TL;DR
Contractor of Record (COR) is the dominant structure for LatAm tech hiring — not EOR. Engineering teams in Mexico, Colombia, and Brazil engage through COR agreements because they're faster to establish and offer sufficient legal protection for contractor relationships.
EOR providers handle compliance only. They don't recruit, vet candidates, or provide workspace support. You'll need a separate vendor to source senior LatAm engineers, which adds complexity and cost to your hiring process.
Howdy operates differently by bundling COR/EOR, recruiting, workspace, and retention in one model. This eliminates the vendor coordination problem that compliance-only providers create for buyers who need end-to-end support.
This guide evaluates 8 providers using neutral criteria: vendor count, compliance depth, recruiting inclusion, and pricing transparency. Howdy is the top recommendation for enterprise LatAm engineering teams that need operational support beyond just legal employment.
Quick answer
Best overall for enterprise LatAm engineering teams: Howdy (COR/EOR + recruiting + retention bundled at 15% all-inclusive pricing)
Best for multi-country compliance-only: Deel ($599/month base rate, 110+ countries covered)
Best for platform consolidation: Rippling (EOR module inside unified HR/IT stack)
Best for transparent flat-rate pricing: Remofirst ($199/month, lowest published rate)
The comparison below provides neutral evaluation criteria and detailed provider breakdowns for buyers who need deeper analysis before choosing.
| Provider | Model | Pricing | Recruiting included | LatAm focus | Equipment/workspace | Best for |
| Howdy | COR/EOR + recruiting | 15% of total cost | ✓ Bundled | ✓ Specialized | ✓ Bundled | Enterprise teams needing full support |
| Deel | EOR only | $599-899/month | ✗ Separate product | ✗ Global focus | ✗ Not included | Multi-country expansion |
| Rippling | EOR module | Custom pricing | ✗ Not offered | ✗ Global focus | ✗ Not included | HR/IT platform consolidation |
| Remote | EOR only | Published tiers | ✗ Not offered | ✗ Global focus | ✗ Not included | Own-entity compliance |
| Remofirst | EOR only | $199/month | ✗ Not offered | ✗ Global focus | ✗ Not included | Lowest cost option |
| Playroll | EOR only | Contact sales | ✗ Not offered | ✗ Global focus | ✗ Not included | HRIS integrations |
| Revelo | EOR + marketplace | Contact sales | ✓ Marketplace model | ✓ LatAm only | ✗ Not included | LatAm talent marketplace |
| Atlas HXM | EOR only | Contact sales | ✗ Not offered | ✗ Global focus | ✗ Not included | Enterprise own-entity model |
Public pricing as of mid-2024. Enterprise contracts vary by headcount and country.
How to use this guide
Midmarket and enterprise US buyers hiring software engineers across Latin America will find three compliant engagement structures evaluated: Contractor of Record (COR), Employer of Record (EOR), and direct contracts — not outsourcing or staff augmentation models.
Evaluation criteria prioritize compliance infrastructure depth, recruiting inclusion, transparent pricing models, and retention support capabilities. COR is the most common structure for LatAm tech hiring, offering faster setup and greater flexibility than traditional EOR arrangements.
For salary benchmarks and total cost modeling by country, see 2026 LatAm software engineer cost benchmarks by country.
COR, EOR, staffing partner, and outsourcing: What's different
Contractor of Record (COR)
The vendor employs your hire as an independent contractor under local labor law. This means faster setup than traditional employment — most LatAm markets allow contractor engagements to begin within days rather than weeks.
You manage the day-to-day work direction while the vendor handles tax compliance, local payments, and regulatory filings. The contractor maintains more flexibility around work hours and methods compared to full employees.
COR works well for LatAm tech hiring scenarios because it balances compliance protection with operational speed. The structure fits naturally with remote software development work.
Employer of Record (EOR)
The vendor employs your hire as a full-time employee under local labor law. This creates a formal employment relationship with statutory benefits, vacation entitlements, and termination protections that contractors don't receive.
The vendor owns payroll processing, employer tax obligations, and all legal compliance requirements. You direct the work, but the vendor holds the employment contract and bears liability for labor law adherence.
EOR provides stronger worker protections when full employment status is required by company policy or local regulations. Some LatAm countries blur contractor versus employee distinctions, making EOR the safer compliance choice.
