ALL ROLES / CLOUD ENGINEERS
Hire a cloud engineer who keeps your cloud secure and affordable
AWS, Azure or Google Cloud: networking, identity, migrations, managed services and cost. A dedicated cloud engineer from Latin America who works your hours and owns the environment your product runs on.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a cloud engineer?
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
One owner for your cloud
A dedicated engineer who learns your accounts, your network and your services. Not a consultancy that designs the landing zone and hands it back.
Same day as your team
Latin America and the Caribbean overlap the US working day, so access requests, outages and cost spikes are handled while your developers are online.
Checked against your provider
AWS, Azure or Google Cloud, Terraform, your identity setup and your managed services. Each search is sourced against the stack you name.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire. Your infrastructure cannot wait for a second search, so the guarantee covers the case where the fit is wrong.
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 capabilities to look for in a cloud engineer
A certification shows someone studied a provider. These are the capabilities that decide whether your cloud stays secure, stable and affordable once real workloads run on it.
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Depth on your provider
Deep, working knowledge of the provider you run, AWS, Azure or Google Cloud, including its limits and failure modes, not a shallow tour of all three.
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Networking
VPCs or VNets, subnets, routing, DNS, load balancers and private connectivity. Most cloud outages and security gaps start in the network design.
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Identity and access
IAM roles and policies with least privilege, account structure, and secrets kept out of code. The single most important security control in any cloud.
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Infrastructure as code
Terraform, CloudFormation, Bicep or Pulumi, so every environment can be rebuilt and every change is reviewed before it reaches production.
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Cost awareness
Tagging, right sizing, reserved capacity and storage lifecycle. Knowing why the bill moved this month and what to change next month.
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Migrations
Moving workloads from on premise or another provider with a plan for data, cutover and rollback, instead of lifting everything as is and hoping.
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Monitoring and backups
Alerts on what matters, backups that are tested by restoring them, and a recovery plan someone has actually walked through.
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AI where it saves a step
Drafting templates and policies, explaining unfamiliar services and summarizing logs. Useful for speed, always reviewed before it touches production.
HIRING GUIDE
How to hire a cloud engineer
Cloud engineer is a broad title. This guide covers what a cloud engineer does, how the role differs from DevOps and architecture, and when a dedicated hire is not the right move.
What does a cloud engineer do?
Designs, builds and runs the cloud environment your product and internal systems live on: accounts and networking, identity and access, compute and storage, managed databases, backups and monitoring.
The day-to-day mixes building new environments, handling access and change requests, keeping costs under control and fixing whatever breaks at the infrastructure layer.
Cloud engineer, DevOps engineer or cloud architect?
A cloud engineer owns the environment itself. A DevOps engineer owns the path from code to production on top of it: pipelines and releases. A cloud or solutions architect designs the target state and the trade-offs, usually across several teams.
Small teams often need one person who covers the first two. Say which problems you have in the brief, and see our DevOps engineers and solutions architects pages if one of those fits better.
Which cloud provider should the engineer know?
Hire for the provider you run today. Someone with deep experience on one provider ships faster and makes fewer security mistakes than a generalist with light experience on all three.
If you are planning a move between providers or a multi-cloud setup, put it in the brief so the search covers both sides of the migration.
When should you not hire a dedicated cloud engineer?
When your whole product runs on a platform that manages the infrastructure for you and nothing about it changes month to month. A periodic review from a consultant will cost you less than a role with nothing to own.
It is also the wrong first hire when you have no one who can review their work at all. For a first cloud setup, an experienced consultant or architect to design it, followed by a dedicated engineer to run it, is often the safer order.
Are cloud engineers still in demand?
Yes. Workloads keep moving to the cloud, and every environment needs someone who understands its security, networking and cost.
What has changed is the bar. Clicking through a console is no longer enough; infrastructure as code, security and cost ownership are now part of the job.
What should I test in the interview?
Ask them to draw the network of an environment they built: accounts, subnets, what is public and why. Then ask how access is granted and revoked. Vague answers here are the strongest warning sign.
Then give a short practical task in your provider, such as reviewing an IAM policy or a Terraform plan, and ask what they would change. Look for concern about least privilege, cost and recovery.
Red flags in cloud engineer candidates
A network they cannot draw. Ask them to sketch an environment they built. A candidate who cannot say what is public and why has operated a network someone else designed, and most outages and security gaps start in that design.
Wider access as the fix. In the IAM policy review, watch for a candidate who solves an access problem by granting broader rights. Someone who does not reach for least privilege in an interview will not reach for it in your accounts.
Everything clicked in a console. If every change they describe was made by hand in a console, nothing they built can be rebuilt or reviewed. Ask how their last change reached production and who reviewed it first.
No view of the bill. Ask why a cloud bill they were responsible for moved in a given month. A candidate who has never looked, or says cost belonged to someone else, will let yours drift.
Backups nobody restored. Ask when they last restored a backup and what they learned. Backups that were never tested and a recovery plan nobody walked through are a plan in name only.
How much does it cost to hire a cloud engineer?
It depends on seniority, the provider and services you run, 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 cloud engineer in Latin America?
Overlap. Access requests, deploy problems and outages happen during your working day, and Latin America and the Caribbean share most of the US working day, so the person who owns the environment is online when it matters.
The second reason is communication. Cloud work touches every engineering team, and we screen English live on a call rather than inferring it from a profile.
How does CloudTask hire for this role?
You send the provider, the services, 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.
Should I hire an AWS engineer or an Azure engineer?
Do I need cloud consulting services or a dedicated engineer?
How fast can a cloud engineer 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.