Nearshore IT Services: What They Cost and How to Hire in Latin America

Your engineering team is stretched, US hiring costs keep climbing, and every week a role stays open is a week your roadmap slips. That’s usually what leads companies to look into nearshore IT: hiring or contracting technical talent close enough to the US that your workday and theirs actually overlap.

Once you’re weighing nearshore IT, you’re really facing a second decision most guides skip: whether to hire your own developer directly or outsource the work to a provider instead. Each puts the relationship, the cost structure, and who the person answers to in a different place.

This guide covers what nearshore IT is, how it compares with offshore and onshore, what it costs, and whether to hire software engineers in Latin America yourself or contract a provider.

What Is Nearshore IT?

Nearshore IT means hiring or contracting technical talent in a nearby country instead of a distant one, to work on help desk support, infrastructure, cybersecurity, or software development. For US companies, that nearby region is Latin America.

Nearshore is one branch of a bigger category: outsourced IT services. Outsourced IT is the umbrella term for any arrangement where external professionals take on your technology work, whether that’s close by or on the other side of the world. It runs from day-to-day tasks like help desk operations and network management to more strategic initiatives, such as:

• Cybersecurity defense
• Data analytics
• Cloud services
• IT consultancy

What sets nearshore apart from the rest of that umbrella is the geography: a developer in Latin America shares most of your workday, so a mid-afternoon ticket gets picked up the same day instead of sitting until the next morning.

The arrangement can cover all of your technology needs or target specific areas. It can also mean two different things structurally: hiring people directly onto your team, or contracting a firm that delivers the work for you. That’s a distinction worth understanding on its own, and we’ll come back to it later in this guide.

At Hire With Near, the companies that come to us to hire IT and tech roles are rarely new to outsourcing. They’re already outsourcing somewhere, and they want the work closer.

What IT Functions Can You Outsource or Hire For?

Almost any IT function can be handled nearshore, but six come up most often. Each of these maps to a role you can either contract out or hire directly into your team.

Technical support and help desk services

Nearshore IT support covers user issues, device management, and first-line troubleshooting, handled by an IT support specialist or help desk specialist. Because Latin American hires overlap your workday, you get live coverage during your business hours, which is the difference between a same-day fix and a next-day one.

Network and infrastructure management

Running network monitoring, hardware management, and maintenance in-house takes real time. A DevOps engineer or infrastructure specialist takes on pipeline reliability, deployment, monitoring, and the on-call rotation, so your product engineers stay on product.

Cybersecurity services

A Cybersecurity analyst gives you someone watching your data security posture full time instead of whenever the sprint allows. That means current security practices applied continuously, and someone who notices the alert at 2 p.m. on a Tuesday.

Cloud services management

Cloud migration, storage management, and cost optimization are their own discipline. A cloud developer can own the migration, right-size what you’re running, and stop the bill from drifting upward every quarter.

Software development

Whether you need custom apps, mobile apps, or web portals, a software engineer working during your hours can join sprint planning, get code reviewed the same day, and ship on your cadence.

Data management and analytics

Handling large volumes of data is its own problem. Outsourcing data management and analytics, or hiring a data analyst directly, lets you make decisions on numbers someone has validated.

Nearshore vs. Offshore vs. Onshore IT: What’s the Difference?

Offshore means contracting IT work to a distant region, typically Asia or Eastern Europe, where the working day barely overlaps yours. Nearshore means a nearby region, Latin America for US companies, where most of the working day is shared. Onshore means keeping the work in the US, where overlap is complete and cost is highest.

Here’s how the three models compare on the things that decide the outcome:

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Our guide to nearshoring vs. offshoring vs. onshoring breaks the three models down beyond IT specifically.

Why companies switch: time zone alignment

The reason companies move is almost always the clock. Hire With Near’s research on why US companies hire in Latin America analyzed 2,000+ conversations with US companies. It found that 30% were switching from offshore to nearshore, and time zone overlap was the reason they gave.

That pattern shows up consistently in how Hire With Near’s recruiters describe client conversations: teams rarely leave an offshore provider because the engineers were weak. They leave because a question asked Tuesday afternoon gets answered Wednesday morning, and a two-day debugging session becomes a two-week one.

