9 Best Companies to Hire Top Latin American Developers in 2026

Summary

Latin America has become one of the most practical places for U.S. companies to hire software talent because collaboration can happen in real time, and the talent pool is deep. Mexico alone graduates ~130,000 engineers and technicians per year (often-cited industry figure).

This guide compares 9 companies that can help you hire developers in Latin America in 2026:

South, BairesDev, Andela, Revelo, TECLA, Turing, CloudDevs, Toptal, and Lemon.io.

How we evaluated each option

• Hiring model fit: full-time team members vs. contract staffing vs. marketplace browsing
• Screening depth: technical assessment + English/communication checks
• Time-zone overlap: ability to work U.S. business hours consistently
• Pricing clarity: transparent fees vs. opaque markups/quotes
• Support after hire: onboarding help, replacement policies, and account management

Editor’s pick (best overall for full-time LATAM hires): South; transparent monthly pricing, hands-on recruiting, and free replacement coverage depending on plan. 

Introduction

If you’re trying to add engineering horsepower in 2026, the hard part usually isn’t deciding what you need; it’s finding people who can ship with your team’s pace, standards, and communication style.

In the U.S., software developer pay remains high (BLS lists a $133,080 median annual wage as of May 2024), and hiring cycles can drag when you’re competing for the same limited senior talent. That’s why more product teams are looking to Latin America: strong developer communities, overlapping work hours, and a growing pipeline of engineers.

But the outcome depends heavily on where you hire from. Some providers specialize in long-term placements, with more thorough screening and ongoing support. Others are better for fast contract staffing or self-serve marketplaces. This guide is designed to help you pick the best match, based on how your team actually builds software.

Verdict: Best LATAM developer staffing company in 2026

If you don’t have time to read the whole article, read this section.

Best overall: South

• Best for: U.S. teams hiring full-time developers (and other roles) in Latin America who want a hands-on partner, not a self-serve marketplace
• Typical timeline: Build high-performing teams in 21 days or less
• Model: sourcing + recruiting + admin + payroll/compliance support + ongoing help (so you’re not stitching vendors together)
• Pricing: monthly fee model available, no minimum commitments, and you only pay if you make a hire
• Risk-reversal: free replacement on Staffing “if necessary at any point,” plus 120-day replacement guarantee on Headhunting

Why South is #1 (in 30 seconds)

• Full-service partner: Handles the operational pieces that slow teams down (recruiting + onboarding support + pay/admin)
• Deep, pre-vetted network: 80,000+ pre-vetted professionals and a selection process that accepts only a small fraction of applicants
• Built for long-term team members: Recruits full-time roles (not one-off gigs), which is usually what drives consistency and smoother collaboration
• Clear guarantees: straightforward replacement coverage when a hire isn’t the right fit

Best alternatives (depending on your exact need)

• Best for enterprise-scale project delivery / large augmentation programs: BairesDev
• Best for a global talent marketplace approach: Andela
• Best for browsing LATAM developer profiles with built-in hiring support: Revelo
• Best for a LATAM-focused dev staffing specialist: TECLA
• Best for AI-driven matching and vetting at scale: Turing
• Best if your main need is payroll/EOR infrastructure (and you’ll source talent separately): Deel or Rippling

Best Latin American developer staffing companies (2026): Top 5 picks

If you want a short list to start your research, these five cover the most common “real-world” hiring needs in 2026: full-time embedded hires, fast team scaling, and platform-style hiring. (We’ll go deeper on each company later in the guide.)

1. South — Best for full-time hires with hands-on recruiting

Best for: U.S. teams that want developers in Latin America who feel like part of the core team (not a revolving bench).
Why it’s a top pick: clear monthly-fee model, end-to-end sourcing and recruiting, and free replacement coverage on the Staffing plan.
Good to know: you only pay if you make a hire, and there are no minimum commitments listed for Staffing.

2. BairesDev — Best for scaling quickly with larger teams

Best for: companies that need to add multiple engineers (or a full squad) and want a larger delivery organization behind it.
Why it’s a top pick: positions its model around real-time collaboration in U.S. time zones and highlights a large internal pool of tech professionals.
Watch-outs: the best fit is usually when you’re comfortable with a more “big-provider” process and sales-led engagement.

