Hire a remote content marketer for strategy, SEO planning, editorial calendars, and campaign support.
Publishing hasn't slowed, but traffic has stopped climbing. We see this often, and it usually means a strategy gap, not a volume problem. A content marketer finds what's missing before producing more content.
Content keeps getting written, but no one owns why it's being written. We frequently place content marketers into exactly this gap, where execution exists but strategic ownership doesn't.
The retainer invoice hasn't changed, but the output feels smaller each month. Companies come to us at this exact point. A dedicated hire works at a fixed monthly cost, regardless of how volume shifts.
Product launches keep landing, but the content to support them barely keeps pace. We regularly place content marketers here, where campaigns need continuous support, not a one-time push.
We typically see companies hire this role once content becomes an ongoing function, not a one-off project. The sections that follow cover what we screen for before making a placement.
Search intent research and topic clustering come first in our review. These skills reveal whether a candidate plans around buyer demand or just fills a calendar. It shows whether content is built for education, comparison, or evaluation.
Reporting becomes real work once content is tied to SEO and campaign results. We place content marketers here when a team needs someone who can explain content’s role across the full marketing mix, not just report traffic.
Reporting only matters if it drives action. We look for candidates who read performance data and turn it into next steps, not just a monthly summary. Knowing when data points to a new page, a refresh, or a shift in priority is part of that same judgment.
 | Freelance Content Marketers | Traditional Staffing Agencies | |
|---|---|---|---|
Engagement Structure | Full-time, dedicated role | Hourly, per word, or project-based | Permanent hire or temp placement |
Role Ownership | Client-managed, embedded in your team | Independent contractor | Client-managed after placement |
Vetting & Screening | Multi-stage vetting + English validation | Self-reported profiles | Resume screening + interviews |
Industry & CRM Alignment | Matched by industry, content goals, and marketing technology stack | Varies by individual | General experience matching |
Commitment & Stability | Depends on individual experience | Often juggling multiple clients | Depends on employee retention |
Upfront Fees | None | None | 15–30% placement fee typical |
Replacement Support | No-cost replacement guarantee | You must rehire yourself | Often additional fees apply |
Cost Efficiency | Up to 75% lower than U.S. hiring | Variable hourly rates | High salary + agency fees |
Global Talent Access | Nearshore and offshore hiring | Global, unstructured | Primarily local markets |
Scalability | Build one role or entire team | Difficult to standardize | Slower hiring cycles |
India: SEO Programs and Technical Content
We place offshore content marketers in India specifically when SEO programs are stalling under the weight of keyword planning, content audits, and technical content work competing with campaign demands. Candidates here typically bring proven long-form and technical SEO experience.
Philippines: Publishing Operations Support
Average Content Marketing Specialist Salary
$500 – $1,400 per month
South Africa: B2B SEO and Editorial Planning
Poland: Technical Content for European Markets
Average Offshore Content Marketer Costs
$1,300 – $2,800 per month
Brazil: Campaign and Product Content
Brazil is most relevant when content has to follow active campaign timing. Product launches, lifecycle marketing, and seasonal campaigns often rely on nerashore content marketers to plan supporting assets and keep publishing aligned with campaign schedules.
Colombia: B2B SaaS Content
Colombia is often a practical fit for B2B SaaS teams because content work depends on regular input from sales, product, and demand generation. That overlap matters for campaign briefs, product education, sales-aligned content, and funnel-stage planning.
Argentina: Brand and Editorial Planning
Argentina is usually considered when the content program needs more editorial direction than production volume. These placements often support thought leadership, SME-led topics, narrative planning, brand messaging, and English-language editorial calendars.
