Remote work has become an essential part of the tech industry, especially since Covid-19. When companies choose to hire remote developers, they are no longer limited to any jurisdiction. They can find highly skilled professionals literally anywhere in the world. This approach helps them save money not only on office expenses like rent and utilities but also get access to the global talent pool and often hire developers they need at lower costs than locally.
Latin America has emerged as a hub for highly skilled developers. While other outsourcing destinations such as India and Ukraine have traditionally been among the top options for US companies, the geopolitical and economic situation during recent years has prompted more North American companies to seek alternatives. As a result, more and more North American companies, whether startups or large businesses, have started to opt for hiring remote developers from LATAM for their technical expertise, cost-effectiveness, and alignment with US time zones.
In one of our previous blog posts, we discussed the main reasons for attracting tech talent in Latin America and possible challenges. If you have already made a decision in favour of this region, here is a detailed procedure for hiring remote developers from LATAM.
Before starting with the hiring process, it's important to clearly define your needs and the budget you can invest in your project. First and foremost, you need to determine your project scope and complexity. Here are a few aspects you should consider:
Project type: What kind of software are you developing? Should it be built from the outset, or do you need to improve smth already existing? What are you trying to achieve with this project? Do you need to improve customer experience or increase sales? By answering these questions, you will determine the number and type of specialists you need to achieve your goals, whether you need frontend developers, backend developers, full stack developers, mobile app developers, or specialists in a specific technology or domain.
Project duration: Is your project a one-time task with a defined deliverable, or does it require continuous development and long-term maintenance? It will determine if you need a permanent team or one-time help and help you choose the most suitable employment method, i.e., a freelancer, part-time, or full-time developer.
Project scope: How large is the project? Does it need numerous features, integrations, or complex functionalities? A simple app needs fewer specialists and costs less than a complicated app development project.
Project timeline: What is the timeline for project completion? Are there any strict deadlines? The faster you need the work done, the more specialists it will need and the more it will cost.
Tech stack: What technologies, programming languages, or frameworks will the project require? Unique specialists are usually more hard to find and expensive to hire.
Your budget: What budget can you allocate? Junior developers cost less than senior developers with more skills, but attracting junior developers can result in a longer development process. Besides, developers from different countries charge different rates. Although the difference in price tags between different LATAM countries is not extremely visible, it still exists.
When hiring remote talent from Latin America, US companies should consider talent pool size, tech expertise, English skills, wages, and economic stability in the particular country. There is also a slight difference in LATAM countries' time zones, so you should consider whether the number of overlapping working hours is the deciding factor. While many other Latin American countries deserve attention, Brazil, Mexico, Argentina, and Colombia have the largest talent pools.
Brazil stands out for its largest talent pool in the region, even though English proficiency is lower than in many other outsourcing destinations. Argentina has highly educated professionals and excellent English skills, but it comes with some economic risks. Mexico stands the best for proximity to the US, though slightly pricier. Colombia, while having the smallest talent pool, is rapidly growing and offers promising talent. In our previous blog post, we have already discussed in detail the main countries in the region to hire from. Other countries like Chile, Uruguay, and Costa Rica do have experienced developers and often higher English proficiency, but their talent pools are still relatively small compared to our top picks.
In addition to determining job roles and responsibilities, you need to identify the right technical skills and knowledge required for your project. It could include expertise in programming languages like JS, Python, PHP, Java, or C#, frameworks like React, Node.js, Django, or Spring, and databases like MySQL, PostgreSQL, or MongoDB.
Each role may demand different skill sets and expertise, so you must be specific about what you're looking for. For instance, a web developer should be skilled in JavaScript frameworks such as React or Angular to build interactive websites. Backend developers should be well-versed in languages like Python, PHP, and Java, as well as frameworks like Node.js. Mobile app developers should be proficient in Swift for iOS and Kotlin for Android or with cross-platform options like Flutter or React Native.
Basically, there are three main options you can choose from when you need remote developers. It is to hire them yourself, both in house or as freelancers, use a hiring agency to help you hire or augment working labour, or totally outsource your team from a software development service provider. Let's review each option in detail.
If you opt for a DIY approach, you will handle the whole hiring process from start to finish. It is a time-consuming process that takes 1 to 3 months or more and requires in-depth knowledge of the hiring procedure. At the same time, it offers full control over the process and the result. Here is a step-by-step guide to follow.
