Can You Hire Bookkeepers in Latin America? What U.S. Service Business Owners Need to Know in 2025

Your U.S.-based bookkeeper costs $55,000 annually plus benefits, totaling closer to $66,000 annually. A skilled professional in Latin America with identical qualifications costs $24,000 to $36,000 and works in your time zone. That’s up to a 65% reduction in payroll spend without sacrificing quality.

Small service businesses across construction, real estate, professional services, and field operations are discovering what larger companies have known for years: Latin America produces exceptional financial talent at a fraction of domestic costs. But hiring internationally comes with questions. Can LATAM bookkeepers really handle U.S. accounting standards? What about English proficiency? And how do you navigate employment compliance across borders?

This guide answers every question you have about hiring bookkeepers from Latin America, including real costs, compliance considerations, what to expect from candidates, and how an Employer of Record makes the entire process risk-free.

The Real Cost Comparison: U.S. vs. Latin American Bookkeepers

Let’s start with the numbers that matter most to your bottom line.

According to the U.S. Bureau of Labor Statistics, hiring a bookkeeper domestically costs approximately $55,000 per year in base salary. But that figure only tells part of the story. When you factor in the true employer costs—payroll taxes, health insurance, retirement contributions, paid time off, and overhead—the total annual investment climbs to $66,000 to $70,000 per employee.

For small service businesses operating on tight margins, that’s a significant expense. Construction companies, real estate firms, and professional service providers often need dedicated bookkeeping support but struggle to justify the full cost of a domestic hire.

Latin American bookkeepers deliver identical expertise at 70% lower cost.

Here’s what you’ll actually pay for qualified LATAM bookkeeping talent:

Numbers You Should Know

Mid-Level Bookkeeper (3-5 years experience): $24,000–$32,000/year
Senior Bookkeeper (5+ years experience): $32,000–$39,000/year
Lead/Controller-Level (7+ years, management): $39,000–$48,000/year

Compare that to the $66,000–$70,000 all-in cost for a U.S. bookkeeper, and the value proposition becomes crystal clear. You’re looking at annual savings of $22,000 to $46,000 per hire—capital you can reinvest into growth, equipment, marketing, or expanding your team.

And here’s the kicker: you’re not compromising on quality. 64% of multinational companies operating in Latin America plan to increase their remote financial staff by 2025, precisely because they’ve discovered the talent depth in this region matches or exceeds what’s available domestically.

Why Latin American Bookkeepers Are Ideal for U.S. Service Businesses

Cost savings grab attention, but they’re not the only reason U.S. companies are turning to Latin America for bookkeeping support. Several strategic advantages make LATAM professionals particularly well-suited for American service businesses.

Time Zone Alignment Means Real-Time Collaboration

Unlike offshore bookkeepers in Asia or Eastern Europe, Latin American professionals work in time zones that overlap almost perfectly with U.S. business hours. Mexico City operates in Central Time. Colombia, Peru, and Ecuador align with Eastern Time. Argentina and Chile are just one hour ahead of New York.

This synchronization transforms how you work together. Need to discuss a discrepancy in accounts payable? Hop on a quick call at 2 PM. Month-end close approaching and you need status updates? Your bookkeeper is online and responsive. Being in similar time zones as North America facilitates real-time collaboration and communication, ensuring swift responses.

For construction companies managing job costs across multiple active projects, or real estate firms tracking property-level financials, this real-time accessibility is invaluable. You’re not waiting 12 hours for responses or coordinating awkward 6 AM meetings.

Bilingual Professionals Who Understand U.S. Business Practices

English proficiency isn’t a gamble when hiring from Latin America—it’s the standard for professional roles. Bookkeepers targeting U.S. companies have invested years developing fluent English communication skills, both written and verbal.

But it goes deeper than language. Bilingual bookkeepers bridge communication gaps by interpreting financial terminology in both English and Spanish, ensuring accurate reporting for US stakeholders while understanding Latin American and US business practices.

This cultural and operational fluency means your LATAM bookkeeper understands American business norms, fiscal year conventions, tax deadlines, and the software tools you’re already using. They’re not learning your playbook from scratch—they’ve likely supported U.S. companies before.

U.S. GAAP Expertise and QuickBooks Proficiency

Here’s a concern we hear often: “Can a bookkeeper in Colombia really handle U.S. accounting standards?”

The answer is an unequivocal yes. Bookkeeper candidates are experts in US GAAP standards with extensive experience with US GAAP and standard US accounting practices. Many Latin American accounting programs teach U.S. Generally Accepted Accounting Principles alongside local standards precisely because U.S. companies represent major employment opportunities.

