdictions.
• Hiring and back office from one provider: the service “covers every stage of the hiring journey”, from headhunting to onboarding, payroll and ongoing HR support. Company formation, accounting, tax and visa processing are handled in-house.
• A built-in path from EOR to own entity: Biz Latin Hub positions EOR for “fast entry or temporary operations” and PEO for companies that already have a local presence. The same provider can form the entity when a company is ready to make that switch.

Limitations

• Generalist provider: Biz Latin Hub serves companies across industries and functions, and its EOR and recruitment pages describe hiring in general terms. The website doesn’t describe technical screening or specialized sourcing for software engineering and other tech roles, so companies hiring engineers handle that assessment themselves.
• EOR within a broader PEO offering: Biz Latin Hub presents its hiring services under “PEO & Recruitment”, with EOR delivered as one part of a wider PEO and market-entry portfolio.
• No third-party EOR reviews: Biz Latin Hub has no profile on Clutch, G2, Trustpilot or Capterra. Client feedback is limited to testimonials on its own website.

Primary use cases

Biz Latin Hub fits companies entering several Latin American or Caribbean countries at once, including smaller jurisdictions that regional and global providers often cover through partners. It suits teams that need more than employment, such as legal, accounting, tax and visa support from the same provider. It also fits companies that plan to start with EOR and later open their own entity in the region.

Find out which Professional Employer Organization in Latin America suits your business needs best!

2. Hire With Near. Best for Hiring Across All Departments

Hire With Near is a US-headquartered recruitment and staffing company that hires in Latin America for every department. EOR is included in its staffing model through partner EOR infrastructure. It charges a monthly fee as a percentage of salary once a candidate is hired, with free interviews and a 180-day replacement guarantee. It is rated 4.9/5 on Clutch and 4.8/5 on G2. It fits companies hiring across several functions with one partner.

Pricing

Hire With Near charges a monthly fee per hire, calculated as a percentage of the placement’s salary. The fee covers payroll processing, compliance management and ongoing HR support. Interviews are free, the fee applies only once a candidate is hired, and a 180-day replacement guarantee covers placements that don’t work out. The full cost breakdown is shared on a discovery call rather than published on the website. Companies that already use their own EOR can choose a direct-hire model instead and keep only the recruiting part.

EOR platform

Near doesn’t describe a proprietary EOR platform. Payroll and employment compliance run through partner EOR infrastructure, while Near manages the relationship and recruiting process. Its stated onboarding time frame: first shortlist in under 5 days and a hire in about 3 weeks.

Advantages (based on G2 reviews)

• Pre-vetted shortlists for recruitment: “They provided candidates who were already screened and suitable for the position, so we didn’t have to narrow down a very large candidate pool ourselves.”
• Customer support and engaged team: “Everyone on their team is engaged and extremely professional.”
• Onboarding guidance: “They provided guidance on onboarding strategies for our new hire, helping us set them up for success from the start.”

Limitations (based on G2 reviews)

• High pricing fees: “If I had to point to one area for improvement, it would be the pricing model. As we continue to grow our team, the ongoing placement fees can become a significant investment.”
• Communication on logistics: “A few scheduling details could have been communicated more clearly.”
• Generalist provider: Near recruits for every department, from customer support and sales to finance and software engineering, and lists staffing and recruiting as its main services. EOR comes as part of that staffing model rather than as a specialized employment service.

Primary use cases

Hire With Near fits companies that want one partner to find and employ remote hiring talent in Latin America, especially across several functions at once. A support team, a finance hire and a few developers can all go through the same process. It also suits companies making their first international hire, since the pay-on-hire terms and replacement guarantee keep early risk low. Companies with their own EOR can use Near for recruitment only.

3. Alcor. Best for Building Software Engineering Teams

Alcor is a tech-only recruitment and Employer of Record provider that builds software engineering teams in Latin America. It runs EOR in Mexico and Colombia and COR in Argentina, Chile and other countries in the region. It works on custom pricing with volume discounts and no buyout fees, and pairs its AlcorOS platform with a dedicated Customer Operations Manager. It is rated 4.9/5 on Clutch and 4.7/5 on G2.

Pricing

Alcor works on custom pricing, which depends on the client’s requirements and scope of services they need. Volume discounts apply as the team grows. There are no setup fees or extra platform charges, and no buyout fees if the team later moves to the client’s own entity. Benefits packages are shaped together with the client, within the budget it approves.