There’s independent research behind that. A study of 12,038 employees at a Fortune 100 company, published in Organization Science by researchers at Harvard, Georgetown, and Rice, found that larger time-zone gaps force employees to work outside their own normal business hours just to stay in sync with a distant team, a pattern that creates real strain and contributes to burnout and turnover on the offshore side. 

The authors recommend organizing distributed teams along a north-south axis rather than east-west when the work needs real-time collaboration. The US and Latin America are that north-south axis.

In practice, your Latin American teammates are working while you are, wherever your office sits. Standups happen live, a pull request gets reviewed the afternoon it’s opened, and an incident gets a second pair of eyes in minutes.

One operator running a small US agency described what the offshore version had cost them:

We hired an agency a couple months back based out of India. I went the cheap route and paid for it. The time zone killed us, and obviously they have a bunch of other clients, so they just dragged out what could have gotten done in a week, and it took them quite some time.

It’s not only about the clock

That shift is visible across the market, not just in our pipeline. Deloitte’s 2024 Global Outsourcing Survey, which polled more than 500 business and technology executives worldwide, found that skilled talent access and business agility have joined cost reduction as key drivers of outsourcing decisions. 

Organizations are also applying outsourcing well beyond the back office, to core capabilities like sales, marketing, and R&D.

Once talent quality and speed matter as much as rate, the lowest hourly rate stops being the deciding factor. That is part of the argument for nearshoring, and Franco Pereyra, Co-founder and COO of Hire With Near, makes the case that the rest of it isn’t only about the clock either:

What sets Latin American talent apart from other regions is that you’ll find people who are proactive and creative. People who come up with ideas and new solutions. If you’re looking for folks who can bring something to the table, who will push back if they think your idea doesn’t make sense, that’s what you find in Latin America.

— Franco Pereyra, Co-founder and COO, Hire With Near

Why Does Latin America Stand Out for IT Talent?

Latin America stands out for IT talent because the developer population is large and growing fast, the region shares your working day, and English proficiency in the professional tech market is strong. 

Brazil now ranks fourth in the world on GitHub with 6.89 million developers, and Latin America added roughly 3.2 million developers between 2024 and 2025, according to GitHub’s Octoverse 2025 report. 

The 2024 version of the report put Mexico above 1.9 million developer accounts, Argentina above 1.1 million, and Colombia above 1 million, all growing at double digits year over year.

Hire With Near’s 2026 State of LatAm Hiring Report, built on 2,000+ placements, shows Brazil, Colombia, and Argentina as the top three countries for IT and engineering placements. Demand for software engineers grew 250% year over year, moving the role from 18th to 6th on our most-filled list.

Which Latin American countries should you hire IT talent from?

Brazil, Colombia, Argentina, and Mexico are where we’d look first, and each is strongest for something different:

• Brazil is the deepest market for software engineering, especially backend, mobile, and platform work, and it leads our own IT and engineering placements.
• Colombia is our single largest source country overall and a strong pick for full-stack development, data, and support engineering.
• Argentina has a long-established technical services industry and consistently strong English among senior engineers.
• Mexico is the closest fit for teams that want near-total workday overlap with US Central and Mountain offices, and it’s well supplied for infrastructure and support roles.

Whichever country you land on, Julia Guillen, Recruitment Consultant at Hire With Near, has noticed the same thing happen on nearly every first call:

Clients are consistently surprised with the caliber of talent that’s available in LatAm. They don’t expect to find senior engineers who’ve worked with major U.S. companies, understand modern development practices, and often have more hands-on experience with specific frameworks than candidates they’d find locally.

— Julia Guillen, Recruitment Consultant, Hire With Near

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If you want to go deeper on a single market, we have full guides to hiring developers in Colombia, hiring developers in Argentina, hiring developers in Brazil, and hiring developers in Mexico. 

Our guide to hiring remotely in Latin America covers the process end to end.

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How Can Nearshore IT Benefit Your Company?

Nearshore IT gives US companies three things at once: technical talent at 30–70% below comparable US salaries, real-time collaboration during your workday, and the ability to add capacity without running a US hiring cycle.

Cost savings

Salaries in Latin America sit well below US equivalents for the same experience. According to our salary data, hiring a full-stack developer in Latin America ranges from $36K a year at junior level to $108K at senior, against $83K to $184K for the US equivalent.

That gap comes from the cost of living in the region, not from underpaying anyone. The professionals we place earn at or above their local market rate. 

