Top 10 Software Development Outsourcing Companies to Consider in 2026

Software development outsourcing companies come in three types, sorted by who actually employs the engineers, and that matters more than any brand name. There are full-service firms that own delivery, staff augmentation providers that place engineers on their own payroll, and recruiting partners that help you hire software engineering talent in Latin America who become your own team.

You're probably reading this because something already broke. The contractors went quiet after the build shipped, or the resumes came in looking senior and then didn't survive your technical interview. One healthtech company came to us in exactly that spot and ended up hiring 7 senior engineers of its own, at $323,000 a year less than US salaries.

Full disclosure: Hire With Near is one of the 10 companies below, so we're biased. We'll be straight about where we fit and where someone else on this list is the better call.

What Is a Software Development Outsourcing Company?

Software development outsourcing is hiring an outside company to build, extend, or maintain software instead of doing all of it with in-house staff. 

The provider you hire, a software development outsourcing company, supplies that engineering capability in one of three ways: delivering software projects end to end, placing its own engineers onto your team, or recruiting developers you hire directly. The three types differ in who employs the engineers and who owns delivery.

Software outsourcing companies get grouped under one label, and provider websites blur the difference. Ask which of the three you are buying before you ask about rates, because it decides who your engineers answer to and what you still have when the contract ends. If you are still weighing whether to buy engineering at all, read the case for an in-house developer versus outsourcing first.

Full-service development firms

These companies own delivery. You describe an outcome, they staff the team, run the project, and hand back working software. You are buying a result rather than people, which fits a defined scope and a company without internal engineering leadership. The tradeoff is control: process, tooling, and institutional knowledge all sit on the vendor's side.

Staff augmentation providers

These providers place engineers who stay on the vendor's payroll. The engineers join your stand-ups and work to your process, but the vendor remains their employer, bills you monthly, and can move them to another account. It's the fastest way to add capacity to a team that already has technical leadership in place.

Recruiting partners

A recruiting partner sources and screens candidates who then become your own team. There's no shared bench and no split attention, and tenure gets measured in years instead of contract length. This is the route companies take when the goal is capability they keep, and it's where Hire With Near sits.

What Are the Benefits of Partnering With a Software Development Outsourcing Company?

Four benefits move a shortlist decision: faster access to engineers who have already done the work, a cost base 30 to 70% below comparable US salaries, team scaling you can reverse, and a shorter path to shipping. The full case for outsourcing software development goes deeper on each. Here is what they look like in practice.

Access to the talent you need

Outsourcing has stopped being a purely cost-driven decision. According to Deloitte's 2024 Global Outsourcing Survey, skilled talent and agility now join cost reduction as key drivers for outsourcing, rather than sitting behind it.

The assumption underneath a lot of hesitation about outsourcing is that you're buying junior labor. Our own placement data says otherwise. According to Hire With Near's 2026 State of LatAm Hiring Report, 98% of the engineering roles we placed in 2025 went to mid-level or senior engineers, split almost evenly between the two.

That mirrors the wider market. SignalFire's 2025 State of Talent Report found that hiring bounced back in 2024 for mid- and senior-level roles while the cut kept getting deeper for new grads. Experienced engineers are the hardest part of the market to reach on your own.

Cost efficiency

Engineering talent in Latin America typically costs 30 to 70% less than comparable US salaries, according to our own salary data. That gap is usually the largest single number in any outsourcing comparison you run.

Three variables move it far more than the vendor's logo does: the seniority you need, the region you hire from, and the engagement model you choose. A senior engineer through a full-service firm and the same engineer hired directly can differ by 30 to 70% on total annual cost, so price the same role three ways before you commit.

The savings come from differences in local cost of living, not from paying people below the market they live in. How much US companies save by hiring in Latin America breaks the math down by function, and our US vs Latin America Salary Guide carries the current ranges. If you hire Latin American developers, you're solving for both sides at once: a lower salary base and a working day that lines up with your own.

Team flexibility when you need it

Outsourcing lets you adjust team size without the complexity of hiring and laying off full-time employees, whether you're scaling up for a big project or down after launch. You maintain your core team while adding specialized skills as needed.

Focused project management

A good outsourcing company doesn't just provide developers. It brings proven processes for managing remote development teams effectively, including clear documentation, established communication protocols, and regular check-ins that keep everyone aligned without micromanaging.

