ALL ROLES / DEVOPS ENGINEERS

Hire a DevOps engineer who makes every release boring

CI/CD pipelines, infrastructure as code, containers, monitoring and cloud cost. A dedicated DevOps engineer from Latin America who works your hours and owns the path from a merged pull request to production.

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An engineer working on a laptop and an external monitor

TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

  • Apollo
  • Vonage
  • Expensify
  • GetAccept

How it works

How do I hire a DevOps engineer?

You do one thing: interview. We handle everything else.

1

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

2

Review your matches

3 to 5 matches in 48 hours.

3

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 pipeline

A dedicated engineer who learns your infrastructure and stays with it. Not a consultancy that writes the Terraform and leaves before the first incident.

Same day as your developers

Latin America and the Caribbean overlap the US working day, so a broken build or a failed deploy gets looked at while your team is still online.

Checked against your stack

AWS, Azure or GCP, Terraform, Kubernetes, GitHub Actions or GitLab CI. Each search is sourced against the tools you name, not a generic list.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. Infrastructure work 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 search

PRICING 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 search

How 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

  • 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
    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
    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
    Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in a DevOps engineer

DevOps is a set of practices, not a tool list. These are the capabilities that decide whether your team ships faster or just gets a new set of dashboards.

  • CI/CD that people trust

    Pipelines that build, test and deploy on every merge, fail loudly and early, and are fast enough that developers do not look for ways around them.

  • Infrastructure as code

    Terraform, Pulumi or CloudFormation, with modules, state handled safely and changes reviewed like application code instead of clicked together in a console.

  • Containers and orchestration

    Docker images that are small and reproducible, and Kubernetes or ECS only where the workload justifies it, not by default.

  • Cloud fluency

    Networking, identity and permissions, storage and managed services on the provider you run, with an eye on what each choice costs every month.

  • Monitoring and alerting

    Metrics, logs and traces that answer the question during an incident, and alerts tuned so the ones that fire are the ones that matter.

  • Security in the pipeline

    Secrets management, least-privilege access, dependency and image scanning built into the pipeline, so security is a default and not a review at the end.

  • Working with developers

    The job is to make other engineers faster. That means documentation, templates and saying no to a shortcut that will page someone at night.

  • AI where it saves a step

    Drafting pipeline configs, summarizing logs and writing first versions of runbooks. Useful for speed, always reviewed before it touches production.

HIRING GUIDE

How to hire DevOps engineers

Hiring a DevOps engineer is usually a response to slow releases, fragile deploys or a cloud bill nobody can explain. This guide covers what the role actually does, how it differs from SRE and platform work, and when a dedicated hire is not the answer.

What does a DevOps engineer do?

Builds and runs the path from code to production: CI/CD pipelines, infrastructure as code, container builds, environments, monitoring and the access and secrets that tie it all together.

The goal is a team that can ship small changes often and safely. A good DevOps engineer measures success by how rarely developers have to think about deployment, not by how much tooling they add.

DevOps engineer, SRE or platform engineer?

The titles overlap. DevOps usually means pipelines, infrastructure and release automation. Site reliability engineering puts the weight on uptime, incident response and service level objectives. Platform engineering builds internal tooling that other teams use to deploy on their own.

Hire for the problem you have. If releases are slow and manual, that is DevOps work. If reliability and uptime are the problem, say so in the brief, or see our site reliability engineers page.

When should you not hire a dedicated DevOps engineer?

When you have one small application on a managed platform that deploys on push. A few days of setup from a consultant, or the platform defaults, will serve you better than a full-time role with nothing to own.

It is also the wrong hire when the real problem is code quality or missing tests. A pipeline can run tests; it cannot write them. Fix that with the developers first, then automate.

What should I test in the interview?

Ask them to walk through a pipeline they built: what triggers it, what it checks, how a rollback works and what happened the last time it failed. Specifics about a real failure tell you more than any list of tools.

Then give a short practical task in your own stack, such as reviewing a Terraform change or a Dockerfile, and ask what they would change and why. Look for concern about security, cost and the next person who has to maintain it.

Red flags in DevOps engineer candidates

A tool list instead of a story. If they walk through a pipeline they built by naming tools, but cannot say how a rollback works or what happened the last time it failed, they have used that pipeline more than they have owned it.

Kubernetes by default. A candidate who proposes orchestration for every workload, whatever it runs, will add machinery your team has to maintain without a reason for it.

Changes clicked together in a console. Ask how their last infrastructure change reached production. If it was not in code and nobody reviewed it, your environments will drift apart and cannot be rebuilt.

Security and cost left for later. In the Terraform or Dockerfile review, notice whether they mention secrets, permissions or what the change costs. Silence on all three means those questions get asked at the end, if at all.

Success measured in tooling. Ask how they knew their last project worked. An answer about dashboards and tools added, rather than developers shipping small changes with less thought about deployment, tells you what they will optimize for.

Are DevOps engineers still in demand, and is AI replacing DevOps?

The work is not going away: every team that ships software needs pipelines, infrastructure and someone accountable when a deploy breaks. What changes is the tooling, and AI assistants now draft configs and summarize logs.

That raises the value of judgment. Someone still has to decide what runs in production, review what the assistant wrote and own the incident when it goes wrong.

How long before a new DevOps engineer is effective?

Plan the first two weeks for access, a map of every environment and a read through the existing pipelines and incidents. A small first win, such as fixing the slowest step in the build, is a good early signal.

Larger changes, such as moving to infrastructure as code or a new orchestration layer, should come with a written plan before any migration starts.

How much does it cost to hire a DevOps engineer?

It depends on seniority, the cloud and tooling 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 DevOps engineer in Latin America?

Overlap. Deploys, incidents and pipeline problems happen during your working day, and Latin America and the Caribbean share most of the US working day, so the person who owns the pipeline is online when it breaks.

The second reason is communication. DevOps work is mostly coordination with developers, 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 cloud, the tooling, 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.

How do I hire a DevOps engineer?
Write down the cloud, the tools and the problem you want solved, then test candidates on a real pipeline or infrastructure change in your stack. With CloudTask you send that brief and see 3 to 5 matched profiles within 48 hours.
How much does a DevOps engineer cost?
It depends on seniority, stack and country, so a single number would mislead you. On Managed Staffing you pay one all-in monthly rate per person; on Direct Hire, a one-time fee. We quote your role before you interview.
Should I use DevOps consulting or hire a dedicated engineer?
Consulting fits a one-time project with a clear end, such as an initial cloud setup. A dedicated engineer fits continuous work: releases every week, infrastructure that keeps changing and someone accountable when a deploy fails.
Is AI replacing DevOps engineers?
No. AI tools draft configs and summarize logs, but someone still decides what runs in production, reviews the output and owns the incident. The role shifts toward judgment, not away from people.
How fast can a DevOps engineer start?
You get 3 to 5 matched profiles within 48 hours. After you choose, plan the first two weeks for access, a map of your environments and one small improvement to the pipeline.
What is the $299 for?
It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.
Why is there no number on the monthly rate?
Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.
Who is the legal employer?
On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.
How does tracking work, and can I turn it off?
On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.
What happens if the person does not work out?
Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.
Is there a platform or subscription fee?
No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

Ready to hire?

3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.