How to Hire Latin American Developers

You’ll cut costs without cutting corners

Hiring in Latin America typically saves you 30–70% compared to US salaries. The salary for a senior full-stack developer that would cost you $113K in the US might be just $78K in Brazil or Colombia—for the same skills and experience.

This isn’t about finding the cheapest possible labor. Companies that push to save 70%+ on US salaries might fill positions, but they’ll get what they pay for. The sweet spot is around 30–50% savings. You still get significant cost benefits while attracting top-tier talent who stay with you for the long haul.

The math works because of basic economics, not corner-cutting. Living expenses in LatAm tech hubs are substantially lower than in US cities. A developer in Buenos Aires or Mexico City can maintain an excellent standard of living on a salary that would barely cover rent in San Francisco.

You get serious technical firepower

Latin American developers aren’t just cheaper to employ—they’re incredibly good at what they do. Many have worked with major US tech companies and are completely up to speed on modern development practices and technologies.

The region has been investing heavily in tech education for years, and it shows. Whether you need frontend React wizards, backend Java architects, or mobile development specialists, the talent is there and waiting.

Your team actually works when you work

Ever tried working with a development team in Asia? The time difference can kill productivity. You ask a question at 2 pm, and the answer comes in the next morning.

With LatAm developers, you’re working in the same or close time zones.

Most countries are within 0–3 hours of US time zones, which means real-time collaboration, no delays in communication, and no scheduling headaches for meetings or standups.

When a critical bug needs fixing or you need to pivot quickly, having your development team online at the same time as you is invaluable.

They’ll integrate seamlessly with your team

Latin American professionals understand US business culture. There’s no clash of communication styles or work expectations that you might experience with offshore teams from other regions.

Many LatAm developers already work with US companies, so they understand American workplace norms and expectations. And with strong English skills (especially in tech fields), you won’t struggle with language barriers.

You’ll actually find the specialists you need

With the US tech talent shortage showing no signs of easing, expanding your search to Latin America dramatically increases your chances of finding developers with the exact skills you need.

Brazil alone has about 500,000 developers. Argentina, Mexico, and Colombia add hundreds of thousands more to that talent pool. That’s a lot of developers to choose from when you can’t find what you need locally.

This isn’t a temporary fix—it’s a strategic advantage. Companies like Microsoft, Google, and Amazon figured this out years ago and have been building teams in Latin America for decades. Now, thanks to the normalization of remote work, businesses of all sizes can tap into the same talent pool.

Argentina

Argentina stands out for its strong tech education system and vibrant startup ecosystem. While high inflation has impacted the hiring landscape recently, the talent quality remains exceptional, making it one of the most popular destinations for US companies seeking developers. 

Brazil

With the largest tech workforce in the region, Brazil is a powerhouse for software development. Their developers excel in AI, IoT, and mobile app development. In our experience, Brazil is the most popular country for hiring software engineers. 

Mexico

Mexico’s proximity to the US makes it an ideal nearshoring destination. With the majority of the country aligning with the US Central Time Zone, collaboration with Midwest states is seamless. Mexican developers typically have excellent English skills and a deep understanding of US business culture.

The country’s tech hubs, such as Guadalajara and Mexico City, are growing rapidly and are supported by strong government initiatives. 

Chile

Chile offers a stable economic environment as an OECD member, with strong economic policies and transparent regulations. 

It’s highly educated workforce contributes to its growing tech industry, specializing in software development for the financial and healthcare sectors. 

Chilean developers have high English proficiency and work in the GMT-4 time zone, which aligns well with EST. 

Colombia

Colombia’s tech scene has exploded in recent years, fueled by government investment and a growing startup ecosystem. Their developers are known for strong communication skills and technical expertise, making the country a popular place to find top developers.

Bogotá aligns perfectly with EST during the winter months and is one hour ahead during Daylight Saving Time, eliminating scheduling challenges for East Coast companies. 

Costa Rica

Don’t let its small size fool you. Costa Rica has invested heavily in tech education and infrastructure, creating a vibrant tech community. Its universities have an impressive number of graduates skilled in software development, cloud computing, and artificial intelligence.

Costa Rican developers have some of the best English skills in the region. 

When hiring from these countries, understanding local market conditions and cultural nuances is essential. Resume formats differ (they’re often longer than US resumes), and educational paths may look different (for instance, in Argentina, it’s common for college to take 8–9 years while students work full-time).

Working with a partner who understands these regional differences can help you navigate the hiring process more effectively and connect with the best talent for your needs.

1. Define your requirements and budget

Before posting a single job ad, take time to clarify exactly what you need. This sounds obvious, but rushing this step is one of the biggest mistakes companies make when hiring.

Ask yourself:

• What specific technical skills are non-negotiable?
• What level of English proficiency does this role require?
• How much time zone overlap do you need for effective collaboration?
• What’s your budget range for this position?

Having clear answers to these questions will save you countless hours sorting through mismatched candidates. It also helps you craft a job description that attracts the right applicants from the start.

