CRU
Cru cites itself as a global Christian ministry with over 16,000 staff in about 190 countries.

Cru staff worldwide, including Latin America, are generally expected to raise personal financial support rather than receive a centrally funded salary.

Cru El Salvador has 6 full-time missionaries who serve alongside more than 50 associate staff and volunteers. Furthermore, the Cru website lists several countries in the "Latinoamérica y El Caribe" region where Cru has a presence, including Argentina, Brazil, Chile, Colombia, Ecuador, El Salvador, Guatemala, Mexico, Panama, Paraguay, Peru, Puerto Rico, Venezuela, and Trinidad & Tobago.

Cru country sites outside the U.S. (for example, the Philippines and Angola) explain that staff members, including national leadership, must raise support to cover salaries, benefits, and expenses, because Cru operates with no central funds. A Cru Colombia information page aimed at parents likewise notes that staff members are required to raise funds to cover the costs of their ministry, indicating that the same support-raising model is used in Latin America.

While the overarching expectation is personal support-raising, actual practice can vary somewhat by country, role, and local economic realities. Some staff may have partial local church or institutional funding, or different target amounts based on national salary scales, but the basic assumption in Cru’s system is that missionaries, including those in Latin America, build and maintain a donor team for their personal support.

Cru’s standard model is that staff raise support to cover essentially 100% of their Cru‐determined compensation package (salary, benefits, and ministry expenses), and this same philosophy is reflected in Latin American contexts, though the actual amounts are scaled to local salary norms and cost of living.

Cru describes its staff system as “supported staff,” where each missionary raises the funds required for their entire compensation: salary, benefits (health, insurance, retirement), and ministry expenses. Cru materials and independent descriptions of the model explicitly state that staff must fundraise their whole salary package, with no guarantee of organizational supplementation if support falls short.

Country sites (e.g., Colombia, Angola, Philippines, Trinidad & Tobago) all explain the same basic structure: national staff raise support for their own salary and benefits according to a locally defined salary scale, rather than receiving a centrally funded wage. These pages also note that a percentage of each gift (often around 7–12%) is retained by Cru for administrative and international expansion costs, meaning Latin American staff must raise enough to cover both their personal package and this overhead.

Cru’s official structure assumes that missionaries in Latin America, like elsewhere, are responsible for raising essentially all of their Cru compensation rather than just a portion.