When it comes to software, QuickBooks dominance transcends borders. LATAM bookkeepers are proficient in QuickBooks Online, QuickBooks Desktop, Xero, and other platforms common in American small businesses. They also bring expertise in complementary tools like Gusto for payroll, Bill.com for AP automation, and Microsoft Excel for financial modeling.

For construction companies, this often extends to job costing modules and construction-specific accounting workflows. Your LATAM bookkeeper won’t just record transactions—they’ll help you track project profitability, manage progress billing, and generate WIP (Work in Progress) reports that drive better business decisions.

What Construction and Service Businesses Should Expect from LATAM Bookkeepers

Let’s get specific about what hiring a bookkeeper from Latin America looks like for your particular industry.

For Construction Companies

Construction accounting is notoriously complex. You’re managing job costing, progress billing, subcontractor payments, retainage tracking, and equipment depreciation across multiple active projects simultaneously. The construction industry needs to attract around 439,000 new workers in 2025—but that number refers to on-site trades, not back-office support roles.

Here’s where Latin American bookkeepers shine for construction firms:

Core construction bookkeeping capabilities:

Job cost tracking by project, phase, and cost code
Progress billing and application for payment (AIA forms)
Subcontractor payment management and 1099 compliance
Certified payroll for prevailing wage jobs
Equipment tracking and depreciation schedules
Month-end WIP reports and over/under billing analysis
Cash flow forecasting for project funding needs

A mid-level LATAM bookkeeper costing $24,000 annually can handle these responsibilities for a construction company running $5M to $15M in annual revenue. Compare that to the $60,000+ you’d pay for equivalent domestic talent, and the ROI becomes obvious.

For Real Estate Companies

Property management and real estate investment firms have unique accounting needs: tracking income and expenses by property, managing security deposits, handling tenant billing, and generating property-level P&Ls for ownership review.

LATAM bookkeepers supporting real estate clients typically manage:

Property-level bookkeeping with separate P&Ls per asset
Tenant billing, collections, and security deposit accounting
Vendor payment processing for maintenance and repairs
Lease administration and rent roll management
Monthly financial packages for property owners or investors
CAM (Common Area Maintenance) reconciliations for commercial properties

Your bookkeeper becomes an extension of your property management team, handling the financial operations that keep properties profitable while you focus on acquisitions, leasing, and tenant relations.

For Professional Service Firms

Law firms, consulting practices, marketing agencies, and other professional service businesses need bookkeepers who understand project-based revenue recognition, client billing, and trust accounting (for attorneys).

Expect your LATAM bookkeeper to handle:

Time and expense tracking by client and project
Client invoicing and accounts receivable management
Project profitability analysis
Vendor bill processing and approval workflows
Payroll support for salaried staff and contractor payments
Monthly financial statements and budget variance analysis

The combination of strong attention to detail, English fluency, and U.S. accounting knowledge makes Latin American professionals ideal for these precision-demanding environments.

The Compliance Question: How to Hire LATAM Bookkeepers the Right Way

Here’s where many U.S. business owners hit pause. The cost savings look attractive, the talent is clearly there—but how do you actually employ someone in another country?

Attempting to hire a Latin American bookkeeper as a 1099 contractor seems like the simple route. It’s not. This approach creates significant compliance and legal risks that can cost you far more than you save.

Why the 1099 Contractor Approach Is Risky

When you classify a worker as an independent contractor (1099), you’re claiming they control how, when, and where they work. They use their own tools, serve multiple clients, and operate an independent business.

But if your “contractor” works set hours, uses your systems, follows your processes, and works exclusively for you—that’s an employee relationship, not a contractor arrangement. And Latin American countries take worker misclassification very seriously.

Real risks of misclassification:

Back payment of employment taxes, benefits, and severance
Penalties and fines from local labor authorities
Potential lawsuits from the worker for employment rights
Permanent establishment (PE) tax implications in the worker’s country
Reputational damage if regulatory actions become public

Many U.S. companies think, “Labor enforcement in Latin America is lax—the risk is minimal.” That’s a dangerous misconception. As employment law becomes more stringent across LATAM, enforcement is increasing. Even if immediate consequences seem unlikely, you’re building contingent liability that could surface years later.

How an Employer of Record (EOR) Solves the Compliance Problem

This is where an Employer of Record like Viva Global transforms international hiring from risky to simple.

Here’s how it works:

You identify the bookkeeping role you need filled and the responsibilities you want handled. Viva Global becomes the legal employer of your bookkeeper in their home country—handling all employment contracts, payroll, local taxes, statutory benefits, and compliance requirements.