Faster time to market

When you're trying to ship new features or launch a product, speed matters. Good outsourcing companies already have the processes, tools, and teams in place to hit the ground running. Instead of spending months building an in-house team, you plug into an established development workflow.

Focus on what you do best

Managing development teams eats calendar time your product roadmap needs. When you outsource, you hand off day-to-day technical management to people who do it for a living, which frees you and your core team to focus on product strategy, customers, and growth.

What Outsourcing Model Should You Choose?

Choose your model based on what you already have in-house. A fixed scope with no internal engineering leadership points to a project-based firm. An existing team that needs more hands points to staff augmentation. A long-term product roadmap points to hiring engineers of your own. Location is the second decision, and it comes down to how much real-time overlap your work needs.

1. Location-based models

Where your outsourced team sits drives cost, collaboration style, and how much of your working day you share. Here are your main options.

In short, onshore means a US-based team and the easiest collaboration at the highest cost; offshore means a distant team at the lowest cost with little daily overlap; nearshore sits between them, a nearby team in Canada or Latin America that keeps most of your workday shared without US rates.

Onshore outsourcing

This means working with developers based in the US. You get the easiest communication and cultural alignment, but it's typically the most expensive option, and it's worth considering if you need frequent face-to-face meetings or have specific regulatory requirements. If the labels are confusing, nearshoring versus offshoring versus onshoring sorts out which is which.

Offshore outsourcing

This typically means working with teams in distant countries like India, the Philippines, or Eastern European countries. The costs can be very attractive, but you'll need to plan around a 10 to 12 hour gap with your business day. This can work well for projects that don't need constant real-time collaboration.

Nearshore outsourcing

Nearshore outsourcing is a type of offshoring, but it specifically refers to working with teams in nearby countries. For US companies, that usually means Canada or Latin America.

The reason it matters is overlap. Microsoft’s 2025 Work Trend Index found that 30% of meetings now span multiple time zones and that after-hours meetings keep climbing as teams stretch to stay in sync. A north–south setup, where a US team and a Latin American team share most of the same clock, keeps that tax off your calendar.

A nearshore team removes that tax. Your developers work during your business hours, wherever in the US your team sits, so code review happens the same day and a blocked engineer gets unblocked in a conversation instead of a thread.

A team in Colombia shares close to your whole working day. Argentina and Brazil run an hour or two ahead of the East Coast, so they cover a US morning in full and still overlap a West Coast team into the early afternoon.

Our guide to hiring remotely in Latin America covers the practice, nearshore software development walks through the model, and nearshore software development companies narrows the field to providers built around the region.

Hybrid model: Keeping core team onshore

You can keep your core development team in-house and outsource specific functions around it, holding your lead developers and architects onshore while nearshore or offshore teams add capacity. To see which countries to consider, read our article on the top countries for outsourcing software development.

2. Relationship-based models

The real question underneath these three models is reversibility. A monthly staffing arrangement is easy to start and easy to stop, and you keep paying for as long as the engineer is on your account. A one-time recruiting fee costs more upfront and then ends, and the person is yours from there. Project-based sits outside both: you buy a deliverable and the relationship closes with it. If you can't yet tell whether a role is permanent, monthly buys you the option to walk away. If you already know it's permanent, paying once is usually the lower total cost. Either way, get the cost of exiting early in writing before you sign.

Staff augmentation model

Think of this as extending your existing team. You bring in developers who work directly with your in-house team, and you keep control of the project while the outsourcing company handles HR and administrative overhead. Staff augmentation works best for teams that need temporary support on specific tasks, because the engineers work to your existing process rather than replacing it.

Managed team model

You get a dedicated team that handles specific parts of your project, but they're managed by the outsourcing company. You set direction and priorities without worrying about day-to-day management, which is ideal if you want to delegate entire features or modules.

Project-based model

Here, you hand off a complete project and the outsourcing company takes full responsibility for delivery, from planning to implementation. This works best when you have clearly defined requirements and deliverables.

Whichever model you land on, the questions tech leaders ask about hiring developers in Latin America are worth putting to a full-service firm and a recruiting partner alike, because the answers are what separate them.

How Did We Choose These Software Development Outsourcing Companies?