At those salary levels, companies routinely hire a second engineer, or finally hire for the security work they’ve been deferring, for what one US hire would’ve cost.

Access to technical expertise

Hiring an IT professional abroad gives you access to specialists you’d struggle to hire locally at the seniority you need. That gap is real and getting harder to close domestically: ManpowerGroup’s 2026 Talent Shortage Survey of 39,063 employers found that 75% of employers in the Information industry report difficulty hiring talent.

Widening the search to Latin America means recruiting from a market where senior cloud, security, and platform engineers are available now.

Enhanced security

Cyberthreats keep getting more expensive. According to IBM’s 2026 Cost of a Data Breach Report, the global average cost of a breach has reached a record $4.99 million, a 12% increase in a single year.

Having a dedicated security specialist, in-house or through a provider, gives you monitoring and response capacity you won’t get from a general IT contract. 

Building secure SDLC practices into how your software gets written is the other half of that defense.

Related reading: Cybersecurity Recruitment: Benefits, Challenges and Top 10 Companies

Scalability

When you nearshore your IT services through a staffing or outsourcing partner, you get the ability to add or reduce capacity faster than an internal hiring cycle allows. 

You can staff a migration for six months without carrying the headcount afterward, or add a second support shift during a product launch.

Focus on core business functions

Handing routine IT management and troubleshooting to someone else frees your internal team for the things only they can do. For most companies that means product, not password resets and patch cycles. 

Every hour a senior engineer spends untangling a server issue or walking a user through a login problem is an hour not spent on the roadmap, and that trade-off compounds across a team over months, not just in the moment it happens.

When Nearshore IT Outsourcing Isn’t the Right Call

Outsourcing gets reversed more often than vendors admit. Deloitte Global reports that 70% of organizations have brought previously outsourced work back in-house over the last five years, to strengthen internal capability, improve service quality, and cut vendor mark-ups. Here are the situations where we’d tell you not to do it:

• The work depends on deep institutional context: A vendor relationship resets that knowledge every time the assigned team rotates, which is common in vendor staffing models. If the job takes years of product knowledge to do well, you need the same person there for years, not whoever the vendor assigns this quarter.
• You’re in a regulated environment where you can’t delegate accountability: You can outsource the work. You can’t outsource the responsibility. If your compliance regime requires named, in-house ownership of a control, a vendor arrangement puts that ownership in the wrong place.
• Nobody internally can manage the vendor relationship: Outsourced IT still needs a technical owner on your side to set priorities, review output, and hold the vendor accountable. Without one, quality drifts and you find out late, because a vendor manages to its contract, not to your unstated expectations.
• The task is too small to justify a vendor engagement: A one-off migration or a two-week script is usually faster to handle internally, or with a single contractor, than to scope, contract, and onboard a vendor relationship for.
• You need the person embedded in your team, not mediated by a vendor: If you want someone in your standups, building context alongside your engineers over time, the vendor layer itself is the problem, not the geography.

That last point is the most common, and it’s why so many companies end up hiring in Latin America directly instead of outsourcing to a provider. Our rundown of common nearshore outsourcing mistakes covers the other ways this goes wrong.

Should You Build Your Own Remote IT Team in Latin America or Outsource to a Third Party?

When considering nearshoring IT, you have five options: build and employ the team yourself, use a freelance platform, contract a managed provider, use staff augmentation, or work with a specialist staffing and recruiting partner. 

They’re covered below from most complex to simplest, with what each one is best for.

Build and employ the team yourself

You source the candidates, run the interviews, and become the employer. Sourcing means a job board for hiring in Latin America, LinkedIn, and referrals, plus enough of your own engineers’ time to screen properly.

For a cross-border hire, that means one of two mechanisms:

• Register a legal entity: Gives you full control, but it takes months to set up and only makes sense at real scale.
• Use an employer of record: An EOR becomes the legal employer on paper while the person works as part of your team under your day-to-day management, handling contracts, payroll, tax, and local benefits.

The gap to know about either way: EOR companies handle employment logistics, not recruiting. You still find and vet every candidate yourself. Our step-by-step guide to building a nearshore team covers the rest.

Freelance and contractor platforms

Platforms like Upwork, Toptal, and Fiverr are good at one thing: getting a defined, short-scope piece of work done quickly. If you need a landing page built or a bug triaged, they work.