You manage the bookkeeper’s day-to-day work, assign tasks, review their output, and integrate them into your team’s workflows. Meanwhile, Viva handles everything on the employment side: monthly payroll processing, tax withholding and remittance, benefits administration, and ongoing HR compliance.

You get the talent and cost savings. Viva carries the compliance risk and administrative burden.

What Viva Global manages for your LATAM bookkeeper:

Employment contracts compliant with local labor law
Monthly payroll processing in local currency
Income tax withholding and remittance
Social security and mandatory benefit contributions
Paid time off tracking and administration
Termination procedures if the relationship ends
Ongoing regulatory compliance as laws change

The cost? A predictable monthly service fee far smaller than the potential penalties of misclassification or the expense of establishing your own legal entity in Mexico, Colombia, or Argentina. Organizations that adopted remote-first hiring strategies in LATAM saw 38% faster onboarding and a 25% increase in retention rates when working with an EOR partner.

The Hiring Process: Finding and Onboarding Your LATAM Bookkeeper

Once you’ve decided to move forward, what does the actual hiring process look like?

Sourcing Qualified Candidates

You have three primary approaches:

Option 1: Partner with Viva Global for full-service hiring support
Viva Global can help you source, screen, and hire pre-vetted bookkeeping candidates from our talent network. We handle initial interviews, skills assessments, reference checks, and English proficiency verification—then present you with 3-5 finalists for your selection.

Option 2: Post on LATAM job boards and remote work platforms
Sites like RemoteOK, Working Nomads, and Latin America-focused job boards attract bookkeeping professionals seeking U.S. opportunities. You handle screening and interviews yourself, then bring the finalist to Viva for employment processing.

Option 3: Referrals from your network or existing team
If someone on your team has connections in Latin America or you’ve worked with LATAM contractors before, referrals can yield excellent candidates quickly. Viva then handles the employment formalities.

Regardless of sourcing method, typical time-to-hire is 14-21 days from when you start interviewing to your bookkeeper’s first day.

Conducting Effective Interviews

When interviewing LATAM bookkeeping candidates, focus on these key areas:

Technical proficiency:
Can they navigate QuickBooks (or your accounting software) fluently? Ask them to walk you through month-end close procedures, reconciliation workflows, or how they’d handle a specific scenario relevant to your industry.

U.S. accounting knowledge:
Pose questions about accrual vs. cash basis accounting, how they’d categorize certain transactions, or what financial reports they’d prepare for monthly management review.

Communication and collaboration style:
Since they’ll work remotely, assess how they communicate updates, ask clarifying questions, and manage expectations around deadlines and deliverables. Video interviews reveal a lot about English fluency and professionalism.

Cultural fit and work ethic:
LATAM professionals are known for strong work ethic and commitment, but every individual is different. Understand their motivations, career goals, and how they approach problem-solving.

Onboarding and Integration

Once you’ve selected your bookkeeper and Viva completes the employment paperwork, effective onboarding sets the stage for long-term success.

Week 1: Systems and access
Grant access to QuickBooks, your banking platforms, bill payment systems, time tracking tools, and internal communication channels (Slack, email, project management). Provide documentation on your chart of accounts, coding conventions, and any industry-specific processes.

Week 2: Training and shadowing
Walk your bookkeeper through your current workflows. If you’re transitioning from a previous bookkeeper (or from doing it yourself), have them shadow existing processes. For construction companies, explain how you track job costs and what reports you need. For real estate firms, clarify property-level accounting expectations.

Week 3-4: Progressive responsibility
Start with lower-risk tasks—data entry, invoice processing, bank reconciliations—while you verify accuracy and build confidence. Gradually increase responsibility until they’re handling full-cycle bookkeeping independently.

Ongoing: Regular check-ins and feedback
Schedule recurring weekly or biweekly review meetings. Provide constructive feedback, answer questions, and adjust workflows as needed. Treat your LATAM bookkeeper as a core team member, not a “vendor” you occasionally check in on.

Companies that adopted remote-first hiring strategies in LATAM saw 38% faster onboarding and a 25% increase in retention rates because they invested in thoughtful integration rather than treating international hires as transactional.

Want to explore what Latin American talent can do for your business? Consider partnering with a specialized Employer of Record service that handles the complex compliance and administrative details while you focus on building your team.

Book a call with us today and tell us what your needs are.

Common Concerns and How to Address Them

Even with compelling cost savings and talent quality, hiring internationally brings understandable concerns. Let’s address the most common objections head-on.

“What if the bookkeeper doesn’t work out?”

Employment relationships don’t always succeed—whether domestic or international. The difference is how you handle transitions.