Staffing partner (COR/EOR + recruiting)
These providers handle talent sourcing and vetting alongside compliant engagement. Instead of just processing employment paperwork for candidates you've already found, they manage the entire hiring pipeline from job posting to onboarding.
Howdy operates in this category, combining recruiting with COR/EOR services. Most compliance-only providers require buyers to source candidates separately, creating a vendor coordination gap. The best LatAm staffing firms comparison covers this category in more depth.
Finding senior LatAm engineers requires different networks and vetting approaches than domestic hiring — sourcing is often the bigger bottleneck than compliance.
Direct contract
You contract directly with the worker without an intermediary vendor. This requires your company to handle all local compliance obligations, including tax withholding, labor law adherence, and employment contract drafting.
Direct contracting only works when you have established legal entities in the target country. Managing compliance across multiple LatAm jurisdictions without local expertise creates significant legal and financial risk.
The structure makes economic sense for larger teams — typically 50+ people in a single country — where entity setup costs are justified by reduced per-employee fees.
Outsourcing firm
The vendor manages project delivery and execution, not just employment processing. You define requirements and success metrics while the vendor handles team management, quality control, and deliverable completion.
With outsourcing, the vendor owns delivery risk. With EOR/COR, the buyer manages the work while the vendor handles employment compliance. Outsourcing fits defined projects with clear scope; EOR and COR fit embedded team members who integrate directly into development processes.
When COR or EOR is the right fit
US teams hiring in LatAm without local subsidiaries face entity setup costs that COR and EOR structures eliminate. Engineering leaders choose this path when testing a new market or scaling below the 20-person threshold where entity economics improve. The compliance certainty matters: Mexico employer taxes run 36–44% of salary, Colombia sits at 30–35%, and Brazil carries an even higher burden.
Multi-country expansion drives buyers toward EOR providers. Opening entities in Brazil, Mexico, and Colombia simultaneously creates legal complexity that few US companies want to manage internally. A single EOR relationship lets you hire across borders without three separate legal setups.
The sweet spot sits between 5-50 employees per country. Below five people, the monthly EOR fees feel expensive relative to headcount. Above 50 people in a single market, your own entity becomes cost-effective and gives you more control over benefits, equity programs, and local operations.
When COR or EOR is not the right fit
At 50+ employees in Mexico or Brazil for the long term, entity setup and maintenance costs drop below EOR fees. You gain control over benefits design, equity administration, and local HR policies that EOR providers standardize across their client base.
Managed delivery requirements eliminate most EOR options entirely. If you need a vendor to own project outcomes rather than just employment compliance, you want an outsourcing firm or development shop. EOR providers handle payroll and taxes; they don't manage sprints, code quality, or delivery timelines.
Recruiting gaps catch buyers off-guard. Compliance-only EOR providers like Deel, Remote, and Remofirst don't source candidates. You need your own pipeline or a separate recruiting vendor to feed the EOR relationship. This creates vendor coordination overhead that bundled models like Howdy eliminate.
How to evaluate EOR and COR providers for tech hiring
Methodology: how this guide scores providers
Six criteria directly impact operational success when choosing EOR and COR providers. Compliance infrastructure measures whether the vendor owns entities in each country versus relying on third-party partners, with own entities delivering faster issue resolution and stronger regulatory control. Recruiting inclusion determines if sourcing is bundled, offered separately, or absent entirely.
Pricing model compares flat-rate versus percentage-based fees, but total employment cost matters more than headline rates. LatAm operational depth examines countries covered, in-country support quality, and compliance response speed for region-specific requirements. Enterprise readiness covers IP assignment strength, SOC 2 compliance, HRIS integrations, and custom contract flexibility.
Pricing model and total employment cost
Service fees range from $199 to $699 in monthly flat rates, or 10–15% of total payroll costs. Total employment cost includes base salary, employer taxes (36–44% in Mexico, 30–35% in Colombia), statutory benefits, and the service fee. Flat fees create unpredictable scaling across salary ranges — $199 monthly on a $40,000 salary equals 6% but only 2% on a $120,000 salary.
Percentage models scale proportionally but can cost more in absolute terms for senior roles. Always compare total cost by component rather than headline fees alone — providers bundle different services that affect the true comparison. Use the LatAm EOR pricing and cost calculator to model scenarios across your actual salary ranges.
Country coverage and legal infrastructure
Providers using their own legal entities resolve regulatory issues faster than those relying on third-party partnerships. Brazil, Mexico, Colombia, and Argentina represent the largest LatAm engineering talent pools and should be prioritized over broader country counts. Each jurisdiction has distinct regulatory requirements — operational depth in target markets matters more than total country coverage.
