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 Salesforce Developer builds, extends, tests, and maintains custom functionality on the Salesforce platform.
They typically work where configuration alone isn't enough to support the organization's business requirements.
Common responsibilities include:
The exact scope depends heavily on the Salesforce environment.
One Salesforce Developer may spend most of their time building Lightning Web Components.
Another may focus on API integrations.
Another may maintain a mature Sales Cloud implementation containing years of Apex and legacy automation.
Another may specialize in Experience Cloud, Data 360, Agentforce, or managed packages.
Define the Salesforce environment and problems the developer will own before building the candidate checklist.
A strong Salesforce Admin can solve a surprising number of problems through:
Development becomes more valuable when requirements start needing custom:
Flow is powerful.
A large collection of interconnected Flows can still become difficult to debug and maintain.
A Salesforce Developer can help determine which logic should remain declarative and which parts would be clearer as reusable Apex.
Standard Salesforce pages can support many workflows.
Your team may eventually need custom interfaces for areas such as:
Lightning Web Components allow developers to build those experiences directly within Salesforce.
Salesforce may need to exchange information with:
These integrations can require:
A Salesforce Developer can own the CRM side of that integration architecture.
Symptoms may include:
A developer with real Apex experience can identify architectural problems instead of repeatedly patching individual errors.
Mature Salesforce environments may contain:
A senior Salesforce Developer can refactor these areas gradually while preserving business behavior.
Established Salesforce environments may still contain:
A developer experienced across old and new Salesforce UI technologies can move selected functionality toward Lightning Web Components.
Older Salesforce organizations can contain years of legacy automation.
A developer can help evaluate dependencies and move appropriate processes toward Flow while testing the results carefully.
Systems that need near-real-time Salesforce changes may benefit from:
This requires deeper integration experience than simple one-off API calls.
Salesforce products distributed to multiple customer organizations create additional technical requirements around:
Look for direct managed-package experience if this is central to your business.
Agentforce projects can still require substantial development around:
A Salesforce Developer can connect agent behavior with real application workflows.
If production changes depend heavily on manual setup, your team may need stronger development practices around:
A Salesforce Developer with source-driven development experience can improve release reliability.
Strong Salesforce Developers combine Salesforce-specific platform knowledge with solid software-engineering fundamentals.
Apex remains one of the most important skills for custom Salesforce development.
Candidates should understand:
Candidates should understand how Salesforce processes records in bulk.
Ask how they would design code to work correctly when a trigger receives many records in one transaction.
Candidates should understand why governor limits exist and how architecture affects:
Developers should understand when to use:
They should also understand query performance and relationships.
Modern UI-focused candidates should have strong LWC knowledge.
Relevant skills include:
JavaScript is particularly important for Lightning Web Components.
Candidates should understand the language beyond Salesforce-specific syntax.
Developers should understand Flow even when their primary strength is Apex.
A good Salesforce Developer knows when configuration provides a simpler solution.
Candidates should understand:
Architecture should reflect the business domain rather than simply creating another custom object for every request.
Candidates should understand:
Senior candidates should understand how custom Apex interacts with those controls.
Relevant experience can include:
Modern integration roles should understand Named Credentials and External Credentials for authenticated callouts.
Event-driven environments may require experience with Platform Events.
Candidates should understand when Change Data Capture can synchronize Salesforce record changes with other systems.
For advanced real-time integrations, practical Pub/Sub API knowledge can be useful.
Candidates may need experience with:
Ask them to explain why they chose a particular asynchronous pattern.
Candidates should understand:
Code coverage matters for deployment, while meaningful behavioral testing matters more for application quality.
Candidates should be comfortable using modern Salesforce CLI workflows.
Useful capabilities include:
Salesforce code and metadata should be managed through version control in mature development environments.
Look for experience with:
Candidates may have used:
The important skill is understanding reliable Salesforce release processes.
Visualforce experience remains relevant when your organization has older Salesforce functionality.
Don't make it a primary requirement for a new LWC-first application unless your codebase needs it.
Aura knowledge follows the same rule.
It's useful for maintenance and migration when the existing organization contains Aura components.