3. Revelo — Best for platform-style hiring focused on LATAM talent

Best for: teams that want a single place to find and hire engineers in Latin America and move quickly once they spot a good match.
Why it’s a top pick: claims access to a large LATAM tech network (400K+ vetted engineers) and positions itself as an all-in-one platform for hiring and paying.
Good to know: this can work well if you prefer browsing candidates and shortlisting internally.

4. Andela — Best for a global marketplace approach (beyond LATAM)

Best for: teams open to a broader global search, not only Latin America, and that want flexibility to scale up or down.
Why it’s a top pick: describes itself as a private/global talent marketplace with support around the global hiring lifecycle.
Watch-outs: the experience tends to be more platform-driven than boutique.

5. TECLA — Best for LATAM-focused developer recruiting

Best for: companies that want a Latin America specialist and care a lot about English + collaboration in your working hours.
Why it’s a top pick: explicitly focuses on LATAM software developers, emphasizing English fluency and time-zone compatibility.
Good to know: helpful if you want a narrower geographic focus rather than a global marketplace.

Best options for U.S. time-zone collaboration

If your team runs daily standups, ships in tight sprints, or needs fast feedback loops, time-zone overlap is not a “nice to have.” It’s the difference between fixing a blocker in 10 minutes vs. waiting until tomorrow.

When your developers are online during your working hours, you get:

• Real-time communication (quick calls, async doesn’t become a bottleneck)
• Faster iterations (reviews, approvals, and “small fixes” happen the same day)
• Smoother team rhythms (standups, pairing, incident response, stakeholder demos)

What to look for (so “overlap” is real, not just marketing)

• Defined overlap hours (a clear expectation for availability, not “we’ll try”)
• Communication screening (English + clarity in writing and meetings)
• A plan for collaboration rituals (standups, grooming, code reviews, escalation paths)
• Support after hire (onboarding help and a replacement policy if it’s not the right fit)

Best picks if overlap is your #1 priority

1. South — best for full-time hires that work your hours

Built around real-time collaboration with U.S. teams, plus ongoing support and free replacement if necessary on Staffing.

2. BairesDev — strong option for larger distributed teams

Positions its model around working with U.S. clients with time-zone overlap and collaboration within the same working hours.

3. TECLA — solid choice if you want LATAM-focused recruiting

Emphasizes LATAM software developers and time-zone compatibility as part of the pitch.

4. Revelo — good if you prefer a platform-style approach

Highlights a large LATAM talent network and “find/hire/pay” positioning, which can be useful if you want to shortlist quickly and manage hiring in one place.

Best options for hiring senior software engineers in Latin America (and how to validate seniority fast)

“Senior” isn’t just years of experience. The hires that move your roadmap usually have strong technical judgment, can break down ambiguous problems, and communicate tradeoffs clearly, especially in a remote setup.

Best picks when senior-level quality is the priority

1.  South — best for full-time senior hires with ongoing support

If you want senior engineers who embed into your team long-term (not short-term gigs), South’s model includes sourcing + recruiting + admin/payroll support + ongoing support, plus free replacement if necessary on Staffing.

2. BairesDev — strong for senior-heavy profiles at scale

BairesDev positions itself around rigorous screening, and notes that fewer than 1% of applicants pass its vetting for certain technical lines.

3. TECLA — good for senior LATAM developers who work U.S. hours

TECLA explicitly markets senior-level talent, English fluency, and working in your time zone.

4. Revelo — best if you want a large pre-vetted network to shortlist from

Revelo promotes access to 400,000+ pre-vetted engineers and an all-in-one approach (hiring + payroll/compliance), plus some partner listings claim only the top 2% make the cut.

5. Andela / Turing — best if you’re open to a broader global search (LATAM included)

Andela highlights a 150,000+ roster. Turing emphasizes multi-signal vetting that includes DSA and systems design (among other skills).

A fast “seniority validation” checklist (steal this for your interview scorecard)

A. System design (30–45 min)

• Can they propose a clear architecture and talk through tradeoffs?
• Do they think about failure modes, observability, and data consistency?
• Do they ask clarifying questions before drawing boxes?

