Argentina Public Holidays 2026: Guide for US Employers
See Argentina public holidays 2026 for US employers hiring remote teams. Includes national holidays, tourism days, payroll notes, EOR tips, LATAM hiring guide
Quick Answer: Argentina has 16 national public holidays in 2026, plus 3 additional non-working tourism days set for March 23, July 10, and December 7. For US companies hiring remote talent in Argentina, the biggest dates to plan around are Carnival in February, the March 23–24 long weekend, Malvinas Day and Good Friday in April, Independence Day week in July, and the December 7–8 long weekend. HiresLink helps US companies hire from 90,000+ vetted LATAM candidates, deliver shortlists in 48 hours, and build remote teams with average 48% cost savings vs. equivalent US hires.
TL;DR — 7 numbers for Argentina remote hiring in 2026
| # | Metric | 2026 value |
|---|---|---|
| 1 | Argentina national public holidays in 2026 | 16 |
| 2 | Additional tourism non-working days in 2026 | 3 |
| 3 | Total national holidays + tourism days | 19 |
| 4 | Holiday / tourism dates falling on weekdays | 18 of 19 |
| 5 | Recommended daily US-Argentina timezone overlap | 4–6 hours |
| 6 | Vetted candidates in HiresLink’s LATAM network | 90,000+ |
| 7 | Average HiresLink time from intake call to shortlist | 48 hours |
Why Argentina public holidays matter for US remote teams
Argentina is one of the strongest LATAM markets for US companies hiring remote talent. It has deep experience in software development, AI, automation, finance, operations, design, marketing, customer support, and executive support.
It also has excellent timezone overlap with US teams, especially EST and CST.
But Argentina has its own holiday rhythm. Some holidays are fixed. Some are moved to create long weekends. Some are classified as días no laborables con fines turísticos, which are not the same as standard national holidays but can still affect availability.
For a US manager, the difference matters.
If you are hiring a backend developer, AI automation specialist, customer support representative, SDR, executive assistant, or bookkeeper in Argentina, public holidays can affect:
- interview scheduling
- onboarding dates
- sprint planning
- customer support coverage
- payroll and invoice approvals
- finance close
- sales outreach targets
- manager check-ins
- product launches
- EOR and contractor paperwork
For companies using managed nearshore staffing, staff augmentation, or headhunting pro, Argentina holiday planning should be built into onboarding and workforce planning from day 1.
Argentina public holidays 2026
The table below lists Argentina’s 2026 national public holidays and tourism non-working days based on the official government calendar and Resolution 164/2025.
| Date | Day | Holiday | Type | Employer note |
|---|---|---|---|---|
| January 1, 2026 | Thursday | Año Nuevo / New Year’s Day | National holiday | Expect most teams offline |
| February 16, 2026 | Monday | Carnaval | National holiday | Long weekend / reduced availability |
| February 17, 2026 | Tuesday | Carnaval | National holiday | Extended Carnival break |
| March 23, 2026 | Monday | Día no laborable con fines turísticos | Tourism non-working day | Creates 4-day weekend with March 24 |
| March 24, 2026 | Tuesday | Día Nacional de la Memoria por la Verdad y la Justicia | National holiday | Long weekend / planning risk |
| April 2, 2026 | Thursday | Día del Veterano y de los Caídos en la Guerra de Malvinas | National holiday | Holiday before Good Friday |
| April 3, 2026 | Friday | Viernes Santo / Good Friday | National holiday | 4-day weekend |
| May 1, 2026 | Friday | Día del Trabajador / Labor Day | National holiday | Long weekend |
| May 25, 2026 | Monday | Día de la Revolución de Mayo | National holiday | Long weekend |
| June 15, 2026 | Monday | Paso a la Inmortalidad del General Martín Miguel de Güemes | Transferred national holiday | Moved from June 17 |
| June 20, 2026 | Saturday | Paso a la Inmortalidad del General Manuel Belgrano | National holiday | Lower weekday impact |
| July 9, 2026 | Thursday | Día de la Independencia | National holiday | Major national holiday |
| July 10, 2026 | Friday | Día no laborable con fines turísticos | Tourism non-working day | Creates 4-day weekend |
| August 17, 2026 | Monday | Paso a la Inmortalidad del General José de San Martín | National holiday | Long weekend |
| October 12, 2026 | Monday | Día del Respeto a la Diversidad Cultural | National holiday | Long weekend |
| November 23, 2026 | Monday | Día de la Soberanía Nacional | Transferred national holiday | Moved from November 20 |
| December 7, 2026 | Monday | Día no laborable con fines turísticos | Tourism non-working day | Creates 4-day weekend with December 8 |
| December 8, 2026 | Tuesday | Inmaculada Concepción de María | National holiday | Long weekend |
| December 25, 2026 | Friday | Navidad / Christmas Day | National holiday | Christmas week slowdown |
For US employers, the highest-impact periods are February, late March, early April, July, and December. These are the windows most likely to affect onboarding, support coverage, payroll timing, and sprint planning.