MuleSoft expertise may matter in larger integration-heavy environments.
Prioritize Data 360 experience when unified customer data is a major part of the project.
Agentforce experience may be valuable if AI agents are part of your current Salesforce roadmap.
Useful certifications can include:
Other Salesforce credentials may support a candidate's specialization.
Certifications can strengthen a profile, while production examples should carry more weight than badges alone.
Salesforce Developers frequently work with:
They need to turn business processes into technical designs other teams can understand.
Salesforce Developer compensation depends on seniority, Apex depth, Lightning experience, integration complexity, certifications, and specialized platform knowledge.
South's current Salesforce Developer benchmark lists an average U.S. salary of approximately $10,800 per month and an all-in monthly rate of approximately $5,270 for Latin American talent.
That's potential savings of approximately 51%.
Your actual rate will depend on the profile you need.
Junior developers can contribute to:
They work best when experienced Salesforce Developers can provide architecture and code-review guidance.
Mid-level developers can generally own complete Salesforce features.
They may handle:
Senior developers can make broader technical decisions.
They may:
Integration specialists may focus more heavily on:
UI-focused specialists may work more deeply with:
Some positions span the broader application platform and combine:
Define the specialization according to your Salesforce environment.
A strong Salesforce Developer interview should test Apex, governor limits, LWC, Flow, data modeling, security, integrations, testing, and real production judgment.
Avoid turning the interview into a certification exam.
Ask:
Walk me through the most complex Salesforce implementation you've worked on.
Then ask:
Specific examples reveal far more than memorized Salesforce definitions.
Ask:
A business team needs new automation whenever an Opportunity reaches a particular stage. How would you decide whether to use Flow or Apex?
Look for someone who evaluates:
rather than choosing their favorite tool automatically.
Ask:
An Apex trigger works when one record is updated but fails during a 200-record import. What would you investigate?
Strong candidates should immediately think about:
Ask:
You need Accounts and their related Opportunities for a custom interface. How would you retrieve the data efficiently?
Explore:
Ask:
A Lightning Web Component needs to display and edit one Account. Would you immediately write Apex?
Strong candidates should consider Lightning Data Service and standard platform data APIs before adding custom server code.
Ask:
An Apex method returns sensitive Account fields to a Lightning Web Component. What security concerns do you evaluate?
Look for understanding of:
Ask:
Salesforce needs to notify an external billing platform whenever an Opportunity closes. How would you design it?
Potential approaches may involve:
Strong candidates should discuss reliability and failure handling.
Ask:
How would you securely manage OAuth credentials for Apex calls to an external API?
Look for modern Named Credential and External Credential patterns rather than credentials embedded in code.
Ask:
The external system temporarily goes offline after Salesforce publishes an event. How does your integration recover?
Explore:
Ask:
When would you choose Queueable Apex over Batch Apex?
Strong candidates should tie the answer to workload characteristics.
Ask:
A Salesforce org contains Workflow Rules, Process Builder, Aura, and Visualforce. How would you modernize it?
Look for a phased approach based on:
rather than a wholesale rewrite.
Ask:
Several developers are changing Salesforce metadata simultaneously. How do you keep deployments predictable?
Candidates may discuss:
Useful questions include:
Choose the questions based on the environment.
A Salesforce Developer building Lightning interfaces and a developer maintaining integration-heavy backend automation need different interviews.
A Salesforce Admin focuses primarily on configuring and operating Salesforce.
Typical Admin responsibilities include:
A Salesforce Developer specializes more deeply in custom development.
They may own:
If the requirement can be solved cleanly through configuration, a strong Admin may be enough.
If your requirements involve deeper code, integrations, or custom interfaces, a Salesforce Developer becomes more relevant.
A Salesforce Consultant typically focuses more heavily on:
A Salesforce Developer focuses more heavily on building the technical solution.
Complex projects may need both.
A CRM Developer is a broader role that may work across:
A Salesforce Developer specializes specifically in Salesforce architecture and development tools.
If Salesforce already defines your CRM stack, direct platform expertise should usually be prioritized.