Average LATAM Content Marketer Salary
$6,100/month
Average US Salary
$1,200/month*
Average Philippines Salary
80%
Potential savings
$2,200/month*
Average LATAM Salary
63%
Potential savings
VS
| Local US Hire | Philippines | LATAM | |
|---|---|---|---|
| Annual Base Salary | $73,200 | $14,400 | $26,400 |
| Payroll Taxes (7.65%-10%) | $7,320 | $0 | $0 |
| Benefits (20%-30%) | $14,640 | $0 | $0 |
| PTO (5%-10%) | $3,660 | $0 | $0 |
| Total Cost | $95,160 | $14,400 (excluding service fees) | $26,400 (excluding service fees) |
| Savings | - | $80,760 | $68,760 |
* Salaries shown are based on publicly available data (Indeed, Glassdoor, etc.), showing average rates by role and location. Offshore rates do not include outsourcing provider fees. Please schedule a consultation to receive detailed information tailored to your needs.
We start with a discovery call to understand your content strategy, SEO priorities, team structure, and reporting expectations. This helps define what the role needs to support inside your marketing function.
Within 3 to 5 business days, you receive a shortlist of candidates screened for content strategy, SEO planning, and editorial judgment. You interview each candidate and choose who fits your team.
After selection, 1840 handles contracts, payroll, and compliance. Your content marketer typically joins within 2 weeks and works inside your content strategy, SEO planning, and editorial workflows.
Top-rated by Clutch
We’re proud to be named by Clutch as a trusted leader in outsourcing.
We source, vet, and present candidates before you pay.
Meet and approve candidates before they join your team.
If a hire doesn’t work out, we replace them at no cost.
We manage international payroll and employment compliance.
This is one of the first questions we work through during discovery because companies often use these titles interchangeably. A content writer focuses on producing content from a brief, while a content strategist primarily defines direction. A content marketer combines both responsibilities by planning content, managing SEO priorities, coordinating editorial calendars, and measuring performance. We source each role against those specific responsibilities rather than the job title alone.
From our experience, the answer usually depends on where the bottleneck sits. If your team already has an SEO strategy, content plan, and editorial direction, a copywriter is often the better fit. When nobody owns those responsibilities, companies typically hire a content marketer first and add copywriters as production needs grow.
Yes. We evaluate English communication before candidates reach the interview stage. We also review industry experience, communication style, and prior content work, which keeps interviews focused on team fit and content judgment. Brand understanding is evaluated through the role scope. That includes your audience, tone, content types, approval process, and the level of stakeholder input the role requires.
There isn't a standard number because output depends on the type of content being produced. Long-form SEO articles, campaign assets, product launches, and thought leadership all require different levels of research, stakeholder input, and review. During scoping, we help define a workload that reflects your publishing goals rather than an arbitrary content quota.
Vetted content marketer profiles are typically delivered within 3 to 5 business days after scoping. Most clients complete hiring in 1 to 2 weeks. Timelines can vary by location, seniority, industry context, portfolio requirements, and tool requirements.
Every content marketer we place through our dedicated staffing model works full-time for one client. Your team manages day-to-day priorities while 1840 handles sourcing, payroll, compliance, and ongoing employment support behind the scenes.
What Our Clients Are Saying
Casey H
Manger Of Training, Homelight
Danielle R
VP of Client Services, Pentius
Mike M
Owner, Carve Financial
Andrew C
VP Finance, Bluestone Lane
Undisclosed
CEO, Startup Incubator
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HR Manager, Tech Company
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Senior Vendor Manager, Ooma
Undisclosed
HR Manager, Tech Company
Casey H
Manger Of Training, Homelight
Danielle R
VP of Client Services, Pentius
Mike M
Owner, Carve Financial
Andrew C
VP Finance, Bluestone Lane
Undisclosed
CEO, Startup Incubator
Undisclosed
Senior Vendor Manager, Ooma
Undisclosed
Senior Vendor Manager, Ooma
Undisclosed
HR Manager, Tech Company
Undisclosed
CEO, Startup Incubator
Andrew C
VP Finance, Bluestone Lane
Mike M
Owner, Carve Financial
Danielle R
VP of Client Services, Pentius
Casey H
Manger Of Training, Homelight
Casey H
Manger Of Training, Homelight
Danielle R
VP of Client Services, Pentius
Mike M
Owner, Carve Financial
Andrew C
VP Finance, Bluestone Lane
Undisclosed
CEO, Startup Incubator
Undisclosed
HR Manager, Tech Company
