Hire a
Marketing Manager
from Latin America
Hire senior marketing managers from Latin America in 5 days instead of 12 weeks. Same expertise in growth marketing and analytics, full timezone overlap, half the cost.
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What is a Marketing Manager?
A marketing manager plans and executes strategies that drive customer acquisition, retention, and revenue growth. They bridge business goals and market execution, owning outcomes like pipeline generation and customer lifetime value.
The difference from marketing coordinators or specialists? Marketing managers make strategic decisions about channels, budgets, and messaging. They understand what metrics actually matter for the business and how to move them. They know when to double down on what's working and when to kill what isn't.
These professionals sit at the intersection of creativity, analytics, and business strategy. They're not just executing tactics—they're choosing which battles to fight, allocating limited budgets, and building systems that scale beyond their personal effort.
Companies hire marketing managers when they're scaling beyond founder-led marketing, need someone to own a specific channel or segment, or want strategic thinking beyond campaign execution. The role evolved as marketing became more measurable and companies realized growth requires both creativity and systematic execution.
Business Impact
When you hire a marketing manager, your marketing becomes strategic instead of random. Most companies see customer acquisition costs drop 30-50%, conversion rates improve 20-40%, and marketing ROI become measurable.
Random ad spend with no attribution: They implement proper tracking, run experiments, and allocate budget to what actually converts.
Inconsistent content with no distribution: They build calendars, channels, and measurement that turn content into pipeline.
Sales complaining about lead quality: They align with sales on ICP, implement lead scoring, and optimize for SQLs not just MQLs.
Same campaigns with diminishing returns: They spot channel saturation, test new acquisition before current channels fail, and build diversified customer acquisition that compounds instead of plateaus.
Your job description filters candidates. Make it specific enough to attract qualified marketing managers and scare off generalists who haven't owned outcomes.
What Role You're Actually Filling
State the channel or focus clearly. "Demand Generation Manager owning paid acquisition and conversion optimization" beats "Marketing Manager." Include what success looks like: grow pipeline 3x in 12 months, reduce CAC by 40%, or launch in 3 new markets.
Give real context about your stage, product, current marketing, and what's not working. Candidates need to know if you're pre-PMF experimenting wildly or scaling proven channels. Are you B2B SaaS selling to enterprises or DTC selling to consumers? Monthly budget matters too, managing $10K versus $500K requires different skills.
Must-Haves vs Nice-to-Haves
List 3-5 must-haves that truly disqualify candidates. "3+ years managing paid acquisition budgets >$100K monthly" is specific. "Marketing experience" is useless. If you need someone who's scaled a channel from zero to $1M ARR, say that. If domain expertise matters (healthcare, fintech, PLG), mention it.
Separate what's required from what's preferred. "Must have: owned demand gen for B2B SaaS. Nice to have: experience with product-led growth motions." This helps strong candidates self-select instead of ruling themselves out.
For environment and culture, describe your actual setup instead of buzzwords. "We're fully remote, async-first, and you'll present monthly to the board" tells candidates more than "excellent communicator."
How to Apply
Tell candidates what to send: "Resume plus brief description of a channel you scaled and what results you drove." This filters for people who've actually moved metrics instead of just "managed campaigns."
Set timeline expectations: "We review applications weekly and schedule first calls within 3 days." Clear process reduces anxiety and shows you're organized.
Good interview questions reveal strategic thinking versus tactical execution.
This separates people who understand lead qualification from those who just count form fills. Strong candidates explain MQLs (marketing qualified based on engagement), SQLs (sales accepted as ready), and PQLs (product qualified through usage). They discuss when each model fits, MQLs for traditional sales, PQLs for PLG. Listen for understanding of your funnel stage.
Experienced managers discuss full-funnel attribution, blended vs. channel-specific CAC, payback period, and LTV:CAC ratios. They know CAC includes more than ad spend, sales cost, tools, overhead. Watch for sophistication in thinking about unit economics.
This reveals whether they actually own outcomes or just execute tasks. Strong candidates explain the business context, what success looked like, specific strategies they tried, what worked and what didn't, and quantified results. Listen for ownership of numbers, not just "I ran campaigns."
Good answers show how they identified the problem, analyzed what was failing, made a decision under uncertainty, and measured the new approach. They're honest about failures and what they learned. This shows adaptability and learning velocity.
Experienced managers discuss testing to find the ceiling on each channel, LTV:CAC ratios, payback period, and diminishing returns. They don't just pick the cheapest CAC, they understand unit economics and scale dynamics. Watch for business thinking.
Strong candidates discuss getting aligned on ICP, implementing lead scoring, analyzing which leads actually close, and adjusting targeting. They see it as a partnership problem to solve, not finger-pointing. Listen for collaborative problem-solving.
Neither answer is wrong, but if you need performance marketing and they prefer brand, that's a mismatch. Watch for honest self-assessment about strengths and preferences. Strong candidates know what they're good at and what drains them.
Why Hire a Marketing Manager
Through Tecla?
Benefits of Hiring Nearshore Marketing Managers
How Our Marketing Managers Can Elevate Your Brand
Meet Some of Our Top Marketing Managers
Explore our network of marketing professionals from Latin America who bring creativity, strategic insight, and a results-driven approach to every campaign:
Ana Lopez
Marketing Manager
Carlos Fernandez
Marketing Manager
Mariana Silva
Marketing Manager
Gabriel Martinez
Marketing Manager
Ana Lopez
Marketing Manager
Carlos Fernandez
Marketing Manager
Mariana Silva
Marketing Manager
Gabriel Martinez
Marketing Manager
Cost to Hire Marketing Managers from LatAm vs. US
Location dramatically changes your budget without changing capability.
US Salary Ranges
LATAM Salary Ranges
The Bottom Line
When you hire marketing managers from Latin America, you save 48-52% on salary costs while getting identical expertise in growth marketing, analytics, and campaign execution. A senior marketing manager costs $165K-$230K in the US versus $80K-$110K from LatAm. That's $85K-$120K saved annually.These managers join your weekly growth meetings, optimize campaigns during your workday, and work your hours. The savings reflect regional cost differences, not compromised capability.
Frequently Asked Questions About Hiring Marketing Managers
