QUALITY
“Shocking how quickly we got candidates. Even more shocking at how qualified they were. Two hours of my time, total.”
Jim Vito
Owner, Vito Services Hired three candidates and referred Opus to five businesses
Hire the best
Sales Development Reps
from Latin America.
Senior, AI-fluent Sales Development Reps in your timezone. Vetted by humans. Built to stay.
A sales development rep owns the top of your pipeline: research, sequences, and live conversations that turn into qualified meetings on your calendar.
Lifetime replacement · 97% retention · 325+ companies
Talent from leading companies Talent from leading companies
Reported one-year retention
Company-reported figure; cohort and reporting period are not published.
Reported onboarding average
Company-reported brief-to-hired average; confirm the start date during your search.
Replacement guarantee
100% of Opus placements include a lifetime replacement guarantee with no cap or time limit.
How does Opus hire sales development reps in Latin America?
Opus recruits full-time sales development reps from Latin America for US teams. The search starts with the work the person will own, the experience it requires and the US working hours your team needs. We use that brief to build a role scorecard and evaluate candidates. Vetting covers skills, English, communication, accent clarity, references, role fit, culture fit and drive. You receive profiles, scorecards and references, interview the finalists and make the hiring decision. Selected hires complete Opus's internal AI certification before joining. Your manager directs the sales development rep's work while Opus handles contracts, payroll, benefits and compliance. The placement includes a lifetime replacement guarantee with no cap or time limit.
Reps who book qualified meetings, on your hours, in fluent English. We source, vet, and place them full-time. Opus reports about 14 days on average from brief to hired. Confirm your start date. Opus administers payroll and compliance support for the placement.
Reps whobook qualified meetings,on your hours, influent English. Wesource, vet, andplace them full-time.Opus reports about14 days on averagefrom brief to hired.Confirm yourstart date.Opus administerspayroll and compliancesupport for theplacement.
Pick any sdr role you need
Examples of the roles and skill sets we recruit for.
- Start hiring
Outbound SDR
- Start hiring
Inbound SDR
- Start hiring
Sales Operations Rep
- Start hiring
Enterprise BDR
- Start hiring
Account Executive (Mid-Market)
- Start hiring
Lead Qualifier
Why hire SDRs through Opus
Compare the hiring model, screening and terms for your role.
Opus 5 days | Shortlist in five
Hiring Locally Agree a timeline | Depends on the role and sourcing process
Hiring Offshore Agree a timeline | Confirm search scope and candidate availability
Opus A full-time teammate | Salaried, on your team
Hiring Locally A full-time teammate | Local salary band
Hiring Offshore Employment or contract | Confirm the engagement for your role
Opus Certified before day one | 6-module AI certification
Hiring Locally Verify AI skills | Request relevant work or training evidence
Hiring Offshore Verify AI skills | Ask how candidates use your tools
Opus 8 layers, every hire | Skills, English, communication, references and role fit
Hiring Locally Your hiring process | Agree the skills and team-fit assessments
Hiring Offshore Provider screening | Ask for the assessment criteria and evidence
Opus One flat monthly rate | Talent, payroll and compliance in one rate
Hiring Locally Salary and hiring costs | Budget for benefits and recruiting support
Hiring Offshore Request a full quote | Confirm talent costs and service fees
Opus Lifetime replacement | Fresh search at no cost
Hiring Locally Review recruiter terms | Confirm any replacement or refund remedy
Hiring Offshore Review replacement terms | Confirm the remedy and covered period
Opus 97% | One-year retention reported by Opus
Hiring Locally Track comparable hires | Use the same period and retention definition
Hiring Offshore Ask for cohort data | Use the same period and retention definition
| Opus AI sourcing with a human
vetting layer | Hiring Locally In-house recruiting or
local firms | Hiring Offshore International recruiting
and staffing firms | |
|---|---|---|---|
| Shortlist timing | 5 days Shortlist in five | Agree a timeline Depends on the role
and sourcing process | Agree a timeline Confirm search scope
and candidate availability |
| Who you’re hiring | A full-time teammate Salaried, on your team | A full-time teammate Local salary band | Employment or contract Confirm the engagement
for your role |
| AI-ready talent | Certified before day one 6-module AI certification | Verify AI skills Request relevant work
or training evidence | Verify AI skills Ask how candidates
use your tools |
| Vetting | 8 layers, every hire Skills, English, communication, references and role fit | Your hiring process Agree the skills and
team-fit assessments | Provider screening Ask for the assessment
criteria and evidence |
| What you pay | One flat monthly rate Talent, payroll and compliance in one rate | Salary and hiring costs Budget for benefits
and recruiting support | Request a full quote Confirm talent costs
and service fees |
| If the fit goes wrong | Lifetime
replacement Fresh search at no cost | Review recruiter terms Confirm any replacement
or refund remedy | Review replacement terms Confirm the remedy
and covered period |
| Retention at one year | 97% One-year retention reported by Opus | Track comparable hires Use the same period
and retention definition | Ask for cohort data Use the same period
and retention definition |
Who this is for
Built for $60-180K roles.
