Nearshore Logistics Staffing for Freight Brokers, 3PLs and Carriers

Dispatch, track-and-trace, carrier sales and freight billing seats, filled with vetted Latin American professionals who work your hours, inside your TMS, under your accounts.

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90-Day

Placement guarantee: free replacement, every market

94%

Retention at 90 days

3 Days

To first vetted candidates

Nearshore Logistics Staffing Built for Freight Operations

Nearshore logistics staffing puts full-time Latin American professionals into the ops seats that churn hardest in a brokerage: dispatch, track-and-trace, carrier sales support, billing and AR. They are your employees in every way that matters operationally (your TMS, your SOPs, your Slack, your standup), recruited, screened and guaranteed by NBS.

This is not a call center contract and not a project handoff. You interview the candidates, you pick the hire, you manage the work. NBS handles sourcing, screening and replacement risk. First vetted candidates reach you in 3 business days; a typical seat is fully deployed in 2-4 weeks.

Hiring timeline from first candidates to deployment and the 90-day guarantee.

The model exists because turnover in freight ops seats is expensive in a way spreadsheets undercount: every departure means missed check calls, aged invoices and a manager pulled off revenue to retrain. Every NBS placement carries a 90-day placement guarantee, and 94% of placements are still in seat at 90 days. One seat or ten: there is no minimum engagement.

Logistics Roles NBS Staffs

Dispatchers & Load Planners

Builds and assigns loads, manages driver schedules, resolves same-day coverage gaps and keeps trucks moving without deadhead surprises.

Hire dispatchers and load planners →

Carrier Sales Reps

Works the DAT and Truckstop boards, negotiates rates, builds carrier relationships and covers freight without burning your margin on panic buys.

Hire carrier sales reps and freight brokers →

Track-and-Trace Specialists

Runs check calls, monitors ELD and Samsara feeds, updates customers before they ask, and escalates late loads while there is still time to act.

Hire track-and-trace and ops specialists →

Freight Billing & AR Specialists

Matches rate confirmations, BOLs and PODs, invoices clean the first time, chases short pays, and works detention and accessorial disputes.

Hire freight billing specialists →

Carrier Onboarding & Compliance Coordinators

Runs carrier vetting through MyCarrierPortal, verifies authority and COIs, monitors insurance lapses and keeps your carrier file audit-ready.

Hire vendor management specialists →

Logistics Customer Service Reps

Answers shipper calls, handles OS&D claims, manages appointment scheduling and keeps customers informed without pulling your reps off sales.

Hire logistics customer service reps →

Logistics Virtual Assistants

Absorbs the admin layer (carrier packets, data entry, document filing, load board posting) so your ops people work exceptions, not paperwork.

Supply Chain & Inventory Analysts

Tracks inventory positions, builds ops reporting, reconciles vendor invoices and gives a growing 3PL its first real analytics capacity.

Hire finance and analytics professionals →

Candidates Are Screened on Your TMS Before You Meet Them

A common objection to any outsourced ops hire is the training tax: "I'll spend more time teaching them our TMS than the hire saves." The screen is built to remove it.

Intake starts with your stack. We capture the platforms the seat actually touches (McLeod, MercuryGate, TAI, AscendTMS, Tailwind, Truckstop, PCS, DAT, MyCarrierPortal, Samsara, QuickBooks, your EDI flows) and we source and screen candidates experienced in those systems, or in systems close enough that the workflow transfers. Screening is scoped to what you need: if a skill matters to the seat, we test for it; if a platform matters, the work-sample screen is built around that platform's workflows. A track-and-trace candidate walks through how they run a check-call cycle and escalate a late load. A billing candidate walks through matching a rate con to a POD and flagging the discrepancy.

Your SOPs still govern. Screening proves the candidate can operate the tools and think in freight; your process defines how the work is done in your shop. Candidates who pass reach you with their screening results in 3 business days, and you run your own interviews before anyone touches a load.

Logistics Ops Cost Comparison: LatAm vs US Hires

A US ops hire costs far more than the salary line. Fully loaded, you are paying base salary plus payroll taxes, benefits, insurance, PTO, equipment and office overhead, and then paying it all again in recruiting and retraining costs each time the seat turns over.