They fail as a way to build a team, and it’s worth being precise about why. Attention is split across several clients, vetting is your job rather than the platform’s, and nobody is accountable for whether the person is still there in eight months. 

For full-time engineering hires, specialist staffing gives you fundamentally different results, because those three things are the whole product.

Outsource to a managed IT provider or dev shop

A managed provider or dev shop takes a scope of work and delivers it with its own team. This is the model most of this article has been describing, and it fits when the work is well specified, bounded, and doesn’t need to live inside your team.

The trade-off is the layer between you and the people doing the work. As one US e-commerce operator described a previous arrangement:

The other company, like everything goes through them and it’s just, there was too much back and forth. That was a big issue that I had with them. I also like the idea of us being able to onboard them as our own.

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Wanting the engineer in your standup rather than on a status call is the signal you’ve outgrown the model. Our comparison of hiring a developer directly versus outsourcing covers the choice.

In the video below, Hayden Cohen, our CEO and Co-founder, explains why top developers prefer direct hire over dev shops:

Nearshore staff augmentation

With nearshore staff augmentation, a firm places pre-vetted professionals onto your team to work under your direction while staying the legal employer and handling payroll, benefits, and compliance. It sits between a marketplace and a permanent hire: more vetting and accountability than a platform, more flexibility than headcount.

This is where the staffing-versus-recruiting question gets decided. Staff augmentation is an ongoing monthly cost and the partner employs the person, which suits flexible capacity or a project with an end date. Direct-hire recruiting is a one-time cost and you employ the person permanently, which suits a role where institutional knowledge compounds.

If the work has an end date or the volume might change, augment. If the person’s value grows the longer they know your systems, hire directly.

A specialist staffing and recruiting partner

This is the simplest option for most US companies, because it’s the only one that does both jobs at once. A partner sources and vets the talent and handles employment, payroll, benefits, and compliance in one relationship, so hiring in Bogotá feels like hiring in your own city. That’s what our nearshore staffing and recruiting services cover, and senior technical leadership goes through executive search in Latin America when the role is a CTO, VP of Engineering, or Head of IT.

The most common objection to hiring directly is that it just moves all the work onto the client. Across the 950+ US companies Hire With Near has helped build Latin American teams for, that hasn’t held up: the partner runs the search, the screening, and the paperwork, so the client’s job is narrowed down to interviewing a shortlist and making a decision, not managing a hiring process from scratch.

ParkMobile, part of the global mobility platform Arrive, shows what that looks like in practice. For years, its back-end and platform work had been handled by outside development agencies, and every time those developers rolled off, their knowledge of ParkMobile’s systems left with them. Mariana Lepassar, Head of Engineering for Mobile Payments and Billing, called it a real business risk.

Working with Hire With Near, ParkMobile brought that work in-house, hiring nine senior engineers across platform, backend, and iOS roles in Bogotá, Colombia, a market they’d never recruited in before. The first candidate shortlists arrived within a week, and the average time to hire was 24 days. The result: $1,066,085 in annual savings, a 73% reduction against US rates. 

Where Can You Find Nearshore IT Providers and Talent?

Nearshore IT services come from two kinds of company: managed providers who deliver work with their own teams, and staffing partners who find people who join yours. 

The three companies below cover both. They’re not organized in any specific order, and each offers services tailored to different business needs.

1. Hire With Near

We help US companies hire software engineers and IT professionals in Latin America as full-time members of their own teams, not as contracted project work.

Our recruiters work from a pool of 160,000+ pre-vetted candidates, send a shortlist in 3 to 5 days, and fill 97% of the roles we take on. Most clients make a hire in under three weeks, and every placement is backed by a 180-day replacement guarantee.

If you’d rather see how this works for a specific technical role, our IT and tech industry page goes deeper on the roles we place most.

2. BairesDev

BairesDev has delivered over 1,200 projects across more than 100 industry sectors. It won two Gold Globee Awards in 2026, for AI-driven talent intelligence and for collaborative technology implementation.

Its tech solutions include software development and design, QA, testing, maintenance, modernization, cloud and other advanced technologies, and business and digital solutions.

If you’re weighing Hire With Near against a staff augmentation firm like BairesDev, our Hire With Near vs. BairesDev comparison breaks down the differences in vetting, pricing, and placement model.