Argentina 2026 holiday calendar by quarter
Grouping the dates by quarter makes planning easier.
| Quarter | Key dates | Planning risk |
|---|---|---|
| Q1 | January 1, February 16–17, March 23–24 | New Year reset, Carnival, March long weekend |
| Q2 | April 2–3, May 1, May 25, June 15, June 20 | Multiple long weekends and a 4-day April break |
| Q3 | July 9–10, August 17 | Independence Day long weekend and August holiday |
| Q4 | October 12, November 23, December 7–8, December 25 | Long weekends and year-end slowdown |
Q1 and Q2 need the most planning early in the year. Q4 matters for companies trying to close projects, onboard hires, or hit year-end sales and finance targets.
What are Argentina’s tourism non-working days?
Argentina has 3 tourism non-working days in 2026:
| Date | Day | Why it matters |
|---|---|---|
| March 23, 2026 | Monday | Creates a 4-day weekend with March 24 |
| July 10, 2026 | Friday | Creates a 4-day weekend after Independence Day |
| December 7, 2026 | Monday | Creates a 4-day weekend with December 8 |
These are called días no laborables con fines turísticos. They are designed to encourage long weekends and internal tourism.
For US employers, the practical point is simple: do not assume full availability on these dates. Some companies work normally, some reduce hours, and some treat them like time off. The policy should be clarified before onboarding.
Argentina holidays vs US holidays in 2026
Argentina and the US share some holiday periods, but many key dates are different.
| Period | Argentina impact | US impact | Planning note |
|---|---|---|---|
| New Year | High | High | Shared downtime |
| Carnival | High in Argentina | Low in US | Argentina-only planning issue |
| March 24 Memory Day | High in Argentina | Low in US | Creates long weekend with tourism day |
| Malvinas Day / Good Friday | High in Argentina | Varies by US company | Avoid major launches |
| Labor Day | May 1 in Argentina | September in US | Different dates |
| Independence Day | July 9 in Argentina | July 4 in US | Different dates |
| Thanksgiving | Low in Argentina | High in US | Argentina team may work while US team is offline |
| Christmas | High | High | Shared slowdown |
This mismatch can actually help coverage if planned well. Argentina-based hires may support some US-only holidays, while US managers should plan respectfully around Argentina-only holidays.
How Argentina holidays affect different remote roles
Holiday impact depends on the role. A developer, support rep, SDR, bookkeeper, and EA will not be affected in the same way.
| Role | Holiday planning impact | What to plan |
|---|---|---|
| Backend Developer | Sprint velocity and release windows may shift | Avoid releases before long weekends |
| AI Automation Specialist | Workflow testing and monitoring may slow | Avoid launching critical automations before holidays |
| Customer Support Rep | Coverage gaps may affect SLAs | Build backup support schedules |
| SDR / BDR | Prospecting volume and reply rates may dip | Adjust outbound targets around long weekends |
| Executive Assistant | Calendar management and travel planning increase | Confirm manager schedules early |
| Bookkeeper | Payroll, invoicing, and close timelines may shift | Move finance deadlines earlier |
For example, an Argentina-based backend developer may only need sprint planning adjustments. An AI automation specialist may need monitoring coverage if workflows touch support, sales, finance, or internal operations. A customer support representative may need clear backup coverage during long weekends.
How many hours of US-Argentina overlap should you expect?
Argentina is one of the easiest LATAM countries for US timezone overlap, especially for EST-based teams.
For most roles, plan for 4–6 hours of daily overlap. That is usually enough for:
- standups
- customer support escalations
- sales calls
- manager check-ins
- code reviews
- onboarding sessions
- sprint planning
- project reviews
- finance close meetings
- weekly planning
For software, AI, design, and documentation-heavy roles, a more async setup can also work well. For sales, support, executive assistant, finance, and operations roles, real-time overlap usually matters more.