Step 1: Create a Detailed Job Description
You must create a clear and detailed job description. Be transparent about the pay scale, work scope, and work conditions. Include developer’s responsibilities, required and desired tech and soft skills, necessary experience, and your project details. Setting clear expectations right from the start will help you avoid possible misunderstandings and keep candidates from leaving.
State if you are looking for a full-time employee or a freelancer. Hiring a freelancer means working with an independent professional on a temporary basis for specific tasks or projects. While this approach allows accessing specialized skills without a long-term commitment, which is generally cheaper than with in-house developers, there are some risks. These risks are potential poor quality, reliability issues, communication challenges, and managing sensitive data. Freelancers may also have their own style of work and workflows that may not correspond to your expectations and affect consistency and collaboration, especially on complex projects.
Step 2: Consider Compensation and Benefits to Attract Top Talent
If you are looking for a full-time employee, you should understand that the competition is rather tough. Plenty of companies offer not only a fair salary but numerous perks to attract and retain experienced professionals. So, research market rates for LATAM developers to create an attractive compensation package, and, apart from the salary, add flexible working hours, growth opportunities, health insurance, and performance-based incentives to further improve your competitiveness. Additionally, developers usually value more than just a paycheck. They seek innovative, inclusive, and supportive workplaces. So, it is essential to showcase your company's culture and potential. Since the work is remote, you also need to show that you have all the necessary systems and policies in place to support remote employees, including clear communication methods and access to the right tools and resources.
Hiring freelancers does not require this overhead as they are typically paid per project, milestone, or hourly without a salary structure. They're also responsible for their tools, setup, and work processes, and there's no need for onboarding, benefits, or long-term commitments. However, there are significant drawbacks. They are often less committed, juggling multiple clients, have limited availability, and come with integration challenges.
Step 3: Post it on Job Portals and Social Networks
Post your job on different job portals, hiring platforms, and freelance marketplaces. LinkedIn, Stack Overflow, Glassdoor, AngelList, SimplyHired, Monster, and We Work Remotely are all reputable platforms that help companies hire Latam developers. There are also job boards that specialize in different countries. For LATAM talent, review job boards such as Get on Board, Workana, LatAm Devs, and Laborum. To find skilled freelancers, use Global platforms like Upwork, Toptal, Freelancer, and Fiverr.
Additionally, share the job opening with your network. Your colleagues, friends, and family may have great recommendations. Use LinkedIn, Twitter, and Facebook to post about the position. You can also join local tech communities on social media and local Facebook groups to expand your reach. Don’t overlook word-of-mouth, it often brings in top talent. So, encourage existing employees to refer potential candidates from their professional network. Besides, many LATAM countries have coding bootcamps and technical academies that produce highly skilled developers. Consider partnering with them to access their pool of talents. Attending or sponsoring local tech events is another great way to boost visibility and connect with potential candidates.
Step 4: Screen and Interview Candidates
Once you've attracted interest in the position and received applications, review the applicants' resumes, portfolios, and case studies to assess their skills and expertise. Portfolios show candidates' past projects, proving their ability to deliver quality work and solve real-world challenges. Case studies dive deeper, detailing problem-solving approaches and project outcomes. Additionally, GitHub profiles offer a glimpse into a developer's coding style, contributions to open-source projects, and collaboration within the developer community.
Then, conduct technical interviews. Coding tests can be valuable tools for assessing a developer's coding skills and approach to problem-solving. These tasks might include solving coding challenges, implementing algorithms, or completing real-world projects relevant to the position. Online platforms like HackerRank, Codility, LeetCode, or CodeSignal can facilitate the administration and evaluation of coding tests. You may also consider assigning a small trial project to assess a developer's capabilities, work ethic, and ability to meet deadlines.
Beyond technical prowess, don't overlook soft skills such as communication, adaptability, self-motivation, time management, and teamwork. They are especially relevant for remote developers working across different time zones. Ensure the candidate's work ethic and values align with your company culture. Additionally, consider checking references to verify experience and reliability. Speaking with former employers or clients can reveal valuable insights into their work ethic, communication, and teamwork skills.
Freelancers are usually interviewed similarly, but the process is often shorter and more focused. Their portfolio, tech compliance, and client feedback are more critical than their ability to integrate into a team.