A nearshore hire changes the ongoing math. Clients typically save 60%+ on ongoing salary costs versus a comparable US hire. Savings are computed on ongoing salary costs; the NBS placement fee is a one-time cost and is excluded from the ongoing comparison: there is no recurring markup layered onto the seat.

What counts and what's excluded in the 60%+ ongoing-salary savings computation.

The percentage is only half the story. Because the ongoing cost per seat drops, the same ops budget covers more coverage: a brokerage running two overloaded US ops people can fund dedicated track-and-trace and billing seats instead of asking dispatch to do both badly. Cost per transaction falls not just because the hourly cost is lower, but because clean invoices and covered check calls stop leaking margin.

For role-by-role numbers, scope a specific seat on a call and we will price it against your market.

The 90-Day Placement Guarantee Is Built for the Turnover Problem

The guarantee, in plain terms: every NBS placement is backed by a 90-day placement guarantee. If the placed candidate exits or underperforms within the first 90 days, NBS replaces them at no additional cost.

It is cheap to honor because the screening holds: 94% of placements are still in seat at 90 days, and fewer than 2% of placements are ever replaced. The incentive alignment is the point: NBS absorbs the replacement cost, so NBS has no reason to push a marginal candidate through.

The guarantee also comes with structure. Every placement gets scheduled 30, 60 and 90-day check-ins: a standing review with you and the hire to surface friction while it is still small, not a survey email. If something is off at day 30, it gets fixed or replaced long before it costs you a customer.

Nearshore Staffing Is Not an Offshore Dispatch Service

Freight forums are full of horror stories about "outsourced dispatch": services that broker loads under their own authority, run fake MC numbers, or put agents on the phone under invented American names. That category has earned its reputation. This model is structurally different, and the differences are checkable.

An NBS placement works inside your TMS, under your logins, under your authority. NBS never operates under its own MC number. NBS is never a party to a load: not the broker, not the carrier, not an intermediary of any kind. There is no re-brokering because there is nothing to re-broker: your hire is staff, not a counterparty.

Your hires use their real names, on the phone and in email. What shippers and carriers hear is a professional who knows your freight and, when the carrier side of the call is Spanish-speaking, a native Spanish speaker who can negotiate detention with a driver in Nuevo Laredo or sort out a lumper receipt without a translation relay.

	NBS nearshore	Offshore BPO	Offshore "dispatch service"	US in-house
Works inside your TMS under your accounts	Yes: your logins, your SOPs	Sometimes: often the vendor's platform	No: their systems, their process	Yes
Operates under its own MC#/authority	Never	No	Frequently: the core of the double-brokering problem	No
Overlap with US dispatch hours	Full business-day overlap	Partial to none; night-shift offsets	Varies; often unmanaged	Full
Who carries employment compliance	Handled within the engagement: you manage work, not foreign payroll	Vendor	Often unclear	You
Replacement guarantee	90 days, free replacement	Varies by contract	Rare	None
Spanish-language carrier communication	Native available	Rare	Varies	Rare
Cost vs US in-house	60%+ lower ongoing salary cost	Lower, with rework and oversight costs	Lowest sticker, highest risk	Baseline
Who manages day-to-day performance	You: direct management	Vendor's team lead	The service	You

Time-Zone Overlap Covers Dispatch Hours and After-Hours Check Calls

Latin America runs on your clock. The region's business day sits on top of the US business day: your nearshore dispatcher is at their desk when your drivers start rolling and still there when the last afternoon check calls go out. Morning standups happen at your morning. There is no handoff document at 6 p.m. and no waiting overnight for an answer to a two-minute question.

That distinguishes nearshore from offshore in the way freight actually feels it. A track-and-trace specialist eleven time zones away is asleep when your 10 a.m. delivery misses its appointment. A nearshore specialist is on the phone with the driver before your customer calls you.

For operations that run past the standard day (night check calls, weekend coverage, peak-season surge), after-hours coverage is available on request and scoped per engagement. Tell us what your coverage map needs to look like and we will build the sourcing plan around it.