If timezone overlap is central to your hiring plan, review the Hiring in LATAM 2026 guide and the LATAM Talent Intelligence Report.
2026 LATAM salary benchmarks — roles commonly hired from Argentina and LATAM
| Role | Junior | Mid | Senior | Lead |
|---|---|---|---|---|
| Backend Engineer | $2,500–$3,800 | $3,800–$5,500 | $5,500–$7,000 | $7,000–$9,000 |
| AI Automation Specialist | $2,000–$3,000 | $3,000–$4,500 | $4,500–$6,500 | $6,500–$8,000 |
| Customer Support Representative | $1,200–$1,600 | $1,600–$2,200 | $2,200–$3,000 | — |
| SDR / BDR | $1,400–$1,800 | $1,800–$2,600 | $2,600–$3,500 | $3,500–$4,500 |
| Bookkeeper | $1,300–$1,800 | $1,800–$2,600 | $2,600–$3,400 | $3,400–$4,500 |
| Executive Assistant | $1,400–$1,900 | $1,900–$2,600 | $2,600–$3,400 | $3,400–$4,200 |
Figures are fully loaded: salary + EOR costs. No hidden fees.
Argentina can be a strong market for engineering, AI, automation, finance, operations, customer support, and executive support. But compensation should still be benchmarked by role, seniority, English level, timezone expectations, and hiring model. Use the LATAM salary benchmark hub before setting final compensation.
US vs. LATAM — annual cost comparison for remote hiring
| Role | LATAM Annual, mid-level fully loaded | US Annual, mid-level fully loaded | Annual savings |
|---|---|---|---|
| Backend Engineer | $45,600–$66,000 | $125,000–$170,000 | $59K–$124K |
| AI Automation Specialist | $36,000–$54,000 | $95,000–$145,000 | $41K–$109K |
| Customer Support Representative | $19,200–$26,400 | $50,000–$68,000 | $24K–$49K |
| SDR / BDR | $21,600–$31,200 | $60,000–$95,000 | $29K–$73K |
| Bookkeeper | $21,600–$31,200 | $58,000–$82,000 | $27K–$61K |
| Executive Assistant | $22,800–$31,200 | $65,000–$95,000 | $34K–$72K |
3-person remote team example: a mid-level backend engineer, executive assistant, and customer support representative hired through LATAM typically costs $87K–$124K/year vs. $240K–$333K/year for equivalent US hires — a typical annual savings range of $116K–$246K.
US benchmarks are based on 2025–2026 market salary ranges and fully loaded employer cost assumptions.
Get the 2026 LATAM Talent Report
90K+ vetted candidates · salary data by role, seniority, and country · hiring trends across LATAM.
How to build an Argentina holiday policy for remote teams
US companies should decide early whether Argentina-based team members follow the US holiday calendar, Argentina holiday calendar, or a blended policy.
A simple holiday policy should answer these questions:
| Policy question | Why it matters |
|---|---|
| Which holidays does the Argentina-based hire observe? | Avoids confusion between US and Argentina calendars |
| Are Argentine national holidays paid time off? | Important for employees and EOR hires |
| Are tourism non-working days observed? | March 23, July 10, and December 7 need clear expectations |
| Are US holidays also included? | Important for company-wide consistency |
| How are local or provincial holidays handled? | Some local observances may affect availability |
| How should time off be requested? | Prevents last-minute schedule gaps |
| Who covers urgent work during holidays? | Protects support, sales, and operations continuity |
| How do holidays affect payroll or invoices? | Important for finance and contractor workflows |
This policy can sit inside your Remote Work Policy Template, Work From Home Policy Sample, or onboarding documents.
Argentina holiday planning checklist for US employers
Use this checklist before hiring or onboarding Argentina-based remote talent.