Step 5. Onboard Your New Developer
Invest in a thorough onboarding process. A smooth and structured onboarding ensures new members feel welcomed, understand their responsibilities, and can start contributing effectively from day one. Start with clearly defining their role in the team, including key responsibilities, project goals, and deadlines. Provide necessary tools and resources, set up accounts for platforms and software (e.g., project management tools, version control systems, communication channels), and share access to repositories, documentation, and any resources they need. Introduce them to your team, and set clear expectations and performance benchmarks. Regular check-ins, especially during the initial period, can help address any issues.
Don’t forget about checking legal and compliance aspects. Inform your new team member about labor laws, tax obligations, and employment regulations currently prevailing in their residence country. Clearly state payment schedules and establish agreements for intellectual property rights. Consulting with a local legal expert is the best way to navigate these aspects.
Freelancers typically don't require the same level of onboarding as full-time employees since they are usually hired for short-term tasks or specific projects. However, it's essential to provide them with limited access to necessary tools and resources (e.g., project management platforms or repositories) and clearly outline deliverables, deadlines, and expectations. Additionally, define payment terms and schedules, establish communication channels, and agree on update frequency. Ensure intellectual property rights and confidentiality agreements are in place to protect sensitive information.
If you’re not sure where to start or don’t have the resources to handle the hiring process yourself, consider hiring or staff augmentation via staffing agencies that can significantly simplify and streamline the hiring process. Using a staffing agency is like outsourcing some of HR services. They often have a wider network of pre-vetted professionals, both temporary or long-term and are experienced in hiring hurdles. This hiring option is more expensive than the DIY approach due to agency fees and you will have less control over the hiring process, but it saves you time and is ideal for urgent or flexible staffing needs, when you lack in-house HR resources, or have tight deadlines.
Many staffing agencies also offer staff augmentation as part of their services, especially in industries requiring skilled labor. Staff augmentation means supplementing your existing in-house team with additional resources, i.e., external contractors, on a temporary or project-specific basis, but the developer remains a legal employee of the agency. Staff augmentation is somewhat similar to hiring freelancers but with more guarantees and structure. It provides a more stable and formal relationship compared to freelancers who are often independent contractors with less job security. Such workers are generally subject to more formal contracts, benefits, and protections, much like regular employees. While it is more expensive than hiring freelancers, it offers more control and consistency and is more cost-effective than hiring in-house employees because you avoid administrative overhead. If you need temporary project-specific help, a staff augmentation provider is one of the best options. Here is a step by step guide:
Step 1 Select the Agency
First determine the type of the staffing agency you need. Do you need only assistance with the hiring itself, or do you need staff augmentation services? Look for agencies that have experience working in your industry or with businesses of similar size and scale. Since you’re looking to hire remote developers from Latin America, check if the agency has a strong presence Check reviews, ratings, or case studies on platforms like Clutch or GoodFirms. Ensure the agency has a strong network of developers or professionals with the skills you're seeking. Look for agencies that offer transparency in processes, reporting, and updates on progress. Test the agency's communication speed and responsiveness during the initial inquiry. Delays in this phase can signal how the agency will handle communication during the partnership.
Staffing agencies may offer different pricing models you need to clarify in advance. They may charge a one-time fee based on a percentage of the hire’s annual salary (15–25% on average). Others may charge a fixed fee in advance or in parts during the hiring process. Or they may offer ongoing access to their talent pool for a monthly or annual fee, particularly for freelance or contract-based roles. Make sure there are no hidden costs such as onboarding fees, training costs, or support fees.
Some of the staffing agencies offering services for Latin America are Boyden, Origen BPO, Cornerstone International, Adecco and Accenture. Some agencies offering staff augmentation are BairesDev, TECLA, Bertoni, N-iX, Alcor-Bro or Tailur.
Step 2. Share Your Requirements With The Agency
The information you have to offer them should include a detailed description of your project with skills, experience, and qualifications you’re looking for in remote developers. Actually this is everything that we mentioned under points 1-3 in our guide above. The agency will use its networks to find suitable candidates based on your requirements. They’ll conduct initial screenings and interviews to narrow down potential applicants. Once the agency has shortlisted a few candidates, they’ll forward the details to you for your review.