Not a VA shop.
Senior operators, engineers, finance and customer leads who run the work, not task-takers you have to script. If your next hire is a $6-an-hour assistant, we’ll save you the call: that’s not what we do.
How a hire happens,
end-to-end
From your first call with us to your new hire’s first day, here’s the full flow.
Discovery call
A 25-minute call with your hiring manager. We leave with a role profile and scorecard built around what a strong hire looks like six months in.
Start hiringWhy hire from Latin America (and not somewhere else)
Local, offshore, or freelance? Most buyers weigh
LatAm against all three. Here’s where it wins.
Local, offshore, or freelance? Mostbuyers weigh LatAm against allthree. Here’s where it wins.
-
We agree the exact schedule for your placement around the meetings, standups, and reviews that matter. Your hire works alongside your team during the agreed US hours, with working hours and coverage for time-sensitive work settled before the start date.
-
We assess English through the work your team will actually do: walking through the brief, discussing tradeoffs, and writing a useful handoff. Your hiring manager can evaluate how the candidate explains decisions, handles questions, and communicates the next step.
-
Mexico City, São Paulo, Buenos Aires, Bogotá, and Medellín give your search a broad regional starting point. We build the brief around the responsibilities behind a senior title: production systems owned, migrations led, financial decisions supported, and processes improved.
-
We look for evidence of effective remote work: a decision note, a useful status update, and an example of escalating a blocker. Your hiring manager sets the communication and review expectations so the hire can keep work moving between meetings.
Proof of work
What our customers say
SUPPORT
“there's a sense of personalization in one-on-one care that I haven't seen with other providers.”
Emily Wheeling
Call Center Director, Landry Mechanical
It all starts with just 1 quick
discovery call
Start hiring The kind of SDRs you’ll
meet
Examples of the senior roles and skill sets we recruit for,
from the tools they use to the work they own.
-
Medellín, CO Mateo F.
Outbound SDR
-
Bogotá, CO Isabella V.
Inbound SDR
-
Santiago, CL Diego A.
Sales Operations Rep
-
Buenos Aires, AR Javier N.
Enterprise BDR
-
CDMX, MX Daniela P.
Account Executive (Mid-Market)
-
Lima, PE Sofía P.
Lead Qualifier
-
Santiago, CL Santiago D.
SDR Team Lead
-
Bogotá, CO Gabriela H.
Inbound Chat Specialist
- No illustrative profile is shown for this role. Tell us the role you need.
Illustrative profiles showing the types of experience we recruit for.
Questions we hear
all the time Frequently
Asked Questions
-
Will their English be strong enough for our team?
Yes. We speak with every candidate in English before you meet them. We look at fluency, clarity and how comfortably they handle a real conversation, including follow-up questions. You’ll also get to speak with your finalists yourself before choosing whom to hire.
-
How fast can we start hiring SDRs?
We can get started with a 25-minute discovery call. Once we’ve defined the role, we’ll send three vetted candidates within five days. Our average is about 14 days from receiving the brief to a completed hire. Your hire’s first working day is a separate date we’ll agree with you and the candidate, based on their availability and your interview schedule.
-
What if an SDR isn’t a great fit?
Tell us what isn’t working, and we’ll restart the search at no replacement charge. We’ll review the role with you and send a new shortlist of three vetted candidates within five days. Our lifetime replacement guarantee has no cap or time limit. You can read the details below.
-
What’s the best way to hire senior SDRs remotely?
We’d start by asking what went wrong last time. Then we’d build the role profile and scorecard with your hiring manager, including the skills, working hours and communication you need. You’ll meet three vetted finalists and see their profiles, scorecards and references. Before your hire starts, we’ll put together an onboarding playbook so they know the people, systems and work they’re joining.
-
What should I look for when hiring an SDR for my team?
Start with the outcome you need in the first 90 days, not a list of tools. Write down what a strong hire looks like six months in, then screen for the job-related evidence behind it: how they communicate under pressure, English fluency, timezone overlap, and whether they’ve owned similar work before. That scorecard is exactly what we build with you on the discovery call.
-
Can we hire more than one SDR at a time?
Yes. Each role gets its own search and its own shortlist of three vetted candidates, and the searches run in parallel, so hiring three people doesn’t take three times as long. Most clients stagger start dates by a week or two to keep onboarding smooth. Pricing stays simple: one monthly rate per hire.
-
What does this cost?
You pay one monthly rate for each hire. It covers the person, payroll, international compliance and our placement support. We’ll discuss the role and seniority on your first call and walk you through the price. Your written quote will spell out what’s included, so you can budget for the full arrangement. Our calculator can give you a starting estimate before we talk.
