How to Hire a Remote Graphic Designer from Latin America: The Guide

by | Apr 22, 2024 | Blog Post, Remote Work

Digital marketing agencies are increasingly turning to remote talent for their graphic design needs. Latin America is among the worldwide regions offering skilled graphic designers, with its constantly growing and evolving talent pool. However, hiring a remote graphic designer requires careful planning, assessment, and consideration.

I’ve put this guide together to provide a roadmap for successfully recruiting, assessing, and integrating a remote graphic designer from Latin America into your team. Let’s get started!

Hiring a Freelancer vs a Full-Time Graphic Designer

The choice between hiring a freelancer or a full-time graphic designer depends on factors such as the type and volume of your design projects, your budget constraints, and your long-term strategic goals. Yet, if you’re looking to grow your agency, we advise you to hire a full-time graphic designer.

While freelancing is very common for graphic designers, you need to consider that, for them, you’ll just be another client. Instead, if you hire full-time, you’ll get a more committed employee who’ll seamlessly blend into your team, and you can assign goals for their work, resulting in an overall better performance. 

Understanding Your Agency’s Creative Needs

  1. Define the Scope of Work for the Role

The first thing you need to do is define the scope of work for the graphic designer role; this means outlining the types of projects they’ll be working on, such as branding or social media graphics. You’ll also want to define if they’ll be a client-facing position, joining meetings directly with clients, or just planning and developing the projects behind the curtains. 

  1. Identify Specific Skills and Expertise Required

Once you’ve defined the scope of work for the position, you must identify the specific skills and expertise required. Your candidates should be proficient in the following:

  • Design Principles
  • Ideation 
  • Branding
  • Typography
  • Handling Multiple Projects and Working Under Pressure
  • Tech-Savvy 
  • Good Grammar/Written English
  1. Align Your Culture and Values

While cultural alignment is often overseen, especially for remote positions, you can’t ignore it. You need to ensure that the professional you hire shares your agency’s values, mission, work ethic, and creative vision. There’s nothing worse than hiring someone who checks all the technical boxes, but then you end up not enjoying working with them or they don’t integrate with your team dynamics.

Establishing Clear Expectations for the Role

Setting clear expectations for the role is key. It will not only make your recruitment process more efficient but will also benefit you in the following ways:

  • Aligned Objectives
  • Right Candidate Attraction
  • Improved Candidate Experience
  • Reduced Turnover and Misalignment

Craft a Detailed Job Description

The first step when recruiting a remote graphic designer is crafting a detailed and compelling job description. 

  • Quick Summary of the Company
  • Responsibilities and Expectations
  • Desired Qualifications and Experience
  • Benefits of the Company
  • Working Hours/Schedule
  • Compensation

Before publishing this job description, I recommend that you define a scorecard with 4-6 must-have requirements for the graphic designer position. If you don’t know how to get started on your scorecard, you can download our scorecard template by clicking here.

Researching/Sourcing Potential Candidates

Exploring Online Recruiting Platforms

There are different platforms on which you can begin your search for your ideal graphic designer. I suggest you the following:

  • LinkedIn
  • Referrals
  • Existing Talent Pool
  • Organic Leads

Contacting Your Candidates

Once you’ve sourced potential candidates through the different platforms mentioned above, you can begin contacting them. 

  1. Email Templates
  2. Setting Up Quick Calls
  3. Reach Outs

Evaluating Candidates

Initial Filtering of Candidates

Review of their Resume

It’s time to apply the first filter and review their resumes carefully. 

When reviewing a resume, pay special attention to the following:

  • Job Stability
  • Experience
  • Certifications
  • Tools and Skills


For a graphic designer, I consider their portfolio to be even more relevant than their resume. It’s the tangible proof of the work they’ve made and showcases their full creative capabilities. 

Voicenote Assessment

The next step I recommend you take is assessing their spoken English proficiency. Remember that English – most of the time – will be your candidates’ second language, so it’s a very important aspect to evaluate before moving on to prescreening interviews. For this step, we use a website called Willo

Prescreening Interviews

Before you even get started with these interviews, it’s important to define a set of questions that’ll help you assess and get to know your candidates better. 

  • In an agency environment, last-minute changes on the projects are very common. How do you handle these types of requests and changes?
  • What has been your most challenging project or the one you feel most proud of? For this project, did you receive a template/guide or did you create everything from scratch?
  • How do you handle your creative process? What do you do to look for inspiration?
  • How do you see yourself in 5 years?
  • What tools or skills do you want to learn in the future?

Choosing the Top Candidates


If after conducting the prescreening interview and the rest of the filters, you were able to verify that the candidate’s skills, experience, and expectations match your requirements, then you can proceed with some final assessments. I suggest you make the following assessments:

  • Video Assessment: Ask the candidates to record a short, 2-minute video giving a summary of their professional experience. For this step, you can also use the website Willo or Loom.
  • Basic Skills Test: This is a simple test that measures basic grammar, math, attention to detail, and learning abilities. 
  • Employee Personality Profile: This test is a general personality assessment that measures twelve personality traits. 
  • Emotify V2: Measures a candidate’s ability to accurately identify, understand, and manage emotions. 

Final Interview

This interview is the last chance to evaluate the candidate’s skills and cultural fit, as well as make sure that their expectations and long-term goals are aligned with yours. In this step, you can also conduct a Technical Assessment to check their technical and creative skills. 

Check Their References

While their portfolio, interviews, and assessments give you a great notion of their work, it’s always a good idea to gain insights into their past performance and work ethic. 

Remote Talent Latam, Your Best Ally For Recruiting a Remote Graphic Designer

By following this comprehensive guide I’ve put together for you, you can successfully recruit and onboard top-tier talent for your agency’s success and growth. However, as you can see, it’s not an easy or short process. That’s where Remote Talent Latam comes in. We’re dedicated to helping digital marketing agency owners in the US connect with the best talent in Latin America. 

With our “don’t pay until you make a hire” policy and our post-hire 90-day guarantee, we provide you the peace of mind and confidence you deserve. For all of your recruiting needs, you can trust Remote Talent Latam. Find the perfect fit for your team and grow your agency now!

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