B. Code quality under pressure (45–60 min pairing OR a short take-home)

• Do they write readable code with sensible structure and tests?
• Can they refactor without breaking things?
• Do they communicate what they’re doing as they go?

C. Real-world debugging (15–20 min)

Give a short “incident” prompt: elevated latency, memory leak, failing job queue.

• Do they form hypotheses, pick the right logs/metrics, and isolate the root cause?

D. Product/ownership signals (10–15 min)

• Ask: “Tell me about a time you disagreed with a spec or approach. What did you do?”
• Look for decision-making, not just execution.

E. Remote communication (throughout)

• Are they concise in writing?
• Can they lead a technical discussion without over-explaining or hand-waving?

Remote software developer hiring in Latin America (what the process looks like)

Hiring in Latin America is straightforward when you treat it like team-building, not “finding a coder.” The best results come from a repeatable process with clear requirements, fast feedback loops, and an onboarding plan that makes your new engineer productive quickly.

Step 1: Lock the role (and avoid the #1 hiring slowdown)

Before you source candidates, get these five things on paper:

• What they’ll own in the first 60–90 days (features, services, KPIs)
• Must-have skills vs. nice-to-haves (keep the must-haves tight)
• Your collaboration model (standups, pairing, code reviews, on-call expectations)
• Time-zone expectations (which hours overlap with your team)
• Interview loop + decision owner (who gives the final yes/no)

Teams lose the most time when the role is fuzzy, because you end up interviewing good people for the wrong job.

Step 2: Source + vet (shortlist first, then interview)

A strong LATAM hiring partner should do the heavy lifting upfront: sourcing, English checks, initial screening, and reference-style validation, so you’re not sifting through hundreds of profiles. South’s own process mirrors this: define the role → search & vet → hire with confidence, with structured screening steps before you ever interview.

Practical tip: ask for a shortlist that includes:

• a 1–2 paragraph “why this person fits” summary
• notes on communication strength (written + spoken)
• role-relevant examples (systems they’ve built, scaling work, tricky bugs)

Step 3: Run interviews like a sprint (to keep momentum)

A simple, high-signal interview loop:

1. Tech screen (45–60 min): role-aligned problem + discussion
2. System design (45 min): tradeoffs, scaling, failure modes
3. Team fit (30 min): async habits, ownership, collaboration style
4. Final (15 min): comp expectations + start date + “any blockers?”

Keep interviews close together. If you stretch them across weeks, you’ll lose great candidates to faster teams.

Step 4: Offer + onboarding (where long-term success is decided)

Your first two weeks should include:

• Day 1–2: environment setup + access + “how we ship” walkthrough
• Week 1: 1 small bugfix + 1 low-risk feature (merge to main early)
• Week 2: ownership of a scoped area (service/module) + review cadence

South emphasizes “battle-tested processes for remote onboarding” and handling the operational pieces (payroll/compliance support) so teams can focus on execution.

Typical timeline (what “fast” looks like in 2026)

With a structured process, hiring in under 21 days is achievable for many roles, especially when requirements are clear and interview availability is tight. South explicitly highlights “<21 Days to Hire” as a core value prop.

Programming languages & tech stack strengths you’ll find in Latin America (2026)

Most LATAM developer hiring maps closely to global demand, so the safest bet is to anchor your search around the stacks companies are building with the most right now.

The “core stacks” you’ll see everywhere

Across GitHub’s 2025 Octoverse, nearly 80% of new repos used just six languages: Python, JavaScript, TypeScript, Java, C++, and C#.

Stack Overflow’s 2024 survey also keeps JavaScript, Python, and SQL at the top of the “most used” list.

That translates to plenty of LATAM talent in:

• Frontend: JavaScript/TypeScript, React, Angular, Vue
• Backend: Node.js (TS), Python (Django/FastAPI), Java (Spring), C# (.NET)
• Data & AI: Python (ML/data tooling), notebooks, pipelines (varies by role)
• Databases: SQL (Postgres/MySQL), plus Redis and common cloud DBs

Where LATAM is especially strong (practically speaking)

These are the skill sets most U.S. teams hire for first because they’re common, interviewable, and ship fast:

• Product engineering (web apps): React + TypeScript + Node
• Backend APIs & integrations: Python/Node/Java + SQL
• Cloud & DevOps: Docker, Kubernetes, CI/CD, and infrastructure-as-code (GitHub notes IaC language growth like HCL in Octoverse reporting).

