ALL ROLES / SOFTWARE DEVELOPERS
Build a dedicated development team that works your hours
Software developers from Latin America who join your team full time, one seat at a time. You direct the work and own the roadmap. We find each person against your brief, and on Managed Staffing we also handle payments and compliance.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a software 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
Your team, not a vendor team
Each developer works inside your team, on your tools and your priorities. You direct the work instead of managing an agency relationship.
Same hours as your team
Latin America and the Caribbean overlap the US working day, so standups, code review and releases happen live.
Each seat searched on its own
Backend, frontend, full stack or mobile, each seat is sourced against its own brief and stack, not filled from whoever is free.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire, for every seat. 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 software developer
The stack in the brief gets a profile shortlisted. These are the skills that decide whether a developer makes the whole team faster or slower.
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Fluency in your stack
The language, framework and tooling you run today, deep enough to contribute in the first weeks rather than the first months.
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Reading existing code
Most of the job is changing code someone else wrote. Good developers understand a codebase before they rewrite it.
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Code review, both ways
Giving specific, useful review and taking it without friction. This is where team quality is decided.
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Testing
Automated tests on the paths that matter, so the team can release often without fear of breaking what already works.
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Written communication
Clear tickets, pull request descriptions and status updates in English, so work does not stall waiting for a meeting.
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Estimating and slicing work
Breaking a feature into small pieces that ship, and saying early when an estimate is wrong.
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Security and reliability habits
Handling secrets, permissions and failure cases as part of normal work, not as a separate project.
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AI as a tool, reviewed
Using coding assistants to move faster on routine work, and reviewing every line they produce before it ships.
HIRING GUIDE
How to hire a dedicated development team
A dedicated development team can mean an agency team you rent or developers who join your own team. This guide explains the difference, which roles a team needs, how to hire it and when a dedicated team is the wrong model.
What is a dedicated development team?
A group of software developers who work full time on your product and nothing else, for as long as you need them. Unlike a fixed-scope project, the work is open-ended and the priorities come from you.
Most development agencies offer a team they employ and manage. The model on this page is different: each developer joins your team, takes direction from your leads and works on your tools, while CloudTask handles the hiring and, on Managed Staffing, payments and compliance.
Dedicated team, project outsourcing or freelancers?
Project outsourcing fits a well-defined build with a clear end, where you want to buy an outcome and not manage people. Freelancers fit short, isolated tasks.
A dedicated team fits a product that keeps evolving. The developers build context about your code and your users over months, which is the part that is expensive to lose every time a project or a contract ends.
Which roles does a development team need?
It depends on the product. A common starting point is one or two full stack or backend developers, a frontend developer once the interface grows, and a mobile developer if you ship apps. Someone on your side has to own priorities and technical direction.
Hire the roles in the order your bottleneck demands. Adding developers to a team without a technical lead or a clear backlog usually makes it slower, not faster.
How do you hire a dedicated development team?
One seat at a time, each with its own brief: the stack, the seniority, the kind of work and the hours. Start with the seat that unblocks the most work, and let that person help you define the next one.
Interview for the team you have, not an abstract standard. The best signal is a small task close to your real work and a conversation about code they did not write.
Red flags in software developer candidates
Rewriting before reading. In the conversation about code they did not write, a candidate whose first move is to rewrite it rather than understand it will spend their first months replacing code that already works.
Review as a fight. Ask about review feedback they disagreed with and what happened next. A developer who cannot take review without friction, or cannot give specific review, slows down the whole team.
No tests on the task. If the small task comes back without tests on the paths that matter, expect the same when your team is trying to release often.
Estimates that are never wrong. Ask about a feature that took longer than planned and when they said so. Someone who only raises a slipped estimate at the deadline leaves you no time to adjust.
Everything saved for a meeting. If their written answers while you evaluate them are hard to follow, their tickets and pull request descriptions will be too, and work will stall waiting for a call.
When should you not hire a dedicated development team?
When the work has a fixed scope and a clear end date. A dedicated team costs the same every month whether the backlog is full or empty, and a project engagement with a defined deliverable may fit better.
It is also the wrong model when nobody in your company can set priorities or review code. A dedicated team needs a technical owner on your side. Without one, an agency that brings its own management is the safer choice.
Who manages a dedicated developer day to day?
You do. The work, the priorities and the technical direction stay with your team, the same as with any in-house hire.
On Managed Staffing, CloudTask handles payments, compliance and onboarding, checks in with you and with the developer, and steps in when something is off. On Direct Hire, the developer joins your payroll and you manage the whole relationship.
How much does it cost to hire dedicated developers?
It depends on seniority, stack, the language requirement and the country each 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 software developers in Latin America?
Overlap. A dedicated team works with the rest of your company every day, and Latin America and the Caribbean share most of the US working day, so standups, reviews and releases do not wait for the next morning.
The second reason is communication. Your developers write tickets, review code and discuss trade-offs in English, and we screen English live on a call.
How does CloudTask hire for this role?
You send the stack, the seniority and the hours for each seat. 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 dedicated development team?
What is the role of a development team?
Can I start with one developer and grow the team later?
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.