Ask prospective providers how many employees they currently manage in your specific target countries. This reveals actual operational experience versus theoretical coverage claims.
Recruiting support
Compliance-only EOR providers handle legal employment only — sourcing candidates requires a separate vendor or internal recruiting team. For example, Deel offers a separate talent product starting at $99 per hire plus ongoing fees, distinct from their EOR service. Without bundled recruiting support, sourcing senior LatAm engineers requires engaging a separate vendor, adding coordination complexity and cost.
Providers that bundle recruiting with compliance typically charge percentage-based fees rather than flat monthly rates. For teams without an established LatAm recruiting pipeline, that trade-off usually favors the bundled model.
Payroll, benefits, severance
Providers handle payroll processing, tax filings, and mandatory statutory benefits as baseline services. Operational differences emerge in local tax calculation accuracy, payroll cycle speed, and benefits administration quality. Severance obligations vary by country but are mandatory in most LatAm jurisdictions even for no-cause terminations.
Equipment, workspace, onboarding
Compliance-only EOR providers do not furnish laptops, handle security configuration, or provide physical workspace access. Teams with IT security requirements or in-person collaboration needs must handle equipment procurement and workspace separately. Providers offering bundled equipment and offices reduce internal operational burden but charge higher fees.
Distributed teams with IT security requirements or in-person collaboration needs should weight this category heavily when evaluating providers.
Security, IP, and enterprise readiness
IP assignment clauses in local employment agreements require careful evaluation — weak intellectual property language in foreign-jurisdiction contracts creates real legal risks. Global EOR providers use template contracts that may not adequately protect IP rights under local employment law.
Evaluate SOC 2 Type II compliance, data residency controls, access management capabilities, and custom contract support for enterprise security requirements. Ask to review actual employment agreement templates before committing, not just sales deck summaries.
The 8 best EOR and COR services for LatAm tech hiring
1. Howdy
Best for: US enterprise tech teams that need recruiting, compliant engagement, and retention support for LatAm engineering hires
Quick overview
Howdy operates as an end-to-end workforce partner that bundles recruiting, compliant engagement, workspace, and retention under one model. The company most frequently operates as Contractor of Record (COR), though EOR and direct contracts are also available depending on client needs.
Howdy maintains entities throughout LatAm and handles labor contracts, statutory compliance, payroll, tax obligations, and benefits administration. Physical offices span 10+ LatAm cities across 7 countries, enabling in-person collaboration and structured onboarding for remote teams.
Pros
Recruiting and compliant engagement come bundled, eliminating the need for separate vendors. Vetting starts within 24 hours, and the full recruitment cycle typically takes 4–6 weeks from kickoff to placement.
Howdy maintains a 98% retention rate across active placements. The pricing model allocates 85% of total cost to support the professional (60% to their bank account, 25% to benefits and local costs), with 15% as Howdy's fee.
The provider manages 12,500+ professionals across LatAm under compliant agreements, with salary data published in the 2026 LatAm software developer salary report. Technical quality and communication skills are assessed by psychologist-trained recruiters as part of top 1% talent vetting.
Physical Howdy offices enable in-person collaboration, secure equipment handling, and structured onboarding. If a partner assignment ends, Howdy finds the professional another placement, ensuring employment continuity.
Cons
Howdy's focus is LatAm, so companies hiring across Europe or Asia need a second provider. The high-touch model is not self-serve for single contractor conversions.
Percentage-based pricing can be higher in absolute terms for very high-salary roles compared to flat-rate alternatives.
Pricing
2. Deel
Quick overview
A compliance infrastructure play at global scale. Deel handles legal employment in 110+ countries — payroll, tax filings, benefits enrollment, onboarding — but stops there. Buyers bring their own candidates. LatAm is one of more than 100 markets Deel serves, not a regional specialty.
Pros
- Single vendor for companies hiring across LatAm, Europe, and Asia simultaneously
- Published pricing: Standard at $599/month, Enterprise at $899/month
- Separate talent product available at $99/hire for buyers who need sourcing
Cons
- Recruiting is a separate purchase, not part of EOR — adds a second vendor relationship or requires an internal pipeline
- No workspace or equipment; buyers handle laptops, security config, and tool access independently
- LatAm compliance depth is thinner than regional specialists — Deel manages the region as one of 100+ global markets
Pricing
$599/month (Standard) or $899/month (Enterprise) per employee. Enterprise rates are negotiated.