Every company on this list carries at least a 4.5-star rating and at least 50 client reviews on an established review platform: G2, Clutch, Trustpilot, GoodFirms, or ClearlyRated. Client ratings only, no employee-review sites. 

The numbers were captured in July 2026, and they move, so check them before you sign anything. From the companies that cleared that bar, I looked at what each publishes about its services, delivery locations, engagement models, and technical focus, then wrote up who each is a fit for. I did not rank them, and I did not pay for or trade any placement.

That threshold is a floor, not a verdict. It tells you a company has a real client base willing to go on record. It tells you nothing about whether its vetting will hold up against your codebase, which is the question you care about. So here are the questions to ask any provider, on this list or off it.

Ask who screens candidates before their resumes reach you, and whether that person is technical. Ask whether there is a live technical exercise or a take-home, and ask to see the rubric. Ask how English is assessed, and be specific about what you mean: whether a candidate can explain a broken deployment in a Zoom architecture review, accent aside.

Hire With Near's engineering recruiters screen for one signal above the keyword match. Natasha Tarapow, Senior Recruiter for Development and Engineering at Hire With Near, describes it this way:

We always ask candidates to tell us about a project they've worked on, not just that they use this language and that one, but what their role was and what they actually did. It's important that they can explain their work to someone who isn't a developer. If they can do that, that tells me a lot.

— Natasha Tarapow, Senior Recruiter for Development and Engineering, Hire With Near

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Ask about money with the same directness. One owner of a small e-commerce holding company told us why they left their previous provider:

Our issue with the other company was they wouldn't tell us how much we were paying them. And one of the people that I interviewed said that the job was listed at like 50% less than what they told us we'd be paying. So that means that their fee was super high. And yeah, that's something that just really didn't sit right with me.

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Get the fee structure, the salary that reaches the engineer, and the replacement terms in writing before you sign.

Top 10 Software Development Outsourcing Companies

Treat this software development outsourcing companies list as a shortlist worth making calls about, not a ranking. Hire With Near is first because this is our list, which is why we flagged it up top. The other nine are in no particular order, and the right fit depends on your roles, budget, and timeline.

All 10 can put experienced engineers on your product. You get:

• developers who have shipped production software for US companies
• English good enough for daily technical collaboration
• a defined process for screening, onboarding, and replacing people

What separates them is who employs the engineers, who manages them, where they sit relative to your working hours, and what happens when the engagement ends. On price, only Hire With Near publishes how its model works; the other nine quote on request. IT and tech recruiting in Latin America is a different purchase from project delivery, and that runs through the whole list.

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Ratings and review counts as of July 30, 2026. If cost is the variable you're solving for, see what developer salaries look like in Latin America versus the US before you compare vendor quotes, because the salary is the biggest number in any of them.

1. Hire With Near

Website: hirewithnear.com

Headquarters: US

Rating: 4.9/5 on G2 (145+ reviews) as of July 2026

Services: Staffing and recruiting, direct hire, staff augmentation, and executive search

Focus Regions: Latin America only

Hire With Near is a full-service staffing and recruiting agency that helps US companies hire top-performing remote talent in Latin America across all departments and industries. We handle sourcing, screening, payroll, and compliance, so the only part left on your side is the hiring decision. 

The difference from most companies here is employment: the developers we place work only for you, including senior software engineers, full-stack engineers, and DevOps specialists who sit in your stand-ups.

The healthtech company from the introduction shows what that looks like. It was scaling fast with two internal recruiters and an 8-step technical evaluation it wouldn't shorten, so we took over sourcing, screening, and coordination through a shared tracker. It kept all 8 steps, averaged 14 days to hire, and ended with 7 senior engineers across backend, DevOps, QA, mobile, frontend, and staff level, at $323,000 a year less than equivalent US salaries.

I love that part of their process is providing video answers to pertinent questions during the initial review process. Given English language skills and accent is key to the roles we're hiring for, getting a feel for their fluency up front is key.

— Geoff S., verified G2 review, December 2025

Check more client reviews on our reviews page.

