ALL ROLES / BACKEND DEVELOPERS
Hire backend developers who keep your systems running
APIs, databases, integrations and the services behind your product. A dedicated backend developer from Latin America who works your hours, owns what they ship and writes code the rest of your team can maintain.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a backend developer?
You do one thing: interview. We handle everything else.
Post the role
5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.
Review your matches
3 to 5 matches in 48 hours.
Interview and hire
We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.
WHY TEAMS TRUST CLOUDTASK
What you get with every hire
Dedicated to your codebase
One developer who learns your services, your data model and your conventions. Not a freelancer who picks up a ticket and leaves before the incident.
Same hours as your team
Latin America and the Caribbean overlap the US working day, so code review, standups and production issues get handled live.
Searched against your stack
Language, framework, database and cloud provider come from your brief, and each profile is checked against them before you see it.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire. If the fit is wrong, the guarantee covers the replacement search.
WHY CLOUDTASK
Staffing with numbers behind it
10,000+
hires placed
since 2016
85%
still in seat
past 90 days
24 months
replacement guarantee
on Managed Staffing
12
countries
across Latin America and the Caribbean
PRICING MODEL
Managed Staffing.
Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.
Pay
One all-in monthly rate
Per person. That is the number, and there is nothing added to it.
In the monthly rate
- Sourcing from the CloudTask staffing and recruiting company
- Screening and vetting
- Matching coordination
- Worker payments
- Compliance and employment administration
- Onboarding support at day 0, 7, 30 and 60
- Ongoing check-ins with the hire and with you
- Time and activity tracking, on by default
- Performance escalation
- 24-month replacement guarantee. Replacements not capped.
- Health benefits available on request
- Equipment benefits available on request
Stays with you
- The work itself
- Priorities and direction
- Who you hire
$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.
Start your searchPRICING MODEL
Direct Hire.
Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.
Pay
20% to 30%
Of first-year base salary. One time, quoted per role, paid when they accept.
In the fee
- Sourcing from the CloudTask staffing and recruiting company
- Screening and vetting
- Shortlist of matched candidates
- Interview coordination
- Offer support
- 6-month replacement guarantee. One replacement, same job description.
Yours when they accept
- Employment and payroll
- Compliance and employment administration
- Ongoing management
- Time and activity tracking
- Health benefits and equipment benefits
$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.
Start your searchHow CloudTask compares
Run the numbers. We did.
The same role, three ways to fill it.
Swipe to compare
| US Direct Hire | Staffing Agency | ||
|---|---|---|---|
| Time to First Interview | 48 hours | 3 to 6 weeks | 2 to 4 weeks |
| Payroll & Compliance | Included on Managed Staffing | You manage | Included in rate |
| Vetting Process | Human + AI verified | You screen | Recruiter screened |
| Candidate spam | Screened out before you see a profile | Common | Low |
| Tool Verification | Verified per candidate | Self-reported | Rarely verified |
| Free Replacements | 24 months on Managed Staffing, 6 months on Direct Hire | None | Variable |
Testimonials
Trusted by teams that hire with us
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LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.
David Barrett CEO, Expensify -
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.
Tim Zheng CEO, Apollo.io -
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.
Carl Carell CRO and Co-founder, GetAccept
SKILLS
Top skills to look for in a backend developer
Knowing a language is the entry ticket. These are the skills that decide whether your backend stays fast, correct and easy to change a year from now.
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API design
REST or GraphQL endpoints with clear contracts, versioning and error handling that frontend and mobile developers can rely on without asking.
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Data modeling and SQL
Schemas that match the business, migrations that do not lock production, and queries that stay fast when the tables grow.
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Cloud and deployment
Comfortable in AWS, Google Cloud or Azure, with containers, CI pipelines and infrastructure the team can reproduce.
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Security by default
Authentication, authorization, secrets handling and input validation built in from the first commit, not added after an audit.
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Performance and caching
Finding the slow query or the chatty service with real measurements, then fixing it with indexes, caching or queues.
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Observability
Logs, metrics and alerts that tell you what broke and where, so an incident takes minutes to diagnose instead of hours.
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Tests and documentation
Automated tests on the paths that matter and short written notes on why a system works the way it does.
