First, let’s be clear about what we’re doing here.
You’re not running background checks because you don’t trust Latin American workers. You’re doing it because you’d do it for anyone in any serious role.
Good candidates appreciate thorough vetting. It shows you’re professional.
And honestly? The best remote workers from Colombia, Mexico, Brazil, or Argentina expect this. They’ve worked with serious companies before. They know the drill.
Background checks create trust on both sides. You verify what they’ve told you. They know you’re running a legitimate operation.
Everyone wins. Let me walk you through how this actually works.
What You Actually Need to Verify
Employment history comes first. You want to know they actually worked where they said they worked. Contact previous employers directly or use a third-party service. Most candidates can provide authorization even if they signed NDAs.
Education verification matters if the role requires it. Latin American universities like Universidad de los Andes in Colombia or UNAM in Mexico have their own verification processes. Some require direct contact. Others have online portals. A few still operate entirely on paper.
Criminal record checks get tricky because each country handles these differently. You’ll need the candidate’s consent. You’ll need to follow local privacy laws. And you’ll need patience, because some of these take weeks.
Identity verification is the easiest part. National IDs (Mexico’s CURP, Brazil’s CPF), a video call, and you’re mostly there.
For financial roles, you might add credit checks. For most remote positions, the four basics above cover it.
The Country-by-Country Reality
Here’s where it gets interesting.
Mexico
Mexico doesn’t have a federal criminal database the way the US does. You’ll request a “Certificado de No Antecedentes Penales” from state offices.
The process works, but it’s state-specific. Someone who lived in three different states? You might need three different certificates.
If you need an FBI check apostilled (useful if your candidate spent time in the US), expect to pay $22–350 USD depending on how you handle it. Add a certified Spanish translation with its own apostille.
Mexico doesn’t have a digital nomad visa yet, so remote workers need to prove their work is for foreign companies.
Colombia
Colombia’s “Certificado de Antecedentes Judiciales” comes from the Policía Nacional. The online portal actually works pretty well.
If you need FBI documentation apostilled here too, you’ll need both the federal apostille and a translation apostille. Colombia takes document verification seriously.
They have a digital nomad visa now. Requirements: $900+ monthly income, a letter from the foreign employer, health insurance. Fees run $170–230 USD.
The Colombian government moves faster than you’d expect once paperwork is in order.
Brazil
Brazil requires a Federal Police certificate for criminal records. Their data privacy law (LGPD) is similar to GDPR, so you absolutely need written consent before running checks.
For apostilled FBI checks, you need a Portuguese translation with its own apostille. Don’t skip this step.
Brazil’s digital nomad visa requires $1,500 USD monthly income from non-Brazilian sources, a clean record, and health insurance.
Processing times vary. Build in extra time.
Ecuador
Ecuador requires a clean police record for their nomad visa. Minimum earnings: $1,336 USD monthly.
You’ll need six months of passport validity and international health insurance. The apostille process here follows the same pattern—FBI check apostilled, then certified translation apostilled.
Uruguay
Uruguay is the easiest country in the region for this stuff.
No minimum income requirement for their nomad permit. You can apply online as a tourist. Individual applications only. Low fees. They email you the results.
If Latin American bureaucracy stresses you out, start with Uruguay.
The Timing Question Everyone Asks
You’re probably wondering how long this takes.
Budget 2–4 weeks minimum for apostilles and translations. Some countries move faster. Others… don’t.
Watch out for major holidays.
Carnival in February/March shuts down Brazil and Colombia.
Día de los Muertos in Mexico (November).
Semana Santa (Easter week) across the entire region.
Government offices close. Universities stop responding. Everything slows down.
Plan your hiring timeline around this. Seriously.
How to Actually Do This (Step by Step)
Step 1: Get written consent
Use a form that complies with local data privacy laws. Explain why you’re doing this. Most candidates get it, but asking properly matters.
Step 2: Choose your tools
For multi-country checks, use global screening providers like Verified Credentials or DISA. They handle the jurisdictional complexity.
For payroll and legal compliance, consider an Employer of Record service. They navigate local labor laws so you don’t have to set up entities in every country.
Step 3: Request the right documents
National ID, resume, references, police certificates. For education verification, specify which universities and request apostilles where needed.
Be specific about what you need. Vague requests create delays.
Step 4: Verify independently
Cross-check LinkedIn profiles. Review portfolios. Do video calls for identity verification.
Ask for 2–3 references from recent roles. Actually call them.
Step 5: Handle delays like a pro
If apostilles are taking forever, outsource to services that specialize in this. They know the shortcuts.
Keep candidates updated. Waiting without communication kills momentum.
Step 6: Clarify the rules post-check
Sign NDAs that specify what information can be shared for verification. This protects everyone.
What Candidates Should Do on Their End
The best candidates prep ahead of time.
They get their local police certificate early.
They have apostilled documents ready if they’ve worked in the US.
They list employment details that respect their NDAs but give you enough to verify.
If they’re applying for nomad visas, they have health insurance docs and foreign client contracts ready to prove remote status.
When candidates come prepared, onboarding moves 20–30% faster. Everyone saves time.
Tools and Services That Actually Help
For criminal checks across multiple countries, global platforms handle the jurisdictional mess better than trying to DIY it.
For education verification, services like WES verify international credentials and provide equivalency reports.
For legal compliance and payroll, EOR services are worth every penny if you’re hiring more than a handful of people.
Don’t try to become an expert in Brazilian labor law. Pay someone who already is.
The Bottom Line
Background checks in Latin America aren’t harder than anywhere else. They’re just different.
Each country has its own documents, its own timelines, its own quirks. You learn as you go.
The employers who succeed here are the ones who respect the process without letting it slow them down. They build relationships. They stay patient with bureaucracy. They hire great people.
Because that’s what this is really about—finding great remote workers who’ll grow with your company.
The background check is just the first step in that relationship.
Do it right, and you’ll build a team that makes you wonder why you didn’t start hiring from Latin America years ago.
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