3. Miles IT

Miles IT is an IT company trusted by Western Union, CultureWise, and Factor4. It holds a 4.8 out of 5 star rating on Google as of August 2026.

Its solutions include managed IT services and security, software development, e-commerce and custom websites, and digital marketing.

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How Much Does Nearshore IT Cost?

Hiring for nearshore IT roles in Latin America typically costs between $18,000 and $108,000 a year, depending on the role and seniority, against roughly $52,000 to $197,000 for the equivalent US hire. 

A junior help desk hire sits at the bottom of that range, while a senior DevOps or full-stack engineer with a decade of production experience sits at the top.

To put that in concrete terms, here’s what hiring across the main IT and engineering roles costs compared with equivalent US hires, according to Hire With Near’s salary benchmarks:

For the most up-to-date figures, see Hire With Near’s US vs Latin America Salary Guide.

Three things drive where a role lands in its range: seniority, country, and stack. A $30K DevOps hire is someone two or three years in who can maintain a pipeline you’ve already built. A $100K DevOps hire has run Kubernetes migrations, owns cost optimization, and will design the pipeline for you.

Scarce stacks push a role up its range wherever you hire, and the same seniority prices differently from one Latin American market to the next. 

For an independent reference point on the US side of that comparison, the US Bureau of Labor Statistics (BLS) puts the median annual wage for US software developers at $133,080 as of May 2024, with computer support specialists at $61,550. BLS projects 15% employment growth for developers through 2034, which is why the US side of the table is unlikely to fall.

At Latin American salary levels, companies hire the security specialist they’d otherwise have gone without, add a second engineer to the platform team, or stand up a QA function for the first time. 

If you’re weighing the numbers against a fully offshore option, our breakdown of offshore developer rates covers that comparison.

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What Should You Consider Before Outsourcing Your IT?

Before you sign anything, pressure-test five things: the provider’s track record, the service-level agreement, how they vet technical talent, how they handle your data and IP, and how the working relationship will run day to day.

What’s the provider’s expertise and reliability?

Your provider’s actual expertise is what decides whether this works. Look at their certifications, the work they’ve published, and the customers they’ll let you call.

Reliability goes further than whether they can do the task. Financial stability and operational longevity decide whether they’ll still be there in three years, so ask how many clients they’ve kept for more than two years, and how many they lost last year. 

Check their incident response history and their policy for handling IT emergencies, since that tells you how they perform when something actually goes wrong, not just whether they stay in business.

What are the service-level agreements?

A detailed service-level agreement (SLA) sets the standard you can hold a provider to, and gives you recourse when they miss it. The SLA should outline performance metrics, downtime protocols, and support availability, and it has to match your operational hours and service requirements. 

SLAs are negotiable, so don’t hesitate to tailor one to your company’s needs.

How do nearshore partners vet technical talent?

A serious nearshore partner puts every candidate through four filters before you see them:

• A technical screen against your actual stack
• A hands-on task, reviewed live on a call
• An English assessment aimed at technical articulation
• Reference and background checks

Ask to see all four. Resumes were never a reliable filter, and AI-written ones are now everywhere, so the only vetting that counts is the kind you can inspect.

Hire With Near's recruiters source from a pool of 160,000+ pre-vetted candidates and run fresh sourcing for every role, then run a first-round interview that includes an informal walkthrough of a past project to see whether a candidate can explain their own work in plain language and communicate clearly in English. 

Most clients run their own technical assessment or case study on the shortlist Hire With Near sends over, and we can also run one directly if that's what you'd rather do. We'll help design it either way.

Two signals our recruiters weigh heavily: 

• Explaining without prompting: Can the candidate explain a technical decision to a non-technical person on their own? If the explanation stays too technical for a non-developer to follow, that usually means they’re repeating terminology they don’t fully understand.
• Stack breadth: Claiming deep proficiency across a huge list of tools in a short career is one of the strongest red flags there is. What you want is real depth in a few tools plus exposure to others.

For DevOps candidates, ask them to walk through CI/CD pipelines they’ve personally built and maintained, and which cloud platform they’re strongest on and why.

Whoever you work with, ask three questions: can you show me the assessment, who runs it, and what percentage of the candidates you source ever reach a client? Vague answers tell you the filter isn’t real.

Data security and compliance

Cross-border IT work is protected by contract terms, access design, and provider diligence, and you need all three. NDAs and IP assignment clauses in both the client agreement and the professional’s own contract are the baseline, and any provider should be able to show you theirs without hesitating.