A Salesforce Architect operates at a broader level.
They may make decisions around:
A Salesforce Developer spends more time implementing those decisions in:
Senior Developers may take on some architecture responsibilities, particularly in smaller teams.
A Back-End Developer works more broadly with APIs, databases, services, and application logic outside Salesforce.
A Salesforce Developer specializes in Salesforce's governed application environment.
Both may collaborate closely when product systems and Salesforce exchange information.
South helps U.S. companies find Salesforce Developers across Latin America based on the Salesforce environment, custom development, integrations, and seniority the role requires.
Start with your current Salesforce environment.
Consider:
A developer modernizing an old Salesforce org needs a different background from someone building new LWC applications.
South identifies Salesforce Developers across Latin America whose experience aligns with your requirements.
Evaluation can include:
You receive a focused selection of candidates rather than sorting through large numbers of general CRM applications.
Compare their:
Your team interviews the Salesforce Developers you want to meet.
Use real business workflows, Apex scenarios, governor-limit problems, LWC architecture, integrations, security questions, and examples from your current Salesforce environment.
You make the final hiring decision and manage your Salesforce Developer as part of your team.
South provides one consolidated monthly invoice covering your teammate's compensation and South's service.
There are no minimum commitments, and South offers a free replacement if you need to make a change.
Salesforce Developers often collaborate with:
Latin America's overlap with U.S. working hours supports:
Companies can access Salesforce Developers across Latin America with experience in Apex, Lightning Web Components, Flow, SOQL, APIs, MuleSoft, Salesforce CLI, Gearset, Copado, and other technologies used in modern Salesforce environments.
A Salesforce Developer builds custom functionality on the Salesforce platform.
Their work may include Apex, Lightning Web Components, Flow, integrations, APIs, security, testing, automation, and deployment.
Compensation depends on seniority and platform specialization.
South's current main calculator lists an all-in monthly rate of approximately $5,270 for Latin American Salesforce talent compared with an average U.S. salary of approximately $10,800 per month.
That's potential savings of approximately 51%.
Look for strong Apex, SOQL, Lightning Web Components, Flow, security, integration, testing, and production Salesforce experience.
Prioritize specialized Salesforce clouds and tools according to your environment.
Certifications such as Platform Developer I or II can strengthen a profile.
Practical production experience with Apex, LWC, integrations, security, and real Salesforce implementations should remain a major part of the evaluation.
Modern Salesforce Developers building Lightning Web Components should have good JavaScript fundamentals.
Only when the current Salesforce environment contains Visualforce or the developer will maintain a product that still relies on it.
For new UI development, Lightning Web Components are generally more relevant.
Yes.
Even code-focused developers should understand Salesforce Flow so they can choose appropriately between declarative automation and Apex.
Salesforce Admins focus more heavily on platform configuration and operations.
Salesforce Developers add custom code, interfaces, integrations, and more complex technical functionality.
Consider hiring one when you need custom Apex, Lightning Web Components, complex integrations, advanced automation, legacy modernization, event-driven architecture, managed packages, or stronger Salesforce development and deployment practices.
Yes. Latin America has Salesforce Developers with experience across Apex, LWC, Flow, SOQL, Salesforce APIs, MuleSoft, integrations, Git, CI/CD, and major Salesforce clouds, with working hours that can align closely with U.S. teams.
The right Salesforce Developer helps your team extend the CRM around real business requirements while keeping its automation, code, integrations, and security understandable as the organization grows.
South helps U.S. companies find pre-vetted Salesforce Developers across Latin America based on Salesforce depth, Apex expertise, integrations, platform specialization, seniority, and communication.
Schedule a free call and find your next Salesforce Developer in Latin America with South.
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.
Pricing is one flat monthly rate per hire. The rate includes your teammate's compensation and South's service in a single consolidated invoice. It covers sourcing, vetting, payroll, compliance, ongoing support, and a free replacement if you ever need one. Rates vary by role and seniority. See our savings by role page for typical ranges, then we'll confirm an exact rate for your role.
There are no cancellation fees or minimum commitments, and you only pay if you make a 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.