Key advantages:

• Specialist engineering recruiters: We place senior backend, frontend, mobile, QA, and data engineers every week, and our recruiters know why Python, JavaScript, Go, or a specific framework matters for your build.
• Quality-first screening: We fill 97% of the roles we take on and hold a client satisfaction score of 9.1, because we screen for drive, readiness, and cultural fit alongside the stack.
• One partner, one process: Scale across functions, not just engineering, with one dedicated team. First candidates in 3 to 5 days with video introductions, most hires in under 3 weeks.
• 180-day replacement guarantee: Double the industry standard. If a hire doesn't work out in the first six months, we find a replacement at no additional cost.

Best for: US companies that want to build their own long-term engineering team in Latin America, in overlapping working hours, and keep control of the hiring bar.

Limitations: We're a recruiting and staffing partner, not a development shop, and there are three situations where we're the wrong call. If you want a vendor to own project delivery end to end, manage the engineers, and hand you finished software, one of the full-service firms here is the better choice. If you need a fixed-scope, fixed-price project team working to a statement of work, we don't sell that. And if you want a bench you can spin up for two weeks and stand down, our process is built for hires you keep, so the structure won't fit. We also place talent only in Latin America, so if your requirement is a team in Poland, Vietnam, or India, we're not an option.

Pricing: No upfront cost. Once you hire, you choose a one-time recruiting fee or a monthly fee that includes payroll and compliance. You set the salary, and we share benchmarks first.

2. Andela

Website: andela.com

Headquarters: US

Rating: 4.7/5 on G2 (110+ reviews) as of July 2026

Services: AI engineering talent placement, managed AI teams, model training and evaluation, engineering upskilling

Focus Regions: Global, with talent in Africa, Latin America, Europe, and India

Andela earned a spot here because it has repositioned around one problem: staffing the engineering work behind production AI systems. It certifies engineers for LLM, agentic, and MLOps work rather than general web development, and its client base leans enterprise: Goldman Sachs, GitHub, SoFi, Capital One.

Key features:

• AI-specific certification track: Engineers are credentialed against defined AI competencies such as retrieval systems, model alignment, and production deployment.
• Training as a service: Andela will upskill your in-house engineers on AI tooling, which is unusual among providers here.

Best for: Companies building or operating AI systems that need specialized engineers quickly, blended into an existing team or as a managed group.

Limitations: The engineers stay on Andela's side of the relationship, so this is capacity rather than a team you own. The heavy AI positioning may not suit a plain backend or frontend build, and overlapping hours depend on where your engineers sit.

3. AgileEngine

Website: agileengine.com

Headquarters: US

Rating: 5.0/5 on Clutch (60+ reviews) as of July 2026

Services: Custom software development, generative AI and machine learning, data and analytics, UX/UI design, QA and test automation

Focus Regions: Latin America (Mexico, Argentina, Colombia, Brazil, Guatemala), Europe, and India

I included AgileEngine for a perfect Clutch score across 62 reviews plus delivery hubs in the same time zones as most US teams. It runs more than 15 talent hubs, and its published client list includes Uber, Motorola, and Bloomberg Industry Group, so it is used to enterprise review cycles.

Key features:

• Studio structure: Design, data, AI, and QA sit in separate practices, so you can add a specialist discipline without hiring a second vendor.
• Two ways to buy: Integrate remote engineers into your team, or hand over a managed team that owns feature delivery.

Best for: Product teams that want a managed team for an AI or data-heavy build and value delivery hubs in overlapping working hours.

Limitations: Engineers remain AgileEngine's employees, so institutional knowledge sits with the vendor. The AI-first positioning may be more than a maintenance need requires, and with hubs on three continents, confirm where your team will sit.

4. BEON.tech

Website: beon.tech

Headquarters: Not publicly listed

Rating: 4.9/5 on Clutch (65+ reviews) as of July 2026

Services: Staff augmentation, contract-to-hire placement, IT recruitment, human data services for AI training

Focus Regions: Latin America

What stood out about BEON.tech is how narrow the focus is: Latin American software engineers placed with US companies, and not much else. Founded in 2018, it reports a 3-to-1 submit-to-hire ratio, with technical leads assessing candidates before profiles reach the client. Named clients include Superhuman, Evisort, AutoFi, and SimplePractice.

Key features:

• Contract-to-hire path: You can start with augmentation and convert to a direct relationship later, which is rare among the augmentation providers here.
• Candidate reports from technical reviewers: Each submission comes with a written assessment from a tech lead rather than a resume and a rating.