Fast-growing “second wave” skills to watch in 2026

• Python momentum remains strong (Octoverse 2024 had Python overtaking JavaScript as the most popular on GitHub, and Stack Overflow’s 2025 tech page points to accelerated adoption).
• Go and Rust keep rising as “adopt next” languages in JetBrains’ developer ecosystem reporting.

Skills that usually require deeper sourcing

Not impossible, just typically fewer candidates per search:

• Low-latency C++, kernel/embedded, or highly specialized systems work
• Staff+ platform engineering (complex infra, multi-cloud governance)
• Highly niche data roles (streaming at scale, custom MLOps stacks)

Quick tip: write the job description for the stack you actually have

If your codebase is TypeScript-heavy, don’t post “JavaScript developer.” If you need system design, say so. Precise JDs reduce interview noise and speed up hiring.

What “LATAM developer staffing” actually means (models explained)

When people say “developer staffing,” they’re usually talking about one of four different hiring models. They sound similar, but they lead to very different outcomes, especially around team ownership, continuity, and speed.

Model 1: Full-time embedded hire (recommended for core roles)

How it works: You hire a developer who works with your team long-term, follows your processes, and owns roadmap work like any internal engineer.

Best for:

• product teams building ongoing features
• replacing or expanding in-house capacity
• roles where context and ownership matter (backend, platform, mobile, lead roles)

Upside: highest continuity, strongest “team feel,” best long-term velocity
Downside: requires real onboarding and management (like any full-time hire)

Ask your partner:

• “Are these full-time roles or short-term assignments?”
• “What does onboarding support look like?”
• “What happens if it’s not the right fit?”

Model 2: Contract staffing (staff augmentation)

How it works: You add a developer for a set period to increase throughput, usually billed monthly or hourly.

Best for:

• catching up on a backlog
• short-term projects with clear scopes
• temporary capacity boosts (migrations, refactors, QA automation)

Upside: faster start, flexible ramp up/down
Downside: higher churn risk; knowledge can walk out the door if the contract ends

Ask your partner:

• “What’s the minimum commitment?”
• “How do you ensure overlap hours and consistent availability?”
• “Do you help with handoff and documentation at the end?”

Model 3: Dedicated team / squad (you get a “unit,” not just a person)

How it works: You bring in a pre-assembled group (e.g., 1 PM, 1 designer, 3–5 engineers, QA) to execute a stream of work.

Best for:

• building a new product line
• creating a parallel delivery lane
• companies that need a lot of output quickly and can define priorities well

Upside: fast throughput, clear delivery structure
Downside: can become “a team next to your team” unless integration is intentional

Ask your partner:

• “Do they use our tools and rituals, or their own?”
• “Who owns architecture decisions?”
• “How do we prevent silos?”

Model 4: Marketplace / freelance platform

How it works: You browse profiles, hire directly, and manage everything yourself (screening, coordination, process, quality).

Best for:

• small one-off builds
• quick experiments
• tasks with low dependency on your core codebase

Upside: lots of choice, quick to start
Downside: quality varies widely; heavy internal effort to vet and manage

Ask yourself:

• “Do we have time to vet properly?”
• “Is this work mission-critical or disposable?”
• “What’s our plan if they disappear mid-sprint?”

Quick decision guide (pick the model in 20 seconds)

• If the role is core to the product → Full-time embedded hire
• If you need extra hands for a defined window → Contract staffing
• If you need a second delivery engine → Dedicated squad
• If it’s small, non-critical, self-contained → Marketplace

Who benefits most from hiring Latin American developers (and when it’s a bad fit)

This approach works best when you’re not “just filling seats,” but building durable engineering capacity with people who can integrate into your routines, tools, and standards.

Scenario A: Early-stage startup (roughly 5–20 people)

You’ve shipped an MVP, but the roadmap is bigger than the founding team. You need 2–3 senior engineers who can take ownership, build independently, and help set good engineering habits without burning your runway.