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AI as a tool, reviewed
Using coding assistants for boilerplate, tests and first drafts, and reviewing every line before it reaches production.
HIRING GUIDE
How to hire backend developers
A backend hire lives or dies on judgment that a resume does not show. This guide covers what a backend developer actually does, how to choose the stack you hire for, what to test in the interview and when a dedicated backend developer is the wrong hire.
What does a backend developer do?
Builds and runs the parts of your product that users do not see: the APIs the frontend calls, the database, the business logic, background jobs and integrations with payment, email and third-party services.
Day to day that means writing and reviewing code, designing data models, keeping deployments safe and responding when something breaks in production. On a small team the backend developer often owns infrastructure too.
Backend, frontend or full stack: which do you need?
Hire backend when the hard part of your product is data, integrations, scale or reliability. Hire frontend when the hard part is the interface. Hire full stack when you need one person to ship complete features across both and the depth required on each side is moderate.
If your API is slow, your data is inconsistent or every integration is fragile, that is a backend problem, and a full stack generalist may not have the depth to fix it.
Which language and framework should you hire for?
The one you run today. Node.js, Python, Java, Go, C# and PHP all power serious products, and a developer who already knows your framework, your database and your cloud ships in weeks instead of months.
If you are starting from zero, choose the stack for the team you can hire and maintain, not for a benchmark. Put the language, framework, database and cloud provider in the brief so the search is filtered on them.
What should you test in a backend developer interview?
Give a small task close to your real work: an endpoint that reads and writes to a database, with validation and a test. Read the code for naming, error handling and whether they tested the failure path, not only the happy one.
Then ask about a production incident they handled. You want to hear how they found the cause, what they changed and what they did so it would not happen again.
Red flags in backend developer candidates
Only the happy path. If the endpoint in the interview task validates nothing and its test covers only the request that works, expect the same in production. Read how they handle the failure path before you read anything else.
An incident with no cause. A candidate who describes a production incident as something that went away after a restart, and cannot say what they changed so it would not happen again, has fixed a symptom and left the system as it was.
Tuning by guesswork. Ask how they found the last slow query or slow service they fixed. An answer about adding caching everywhere, with no measurement before or after, means performance work on your system will be guesswork too.
Security as someone else's job. If authentication, authorization, secrets handling and input validation only come up when you ask about them, they will only come up in your codebase after an audit.
AI output they cannot explain. Ask them to walk through code they wrote with a coding assistant. A candidate who cannot say why it works, or what they changed after reviewing it, is shipping code nobody has read.
When should you not hire a dedicated backend developer?
When your product is a simple site or a thin layer over a managed platform, where a backend as a service or a no-code tool covers what you need. A full-time backend developer will not have enough to do.
It is also the wrong hire when nobody on your side can review code or set priorities. A single developer with no technical lead and no product owner tends to build what is interesting instead of what the business needs.
Will AI replace backend developers?
Coding assistants speed up boilerplate, tests and first drafts. They do not decide how your data should be modeled, which trade-off to take under load or what to do when production is down at the worst moment.
The practical question is whether the developer uses these tools well and reviews what they produce. Ask about it in the interview.
How much does it cost to hire a backend developer?
It depends on seniority, stack, the language requirement and the country the person works from, and any single number describes one scenario and calls it a price.
What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.
Why hire a backend developer in Latin America?
Overlap. Backend work runs on code review, standups and incidents, and Latin America and the Caribbean share most of the US working day, so those happen in real time instead of overnight.
The second reason is communication. Your developer writes design notes, pull request descriptions and incident updates in English, and we screen English live on a call.
How does CloudTask hire for this role?
You send the stack, the kind of work and the hours you need covered. We source against that brief and come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and checked against the stack you named.
You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.
FAQ
The fine print, in plain terms.
What is the difference between a backend developer and an API developer?
Which languages can I hire a backend developer for?
How fast can a backend developer start?
What is the $299 for?
Why is there no number on the monthly rate?
Who is the legal employer?
How does tracking work, and can I turn it off?
What happens if the person does not work out?
Is there a platform or subscription fee?
Ready to hire?
3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.