For budget planning, research typical salary ranges for your target countries. This gives you a baseline while ensuring your offer remains competitive in the local market.

2. Choose the right hiring approach

You have two main options when hiring Latin American developers:

Going it alone: You’ll handle everything yourself—posting on job boards or freelance platforms, screening candidates, conducting interviews, managing contracts, and setting up international payments. This gives you complete control but requires significant time and knowledge of local hiring practices.

Working with a specialized hiring partner: Most companies choose this route because it’s faster and less risky. A good partner already has a pipeline of pre-vetted candidates and understands the nuances of hiring in different LatAm countries. They can handle everything from sourcing and screening to compliance, payroll, and benefit disbursements.

For first-time international hirers, the partner approach typically delivers better results. You focus on evaluating final candidates while they handle the complex logistics.

3. Post your job effectively

Whether you’re posting directly or working with a partner, you need a compelling job description that stands out to top developers.

Be specific about the role’s responsibilities and required skills, but avoid creating an impossible wish list that no real person could fulfill. Focus on what truly matters for success in the position.

Highlight what makes your company unique. Top developers in Latin America get multiple offers, so explain why they should choose you. Is it your mission? The challenging problems they’ll solve? The opportunity to work with cutting-edge tech? Make this clear.

Also consider where your job gets posted. General platforms like LinkedIn and Indeed can work, but specialized sites focused on LatAm tech talent often yield better results.

4. Screen candidates thoroughly

Effective screening is vital when hiring internationally. Beyond confirming technical skills, you need to assess English proficiency, communication style, and cultural fit.

If you’re working with a specialized hiring partner like Near, they’ll handle most of this screening process for you. They’ll evaluate technical skills, English proficiency, and basic fit before presenting you with a shortlist of pre-vetted candidates. This saves you from sifting through dozens or hundreds of applications and lets you focus on the final selection.

If you’re going it alone, you’ll need to conduct this screening yourself. Start with a brief initial screening that checks for deal-breakers:

• A short technical assessment focused on must-have skills
• A video introduction to gauge English proficiency
• Clarification of availability and salary expectations

This helps filter out candidates who don’t meet your baseline requirements, saving everyone time.

For promising candidates, move to a more comprehensive evaluation that includes:

• A substantive technical assessment based on real-world problems
• A video interview to assess communication skills and cultural fit
• Discussion of past projects and problem-solving approaches

Remember that technical skills alone don’t guarantee success. Look for candidates who communicate clearly, show initiative, and demonstrate a genuine interest in your company.

5. Conduct insightful interviews

Video interviews are your window into how well a candidate will integrate with your team. Make these count by:

• Including both technical and culture-focused questions
• Having potential teammates participate in the process
• Creating a comfortable environment where candidates can show their true selves
• Discussing real challenges they’ll face in the role

Pay attention to how candidates present their ideas and handle questions they don’t immediately know the answer to. These interactions often reveal more about their fit than their resume ever could.

Video calls also give you a better sense of a candidate’s communication style and English proficiency than phone or text-based interviews can provide.

6. Check references carefully

Trust but verify. Reference checks are particularly important when hiring internationally because you can’t rely on local networks or in-person impressions as much.

Ask for references from previous employers or clients who can speak to the candidate’s work quality, reliability, and communication skills. When speaking with references, ask specific questions about projects the candidate worked on and how they handled challenges.

This step helps confirm that candidates truly have the experience they claim and work well in remote settings.

7. Make a competitive offer

Once you’ve found your ideal candidate, it’s time to make an offer that balances cost savings with competitive compensation.

If you’re working with a quality hiring partner, they’ll have up-to-date salary benchmarks for each country. They should be able to advise you on what constitutes a competitive offer based on the candidate’s location, experience level, and tech stack. This local market knowledge is invaluable and saves you from guesswork that could result in either overpaying or losing a great candidate with a lowball offer.

If you’re handling hiring independently, you’ll need to research salary expectations in the candidate’s specific country and region. Developers in major tech hubs like Buenos Aires or Mexico City might have higher expectations than those in smaller cities.

While you’re saving compared to US rates, resist the temptation to lowball. Companies that focus solely on getting the cheapest talent possible often end up with high turnover and quality issues. Offering fair compensation based on local standards shows respect and helps build loyalty.

Beyond salary, consider what other benefits might be valuable to LatAm developers. This could include flexible hours, professional development opportunities, or equipment stipends.

8. Set up a thorough onboarding process

The final step is bringing your new developer fully into your team. A structured onboarding process is crucial for remote hires who can’t absorb company culture through office interactions.

Create a detailed onboarding plan that includes:

• Technical setup (accounts, access, tools configuration)
• Introduction to team members and key stakeholders
• Overview of projects, codebases, and documentation
• Clear explanation of communication protocols and expectations
• Regular check-ins during the first few weeks

Investing in proper onboarding pays dividends through faster productivity, better integration, and higher retention rates.

By following these steps, you’ll be well on your way to building a strong development team with top Latin American talent. The key is approaching each stage thoughtfully and treating your international hires with the same care and consideration you’d give to local employees.