Argentina Holiday Planning Checklist
Company: [Company Name]
Argentina-based hire: [Name]
Role: [Role]
Manager: [Manager]
Year: 2026
Before offer:
[ ] Confirm whether the role follows US holidays, Argentina holidays, or a blended policy
[ ] Confirm whether tourism non-working days are observed
[ ] Confirm expected timezone overlap
[ ] Confirm whether customer coverage is required on holidays
[ ] Confirm whether the role is employee, EOR, contractor, or consultant
[ ] Confirm whether provincial or local holidays may apply
Before onboarding:
[ ] Add Argentina national holidays to the team calendar
[ ] Add Carnival week to the planning calendar
[ ] Add tourism non-working days
[ ] Add long weekends
[ ] Confirm PTO and holiday request process
[ ] Confirm manager coverage expectations
[ ] Confirm backup owner for urgent work
[ ] Confirm payroll or invoice deadlines around holidays
[ ] Confirm tool access and escalation rules
[ ] Confirm how US-only holidays are handled
During the year:
[ ] Review holiday calendar every quarter
[ ] Check deadlines before long weekends
[ ] Avoid major launches during low-coverage periods
[ ] Confirm support coverage during Argentina-only holidays
[ ] Confirm availability during US-only holidays
[ ] Update policy if EOR, contractor, or team structure changes
Best practices for managing Argentina-based remote employees
1. Add Argentina holidays to your shared calendar
Add Argentina’s 2026 national holidays and tourism non-working days to Google Calendar, Outlook, Notion, ClickUp, Jira, Linear, or whatever planning tool your team uses.
Do not rely on the employee to remind everyone before every long weekend.
2. Plan around Carnival
Carnival in Argentina falls on February 16–17, 2026. This creates an early-year long break and can affect interview scheduling, onboarding, support coverage, and sprint planning.
Avoid starting a new hire or scheduling critical launches during Carnival week unless availability is confirmed.
3. Clarify tourism non-working days
Argentina’s tourism non-working days in 2026 are March 23, July 10, and December 7.
These dates are especially important because they connect to major holidays and create long weekends. US employers should decide ahead of time whether these days are treated as time off.
4. Separate holidays from PTO
Public holidays, tourism non-working days, company holidays, local holidays, and vacation days should not be treated as the same thing. Write the rule clearly for employees, EOR hires, and contractors.
5. Confirm US-only holidays
Thanksgiving, July 4, Martin Luther King Jr. Day, Presidents’ Day, and Memorial Day may not be Argentine holidays. Decide whether Argentina-based hires work those days or receive them off as part of a company-wide policy.
6. Adjust support coverage before long weekends
If an Argentina-based hire supports customers, plan backup coverage before long weekends. This matters most for support, sales, healthcare operations, legal intake, finance operations, and logistics roles.
7. Check payroll and invoice timing
If a holiday falls near the end of the month or on a Friday/Monday, make sure invoices, timesheets, payroll cutoffs, and approvals are handled early.
Argentina vs other LATAM countries for US hiring
Argentina is often one of the strongest LATAM options for engineering, AI, automation, finance, and specialist roles.
| Country | Best for | Timezone fit for US teams | Holiday planning note |
|---|---|---|---|
| Argentina | Engineering, AI, finance, operations, design, specialist roles | Strong for EST/CST | Carnival, tourism days, and long weekends matter |
| Colombia | Support, sales, operations, finance, software | Excellent for EST/CST | Many Monday holidays / puentes |
| Mexico | Support, sales, operations, engineering, bilingual roles | Excellent for CST/PST, strong for EST | Several Monday holidays |
| Brazil | Engineering, AI, design, operations | Strong for EST, varies by region | Carnival and local holidays matter |
| Chile | Engineering, ops, finance, professional services | Strong for EST | Local calendar should be checked |
An Argentina-first hiring strategy can make sense for technical and specialist roles, especially when timezone overlap and seniority are important. But if the role is more customer-facing or requires a specific schedule, HiresLink may search across Argentina, Colombia, Mexico, Brazil, Chile, and other LATAM markets to find the strongest shortlist.
Geographic breakdown — where remote-ready LATAM talent comes from
| Country | Share of remote-ready pool | Notes |
|---|---|---|
| Argentina | 68–74% | Strong depth in tech, finance, operations, and AI-adjacent roles; excellent overlap with EST |
| Colombia | 12–16% | Strong pool for customer support, sales, operations, and software roles; strong EST alignment |
| Mexico | 9–11% | Strong fit for CST/PST overlap and US-facing coordination roles |
| Other LATAM markets | 5–10% | Includes specialized talent pockets across Brazil, Chile, Peru, Uruguay, Costa Rica, and other markets |
Argentina is a major part of HiresLink’s remote-ready LATAM pool, but the best country depends on the role. For some searches, Argentina is the strongest fit. For others, Colombia, Mexico, Brazil, Chile, or another LATAM country may produce a faster or stronger shortlist.