When working with an EOR like Viva Global, you have flexibility. If performance issues arise despite coaching and feedback, Viva manages the termination process in compliance with local labor law. There’s no permanent establishment risk to your company, no navigating foreign legal systems, and no exposure to wrongful termination claims.

Most importantly, you’re not locked into inflexible long-term commitments. While you should aim for stable, long-term relationships with your bookkeepers (retention drives efficiency), you maintain the ability to make changes when circumstances require it.

“Can they really handle construction/real estate/my industry’s unique needs?”

Absolutely. While it’s true that bookkeepers need industry-specific knowledge, that expertise exists throughout Latin America.

Construction bookkeepers in Colombia understand job costing, AIA billing forms, and certified payroll requirements because they’ve supported U.S. contractors before. Real estate bookkeepers in Mexico are familiar with CAM reconciliations and property-level P&Ls because they’ve worked for American property management firms.

The key is being clear about your requirements during the hiring process. When you work with Viva Global, we help identify candidates whose backgrounds align with your industry’s needs—whether that’s construction, real estate, professional services, or field operations.

“How do I manage someone I never meet face-to-face?”

Remote management has become standard practice for U.S. companies of all sizes. Your Latin American bookkeeper operates exactly like any other remote employee—through video calls, project management tools, and regular communication.

Many business owners discover that remote team members are actually more responsive and productive than in-office staff. When you’re intentional about communication and expectations, physical proximity becomes irrelevant.

Best practices for managing remote bookkeepers:

Schedule regular video check-ins (weekly at minimum)
Use collaboration tools like Slack for quick questions
Share your screen during training or when explaining complex tasks
Set clear expectations around turnaround times and work hours
Celebrate wins and provide recognition for excellent work

Your bookkeeper isn’t “outsourced labor”—they’re a valued team member who happens to work from a different location.

Real ROI: What the 70% Savings Actually Means for Your Business

Let’s make this tangible. What does an annual savings of $30,000 to $45,000 actually enable?

For a construction company:
That’s enough capital to purchase a used work truck, invest in new equipment, hire an additional field technician, or fund your marketing budget for an entire year. It’s the difference between turning down projects because you lack capacity and confidently bidding knowing your back office can support growth.

For a real estate firm:
Those savings could cover the down payment on another investment property, fund a property management software upgrade, or pay for professional property photos and marketing for your entire portfolio. It creates reinvestment capacity that compounds your returns.

For a professional service business:
You could hire another client-facing consultant, invest in business development, upgrade your tech stack, or finally take that salary increase you’ve been deferring. The bookkeeping function remains excellent while freeing capital for revenue-generating activities.

And here’s the multiplier effect: once you’ve successfully hired one LATAM team member, you understand the model. Many companies follow their first bookkeeper with additional hires—administrative coordinators, marketing support, customer service, or project coordinators—each delivering similar cost savings and quality.

Numbers You Should Know

Average annual savings per LATAM bookkeeper: $30,000-$45,000
Time to proficiency for mid-level bookkeeper: 30-45 days
Average tenure of LATAM bookkeepers with U.S. companies: 3.5 years
Percentage of U.S. companies planning to increase LATAM hiring: 64%

That 3.5-year average tenure is worth highlighting. When you hire well and integrate your bookkeeper thoughtfully, they become long-term team members who develop deep knowledge of your business. Turnover is actually lower than typical U.S. bookkeeping roles, which average 18-24 months tenure.

Quick Trivia: Latin America’s Accounting Education Is World-Class

Did you know that several Latin American countries produce more accounting graduates per capita than the United States?

Mexico’s Universidad Nacional Autónoma (UNAM) and Colombia’s Universidad de Los Andes offer accounting programs ranked among the top in the Americas. Argentina’s economic history has created generations of finance professionals who navigate complex currency environments, making them exceptionally skilled at financial analysis and reporting.

The quality of accounting education in Latin America is one reason multinational corporations have established shared service centers in Mexico City, Buenos Aires, and Bogotá for decades. You’re tapping into the same talent pool that supports operations for Fortune 500 companies.

Getting Started: Your Next Steps to Hiring a LATAM Bookkeeper

If you’re spending $47,000+ annually on domestic bookkeeping (or avoiding hiring because of the cost), it’s time to explore the Latin American alternative.

Here’s how to move forward:

Step 1: Define your requirements
Clarify exactly what responsibilities you need covered. Full-cycle bookkeeping? Payroll support? Month-end close and reporting? Job costing for construction projects? The clearer your requirements, the better Viva Global can match you with ideal candidates.

Step 2: Understand your true cost comparison
Calculate what you’re currently paying (or would pay) for domestic bookkeeping versus hiring from Latin America. Factor in salary, benefits, payroll taxes, overhead, and recruiting costs. Most companies discover savings of 60-75%.