3. Rippling
Quick overview
EOR as one module inside a full workforce OS. Rippling's value is consolidation: HR, IT device management, global payroll, and benefits in a single platform. For companies already running domestic operations on Rippling, adding LatAm engineers means no new vendor, no data migration, no separate compliance dashboard.
Pros
- LatAm engineers appear in the same HR system as domestic employees — unified payroll, app provisioning, device management
- IT teams handle laptop setup and access controls through one interface
- Finance runs global payroll reports without reconciling across multiple platforms
Cons
- No published EOR pricing — cost comparison requires a sales conversation before buyers can evaluate it seriously
- Recruiting and workspace aren't included; sourcing and equipment are the buyer's problem
- As a standalone EOR, Rippling's differentiation is weak — the platform value only materializes if buyers are already using Rippling domestically
Pricing
Custom pricing. Contact Rippling sales for current rates.
4. Remote
Quick overview
Remote's differentiator is own-entity coverage: legal entities in most of its 100+ markets rather than third-party partnerships. That means faster compliance resolution and cleaner IP protection language. Published pricing with no recruiter markup keeps cost comparison straightforward for buyers who already have candidates.
Pros
- Own entities in most covered markets — fewer intermediaries between the buyer and compliance
- Published pricing with no hidden percentage markups
- Covers payroll, statutory benefits, tax compliance, and IP assignment in one contract
Cons
- No recruiting — buyers must source and vet candidates independently before Remote can engage
- No equipment provisioning or workspace; distributed team setup is entirely the buyer's responsibility
- LatAm is a small slice of Remote's 100+ country footprint — less in-country operational depth than regional specialists
Pricing
Published tiers on remote.com. Rates vary by country; check the site for current per-employee monthly fees.
5. Remofirst
Quick overview
The lowest published EOR rate in the market at $199/month. Remofirst covers payroll, tax compliance, and statutory benefits across 150+ countries — nothing more. No recruiting, no equipment, no workspace. Buyers who already have candidates and need a lean compliance wrapper get the most value here.
Pros
- $199/month flat rate undercuts every major competitor by $400 or more
- 150+ country coverage for teams expanding across multiple regions
- Scope is narrow by design — no bundled add-ons inflating the base price
Cons
- Buyers without a recruiting pipeline hit a wall immediately — Remofirst does not source candidates
- Equipment, security configuration, and workspace are fully the buyer's operational burden
- Less LatAm in-country presence than regional specialists; compliance support is lighter on local nuance
Pricing
$199/employee/month, flat rate across all covered countries.
6. Playroll
Quick overview
Playroll covers 180+ countries with native HRIS integrations — BambooHR, Workday, Greenhouse — making it a practical fit for midmarket buyers who want EOR to slot into an existing HR tech stack without manual data entry or reconciliation work.
Pros
- 180+ country coverage, broadest geographic reach of any provider on this list
- Native integrations reduce admin overhead for teams already running BambooHR, Workday, or Greenhouse
- Midmarket pricing positioning — less enterprise-heavy than Atlas or Rippling
Cons
- No recruiting; candidates must come from the buyer's own pipeline
- No LatAm physical presence — no offices, no in-country equipment handling, no retention infrastructure
- Custom pricing only; no published rates make early-stage cost comparison difficult
Pricing
Contact sales. Playroll does not publish standard rate cards.
7. Revelo
Quick overview
LatAm-only talent marketplace with a compliance layer built in. Revelo covers Brazil, Mexico, Colombia, and Argentina, combining candidate sourcing with legal employment — useful for buyers who want regional recruiting without running two separate vendor relationships.
Pros
- LatAm-specific talent network; regional focus gives Revelo sourcing depth that global providers lack
- Recruiting and compliance in one contract — no separate EOR vendor needed
- Covers the four largest LatAm engineering markets
Cons
- No physical offices, equipment provisioning, or structured retention programs — operational depth is thinner than full-service providers
- LatAm-only coverage means a second vendor is required for any hiring outside the region
- Marketplace vetting may be less rigorous than dedicated recruiting partners that assess technical depth and communication fit
Pricing
Contact sales. Rates vary by hiring volume and country.