EOR platform

Alcor pairs its cloud platform, AlcorOS, with a dedicated Customer Operations Manager. In AlcorOS, clients track payroll and payroll history, approve time-off requests, manage equipment, and keep contracts and compliance documents in one protected hub. Reporting is available in the same place. The Customer Operations Manager handles the human side: payroll, HR and compliance questions are answered within 1 business day.

Advantages (based on G2 reviews)

• Responsive management: “The management is absolutely lovely, all the questions and requests are answered promptly, never ever had an issue with them.”
• Clear, traceable payments: “I suppose that for the end client, it is a budget advantage to have high-quality collaborators at an affordable cost. I value the clarity of payments and their traceability.”
• Smooth compliance and team integration: “The contract and compliance aspects are smooth and nice. I particularly enjoy feeling like a part of the client’s team rather than an outside contractor.”

Limitations (based on G2 reviews)

• No HRIS integration yet: “Because we don’t have an integration with our HRIS, we need to double-check that the information matches between the two systems.”
• Platform still developing: “The platform is still fairly new, so some functionality isn’t available yet, but overall it’s easy to use.”
• EOR in two LATAM countries: Alcor runs EOR through its own entities in Mexico and Colombia. In Argentina, Chile and other countries in the region, engineers work under compliant B2B contracts through Contractor of Record, with IT recruitment available across Latin America.

Primary use cases

Alcor fits US and European product companies that need senior software engineering or AI talent in Latin America and want recruitment, employment and operations under one partner. The model also suits companies that want to hire developers in Latin America and grow the team into a long-term software R&D center without opening an entity. For country-level comparisons, see the best EOR services in Mexico and the best EOR services in Colombia.

4. Ongresso. Best for Advisory-Led Market Entry

Ongresso is a Colombia-based provider of EOR, PEO, recruiting and corporate services, with more than 20 years of experience in Latin America. It works on quote-based pricing and serves clients through a single point of contact, adding market intelligence and partner selection before entry. It is rated 4.5/5 on Clutch and has no G2 profile. It fits SMBs and mid-size companies entering one or a few Latin American markets.

Pricing

Ongresso works on quote-based pricing and doesn’t publish rates on its website. Each quote depends on the countries involved and the mix of services, such as EOR or PEO, payroll, recruiting and corporate services, so companies combining several of them get one proposal rather than separate price lists.

EOR platform

Ongresso runs a service-led model. Its website doesn’t describe a self-service EOR platform. Clients work through a single point of contact, backed by local HR specialists who handle contracts, payroll, benefits, PTO, equipment and terminations in each market.

Advantages (based on Clutch reviews)

• Competitive pricing and personal service: “They were cheaper than everyone else we were looking to work with, and they provide personal and dynamic services because it’s a smaller business.”
• One contact for everything: “We also appreciate that we only have to speak to one person, and they take care of the rest.”
• End-to-end hiring support: “After they found several qualified candidates, they took care of the whole hiring process, including the negotiation once we chose a candidate from their list and in-country support helping us fill in any documentation.”

Limitations (based on Clutch reviews)

• Response times vary: “All our questions are answered, but the answers aren’t always available immediately.”
• Less structure around payroll: “We also wish there was a little more structure surrounding things like payroll deadlines.”
• No published pricing: rates aren’t listed on the website, so comparing costs with other providers requires a consultation.

Primary use cases

Ongresso fits SMBs and mid-size companies entering one or a few Latin American markets that want guidance before they hire. Its advisory services, including market intelligence, partner selection and tax advisory, cover the decision stage. EOR, recruiting, company formation and accounting then follow under the same contact. It suits teams that value a personal, hands-on relationship over a platform-led one, and companies that plan to move from EOR to their own entity once the market proves itself.

5. Europortage. Best for Brazil-First Hiring

Europortage is an EOR provider founded in Brazil in 2003. It employs workers directly through its own entities in Brazil and Mexico and works with local partners in other Latin American countries. It uses quote-based pricing and a “You Recruit, We Employ” model, in which the client manages workers day to day. It has no Clutch or G2 profile. It fits companies whose main hiring market is Brazil.