Best for: US software companies that need to add a small number of vetted Latin America engineers to an existing team fast.

Limitations: The Latin America focus means no coverage if your roadmap calls for a team in Europe or Asia, and headquarters are not publicly listed, so ask directly. The model is built around individual engineers joining your team, not a vendor owning delivery.

5. Innowise

Website: innowise.com

Headquarters: US, with offices across Europe and the Middle East

Rating: 4.9/5 on Clutch (70+ reviews) as of July 2026

Services: Custom software development, enterprise platform work, AI and data engineering, QA, DevOps, cloud migration, legacy modernization

Focus Regions: Global, with delivery concentrated in Europe

Innowise is here for its size and its certifications, which matter when your build touches regulated data. It reports more than 3,500 IT professionals and 1,600 completed projects, and holds ISO 9001, 27001, and 13485, the last of which covers medical devices. For a healthcare or fintech build that has to survive a security review, that paperwork does real work.

Key features:

• Enterprise platform specialists: Teams work in SAP, Dynamics 365, Salesforce, and Odoo, so an ERP or CRM project doesn't need a separate systems integrator.
• Three engagement models: Staff augmentation, a dedicated team with full project ownership, or a fixed-scope turnkey project.

Best for: Mid-market and enterprise companies with a platform-heavy or compliance-heavy build that want one vendor to own it.

Limitations: Delivery is concentrated in Europe, so a US team should plan for limited afternoon overlap and asynchronous review cycles. The scale that suits an enterprise program can feel heavy for a two-engineer need, and engineers stay with Innowise.

6. Cheesecake Labs

Website: cheesecakelabs.com

Headquarters: San Francisco, US, with a development office in Florianópolis, Brazil

Rating: 4.9/5 on Clutch (60+ reviews) as of July 2026

Services: Product strategy and UX/UI design, mobile and web development, backend engineering, AI and data work, DevOps and cloud

Focus Regions: Brazil and the US

The reason Cheesecake Labs made this list is design. Founded in 2013, it has worked on more than 350 digital products and pairs product strategy and interface design with the engineering rather than selling design separately. Its teams sit in Brazil with US-facing management in San Francisco, which puts most of the working day in overlap.

Key features:

• Design and engineering in one team: Product discovery, UX, and interface design run alongside development instead of arriving as a separate statement of work.
• Mobile depth: Native and cross-platform mobile work is a core practice, not a side offering.

Best for: Companies building a new consumer or mobile product that need design and engineering from the same team, in overlapping working hours.

Limitations: The team is smaller than the enterprise firms here, so a large multi-track program may stretch capacity. Delivery is concentrated in Brazil, and engineers remain Cheesecake Labs employees.

7. Saigon Technology

Website: saigontechnology.com

Headquarters: Ho Chi Minh City, Vietnam, with offices in Virginia, Sydney, and Singapore

Rating: 4.9/5 on GoodFirms (50+ reviews) as of July 2026

Services: Custom software development, web and mobile apps, MVP builds, legacy modernization, QA testing, DevOps, offshore development centers

Focus Regions: Vietnam, serving the US, Australia, and Southeast Asia

Saigon Technology caught my attention for its engagement flexibility. Alongside dedicated team and fixed-price options, it runs offshore development centers and build-operate-transfer arrangements, where it stands up a team and eventually hands the operation to you. Founded 14 years ago, it reports more than 500 developers across three Vietnamese delivery centers, 850 completed projects, and ISO 9001 and 27001 certification.

Key features:

• Build-operate-transfer option: Useful if your long-term plan is your own offshore entity rather than a permanent vendor relationship.
• Broad stack coverage: Python, Java, .NET, Node.js, React, Angular, and the major cloud platforms in one delivery organization.

Best for: Companies whose work can run asynchronously and that want a Southeast Asian delivery center, or a team they eventually take over.

Limitations: Vietnam and the US share almost no working day, so a question sent in your afternoon is generally answered the following morning. Plan for written handoffs and fewer live reviews. Engineers stay with Saigon Technology unless you use the transfer option.