English proficiency — remote-ready LATAM candidate pool
| CEFR level | Share |
|---|---|
| C2, Mastery | 6.8% |
| C1, Advanced | 38.0% |
| B2, Upper-Intermediate | 27.5% |
| B1, Intermediate | 21.7% |
| A1–A2, Basic | 6.0% |
72–73% are B2 or higher. For Argentina-based remote hires, English level matters most in client-facing, executive support, sales, customer support, and cross-functional technical roles. Internal technical roles can often work well with B2 if documentation and manager expectations are clear.
Seniority distribution — HiresLink candidate network
| Seniority | Share | Holiday planning impact |
|---|---|---|
| Junior | 24–28% | Needs clear manager guidance around calendars, coverage, and time-off process |
| Mid | 43–46% | Usually handles calendar planning well if policy is clear |
| Senior | 21–26% | Should own deliverables around holiday periods with less supervision |
| Lead | 5–7% | Should help plan team coverage and delivery risk around holidays |
Holiday planning is not only an HR issue. For senior and lead hires, it should be part of ownership. A senior engineer, operations lead, or support manager should help forecast coverage issues before they affect delivery.
Compliance and EOR — Argentina holiday considerations
Argentina holiday planning should match the legal structure of the hire. A contractor, EOR employee, direct employee, and consultant may have different holiday expectations.
For cross-border hiring, the company should confirm:
- whether the hire is a contractor, EOR employee, direct employee, or consultant
- which national holidays apply
- whether Argentina holidays are paid time off
- whether tourism non-working days are observed
- whether provincial or local holidays apply
- whether US company holidays also apply
- how holidays affect monthly salary, invoices, or payroll
- how time off should be requested and approved
- how urgent support coverage is handled
HiresLink supports compliant hiring through structured contracts and EOR-backed workflows, including hiring support through Bait INC, a Delaware C-Corp, where applicable. That helps US companies manage LATAM hiring with cleaner documentation, USD invoicing, IP protection, and consistent onboarding.
Important legal and operational notes:
- Contractors should have holiday expectations written into the contractor agreement or statement of work.
- EOR employees should follow the applicable EOR employment terms and local rules.
- Direct employees may be subject to local labor rules depending on the company setup.
- Support and customer-facing teams should have backup coverage rules.
- Finance teams should plan payroll and invoice approvals before long weekends.
- Security and technical teams should avoid risky deployments before holidays.
- Tourism non-working days should be clarified in writing because they may not be treated exactly like regular national holidays.
This article is not legal advice. Companies should consult legal counsel or an EOR partner before finalizing holiday policies for Argentina-based workers.
Case study — US SaaS company hiring Argentina-based technical talent
A US SaaS company with 40 employees wanted to hire a remote backend developer and AI automation specialist from LATAM. Argentina was a preferred market because the roles needed strong technical experience, good English, and EST overlap.
The issue was timing. The company originally planned to start both hires right before a long holiday window. That would have made tool setup, first-week onboarding, sprint planning, and manager check-ins slower.
HiresLink helped the company adjust the onboarding calendar and build Argentina holiday planning into the hiring workflow.
What happened:
- Intake call: 30 minutes
- Shortlist delivered: 48 hours
- Argentina holiday calendar reviewed: same week
- Start dates moved away from a long weekend
- 2 hires completed: within 20 days
- Backend engineer delivered first PR: within 2 weeks
- AI automation specialist completed workflow audit: within 30 days
- 12-month retention: 2 of 2 hires retained
The numbers:
- Annual cost via HiresLink for 2 LATAM hires: $82K–$120K
- Equivalent US hires, fully loaded: $220K–$315K
- Annual savings: $100K–$233K
“Argentina gave us the seniority we needed, but moving the start date away from the long weekend made onboarding much smoother.” — VP Engineering, US SaaS company
Vendor comparison — Argentina remote hiring support
| Vendor | Pool | Argentina / LATAM hiring support | Pricing | EOR included | Best for |
|---|---|---|---|---|---|
| HiresLink | 90,000+ LATAM candidates | Shortlist, salary benchmarks, hiring support, contracts, onboarding, EOR-backed workflows | Transparent LATAM salary benchmarks | Supported through structured EOR workflows | US companies hiring Argentina or LATAM talent with structure |
| HireWithNear | Broad LATAM talent pool | LATAM matching and hiring support | Role-based pricing | Varies by setup | General LATAM remote hiring |
| Deel | Global contractor and EOR infrastructure | Strong compliance and payroll layer | Platform and EOR fees | Yes | Teams that already found Argentina-based candidates |
| Toptal | Premium global freelance network | Technical freelancer access | Premium freelance rates | No core EOR layer | High-end project-based specialists |
| Upwork | Massive open marketplace | Self-managed candidate sourcing | Marketplace-based | No | Companies managing freelance hiring directly |
FAQ
How many public holidays does Argentina have in 2026?
