Should You Hire Remote Candidates With No Experience in Latin America?

Let me tell you about Maria.

She applied for a customer support role with zero professional experience.

Just a degree in communications and decent English.

The hiring manager almost passed.

But something in her application stood out – she’d answered the custom questions with unusual thoughtfulness.

They gave her a shot.

Fast forward 18 months.

Maria now handles the company’s most complex customer escalations. She trained three new support reps. And she costs half what an experienced hire would’ve demanded.

Here’s the thing most employers miss.

“No experience” doesn’t mean “no capability.”

It just means nobody else has trained them yet.

The Math Behind Hiring Inexperienced Workers

Let’s talk numbers for a second.

An experienced customer support specialist in Colombia might want $2,000-$2,500 per month.

Someone with no formal experience? $700-$1,000.

You’re saving $1,500+ monthly.

But here’s where it gets interesting.

That experienced person brings 3-5 years of habits from other companies. Some good. Many you’ll need to undo.

The junior hire has zero bad habits to break.

You teach them your exact process from day one. Your communication style. Your priorities. Your quality standards.

By month six, they’re doing things exactly how you want them done.

The experienced hire? Still adjusting.

I’ve seen this play out dozens of times.

The “savings” aren’t really about the salary difference.

They’re about getting exactly what you need without fighting someone’s previous training.

The Motivation Factor Nobody Talks About

When you hire someone with no experience, you’re often their first real professional opportunity.

Not their first job ever.

Their first chance to work remotely for a US or European company. Build real skills. Get paid in dollars.

That’s meaningful to them.

I’m not talking about gratitude in some exploitative way.

I’m talking about genuine motivation to prove themselves and not mess up this opportunity.

Experienced workers have options.

They know their value. They’ve been recruited before. They’ll get recruited again.

There’s nothing wrong with that.

But someone newer to the professional world tends to work harder to establish themselves.

They show up on time. They ask questions when confused instead of faking it. They volunteer for extra projects.

Not always. But more often than you’d think.

And that early-career drive can outweigh years of experience in certain roles.

Where This Strategy Actually Works Best

Let me be clear about something.

Not every role is suitable for inexperienced hires.

You can’t hire someone with no experience to be your senior software architect.

Or to manage complex client relationships solo.

But a lot of valuable work doesn’t require years of experience.

Customer support. Most support issues are pattern-based. You can teach someone your knowledge base, your tone, your escalation process. After 2-3 months of good training, they’re solid.

Data entry and admin work. If you have clear processes, someone detail-oriented can learn this fast. Experience doesn’t make you better at following a spreadsheet protocol.

Social media management. Junior people often understand platforms better than older “experienced” marketers. Give them brand guidelines and a content calendar, they’ll run with it.

Executive assistant tasks. Scheduling, inbox management, travel booking – these are learned skills, not experience-dependent talents.

Content production. Someone with decent writing skills can learn your style guide and create blog posts, emails, or video scripts with coaching.

The pattern: repetitive work with clear standards and processes.

That’s where inexperienced hires thrive.

They learn your system. They execute it consistently. They don’t question why you do things a certain way or suggest how their last company did it better.

The Real Reason Experienced Workers Cost More

Let’s think about what you’re actually paying for when you hire someone experienced.

You’re paying for all the time and money their previous employers invested in training them.

That’s not nothing.

But ask yourself this question.

How much of that experience is actually relevant to your specific business?

An experienced customer support rep knows how to use Zendesk, handle angry customers, write professional responses.

Cool.

But they learned all that in the context of a different product, different customer base, different company culture.

You still need to train them on YOUR product. YOUR customers. YOUR policies.

The experienced person might get there slightly faster.

But the inexperienced person gets there too, and costs half as much during the entire journey.

Plus – and this matters – the junior hire doesn’t bring baggage.

They don’t say “well at my last company we did it this way” when you’re trying to explain your process.

They just learn it your way from the start.

The Training Investment That Changes Everything

Here’s where most people fail.

They hire an inexperienced person, give them a quick orientation, then expect them to figure everything out.

That doesn’t work.

You need a real training plan.

First two weeks: Daily check-ins. Even if just 15 minutes. Review their work, answer questions, correct course immediately.

Weeks 3-8: Recorded video walkthroughs of every major process. Written documentation they can reference. Weekly 1-on-1s to discuss what’s working and what’s confusing.

Months 3-4: Gradually reduce supervision but maintain scheduled touchpoints. Start giving them small projects to own end-to-end.

The time zone overlap makes all this possible.

You can have a 10 AM call every Tuesday. You can do screen shares when they’re stuck. You can give feedback in real-time instead of async messages that take 12 hours to round-trip.

This is why the LATAM+inexperienced combination works when other regions might not.

The timezone enables the intensive training that makes up for lack of experience.

What About the Risk?

I know what you’re thinking.

“What if I invest all this training time and they leave?”

Fair concern.

Here’s what data shows: LATAM professionals actually have lower turnover than many other regions when treated well.

And “treated well” doesn’t mean overpaying.

It means:

Respecting their time and boundaries. Acknowledging local holidays. Providing growth opportunities. Giving regular feedback. Being transparent about performance.

Do those things and junior hires stick around.

Because you’re giving them something valuable – real professional development.

They’re learning marketable skills. Building a portfolio. Getting experience they can’t get elsewhere at their career stage.

That’s worth more than an extra $200/month from a different employer.

Now, will some people eventually leave? Of course.

That’s true for every hire at every level.

But the average tenure for well-treated junior LATAM hires is 2-3 years minimum.

Your training investment pays off many times over during that period.

When You Shouldn’t Hire Inexperienced Workers

Let me be honest about when this doesn’t work.

You need immediate results. If you’re putting out fires and need someone who can contribute value this week, hire experienced.

You don’t have time to train. If you can barely keep up with your own work, adding training responsibility will just stress you out.

The role requires specialized knowledge. Some positions genuinely need years of domain expertise. Don’t cheap out on those.

You have zero documentation. If nothing is written down and you do everything from memory, training anyone (experienced or not) will be painful.

You need someone who can work fully independently. Junior hires need guardrails and check-ins for at least the first quarter.

Be honest about your situation.

Hiring inexperienced workers is a medium-term investment strategy, not a short-term cost-cutting hack.