Time-zone fit is one of the reasons clients start their evaluation with our country guides: see hiring in Mexico and hiring in Colombia for two examples of how individual markets line up against US hours.

3PL Outsourcing Decisions Start With What Stays In-House

The honest version of the 3PL outsourcing conversation begins with what not to send out. Nearshoring is a lever for repeatable, documented work. It is a poor lever for judgment calls that define your service reputation.

What nearshores cleanly: track-and-trace and check calls, carrier packet processing and onboarding, freight billing and AR follow-up, POD collection and document management, load board posting, data entry and TMS hygiene, appointment scheduling, OS&D intake, factoring paperwork, standard shipper status communication.

What stays in-house, or pilots first: final carrier selection on high-value or high-risk freight, customer pricing and margin decisions, claims resolution above routine thresholds, key-account relationship ownership, and anything your customer contracts restrict to your direct employees. Read your clauses before you scope the seat.

One more piece of candor: nearshoring exposes bad process rather than fixing it. If a workflow lives in one employee's head, a new hire (nearshore or local) will surface every undocumented exception in it. The 2-4 week deployment window is where SOPs get written down.

There is no volume threshold to clear first. A single well-chosen seat (usually billing or track-and-trace) is a legitimate starting point. Our staff augmentation model covers the ongoing-team version of the same decision.

A Logistics Virtual Assistant Absorbs the Back-Office Admin Drag

Ask a small brokerage owner where the day goes and the answer is rarely "selling." It goes to carrier packets, insurance certificates, load board reposts, document chasing and invoice prep: work that must happen, produces no revenue, and lands on whoever is nearest.

A logistics virtual assistant is the dedicated seat for that layer. Not a shared VA juggling nine clients: a full-time team member who learns your carriers, your document standards and your TMS, and clears the admin queue every day. Typical scope includes carrier setup and packet processing, COI tracking, BOL and POD filing, rate confirmation prep, TMS data entry and inbox triage.

The economics are the same 60%+ ongoing-salary savings as every other seat on this page, but the operational payoff is usually larger: the hours the VA absorbs come directly out of your ops manager's and your own selling time. The seat pairs naturally with the broader logistics back-office team as volume grows: start with one VA, add specialists as the queue differentiates.

A 90-Day Pilot Proves the Model Before You Scale

The structure of the engagement is built for trust-but-verify operators.

Start with one seat: the guarantee window doubles as a natural 90-day pilot. Pick the role where the pain is sharpest and the output is most measurable: billing (clean invoice rate, DSO direction, short-pay recovery) and track-and-trace (check-call completion, on-time update rate, missed-appointment saves) both produce numbers you already watch. Define the metrics in week one, review them at the 30, 60 and 90-day check-ins, and compare the seat's cost against what the same coverage costs you locally. Our nearshore ROI calculator is a reasonable starting frame for the math.

If the hire underperforms inside the window, the replacement is free. If the seat performs, you scale with evidence: the second and third hires onboard into SOPs the first hire already pressure-tested. Deployment stays at 2-4 weeks per seat, so scaling is a scheduling decision, not a new procurement cycle.

New to the model itself? Start with what nearshore outsourcing is and how it works.

Logistics Staffing Solutions Across 12 LatAm Markets

NBS recruits across 12 Latin American markets, and every logistics search draws on all of them equally. A single-country recruiter fills your dispatch seat from whoever is available in one city's talent pool this month; a 12-market search fills it from the strongest freight-experienced candidates across a continent.

It also spreads risk. Currency swings, local hiring surges and market-specific wage pressure hit one country at a time; a multi-market bench absorbs them. Compensation is benchmarked per market, and employment is structured per market's labor law: that complexity is handled inside the engagement, not exported to your desk (see EOR compliance in Latin America for how the employment layer works generally).

Country-level detail lives in our market guides (Mexico and Colombia are two of the twelve), and our remote talent acquisition page covers the recruiting process itself.

Frequently Asked Questions

What is nearshore logistics staffing?