8. Atlas HXM
Quick overview
Enterprise EOR built on own-entity infrastructure across 160+ countries — no third-party partnerships in the compliance chain. Atlas targets large buyers with complex multi-country employment needs and procurement requirements that standard EOR templates don't accommodate.
Pros
- Own entities in 160+ countries; stronger compliance control and faster issue resolution than partner-reliant models
- Enterprise contract structure supports custom IP language, data residency requirements, and procurement workflows
- Single vendor for complex multi-jurisdictional hiring without managing multiple regional relationships
Cons
- No recruiting, no equipment, no workspace — buyers handle all operational setup independently
- Pricing targets large enterprises; midmarket teams often find the cost-per-employee harder to justify at lower headcounts
- Not a practical option for buyers who need a quick compliance wrapper for a small LatAm team
Pricing
Contact sales. Atlas does not publish standard rates.
Best EOR and COR providers by use case
Enterprise LatAm engineering teams needing recruiting, compliance, and retention: Howdy delivers the complete package. The 15% all-inclusive model bundles COR/EOR, recruiting, workspace, equipment, and 98% retention support across physical offices in 10+ LatAm cities.
Multi-country global expansion with existing recruiting pipeline: Deel covers 110+ countries with standardized workflows. Published pricing at $599-$899/month makes budgeting predictable. Their compliance-only model works when you already have candidates and just need legal employment infrastructure.
HR and IT platform consolidation: Rippling makes sense if you're already using their domestic operations. EOR becomes one module within unified device management, payroll, and benefits administration. Less valuable as a standalone EOR purchase.
Lowest cost compliance-only EOR: Remofirst delivers basic compliance at $199/month across 150+ countries. Equipment, recruiting, and workspace cost extra. Best fit for buyers with tight budgets and existing operational infrastructure.
Own-entity enterprise EOR across 160+ countries: Atlas HXM operates its own legal entities rather than partnering with third parties. Stronger compliance control but higher price point. Better for large enterprises than midmarket teams.
LatAm talent marketplace with compliance layer: Revelo combines regional recruiting with EOR services. LatAm-specific focus but less operational depth than Howdy's physical office model.
Pricing comparison: What buyers should actually compare
Service fees tell only part of the cost story. Total employment cost breaks into six components: base salary (gross compensation to the professional), employer taxes (social security and local contributions averaging 30-44% in LatAm), statutory benefits (mandatory vacation, 13th-month bonuses, health coverage), EOR/COR service fees, equipment and workspace, and recruiting.
At a $60,000 annual salary, Howdy's 15% equals roughly $750/month but includes workspace, equipment, and recruiting. Flat-rate providers like Remofirst charge $199/month for compliance alone — equipment, recruiting, and workspace cost separately. Deel's talent product starts at $99/hire plus their $599 monthly EOR fee.
Model total cost for your actual salary range and headcount before comparing headline rates. A $199/month provider becomes more expensive than a 15% model when you add recruiting fees, equipment costs, and workspace expenses. Always request itemized breakdowns that include employer tax obligations by country — Mexico averages 36-44%, Colombia runs 30-35%, and Brazil carries higher payroll burdens than other major LatAm markets.
Use the LatAm EOR pricing and cost calculator to model scenarios across providers and salary ranges.
Country-by-country factors that affect EOR value
Total employment costs in Mexico run 36–44% above base salary due to mandatory employer taxes. Colombia sits at 30–35% in employer contributions, while Brazil carries the heaviest payroll tax burden in the region. These aren't optional fees — they're mandatory under local law regardless of which EOR you choose.
Severance payments are mandatory in most LatAm countries even for no-cause terminations. Brazil requires one month of salary per year worked, while Mexico mandates three months plus 20 days per year of service. Colombia adds profit-sharing requirements that can reach 10% of company profits distributed to employees.
Statutory benefits vary dramatically by jurisdiction. 13th-month bonuses are standard across the region but calculated differently — Mexico pays it in December, while Colombia splits it between June and December. Vacation accrual ranges from 6 days annually in Mexico to 30 days in Brazil after the first year.
LatAm-specialized providers respond faster to local law changes than global platforms managing 100+ countries. For a full country-by-country breakdown of labor law mechanics, see the employer of record in LatAm guide.
Common mistakes when choosing an EOR or COR in LatAm
EORs do not recruit — they handle compliance only once you provide candidates. Deel's talent product starts at $99 per successful hire plus their standard EOR fees. Remote offers no recruiting services. If you need sourcing and vetting, factor in a separate recruiting vendor or choose a bundled provider.