Be clear-eyed about the limits, though. Enforcing a contract across borders is slower and harder than enforcing one domestically, so the paperwork alone isn’t the protection. 

What protects you is access design: least-privilege provisioning, separate credentials per person, no shared logins, no standing production access, same-day revocation when someone rolls off, and audit logging on anything touching customer data.

Then ask the provider the specific questions:

• Which compliance frameworks can you evidence, and with what documentation?
• What are your protocols for encryption, breach notification, and identity management?
• Who signs the IP assignment, the company or the individual?
• How do you offboard someone and confirm access is gone?

Cultural fit, language, and time zones

Managing an IT partnership gets much easier when communication is direct and the working styles match. Look for language proficiency, responsiveness during your business hours, and a shared understanding of how decisions get made.

Time zones are the part that decides whether the arrangement works. A team that overlaps your workday can join your standups, answer in the moment, and pick up an incident while you’re still at your desk. A team that doesn’t will usually run a cycle behind you, however good they are.

Latin America gives you that overlap wherever you’re based in the US, though the exact alignment varies. Mexico and Central America sit close to US Central hours, and Colombia and Peru track US Eastern. Teams in Argentina, Chile, or Brazil start a couple of hours ahead of Eastern and still share most of their afternoon with the West Coast. Mexico in particular has become the default for US teams that want near-total overlap. 

Our piece on the questions tech leaders ask about hiring developers in Latin America goes deeper on standups, code review, and communication.

Scalability and flexibility

The real question is how fast a partner can add or remove a person. Ask how long it took them to staff their last two urgent requests, and what happens to the rate when you scale down.

Contractual flexibility matters as much as technical capability. Ask what notice period applies when you add or drop someone, whether there’s a minimum term, and how easily you can change the scope of services.

4 Tips for Choosing a Nearshore IT Partner

Judge a nearshore IT partner on four things: how they communicate and escalate, whether their technology stack and roadmap fit yours, how well they adapt to the way your company works, and how seriously they invest in improving. 

Choosing an IT partner is complicated by how many models are on offer. These four tests work whether you’re evaluating a managed provider or a staffing partner, because they’re about how the company operates rather than what it sells.

1. Test how they communicate and handle problems

You want a partner that responds fast and raises issues before you have to ask. Put these questions to them:

• Do you have an established process for regular check-ins and updates?
• How do you handle escalation and emergencies?
• Could you walk me through a recent example of how you solved a client’s IT problem?

Then give them a mock scenario and watch what they do with it. How they anticipate problems and explain them matters as much as their technical skill.

2. Check that their stack and roadmap fit yours

Their technology and infrastructure have to work with what you already run, and with what you plan to adopt. Ask which of your core technologies their engineers work in every day, and how many people they have with real depth in each one.

Then ask about their roadmap. A provider that can tell you which technologies they’re investing in over the next two years, and why, is one whose services will still fit you in three.

3. Ask how they adapt to your company, and what they’ll teach you

You want a partner that works the way your company works, and that will walk you through its own process in detail when you ask.

Ask whether they’ll give your team enough knowledge to make decisions without them. A partner that wants to understand your business will bring you problems before you file a ticket; one that treats you as an account will wait for the ticket.

4. Ask what they have improved lately

A nearshore IT partner should bring new ideas, not only maintain what exists. Ask about their research and development, how often they upgrade their technologies, and how they adopt new industry practices.

The best sign is work they built for a problem close to yours. Ask them to walk you through one, and ask what they changed in their own delivery process in the last year.

Final Thoughts

The nearshore IT decision comes down to two questions, and they’re separate. First, where should the work sit? If it needs live collaboration, Latin America gives you the overlap that offshore can’t and a cost structure that onshore can’t. Second, how should you engage the people doing it? A managed provider suits bounded, well-specified work. A direct hire suits anyone whose value grows with how well they know your systems.

Get those two right, and the rest is a process.

The fastest way to get both right is to talk it through with someone who’s done it hundreds of times. Book a free consultation call with our team. We’ll give you salary benchmarks for the roles you’re filling and walk you through how the process works, so you have what you need to decide whether nearshore IT is right for you.

If you want to go deeper first, our guide to hiring Latin American developers covers costs, countries, and hiring models in more detail.

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