How we deliver
A shortlist in days.
We send you sellers we would put on our own floor, with the market context that tells you whether they can actually sell into your ICP.
48 hour shortlist
Vetted profiles in your inbox within two business days of the intake call.
Interview ready
Every candidate arrives pre-screened, briefed on your product, with live time slots attached.
3 week average
Intake call to signed offer, measured across GTM searches in both regions.
Risk free
Contingent model. You pay nothing until your hire starts.
Roles we place
Every seat in the revenue engine.
We recruit for the same roles we staff and manage inside client revenue engines every day, from the first SDR through the leader who owns the number.
Top of funnel
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SDR
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BDR
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Outbound specialist
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Appointment setter
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SDR team lead
EN · ES · PT
Closing roles
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Account Executive
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Senior AE
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Enterprise AE
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Account Manager
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Full cycle rep
SMB · Mid market · Enterprise
Leadership
Sales Manager
Head of Sales
Country Manager
VP Sales
Revenue Operations
First hire or full build
Two talent pools
Hire in market. Hire nearshore.
The right hire depends on who you are selling to. We run both pools, so the decision is a strategy call rather than a limit on what your recruiter can reach.
US
North American sellers
Domestic GTM hires for teams selling into North America, recruited against your ICP, your motion, and your deal size.
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Native English, US market context
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Screened on the segment they actually sold into
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Comp benchmarked to US ranges
LATAM
Nearshore bilingual sellers
Spanish and Portuguese speaking reps across Latin America, in US time zones, for teams covering the region or building cost-efficient outbound capacity.
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EN plus ES or PT, tested on live calls
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Overlapping US business hours
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Local buying culture, not translated scripts
The Latco Build Method
Nine stages from candidate to closer.
We run revenue engines for a living, so we can tell you whether someone can actually sell into your market. This is the system that decides it, and every candidate runs the whole thing.
01
Candidate sourcing
We work our own network of GTM operators across the U.S. and Latin America, plus active outbound to passive sellers who are performing somewhere else and not looking. Job boards are the last resort, not the first move.
Filters out
Career applicants who are on every agency's list this week.
02
GTM specific screening
Not "have you been in sales." What motion did you run, what segment did you sell into, what was the deal size, how long was the cycle, and what did you personally own versus what the team owned around you.
Filters out
Reps whose number came from a brand, a territory, or inbound.
03
Communication assessment
A live call in the language they will sell in. We are listening for clarity, pace, how they handle an interruption, and whether they sound like someone your buyer would give twenty minutes to.
Filters out
Strong resumes that fall apart the moment they are on a call.
04
Sales competency assessment
A structured working session, not an interview. Discovery, qualification, objection handling, and a close, run against a scenario built from your actual product and your actual buyer.
Filters out
Candidates who can describe selling but cannot do it.
05
Market and language fit
Selling in Mexico is not selling in Brazil, and neither is selling in the U.S. We test whether they know the buying culture, the channel that works there, and whether their Spanish, Portuguese, or English holds up in a commercial conversation rather than a friendly one.
Filters out
Bilingual on paper. Not bilingual on a negotiation.
06
Role specific vetting
Reference and track record verification against the specific seat. Quota attainment, ramp time, tenure, and what their manager actually says, checked before the profile reaches you rather than after your final round.
Filters out
The surprise that shows up in your reference call, not ours.
07
Shortlist
A small set of finalists, each with a written brief covering what they sold, how they scored on the assessment, where they will need support, and live interview slots attached.
You get
Three or four real options, not twenty maybes.
08
Placement
We benchmark comp against real market ranges in their region, manage the offer conversation, and stay in it through resignation and start date, which is where most placements quietly fall apart.
You get
An offer that lands, and a start date that holds.
09
Onboarding and playbook
The ramp plan, sequences, call framework, and first ninety day targets we use to onboard reps onto our own client engines, handed to your new hire so they are selling in weeks instead of quarters.
You get
A rep who ramps on our playbook, not from scratch.
Why Latco
Recruited by sales operators.
01
We run the motion we hire for
Latco operates revenue engines for B2B companies across the Americas. We know what good looks like in an SDR because we manage them daily.
02
Both sides of the corridor
One partner for US hires and LATAM hires, screened in English, Spanish, and Portuguese, with the cultural read that generic recruiters miss.
03
From first hire to full build
Start with one seat or build the whole team. The same recruiters and the same nine-stage method stay with you from your first SDR to your VP Sales.
Commercials
You pay when candidate starts.
A contingent model with two ways to engage. No retainer and no upfront fee. You pay when candidate starts, and every placement carries a 90-day replacement guarantee.
Non-exclusive search
25% of first-year base salary
You pay when candidate starts.
No retainer and no upfront fee
90-day replacement guarantee
Runs alongside your other hiring channels
exclusive search
20% of first-year base salary
You pay when candidate starts.
30-day exclusive search period
48-hour shortlist
90-day replacement guarantee
Future placement credit
Cash rebate
Proof
What clients say.
"They mapped the exact profile we needed and brought us reps who actually understood the market we sell into. We hired two."
John Weaver · CEO, Vantix
"A pile of resumes is what we got everywhere else. Latco sent four people and three were worth a final round."
Amy Sutton · VP of Sales, Clario
"Finding bilingual sellers who can hold a real business conversation is hard. They delivered in under a month."
Rodrigo Perez · Co-founder, Axion Labs
FAQ
Frequently asked questions.
Get started
Ready to build the team?
Tell us the role and market. We'll deliver qualified candidates, and you pay only when your chosen candidate starts. Ready to find your next great hire? Get in touch today.