South helps growing companies find, hire, and pay top Latin American talent. Build high-performing teams in 21 days or less.
.svg){kind=logo}
A Fintech Developer builds production systems that move money: payment rails, ledgers, KYC and onboarding flows, fraud signals, and integrations with banks and processors. They live with regulatory and security constraints (PCI, SOC 2, BSA/AML) that other engineers do not.
U.S. salaries for this role have climbed sharply in recent years. Fintech Developers in the U.S. command an average U.S. salary of $19,800 per month compared with an average Latin American salary of $4,000 per month, creating potential savings of up to 80%. The LatAm talent pool is deep across countries like Argentina, Brazil, Colombia, and Mexico, and most candidates South places have direct experience supporting U.S. companies.
Yes, and most U.S. teams already do. South contracts the Fintech Developer locally, handles compliance and payroll, and bills you monthly. The hire joins your tools, standups, and Slack like a domestic teammate. Time-zone alignment is the unlock: same-day collaboration without the async lag of EMEA or APAC.
Strong back-end engineering, real experience with at least one payment or banking integration (Stripe, Plaid, ACH, card processing), comfort with double-entry ledgers, and a security/compliance instinct. The bar is high because the cost of bugs is real money lost.
The standard stack varies by team, but expect fluency with: Plaid, Stripe, Dwolla, Modern Treasury, AWS, PostgreSQL, Kafka, Java, Python, Node.js, Terraform. Beyond tools, look for judgment about when to reach for which tool, and the discipline to document choices for the next person on the project.
A Back-End Developer is the generic engineering role. A Fintech Developer is a back-end engineer with specific finance domain experience and the discipline that comes with it. For payments, lending, or treasury products, hire the specialist.
South sources LatAm fintech engineers from neobanks, payment processors, and lending startups. You see a shortlist in seven to ten days, interview directly, and onboard inside three weeks. Schedule a free call here to get started!
The region has the perfect mix of everything you want in remote employees: English skills, shared time zones, hard-working, and depth of talent. They are already accustomed to working remotely for top US startups and Fortune 500 companies.
Absolutely! The US and Latin America have basically the same time zones. No Latin American city is more than two hours ahead of EST.
Every hire is sourced based on your exact needs. They will arrive ready to support your business right away. They can do basically any tasks done remotely, but we recommend starting them as support so your team has more bandwidth for high-value strategic tasks.
All types of roles - customer service, executive assistant, sales, accounting, email marketing, lead generation, content writers, operations, social media marketing, and more!
You can pay directly through us (most popular) or we can connect you with one of our payroll partners.
You don't have to deal with any American labor laws / taxes when hiring full-time remote contractors. They aren't US-based, so no visas or sponsorships to deal with either.
We recommend market pay which varies for each role. See our salary guide and success stories for some ideas.
Then, we have two different models:
Staffing (most popular) - We charge a small monthly fee for each employee's monthly salary to make the process hassle-free. The fee covers sourcing, recruiting, admin, payroll, compliance, ongoing support, and a free replacement if necessary at any point. There are no cancellation fees or minimum commitments. You only pay if you make a hire.
Headhunting - A one-time simple fee once we've found the perfect candidate. This comes with a 120-day replacement guarantee.
For both options, you only pay something if we find you someone great that you want to hire.
Yes, we only recruit for full-time and we strongly recommend full-time hiring if you can. Stability (full-time & long-term) is highly sought after abroad. The top caliber candidates are only looking for full-time work.
You're also going to spend time training and getting them up to speed on your processes. It would be a waste to do that over and over again with new people all the time.
We recommend training new hires on one thing at a time.
For example, once they get up to speed on lead generation, you can add the next role writing blog posts or whatever you'd like. You can definitely overlap roles until you have enough work for multiple people.
The cost of living is much less in Latin American countries. Many of our employees are able to own homes, raise families, provide for their parents, and have in-home help of their own with their salaries.
If you aren't happy with your hire in the first 120 days, we will work with you to conduct a second round of search for the same role for free.
Just email us at Hello@HireInSouth.com and we will get back to you with an answer as soon as possible.
