Our Services
For years Mexico has been a great place for foreigners to establish a business. Mexico’s highly-skilled labor force can lower your company’s labor costs to gain a competitive edge.
At Start-Ops we can help you recruit a highly-skilled workforce based on your needs and manage it so your company stays compliant with Mexican labor laws.
In order for your nearshore operation to be a success, you need to have a reliable, motivated, and high-skilled workforce. This is one of the most important factors when expanding to Mexico.
In order for your workforce to be reliable, you need to be certain that each worker is truly skilled and has a clean past. You need to make sure that the salary, benefits, and incentives are fair and competitive in relation to the labor market. Otherwise, your workforce will not be motivated. Besides, when hiring, you need to make sure that you are doing in full compliance with Mexican laws.
At Start-ops, we help you every step of the way and make sure that the process is easy and effortless for you. We can help you recruit your workforce in Mexico and manage your company’s human resources on an ongoing basis.
With our expertise in doing business in Mexico and its legal system, you can rest assure that your nearshore operation will always be in full compliance with Mexican policies.
-Adam Smith
Recruiting in Mexico can be complex for foreign companies. Besides making sure that potential employees are high-skilled and capable of performing the job required, you need to perform a screening and background check to make sure that they have not been convicted and they are righteous individuals.
For this reason it is a good idea to have an on-site partner like Start-ops to help you get things done. So, what’s the plan? Well, we have distilled it to just three simple steps for you to have a fully operational, highly-skilled workforce in no time.
The first step is to understand the HR needs of your business. We will have an initial virtual meeting with your team to describe the job positions for which we will be recruiting and the ideal profile of the candidates.
With our expertise, network, and databases we will have candidates applying fast. The next step is to asses and interview them working through a funnel in which we will present your company only the best qualified ones in the later stages.
Once you have chosen the best employees available the next step is to make sure that they are righteous individuals. We have a methodology to screen them and make sure they are. Now, all we have to do is to onboard them to your company.
At Start-ops we care about each of our clients and we always strive for long-term relationships.
We take care of everything you need to have a fully operational company in Mexico. Hassle Free.
FAQ
Mexican Federal Labor Law requires an annual Christmas bonus (aguinaldo) of at least 15 days' salary, at least 12 days of paid vacation in the first year rising with seniority, a vacation premium of 25% of vacation pay, statutory profit sharing (PTU) capped at three months' salary, IMSS social security enrollment, INFONAVIT housing fund contributions, and SAR retirement contributions. These are floors, not negotiable ceilings.
It is legally risky. Mexican labor authorities actively reclassify contractors as employees when the work is continuous, directed by the company, and performed on the company's schedule. Reclassification triggers retroactive benefits, severance, back IMSS contributions, and fines that typically exceed the savings. The 2021 subcontracting reform narrowed the legal room for these arrangements further.
Mandatory employer burden in Mexico typically adds roughly 30% to 35% on top of gross salary, covering IMSS social security, INFONAVIT housing contributions, SAR retirement contributions, state payroll tax, aguinaldo, vacation premium, and accrued PTU. The exact figure varies by salary level, state, and the company's IMSS risk classification.
Termination without justified cause under Mexican Federal Labor Law generally entitles the employee to three months' salary plus 20 days' salary per year of service, a seniority premium of 12 days' salary per year capped at twice the minimum wage, and all accrued benefits. Mexico has no at-will employment, so documented cause is what limits the exposure.
Sourcing and screening for a mid-level professional role in Mexico typically takes three to six weeks depending on the market and seniority. Onboarding itself, including contract signature, IMSS registration and payroll enrollment, can be completed in a few days once a candidate accepts.
Planning your first hires in Mexico? Talk to our team in Guadalajara — we reply in hours, not days.
Starting operations in Mexico?
