The In-Country Partner Behind Your LATAM Coverage.
Your client wants to hire in Buenos Aires, Santiago or Mexico City. You have three bad options: spend a year and six figures opening an entity, resell an aggregator that subcontracts the work to someone you have never met, or lose the deal.
Alex Global is the fourth option. We own and operate the legal entities in Argentina, Chile, Mexico, Ecuador and Spain, with our own HR, legal and payroll teams inside each one. You keep the client, the brand and the margin. We carry the employment and the liability in-country.
Who This Is For
Global EOR and PEO providers
expanding coverage into Latin America without the capital and the timeline of opening entities
HR, payroll and hiring platforms
that need a real employer behind the LATAM markets in their coverage map
Global mobility and relocation firms
whose clients need employment, not just visas
Consultancies and market entry advisors
placing clients into the region
We Are The Entity, Not A Middleman
This is the whole difference, and it is worth being precise about it.
Most global providers reach Latin America through an aggregator: a company that resells a network of local firms it does not own. That adds a layer between you and the employment relationship. When there is a labor inspection, a severance dispute or a tax assessment, your question travels through a company that has no relationship with your client, no visibility into the file and no urgency.
With Alex Global there is no layer. The entity on the employment contract is ours. The person running that payroll is our employee. The lawyer answering the labor authority is on our team. Your escalation path is one step long.
5
legal entities we own and operate
2
more in progress, Colombia and Brazil
0
third-party EOR subcontractors in our delivery chain
48
business hours from complete documentation to signed employment contract
Your Brand In Front
Whitelabel means whitelabel. Across the employee lifecycle, your client and their employee deal with your brand.
What carries your brand
- Onboarding communication and welcome materials
- Payslip presentation and the employee portal experience
- HR support correspondence, in your name and your tone
- Policy documents, expense guidelines and employee handbooks
- Quarterly reporting and cost breakdowns you pass through to your client
What carries ours, because the law requires it
- The employment contract itself, which must name the local legal entity that employs the person
- Filings with labor, tax and social security authorities
- Local statutory registrations and mandatory insurance policies
We say this plainly because any provider promising you a fully invisible employer relationship is either misreading local law or misrepresenting it. Every serious EOR arrangement in these five countries names the local entity somewhere. What we control is everything the employee actually experiences, and that is where your brand lives.
We Do Not Compete With You
The first question every partner asks, usually in the third meeting and with some hesitation: what stops you from going around me and selling to my client directly? Two things.
Contract
Our partner agreement includes a mutual non-circumvention and non-solicitation clause covering every client and employee introduced through the relationship, for the term of the agreement plus twenty-four months. It is in the standard template, not an exception we grant on request.
Business model
Our partner channel is a core line of the business, not a customer acquisition funnel. Poaching one client would cost us the channel that produces the rest. The economics only work if partners trust the arrangement enough to route volume through it.
How It Works
Scope and pricing.
Tell us the markets, the expected volume and the roles. We come back with partner pricing and an employer cost simulation per country.
One agreement.
A single master services agreement covers all five markets. Country-specific terms sit in annexes, so adding a country later does not mean renegotiating the contract.
Whitelabel setup.
We configure documents, templates and employee-facing communication to your brand, and agree the escalation path and named contacts per country.
Employee onboarding.
You send the hire details and documentation. We draft under local law, register with the authorities and get the contract signed within 48 business hours of complete documentation.
Ongoing operation.
Monthly payroll per country, consolidated invoicing in USD or EUR, and a named contact in each market who answers directly.
Where We Operate
| Market | Status | What partners should know |
|---|---|---|
| Argentina | Owned entity | Deep engineering talent, intricate labor code, frequent reform activity |
| Chile | Owned entity | The region's most predictable regulatory environment, strict finiquito procedure |
| Mexico | Owned entity | Nearshore time zone alignment, strict post-reform outsourcing rules that disqualify weaker structures |
| Ecuador | Owned entity | USD payroll, competitive costs, growing technical base |
| Spain | Owned entity | EU employment, convenio colectivo applies by sector and role |
| Colombia | In progress | Ask us where it stands, we will give you the real date |
| Brazil | In progress | Ask us where it stands, we will give you the real date |
Common Questions
Request The Partner Pack
Tell us the markets your pipeline needs. We will send partner pricing, the whitelabel scope, a sample employer cost simulation and the master services agreement template.
Alex Global Group LLC · Alex Global Europe SL