Step 3: Connect with Viva Global
Schedule a consultation to discuss your bookkeeping needs, timeline, and any industry-specific requirements. Viva Global will explain exactly how the EOR model works, answer your compliance questions, and outline the hiring process.

Step 4: Review qualified candidates
Viva presents 3-5 pre-vetted bookkeeping professionals whose skills, experience, and English proficiency match your needs. You conduct final interviews and select your preferred candidate.

Step 5: Onboard and integrate
Viva handles all employment paperwork, contracts, and payroll setup in the bookkeeper’s home country. You focus on training them on your systems, processes, and expectations.

Within 21 days, you have a skilled bookkeeper working in your time zone, at 70% lower cost than domestic alternatives, with zero compliance risk.

Accounting For Growth: Why This Decision Matters Now

Small service businesses face relentless pressure on margins. Labor costs continue rising while pricing power remains limited. Every dollar you spend on back-office functions is a dollar unavailable for growth, marketing, or employee compensation.

The companies that thrive over the next decade will be those that make strategic decisions about where to invest their limited resources. Hiring a skilled bookkeeper from Latin America through an EOR isn’t about “cutting costs”—it’s about deploying capital more intelligently.

You’re not sacrificing quality. You’re not creating compliance risk. You’re not settling for subpar talent because it’s cheaper. You’re accessing world-class professionals who cost 70% less because of geographic salary differences, then integrating them seamlessly into your team through a proven employment model.

Construction companies, real estate firms, and professional service businesses that have made this transition consistently report the same outcome: they wish they’d done it sooner.

The bookkeeping function remains excellent. Financial reporting is timely and accurate. Month-end close happens smoothly. But now there’s an extra $30,000 to $45,000 per year available for the investments that actually grow your business.

That’s the power of hiring smart, strategic partners who help you scale—wherever they happen to work.

FAQ: People Also Ask

Q: Can Latin American bookkeepers really handle U.S. tax requirements and GAAP standards?

Yes. Professional bookkeepers in Latin America receive training in U.S. Generally Accepted Accounting Principles and understand American tax filing requirements, deadlines, and compliance obligations. Many have worked exclusively with U.S. companies for years and are more familiar with IRS forms and procedures than with their home country’s tax system. When you hire through an EOR like Viva Global, you can request candidates with specific U.S. accounting certifications or experience in your particular industry.

Q: How much does it cost to hire a bookkeeper from Latin America through an Employer of Record?

Total all-in costs typically range from $18,000-$27,000 annually for a mid-level bookkeeper, including the employee’s salary, mandatory benefits, taxes, and the EOR service fee. This compares to $56,000-$70,000 for equivalent U.S. talent when you factor in benefits and overhead. Senior-level bookkeepers or those with controller responsibilities may cost $36,000-$45,000 annually—still 60-70% below domestic alternatives.

Q: What happens if my Latin American bookkeeper doesn’t work out?

When you hire through an EOR, the service provider handles termination procedures in compliance with local labor law, including any required notice periods or severance payments. You have flexibility to end the relationship if performance doesn’t meet expectations, without the legal complexity of navigating foreign employment regulations yourself. Most EOR agreements allow you to transition to a new candidate relatively quickly if needed.

Q: Do I need to establish a legal entity in Latin America to hire a bookkeeper?

No—this is the primary value of an Employer of Record. Viva Global serves as the legal employer in the bookkeeper’s home country, handling all compliance, payroll, and HR administration. You maintain complete operational control over the bookkeeper’s work while Viva carries the employment liability. This eliminates the need for costly entity setup and ongoing corporate maintenance in foreign jurisdictions.

Q: How long does it take to hire and onboard a bookkeeper from Latin America?

From the time you define your requirements to your bookkeeper’s first day typically takes 14-21 days. This includes candidate sourcing and screening, your final interviews, employment paperwork processing, and systems access setup. Onboarding and achieving full productivity usually requires an additional 30-45 days, depending on the complexity of your accounting processes and how much industry-specific training is needed.

About the Author

The author is Co-Founder and VP of Sales at Viva Global, a leading remote staffing agency and employer of record specializing in connecting US companies with the top 1% of Latin American talent under the motto “Talent Without Borders.” With extensive experience across Fortune 500 companies, top-rated tech firms, and early-stage startups in sales and customer success roles, the author has witnessed firsthand how recruitment processes evolve as companies scale. This diverse background has shaped a unique perspective on talent acquisition that now drives Viva Global’s approach to placing remote employees across various industries, helping businesses overcome hiring challenges and build thriving distributed workforces.

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