ALL SOLUTIONS / REMOTE DEVELOPMENT TEAM
A remote development team that works your hours
Build a remote development team from Latin America seat by seat: the roles your product needs, in the order it needs them, led by your people in your standups, your repository and your board. We run the search for each seat against its own brief.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I build a remote development team with CloudTask?
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
Composed seat by seat
Each role is hired against its own brief, in the order your roadmap calls for it. You never take on a pre-packaged team you did not design.
Standups, reviews and releases in real time
Engineers in Latin America and the Caribbean overlap most of your working day, so the whole team meets, reviews and ships while everyone is online.
One team, one process
Remote engineers work in your repository, on your board and in your rituals. There is no separate delivery layer to manage or translate for.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire, for every seat. If one person is the wrong fit, we run the search again and the rest of the team keeps moving.
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
THE HARD PART ABOUT HIRING
Why remote teams stall, and what changes with CloudTask
Most remote development teams struggle for the same few reasons: the time gap, a second process to manage, and a team that is never complete at the same moment.
The Problem
A distributed team on the other side of the world loses a day to every question, and reviews wait overnight.
The Fix
Engineers in Latin America overlap your working day, so questions get answered and code gets reviewed the same day.
The Problem
An outsourced squad running its own rituals leaves your team translating between two processes.
The Fix
Your remote engineers join your standups, your board and your code review. There is one process, and it is yours.
The Problem
Local searches run one after another, so the roadmap assumes people who are still a job posting.
The Fix
Each seat gets its own search the moment the roadmap calls for it, so searches for different seats can run at the same time while your leads keep building.
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
-
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
HIRING GUIDE
How to build and manage a remote development team
A remote development team can be a group of engineers who join your company from another country, or a team a development company runs for you. This guide covers which roles a team needs, in what order to hire them, and how to run the team day to day.
What is a remote development team?
A remote development team, or remote software development team, is a group of engineers who build your product without sharing an office with the rest of the company. The team can be fully remote, or a remote group working alongside engineers you already have. When the engineers work from a nearby country whose hours overlap yours, such as Latin America for a US company, it is often called a nearshore development team.
What matters more than location is who directs the work. On this page the team is yours: the engineers take priorities from your leads and work inside your process, while CloudTask handles the hiring and, on Managed Staffing, payments and compliance.
What does a development team do?
It builds, maintains and improves your software: new features, fixes, tests, releases, and the upkeep that keeps a product reliable. A small team usually covers back-end, front-end and some quality and infrastructure work between its members.
As the product grows, those responsibilities split into dedicated roles. Knowing which one is becoming the bottleneck tells you who to hire next.
Which roles to hire first, and in what order
A common path: one or two back-end or full-stack developers first, because they unblock the most work. A front-end developer once the interface grows. QA when manual testing starts to slow every release. DevOps when deployments and infrastructure take real time from the developers. Mobile if you ship apps.
Someone on your side has to own priorities and technical direction from the first hire. Adding engineers to a team without a technical owner or a clear backlog usually makes it slower, not faster.
Your own remote team or a development company's team?
Many providers sell a remote team they employ and manage: their project manager, their process, their decision about who works on your account. That fits a fixed-scope build where you want to buy an outcome.
Your own remote team fits a product that keeps evolving. You decide who joins, the engineers build context about your code over months, and nothing sits between them and your leads. It needs a manager on your side, and it keeps the knowledge inside your company.
How to manage a remote development team day to day
• Hold standups and planning inside the hours both sides share, and keep them in one reference time zone.
• Write things down: tickets, decisions and pull request descriptions should make sense without a meeting.
• Review code the same day it is opened, so work does not queue.
• Release when the people who can fix a problem are online.
• Give every engineer one manager on your side, and one board for the whole team.
A remote team works well when it runs on the same rituals as the rest of your engineering organization, not on a separate set.
Core hours for a team spread across countries
With several engineers in different cities, set the team's core hours from the overlap every member shares, not from the best case. Daylight saving time moves that overlap by an hour twice a year in the US, while most of Latin America keeps its clocks, so check the core hours again in March and November.
Red flags when you hire for a remote team
Identity you cannot confirm. Impersonation in remote technical interviews is a known risk, and in a team it spreads: one unverified hire gets access to the same repository as everyone else. Confirm on camera that the person you interview is the person who starts.
Everything saved for a meeting. If written answers during the process are hard to follow, tickets and pull requests will be too, and a remote team runs on writing.
No questions about how your team works. Strong remote engineers ask about your review process, your release rhythm and who makes decisions. Silence here usually means they expect to work alone.
Overlap that does not add up. If the hours a candidate can share with your team are thin in one season, the team will feel it every day of that season.
How much does a remote development team cost?
It depends on how many seats, which roles, the seniority of each one and the country each person works from. Two teams of the same size can cost very different amounts, so budget seat by seat rather than from a team price.
What you can plan is the shape. On Managed Staffing each seat is one all-in monthly rate per person, with payments, compliance and replacement cover inside it. On Direct Hire each seat is a one-time fee of 20% to 30% of first-year base salary and the person joins your payroll. $299 starts your search. We quote each seat before you interview anyone.
How CloudTask hires for each seat
Every seat on the team is its own search: you send the role, the stack, the seniority and the hours, and we source against that brief and screen each profile on a live call before you see it.
You interview and choose every person on the team, and each seat can use a different model. Seats on Managed Staffing get payments, compliance, onboarding and regular check-ins from CloudTask; seats on Direct Hire join your payroll from day one. Every seat carries its own replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.
FAQ
The fine print, in plain terms.
How do I build a remote development team?
Does CloudTask have a ready-made team I can take on?
Who manages the remote team?
How is this different from your Software Development page?
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.