Scenario B: Scaleup (roughly 20–100 people)

You have product-market momentum, but local hiring is slow and competitive. You need to fill multiple roles this quarter (often across frontend, backend, and DevOps), and you can’t afford a six-month recruiting cycle.

Scenario C: Larger org (100+ people)

You’re building distributed teams and want a stable engineering hub in a region that can collaborate in real time. You care about onboarding, compliance, retention, and repeatable hiring at scale, not one-off placements. 

Signs you’re ready (green flags)

You’ll get the best outcomes if:

• You can clearly describe the role (scope, stack, seniority), not just “we need devs.”
• Your team already works well with remote collaboration (tickets, docs, async updates).
• You’re prepared to onboard properly (access, codebase walkthroughs, expectations, feedback loops).
• You want long-term team building, not a quick project handoff.

When it’s a bad fit (red flags)

You may want a different approach if:

• You need a fully outsourced “done-for-you” project where you don’t manage day-to-day execution (that’s a different model than embedded hires).
• The role is vague and changing weekly (you’ll churn candidates and waste interviews).
• Your team can’t commit to consistent communication rituals (standups, reviews, planning).
• You’re optimizing purely for the lowest possible rate (that tends to trade away seniority, stability, and communication).

How to choose the best LATAM developer hiring company

Most providers can “find candidates.” The difference is what happens after week 2: onboarding, communication, retention, and whether the hire actually becomes a dependable part of your team.

Step 1: Pick the right model for your situation

Choose based on how critical the role is and how much support you want:

• Full-time embedded hires (best for core product roles): You want engineers who stay and build context.
• Contract staffing (best for short windows): You need extra capacity for a defined period.
• Marketplace/platform (best if you have strong internal recruiters): You prefer browsing and running most of the vetting yourself.
• Payroll/EOR tooling (best if you already have candidates): you mainly need the infrastructure to pay and employ internationally, not recruiting.

Step 2: Ask these 10 questions (and what “good” answers sound like)

1. What’s your screening process (technical and communication)?
   Good answer: role-aligned technical evaluation + English/communication checks + clear pass/fail criteria.
   
   
2. Do you optimize for short-term fill or long-term fit?
   Good answer: they screen for people who want stable, full-time roles and can integrate into your team.
   
   
3. What’s the typical time-to-shortlist and time-to-hire?
   Good answer: they can explain timelines and what you need to do to keep momentum. (South markets hiring teams in 21 days or less.)
   
   
4. How do you validate seniority?
   Good answer: system design + real-work scenarios + references/track record, not just a resume.
   
   
5. What does “time-zone overlap” mean in practice?
   Good answer: defined overlap hours and expectations for meetings, standups, and responsiveness.
   
   
6. Who owns onboarding? What do you support?
   Good answer: they provide an onboarding playbook, help with access/setup, and check-ins after the start date.
   
   
7. What happens if the hire isn’t the right fit?
   Good answer: a clear replacement policy with specific terms. (South lists free replacement if necessary for its Staffing option and a 120-day replacement guarantee for Headhunting.)
   
   
8. Are there minimum commitments or cancellation fees?
   Good answer: transparent terms. (South states no minimum commitments and no cancellation fees for Staffing.)
   
   
9. How transparent is pricing?
   Good answer: you can understand the fee structure quickly, no surprise markups.
   
   
10. What support do you provide post-hire (30/60/90 days)?
    Good answer: structured follow-ups, performance check-ins, and help in resolving issues early before they become churn.

Step 3: Use a simple scorecard (so decisions don’t get emotional)

Rate each provider 1–5 on:

• Quality of shortlist
• Vetting depth
• Communication screening
• Pricing clarity
• Replacement / guarantees
  
  
• Post-hire support
• Speed
• Fit for your hiring model

Red flags to watch for

• “We’ll send profiles,” but no explanation of screening.
• No clear replacement policy.
• Vague pricing (“depends, talk to sales”) without any baseline.
• Overpromising speed without explaining how they protect quality.

The 9 best companies to hire Latin American developers in 2026 (full profiles)

1. South — Best for full-time hires with clear terms

Website: https://www.hireinsouth.com/ 

Best for: U.S. teams hiring full-time developers in Latin America who want a partner that handles recruiting + operational support.