Nearshore logistics staffing places full-time professionals from Latin America into a US freight company's operations roles: dispatch, track-and-trace, carrier sales, billing, customer service. The hires work US business hours inside the client's own TMS and processes, under the client's direct management. A staffing partner like NBS handles sourcing, screening and replacement risk; the client runs the work.

Is nearshore or offshore staffing better for a 3PL back office?

Nearshore is better for any role that touches live loads or phones. LatAm staff work in your time zone, so check calls, carrier negotiations and shipper updates happen in real time, and Spanish-language carrier communication is native. Offshore can cost less on paper but adds overnight lag and communication rework, expensive in a business where a missed check call becomes a service failure.

How much can a freight brokerage or 3PL save by nearshoring back-office roles?

Clients typically save 60%+ on ongoing salary costs compared with a comparable US hire. The figure is computed on ongoing salary costs; NBS's placement fee is a one-time cost, excluded from the ongoing comparison, with no recurring markup on the seat. Actual savings vary by role and market. Pricing a specific seat takes one scoping call.

What functions can a freight brokerage safely nearshore, and what should stay in-house?

Repeatable, documented work nearshores cleanly: track-and-trace, carrier onboarding and packets, freight billing and AR, POD collection, data entry, appointment scheduling, standard customer updates. Keep in-house what defines your reputation and margin: final carrier selection on critical freight, customer pricing, major claims, key-account ownership, and anything your customer contracts restrict to direct employees.

How is this different from the offshore dispatch services associated with double brokering?

Structurally different. An NBS placement is your staff member working inside your TMS under your authority. NBS never operates under its own MC number and is never a party to a load, so there is nothing to re-broker. Hires use their real names with carriers and shippers. Offshore "dispatch services" that broker under their own authority are the source of the double-brokering problem; this model removes the counterparty entirely.

Does a nearshore hire work inside our TMS, or under their own authority and MC number?

Inside your TMS, always. The hire works under client-owned logins with the access level you set, signs an NDA, and follows your SOPs. There is no NBS-side platform, no separate authority, no MC number. Operationally the hire looks exactly like a remote employee, because that is what the seat is.

Who is the legal employer of a nearshore logistics hire, and who carries employment liability?

Employment is structured within the engagement so that local labor-law compliance in the hire's country is handled for you: you direct the day-to-day work without running foreign payroll or carrying local employment administration. The exact structure is scoped per engagement and market and is spelled out in your agreement before anyone starts.

How do you cover after-hours dispatch, night check calls, and peak season volume?

Standard placements cover the full US business day in real time: LatAm works your hours, so morning dispatch through afternoon check calls needs no special arrangement. After-hours, night and weekend coverage is available on request and scoped per engagement: tell us the coverage map, and the sourcing plan is built around it. Peak-season adds are a scheduling decision, with 2-4 week deployment per seat.

What happens if the nearshore hire does not work out?

Every NBS placement is backed by a 90-day placement guarantee: if the placed candidate exits or underperforms within the first 90 days, NBS replaces them at no additional cost. Scheduled 30, 60 and 90-day check-ins catch friction early, and in practice replacement is rare: fewer than 2% of placements are ever replaced, and 94% are still in seat at 90 days.

How long does it take to hire and onboard a nearshore logistics team?

First vetted candidates reach you in 3 business days. After you interview and select, a typical seat is fully deployed in 2-4 weeks, including systems access, SOP walkthrough and supervised ramp inside your TMS. Multi-seat teams stagger on the same cycle, so a full back-office pod stands up on staggered 2-4 week cycles.

How much back-office volume justifies nearshoring for a freight brokerage?

There is no minimum. Single-role placements are welcome, and one seat is a perfectly good way to start, usually billing or track-and-trace, where the workload is obvious and the output is measurable. What matters is not headcount but repeatability: if a function is documented (or worth documenting) and consumes real hours every week, it is a candidate seat.

Book a Logistics Staffing Consultation

Bring the seat that hurts most: the billing backlog, the dispatcher who just quit, the check calls nobody owns. In one call we will scope the role, price it against your market, and tell you honestly whether it nearshores well. First vetted candidates in 3 business days. Every placement backed by the 90-day guarantee.