Argentina has 16 national public holidays in 2026, plus 3 additional tourism non-working days: March 23, July 10, and December 7.
What are Argentina’s tourism non-working days in 2026?
The 2026 tourism non-working days are Monday, March 23, Friday, July 10, and Monday, December 7. These dates create long weekends around major national holidays.
Is Carnival a public holiday in Argentina?
Yes. Carnival is a national holiday in Argentina. In 2026, Carnival falls on Monday, February 16 and Tuesday, February 17.
Is July 9 a public holiday in Argentina?
Yes. July 9 is Argentina’s Independence Day and is a national public holiday. In 2026, it falls on a Thursday, with July 10 added as a tourism non-working day.
Should US companies give Argentina-based hires US holidays or Argentina holidays?
There is no single answer. Some companies use the local country calendar. Some use the US company calendar. Some use a blended policy. The important thing is to write the rule clearly before onboarding.
Do Argentina holidays affect contractors?
They can. Contractors may not receive paid public holidays the same way employees do, but availability, invoices, deliverables, and project timelines may still be affected. Contractor agreements should define how holidays and time off are handled.
How does EOR work with Argentina public holidays?
If an Argentina-based hire is employed through an EOR, the EOR can help manage local employment rules, payroll, holiday treatment, and compliance. The US company still needs to plan internal calendars, meetings, deadlines, and coverage.
What are the highest-impact Argentina holidays for US employers?
The highest-impact periods are usually Carnival, March 23–24, April 2–3, July 9–10, December 7–8, and Christmas week.
Can this calendar be used for all Argentina-based hires?
Use it as a national planning baseline, but confirm provincial, local, contract, EOR, and company-specific rules. Argentina may have local observances beyond the national calendar.
Final takeaways
Argentina public holidays in 2026 should be part of your remote hiring plan, especially if your team depends on sprint delivery, support coverage, finance close, onboarding, or customer-facing work.
For US companies hiring Argentina-based or LATAM talent, the most important planning points are Carnival, tourism non-working days, long weekends, timezone overlap, EOR or contractor setup, customer coverage, and payroll timing.
A clear holiday policy helps remote teams avoid missed meetings, delayed onboarding, thin support coverage, payroll confusion, and unnecessary manager frustration.
HiresLink helps US companies hire LATAM talent with structured shortlists, salary benchmarks, EOR-backed workflows, contracts, onboarding, and operational planning support.
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Related HiresLink articles
- Brazil Public Holidays 2026: Guide for US Employers
- Mexico Public Holidays 2026: Guide for US Employers
- Colombia Public Holidays 2026: Guide for Remote US Teams
- Hiring in LATAM 2026: Complete Guide
- Remote Work Policy Template 2026
- Work From Home Policy Sample 2026
- Remote Employee Onboarding Checklist 2026
- 30-60-90 Day Plan Template 2026
- Employee vs Contractor Checklist 2026
- HiresLink Resources
- LATAM Salary Benchmarks
Sources
- Argentina.gob.ar — Feriados nacionales 2026
- Resolución 164/2025 — Días no laborables con fines turísticos 2026
- Ley 27.399 — Régimen de feriados nacionales y fines de semana largos
- Banco Central de la República Argentina — Feriados bancarios 2026
- HiresLink Talent Pool Intelligence Report 2026, proprietary, n=90,000+ vetted candidates.
- HiresLink internal hiring benchmarks: 48-hour shortlist, 18–21 day average time-to-hire, 91–92% 12-month retention, and 48% average cost savings.
- US compensation ranges reflect 2025–2026 market salary benchmarks and fully loaded employer cost assumptions.
This article is for informational purposes only and is not legal advice.
About HiresLink Team
Expert insights from the HiresLink team on hiring LATAM tech talent, remote work, and building distributed teams.
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