What stands out

• Simple pricing model: a monthly fee tied to each employee’s salary for Staffing.
• End-to-end support: the fee covers sourcing, recruiting, admin, payroll, compliance, and ongoing support.
• Risk reduction: free replacement if necessary on Staffing, plus a 120-day replacement guarantee on Headhunting.
• No long-term lock-in: no minimum commitments and no cancellation fees (Staffing), and you only pay if you make a hire.

Watch-outs

• Best fit when you want embedded team members (not a “project is fully handled for you” outsourcing setup).

2. BairesDev — Best for larger teams and enterprise-scale programs

Website: https://www.bairesdev.com/ 

Best for: Companies that need to add multiple engineers (or build a full squad) and want a larger delivery organization behind it.

What stands out

• Markets a strict vetting approach: claims it selects less than 1% of candidates after interviews and technical assessments.

Watch-outs

• Often a more sales-led, enterprise-style engagement (great for scale; may feel heavy if you only need 1 hire).

3. Revelo — Best for platform-style hiring with payroll/compliance in one place

Website: https://www.revelo.com/ 

Best for: Teams that want to browse a large LATAM talent network and move quickly once they find the right match.

What stands out

• Positions itself as a platform to find, hire, and pay engineers, with payroll, benefits, and compliance included.
• Claims access to 400,000+ pre-vetted engineers.

Watch-outs

• Works best if you’re comfortable with a more self-serve workflow (you’ll still need a solid internal interview loop).

4. TECLA — Best for LATAM-focused recruiting with strong English emphasis

Website: https://www.tecla.io/ 

Best for: Teams that want a Latin America specialist and care a lot about communication quality and working U.S. hours.

What stands out

• Explicitly markets senior-level talent, English fluency, and being in your time zone.

Watch-outs

• Like most focused recruiters, outcomes depend on how clear your role spec is (scope + seniority + stack).

5. Andela — Best if you want a global talent marketplace approach (LATAM included)

Website: https://www.andela.com/ 

Best for: Companies open to hiring beyond Latin America while still wanting a managed platform experience.

What stands out

• Describes itself as a platform that helps companies source, qualify, hire, manage, and pay technical talent, reducing complexity around global hiring.

Watch-outs

• Not LATAM-only, great if you want optionality, less ideal if you want a region-specialist partner.

6. Turing — Best for assessment-heavy vetting and fast matching

Website: https://www.turing.com/ 

Best for: Teams that want structured testing and a platform-led process for matching.

What stands out

• Emphasizes vetting across data structures, algorithms, systems design, and other skills beyond standard interviews.

Watch-outs

• Platform-centric experience; you’ll want to align their evaluation with your exact role requirements.

7. CloudDevs — Best for fast matching with senior LATAM developers

Website: https://clouddevs.com/ 

Best for: Teams that want senior-only Latin American developers and care about quick turnaround and time-zone alignment.

What stands out

• Positions itself as a pre-vetted, senior-only LATAM tech talent platform for U.S./Canada companies.
  
  
• Promotes a large talent network (500k+ talent pool) and emphasizes working within your time zone.
• Highlights speed (messaging like talent being ready to start within a short window).

Watch-outs

• More platform-driven; make sure you’re clear on engagement type (full-time vs. contract), how screening maps to your role, and what post-hire support looks like.

8. Lemon.io — Best for startups that want fast matches and month-to-month flexibility

Website: https://lemon.io/ 

Best for: Startups and small teams that want vetted developers quickly with flexible engagement.

What stands out

• Runs a month-to-month subscription model and says you can switch hires at no cost if it’s not a fit.
• Markets a “top 1%” style manual vetting message on its site.

Watch-outs

• Best for speed and flexibility; for highly specialized senior roles, you’ll still want a tight interview loop.

9. Toptal — Best for premium, heavily vetted freelance talent

Website: https://www.toptal.com/ 

Best for: Mission-critical projects that need very senior freelancers (often short-to-mid term).

What stands out

• Markets talent from the top 3%, with a rigorous screening process.

Watch-outs

• Typically a premium option; best when you’re optimizing for seniority and speed more than budget.