Step 3. Screen and Interview Candidates
Once you have selected a company, you’ll be presented with a list of qualified candidates who meet your project requirements. All you need to do is sort out the best professionals among those suggested. You can conduct final interviews with the candidates yourself to assess their technical skills, cultural fit, and communication abilities just in the same way when you hire developers on your own we mentioned above or rely on the agency’s recommendations. The agency might also offer expertise (e.g., technical recruiters or engineers) to run this step.
Step 4. Onboard Your New Developer or Augment them
Once you find the ideal candidate, you can onboard them to your project. The agency will handle the hiring process by taking care of administrative tasks, such as contracts, compliance with local labor laws, and payment processing, which is a significant advantage for companies unfamiliar with labor laws in the candidate’s location. You’ll primarily focus on integrating the selected candidate into your team and providing project-specific guidance. Some agencies offer ongoing support, including performance monitoring, conflict resolution, and replacements if needed. You’ll work with the hired developer but can turn to the agency for assistance with any issues that arise.
Outsourcing means delegating entire projects to an external organization. The outsourcing company takes full responsibility for its execution and delivery. It is responsible for selecting and managing the team that works on your behalf. It will handle all administrative tasks such as contracts, compliance with local labor laws, and payment processing. Your role is focused on defining the project scope, timeframe, and goals. This option is ideal for businesses that lack the internal resources or expertise to manage the development process themselves, especially for specific or one-off projects.
While this may seem more expensive than other options, it is actually one of the most effective in the long run. This approach provides businesses specialized skills they require without the complexities of in-house employment and the hassles of recruiting, administrative tasks, or ongoing management. However, there are challenges such as limited control over day-to-day operations, potential communication issues, data security concerns, vendor lock-in, and compliance challenges. To address these risks, businesses should select a reliable outsourcing partner, establish clear communication protocols, implement robust data security measures, and draw up detailed contracts to ensure smooth collaboration and mitigate potential issues. Here is a step-by-step guide to hiring:
Step 1: Select the Outsourcing Provider
Select the agency that has necessary expertise in the specific technologies and domains that your project requires. Since you're looking to outsource to Latin America, prioritize companies with strong regional expertise. Assess their past projects and portfolios to get an idea of their work's quality, complexity, and success. Customer feedback and case studies can also help you assess their proficiency. Check the agency's preferred development methodologies, like Agile or Scrum, to ensure efficient collaboration and timely project delivery. Discuss financial aspects to clarify all questions.
You can search for software development companies at Clutch.co, G2, Good Firms, Selected Firms, or UpCity. Or you can engage in tech conferences to connect with them in person. Check the list of top 15 tech conferences to attend in 2025. These events are not only about learning the latest trends and technologies but also serve as a networking hub. You can meet representatives from various software development companies in person, discuss your project requirements, and even understand their expertise and company culture.
Step 2: Define Your Project Requirements
Once you have selected an outsourcing provider, share your project's specifications. Be clear about the scope of work, desired outcomes, project timelines, and the specific skills you require from the developers. If possible, provide examples or references for the expected project deliverables. It will allow the outsourcing provider to assign the most suitable team members to your project.
Step 3: Evaluate the Outsourcing Team
The outsourcing company will present you with a team that will handle your project. Review developers qualifications, experience, and prior work to ensure they possess the expertise for your project's technical requirements. Take time to evaluate the team's technical expertise, cultural fit, communication skills, and ability to meet deadlines. Inquire, if you can request a trial period or pilot project to assess the team's performance.
Step 4: Start the Collaboration
Once you have reviewed and approved the team, the outsourcing provider will begin working on your project. All you need to do is oversee the project, provide guidance, and communicate your feedback and expectations. Establishing regular check-ins and status updates is essential to ensure the project stays on track. Many outsourcing providers also offer ongoing support after the project is completed, including maintenance and performance monitoring.
Final Thoughts
Hiring remote developers from LATAM is an excellent option for companies looking to expand their tech teams without sacrificing quality. When choosing between in-house hiring, freelancers, staffing agencies, and outsourcing remote teams from Latin America, it's important to weigh each option based on your project needs, timeline, and budget. The decision comes down to the specifics of your project, its urgency, desired level, and the expertise required. By understanding your business needs, resource availability, and project goals, you can determine the best option for finding remote talent and ensure success in your Latin American development endeavors.
Your guide to hiring remote developers from LATAM: steps, benefits, and tips to access top tech talent in Latin America for your business needs.
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