Pricing

Europortage works on quote-based pricing and doesn’t publish EOR rates. Quotes depend on the country and the scope of services, which can combine EOR with payroll, HR, recruitment and tax support. Costs in Brazil and Mexico, where Europortage employs directly, and in partner-delivered countries are set during the consultation.

EOR platform

Europortage runs a service-led model. Its public materials don’t describe a self-service EOR platform or software integrations. Instead, it positions itself as the client’s payroll provider and an extension of its HR team, while the client manages the workers day to day.

Advantages

• Direct employer in Brazil and Mexico: Europortage acts as the direct Employer of Record through its own entities in both countries, the region’s two largest hiring markets.
• Client keeps day-to-day control: under its “You Recruit, We Employ” model, Europortage takes on contracts, payroll and compliance “whilst you still dictate and manage them on a day to day basis”.
• Low-bureaucracy process: its only Trustpilot review, from a Brazilian user, describes the service as “fast and without unnecessary bureaucracy”.

Limitations

• Owned entities in two countries: outside Brazil and Mexico, Europortage delivers EOR through local partners, so the employing entity differs by country.
• Few public reviews: Europortage has no profile on Clutch, G2 or Capterra, and one review on Trustpilot, with a TrustScore of 3.7/5.
• No published pricing: EOR rates aren’t listed publicly, so comparing costs with other providers requires a consultation.

Primary use cases

Europortage fits companies whose main hiring market is Brazil, where CLT labor rules, FGTS contributions and the 13th salary make payroll document-heavy. It suits companies that already know who they want to hire and need a compliant employer for them, from a first employee to a growing team, with partner coverage when hiring extends to other Latin American countries.

Top EOR providers with Local Presence in Latin America

Local presence of Employer of Record providers in Latin America matters most when something goes wrong: a labor inspection, a payroll error or a termination dispute is easier to resolve with an in-country team that employs your people directly.

• Biz Latin Hub: a wholly owned network of offices across Latin America and the Caribbean, with its head office in Bogotá. Local legal, accounting and HR teams work under the same group, so one provider covers multi-country entries, including smaller Central American and Caribbean markets.
• Alcor: employs engineers through its own entities in Mexico and Colombia and runs payroll, benefits and HR compliance there directly. Contractors in Argentina and Chile are engaged through COR, with recruitment available across the region.
• Europortage: employs directly through its own entities in Brazil and Mexico, backed by more than 20 years of operating history in Brazil. Other countries are covered through local partners.

Best Employer of Record Providers in Latam by Pricing Model

Few EOR providers in LATAM publish fixed PEPM rates, so the pricing model itself is the main thing to compare: what the fee depends on, when it starts, and what happens to it as the team grows.

• Hire With Near: a pay-on-hire model. Interviews are free, and once a candidate is hired, a monthly fee calculated as a percentage of salary covers payroll, compliance and HR support. A 180-day replacement guarantee applies to every placement.
• Alcor: custom pricing, with the monthly EOR or COR fee charged per active engineer. Costs therefore track headcount, and volume discounts apply as the team grows. There are no setup fees, no extra platform charges and no buyout fees if the team later moves to the client’s own entity.
• Ongresso: one quote-based proposal that combines EOR or PEO with payroll, recruiting and corporate services, rather than separate price lists per service. Clients on Clutch describe its pricing as competitive against the alternatives they considered.

Best EOR Partners in Latin America for Pre-IPO Companies

Before an IPO, auditors and investors look closely at how the engineering team is employed: who owns the IP, whether contracts follow local law, and whether the documentation holds up in due diligence.

• Alcor: acts as the Employer of Record with IP assigned to the client from day one, locally compliant contracts and documentation ready for audits and due diligence. Public companies already build teams with Alcor include Teladoc Health, an NYSE-listed company, scaled to 25 engineers in 8 months; ThredUp built the 30-engineer R&D team behind its $1.3B IPO, and others.
• Biz Latin Hub: in-house legal, accounting and tax teams sit within the same group as its Employer of Record service, and it has been part of Vistra since December 2025. Entity formation is handled by the same provider, which helps when a pre-IPO restructuring calls for moving employees onto the company’s own subsidiaries.
• Ongresso: besides EOR and PEO, it handles annual compliance, legal representation and corporate secretarial work. These are the governance tasks that come with running local entities as a company prepares to list.