Side-by-side comparison table (2026)

Here’s a quick way to compare the 9 options at a glance, by hiring model, screening approach, pricing clarity, and risk policies (based on what each company states publicly).

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Why South (HireInSouth) leads for hiring Latin American developers

Why South is #1

• Built for full-time, long-term hires (not short gigs): South explicitly recruits full-time only because stability drives better outcomes for both sides.
• Full-service support: the Staffing model covers sourcing, recruiting, admin, payroll, compliance, and ongoing support, so you’re not stitching together multiple vendors.
• Quality + scale: access to 80,000+ pre-vetted professionals, with a selection process that claims to accept only the top 0.5%.
• Clear terms + lower risk: pay nothing until you hire, no minimum commitments, and free replacement if necessary on Staffing (plus a 120-day replacement guarantee on Headhunting).

What you get with South (Staffing)

South’s Staffing model is designed to remove friction after “we found a great candidate,” including:

• Recruiting + shortlisting (so you’re only interviewing strong matches)
• Admin + payroll support (to keep payment and ongoing operations simple)
• Ongoing support after hire (not just an intro and goodbye)
• Replacement coverage if the fit isn’t right

How South works (step-by-step)

South lays out a simple 3-step flow:

1. Describe the role: South learns your needs and writes the job listing.
2. Search & vet: Candidates go through English assessments, internet speed tests, an initial interview, behavioral/communication checks, and reference checks before you see them.
3. Hire with confidence: South supports onboarding and handles the operational pieces so you can focus on shipping.
   

Who South is best for

South is a strong fit if you want:

• Developers who work your hours (real-time collaboration with U.S. teams)
• Full-time team members who can build context, own parts of the codebase, and stick around
• A transparent pricing model with simple commitments and clear guarantees

Frequently Asked Questions (FAQs)

How long does it take to hire a developer in Latin America?

If your role requirements are clear and your interview loop is tight, many teams can hire in 2–4 weeks. Your timeline depends most on seniority, stack, and how quickly your team can interview and decide.

What’s the best interview process for remote developers?

Keep it simple and high-signal:

• Tech screen (role-aligned problem)
• System design (tradeoffs + decision-making)
• Team collaboration (communication, ownership, async habits)

Then move fast; great candidates won’t wait through a multi-week loop.

How do I validate “senior” quickly?

Look for:

• strong system design reasoning (not buzzwords)
• clean code + refactoring instincts
• real debugging approach (logs/metrics/hypotheses)
• clear communication in writing and in calls

How much time-zone overlap should I require?

For most product teams, aim for at least 4 hours of overlap with your core engineering hours. If you do daily standups, pairing, or incident response, you’ll want more.

What hiring model should I choose: full-time, contract, or marketplace?

• Full-time embedded hire: best for core roadmap work and long-term ownership
• Contract staffing: best for short windows or defined projects
• Marketplace: best if you have time to vet heavily and the work is self-contained

How much does it cost to hire LATAM developers?

It varies by country, stack, and seniority, plus the provider’s fee structure. The most important thing is comparing apples-to-apples: salary + provider fees + what’s included (screening, support, replacements, etc.).

How do I reduce risk if the hire isn’t a fit?

Two practical levers:

• a clear 30/60/90-day onboarding plan (so performance is visible early)
• a partner with a replacement policy (so you’re not stuck restarting from zero)

What should onboarding look like for remote engineers?

Give them a “day-one runway”:

• access + environment setup in the first 48 hours
• one small merge in week one
• clear ownership of a scoped module/service by week two

Do I have to pay to interview candidates with South?

South states it’s “Free to try” with “No cost to interview,” and you pay nothing until you hire.

How fast can I hire with South, and what happens if it doesn’t work out?

South markets “Build high-performing teams in 21 days or less.” On the Staffing plan, South says the fee includes “a free replacement if necessary at any point,” and its Headhunting option includes a 120-day replacement guarantee

Ready to build your tech stack without breaking your budget? 

South gives you access to a pool of over 80,000 pre-vetted professionals, delivering your next hire in 21 days or less. 

With transparent pricing, zero upfront fees, and a 90-day satisfaction guarantee, it’s the lowest-risk way to tap into the LATAM talent goldmine. Schedule a call with us and find your next favorite employee this week.