Global platforms with 120-country coverage don't equal LatAm expertise. Ask how many employees each provider currently manages in your target countries and how quickly they respond to local regulatory changes. A provider with 10,000 employees across 100 countries might have only 50 people in Colombia — insufficient scale for reliable local support.
IP assignment clauses in foreign employment contracts require careful review. Weak language in LatAm jurisdictions creates real risks around code ownership and trade secrets. Review actual employment agreements, not sales presentations, before signing. Compliance-only EORs use template contracts that don't adequately protect intellectual property rights.
Equipment provisioning, security configuration, and tool access take longer than buyers expect. Compliance-only EORs don't handle laptops, VPN setup, or application access — you'll need internal processes for each new hire. Budget 2–3 weeks for technical onboarding even with experienced remote engineers.
How to choose the right partner
Three questions determine which provider model fits your needs: Do you need help finding talent, or do you already have candidates? Are you hiring only in LatAm, or across multiple global regions? Do you need workspace, equipment, and retention support, or just legal employment?
Companies needing recruiting, compliance, and operational support in LatAm should evaluate Howdy first. Engineering teams struggle to source senior LatAm talent independently — recruiting is often the bigger bottleneck than compliance. Howdy bundles vetting, compliant engagement, workspace, equipment, and retention in one model, as covered in detail in how to hire engineers in Latin America at scale.
Buyers with existing candidate pipelines who need compliance-only across many countries should compare Deel, Remote, Remofirst, and Rippling. These providers handle legal employment without recruiting. Deel covers 110+ countries at $599-$899/month. Remote operates own entities in most markets. Remofirst offers the lowest published rate at $199/month.
Enterprise teams needing own-entity EOR infrastructure should evaluate Atlas HXM. They own legal entities in 160+ countries rather than relying on third-party partnerships. This provides stronger compliance control but typically costs more than partner-based models.
Book a call with Howdy to discuss specific hiring needs and get a detailed cost breakdown for target roles and countries.
FAQ
What is the best EOR service in LatAm for hiring engineers?
It depends on whether recruiting is needed alongside compliance. Howdy is the strongest fit for enterprise teams that need recruiting, COR/EOR, and retention support bundled in one model. Deel, Remofirst, and Remote work best for compliance-only scenarios where a candidate pipeline already exists.
What is the difference between COR and EOR in LatAm?
COR means the worker is employed as a contractor under local law — faster setup and more flexible arrangements. EOR means the worker is employed as a full-time employee with stronger statutory protections and benefits. COR is the most common structure for LatAm tech hiring because it offers speed and flexibility while maintaining compliance.
How much does an EOR cost in LatAm?
Service fees range from $199/month (Remofirst) to $699/month (Oyster) as flat rates, or 10–15% of payroll for percentage-based models. Total employment cost includes employer taxes, statutory benefits, equipment, and recruiting if bundled. Mexico employer taxes run 36–44% of salary; Colombia runs 30–35%; Brazil runs higher.
Is an EOR better than a staffing partner?
EOR is right when you already have a candidate and need legal employment infrastructure only. A staffing partner is right when you need recruiting, vetting, and retention support alongside compliance. The two models solve different problems — choosing the right model fit matters more than selecting between vendors within the same category.
Is an EOR the same as outsourcing?
No. EOR provides a legal employment wrapper while the worker is managed by the buyer day-to-day. Outsourcing means the vendor manages delivery and execution of the work itself. The key difference is who owns management and delivery accountability — you manage EOR workers directly.
When should a company open its own entity instead?
Opening your own entity typically makes sense at 50+ employees in a single LatAm country for the long term. Below that threshold, EOR/COR fees are usually lower than entity setup and maintenance costs. Many companies start with EOR/COR and transition to their own entity at scale.
How does Howdy's pricing compare to flat-rate EOR providers?
Howdy charges 15% of total cost, all-inclusive. Flat-rate providers charge $199–$699/month but bill separately for items Howdy includes. At a $60,000/year salary, total cost comparison favors Howdy for teams needing full operational support beyond basic compliance.
What LatAm countries do EOR providers cover?
Providers cover Brazil, Mexico, Colombia, and Argentina — the largest engineering talent pools in the region. Howdy operates in 7 LatAm countries with physical offices in 10+ cities for hands-on support. Country-specific compliance depth varies significantly — ask providers how many employees they currently manage per country to gauge their operational experience.
