Global Empire Corporation
Headquarters: United States | Founded: 1998 | Best For: Healthcare, finance, customer support, back office
Part of our group of companies.
Services:
Intelemark
Headquarters: United States | Founded: 1999 | Best For: B2B appointment setting & lead generation
Part of our group of companies.
Services:
Call Motivated Sellers
Headquarters: United States | Founded: 2015 | Best For: Real estate outbound calling
Part of our group of companies.
Services:
Customer Communications Corp
Headquarters: United States | Founded: 2008 | Best For: Scalable omnichannel customer support
Part of our group of companies.
Services:
Compare outsourcing against staffing before you commit.
We can map the seat count, hiring calendar, and replacement plan that fits your call center.
Call Center Staffing
Headquarters: United States | Founded: 2003 | Best For: Rapid agent deployment & seasonal scaling
Part of our group of companies.
Services:
B2B Appointment Setting
Headquarters: United States | Founded: 2012 | Best For: SMB outbound sales & pipeline growth
Part of our group of companies.
Services:
Contact Center USA
Headquarters: United States | Founded: 1999 | Best For: US-based call center services
Part of our group of companies.
Services:
Call Center Communications
Headquarters: Canada | Founded: 2005 | Best For: Large-scale enterprise BPO
Part of our group of companies.
Services:
Business Process Outsourcing
Headquarters: United States | Founded: 2010 | Best For: Global CX & digital customer engagement
Part of our group of companies.
Services:
Canada Contact Centre
Headquarters: Canada | Founded: 2004 | Best For: Enterprise process transformation
Part of our group of companies.
Services:
B2B Telemarketing
Headquarters: United States | Founded: 2008 | Best For: IT + BPO hybrid outsourcing
Part of our group of companies.
Services:
Telemarketing Services
Headquarters: Canada | Founded: 2010 | Best For: AI-driven process automation
Part of our group of companies.
Services:
Appointment Setting
Headquarters: United States | Founded: 2012 | Best For: Digital-first outsourcing
Part of our group of companies.
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Teleperformance
Headquarters: France | Founded: 1978 | Best For: Telecom & IT-enabled services
Independent — not part of our group. Included because no useful provider list can omit it.
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Concentrix
Headquarters: United States | Founded: 2004 | Best For: BPO & digital CX
Independent — not part of our group. Included because no useful provider list can omit it.
Services:
Industries served by our group
- Global Empire Corporation: Healthcare providers, insurance firms, financial services, SMBs & mid-market
- Intelemark: SaaS, technology, manufacturing, professional services
- Call Motivated Sellers: Real estate investing, wholesaling, acquisitions
- Customer Communications Corp: Retail, ecommerce, healthcare, service-based businesses
- Call Center Staffing: Retail, ecommerce, customer support teams
- B2B Appointment Setting: Small and mid-sized B2B companies
- Contact Center USA: Real estate investors, wholesalers, acquisition teams
- Call Center Communications: Fortune 500, telecom, banking, healthcare, retail
- Business Process Outsourcing: Retail, finance, healthcare, technology
- Canada Contact Centre: Global enterprises across finance, supply chain, HR
- B2B Telemarketing: Telecom, travel, retail, financial services
- Telemarketing Services: Finance & accounting, healthcare, procurement
- Appointment Setting: Healthcare, BFSI, manufacturing
- Teleperformance (independent): Telecom providers, enterprises, IT services
- Concentrix (independent): Healthcare, insurance, fintech, airlines
Buyers comparing nearshore customer service partners in Latin America almost always converge on the same three criteria: English fluency, time-zone overlap, and employment compliance. That instinct is right. The trouble is that all three are easy to answer convincingly and hard to answer honestly, and most evaluation processes never get past the convincing version.
What follows is how to test each one so the answer means something.
English fluency: stop accepting self-reported levels
Best For: Enterprise & mid-market call center operations
Almost every provider will tell you their agents are B2 or C1 on the CEFR scale. Very few will tell you who assessed that, against what rubric, or when. Self-reported and recruiter-assessed fluency ratings are the single most inflated number in nearshore staffing.
The distinction that matters operationally is not vocabulary — it is what happens under pressure. An agent can present as fluent in a calm interview and lose the thread when a customer is angry, talks over them, uses regional idiom, or when they have to explain something they have not been trained on. Interview conditions systematically flatter candidates.
What to ask for instead:
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A note on accent, since buyers often raise it and rarely say it plainly: accent and comprehensibility are not the same thing, and optimising for a neutral accent can cost you comprehension. What predicts customer satisfaction is whether the agent understood the problem and was understood in return, not how close they sound to a US Midwest speaker.
Time-zone overlap: the number that matters is coverage at your peak
Best For: Enterprise & mid-market call center operations
Nearshore is usually sold on time-zone alignment, and Latin America genuinely delivers it — most of the region sits within a few hours of US business hours, which is the entire point versus offshore delivery twelve hours out.
But "same time zone" is not the operational question. The question is whether the provider can staff your peak intervals, which are often not the middle of the business day. If your volume spikes at 7am Eastern or runs to 9pm, the relevant fact is whether agents are contracted and willing to work those hours locally, not whether the country is nominally in your time zone.
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Employment compliance: where the real risk sits
Best For: Enterprise & mid-market call center operations
This is the criterion buyers raise last and should raise first, because it is the one that creates liability rather than just disappointment.
When someone works for you in another country, somebody has to be their legal employer. Latin American labour law is generally more employee-protective than US law — severance entitlements, mandatory bonuses such as the Colombian prima or the Mexican aguinaldo, and profit-sharing obligations are statutory, not negotiable. Getting the employment structure wrong does not surface as a compliance memo; it surfaces as a claim, usually at termination.
The questions that separate a real structure from a hopeful one:
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A provider that answers these crisply has built the structure. One that redirects to their client list has not. It is a fast filter.
This is also the point where the staffing and outsourcing models genuinely diverge, and it is worth understanding which one you are buying — we cover that in /blog/eor-vs-staffing-agency-latin-america.
The three questions that end most sales conversations early
- What is your 90-day agent attrition on comparable programmes, calculated how? Ninety-day is the honest window; annualised figures hide early churn.
- Show me a candidate you rejected and tell me why.
- Which country and city will my agents actually sit in, and can that change without my written agreement?
We staff nearshore programmes rather than run them, so treat our view on the staffing-versus-outsourcing question as interested rather than neutral. The vetting framework above applies either way — the criteria do not change based on which model you choose.