8. Netguru

Website: netguru.com

Headquarters: Poznań, Poland

Rating: 4.8/5 on Clutch (70+ reviews) as of July 2026

Services: Product discovery, web and mobile engineering, product and experience design, AI and data services, cloud engineering, QA, commerce platforms

Focus Regions: Europe, serving clients globally

I chose Netguru for its track record with recognizable consumer brands and the depth of its design practice. It reports more than 400 employees, 2,500 delivered projects, and an NPS of 73, and works with IKEA, Volkswagen, OLX, Vinted, Delivery Hero, and UBS. For commerce work, the team builds on VTEX, Saleor, Medusa, and commercetools rather than treating every platform as custom.

Key features:

• Commerce platform specialism: Headless CMS, marketplace, and omnichannel work on named commerce stacks.
• Design systems and accessibility: A dedicated design practice covering design systems and accessibility audits, not just interface work.

Best for: Companies that want a design-led partner for a consumer product or commerce platform and are comfortable with a European delivery team.

Limitations: Poland to the US leaves a short overlap window, usually your morning, so afternoon questions typically wait a day. The client roster skews toward large European brands, which can mean process weight a small startup doesn't need.

9. Onix

Website: onix-systems.com

Headquarters: Ukraine, with offices serving US, UK, and other international clients

Rating: 4.8/5 on Clutch (50+ reviews) as of July 2026

Services: Custom web and mobile development, AI integration, UI/UX design, CRM and ERP development, AR/VR, project rescue, ongoing support

Focus Regions: Europe, serving the US, UK, Middle East, Asia, and Australia

Onix belongs on this list for longevity and for two unusual specialisms. Founded in 2000 and now more than 370 people, it reports an 82% client return rate and average client relationships of three or more years. Its industry focus is distinctive: travel and hospitality software, plus fitness, EdTech, and booking platforms.

Key features:

• Travel and hospitality software depth: Booking, scheduling, and itinerary platforms are a named practice rather than a case study.
• Project rescue: A defined service for taking over and stabilizing an unfinished or failing build.

Best for: Companies in travel, hospitality, fitness, or EdTech that want a long-tenured vendor, or teams that need to rescue a stalled build.

Limitations: Delivery sits in Europe, so overlap with US hours is limited to your morning and real-time collaboration takes planning. A fintech or healthcare program may find deeper specialists elsewhere, and engineers stay with Onix.

10. STX Next

Website: stxnext.com

Headquarters: Poznań, Poland, with a delivery center in Mérida, Mexico

Rating: 4.7/5 on Clutch (100+ reviews) as of July 2026

Services: Python and web development, AI and machine learning, data engineering and lakehouse builds, cloud, product design, QA, enterprise automation

Focus Regions: Europe and Mexico, serving the US and UK

I added STX Next for the deepest single-language specialism on this list. It has built on Python for more than 20 years, employs over 500 specialists, and has delivered more than 1,000 projects. Data engineering and machine learning now sit alongside the core Python practice, and clients include Canon, Decathlon, Mastercard, and GSK.

Key features:

• Python and data engineering depth: Two decades of Python plus lakehouse and analytics work on Snowflake, Databricks, and Microsoft Fabric.
• Nearshore and offshore in one vendor: The Mérida delivery center offers overlapping working hours; Poland offers scale.

Best for: Companies with a Python, data, or machine learning roadmap that want proven specialists and the option of a Mexico-based team.

Limitations: The Python specialism is a strength and a constraint; a .NET or Java-heavy stack is a weaker match. If you need the nearshore option, confirm capacity in Mérida rather than assuming it.

Final Thoughts

Pick the vendor type before you pick the vendor, because that decision is harder to reverse than the logo on the invoice. A fixed-scope project with no internal engineering leadership points to a full-service firm. An existing team that needs capacity points to augmentation. Building long-term capability points to hiring your own people.

That third path is more common than the shortlist stage suggests. In Hire With Near's research into why US companies turn to Latin America, 12% came specifically to move off an outsourcing arrangement and build a dedicated team of their own.

If that sounds like where you're heading, the mechanics of hiring a developer directly are worth understanding first, and LatAm outsourcing companies shows how the broader field compares.

Talk to a few companies on this list, including us. Whether you need one front-end developer in Latin America or a full engineering team, book a free consultation call and we'll walk through our process and share real salary benchmarks for the roles you're hiring.

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