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Hire Latin American developers who ship inside your team
Front-end, back-end and full-stack engineers from Latin America and the Caribbean who join your standups, work in your repository and overlap your working day. We run a search against your stack and your brief for every seat, and you choose who joins.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire Latin American developers 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
Searched against your stack
Every seat starts its own search against the language, framework and seniority you name. It is not filled from whoever happens to be free.
Working hours that overlap yours
Latin America and the Caribbean share most of the US working day, so code review, pairing and incident calls happen live, not overnight.
Your developer, not a dev shop's
The engineer works in your repository, on your board and in your standups, and takes direction from your leads. No vendor project manager in between.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire. If the fit is wrong, we run the search again, so a seat on your roadmap does not sit empty while you start over.
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 hiring developers stalls, and what changes with CloudTask
Most teams look at Latin America after an offshore team drifted out of sync or a development company kept the knowledge when the project ended.
The Problem
An offshore team on the other side of the world turns a quick question into a lost day, and reviews queue up overnight.
The Fix
Developers in Latin America work while your team does, so questions, reviews and releases happen the same day.
The Problem
A software development company sells you a project, and the people who learned your codebase move on to the next client.
The Fix
The developer you hire works only on your product and keeps the context they build, month after month.
The Problem
A local engineering search eats your leads' time in sourcing and screening before anyone writes a line of code.
The Fix
We run the search against your brief and screen every profile on a live call before it reaches you. Your leads spend their time on the final interviews.
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 hire Latin American developers
Hiring developers in Latin America can mean buying a project from a nearshore software development company or bringing an engineer onto your own team. This guide explains the difference, what to check before you hire, and how CloudTask runs the search.
Why hire software developers in Latin America?
Overlap first. Engineers in Latin America and the Caribbean share most of the US working day, so standups, code review and releases happen while both sides are online instead of across a night.
Communication second. Your developer will write tickets, review pull requests and discuss trade-offs in English. English level varies a lot by country, by city and by person, so it has to be tested live, per candidate, rather than assumed from a regional reputation.
What is nearshore software development?
Nearshore software development is software work done from a nearby country whose hours overlap yours. For a US company that usually means Latin America and the Caribbean.
The term covers two very different things: a nearshore software development company that builds a project with its own team, and nearshore developers who join your team and work to your priorities. Most search results describe the first. CloudTask does the second.
A development company or a developer on your team?
A development company fits a build with a fixed scope and a clear end, where you want to buy an outcome and not manage people. The company employs the engineers, runs its own process and decides who works on your account.
A developer on your team fits a product that keeps evolving. The engineer builds context about your code and your users over months, takes direction from your leads, and stays when a project would have ended. That context is the part that is expensive to lose.
Which developer to hire first
Hire for the bottleneck, not for the org chart. If features wait on APIs and data, the first seat is back-end or full-stack; if they wait on screens, it is front-end. Specialists such as mobile, QA or DevOps make sense once one of those jobs is eating a developer's week.
Someone on your side still has to own priorities and technical direction. If you are planning several seats at once, or need that technical owner too, the related pages below cover building a whole team and hiring a fractional CTO.
Time zones: what overlap really looks like
Do not assume Latin America is on US time. Most of the region does not change its clocks, and the US does, so the gap with each US time zone moves by an hour in March and again in November. Chile changes its clocks on its own calendar.
Before you make an offer, compare the candidate's city with your team's time zone in both seasons, and book recurring meetings in one reference time zone so a standup does not drift an hour twice a year.
What to check before you hire a remote developer
• Identity: impersonation in remote technical interviews is a known risk, so confirm on camera that the person you interview is the person who starts.
• English, tested live in a technical conversation, not a self-rating.
• A small task close to your real work, and a conversation about code they did not write.
• The hours they can actually overlap with your team, in both seasons.
• Who employs them, and what happens if they leave.
A profile and a portfolio get someone shortlisted. These checks tell you whether they will work well inside your team.
Red flags in developer candidates
A camera that never comes on. If the voice changes between interviews or answers to live technical questions arrive with a long delay, pause the process and confirm identity before you look at anything else.
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.
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.
Everything saved for a meeting. If their written answers are hard to follow, their tickets and pull request descriptions will be too, and work will stall waiting for a call.
What does it cost to hire a developer in Latin America?
It depends on the stack, the seniority, the English requirement and the country the person works from. A senior back-end engineer and a junior front-end developer are priced very differently, so a single published figure would mislead more people than it helps.
With CloudTask you choose between two structures. Managed Staffing is a single monthly rate for the developer that already covers payments, compliance and replacements. Direct Hire is a one-time fee of 20% to 30% of first-year base salary, after which the developer is on your payroll. Either way, you see the quote for your seat before the first interview.
How CloudTask hires for this role
Every engineering seat is a search we run for you, not a pick from a standing bench. You send the stack, the seniority, the kind of work and the hours. We source against that brief, screen each profile on a live call and check the stack you named before you see anyone.
You run the interviews, with your technical lead if you have one, and you make the call. If the developer comes on through Managed Staffing, CloudTask takes care of payments, compliance and onboarding and keeps checking in; through Direct Hire, they are your employee from the first day. A replacement guarantee covers the seat either way: 24 months on Managed Staffing, 6 months on Direct Hire.
FAQ
The fine print, in plain terms.
Where can I hire Latin American developers?
What is nearshore software development?
Direct Hire or Managed Staffing for a developer?
Do you have developers available right now?
I need several engineers at once. Is this the right page?
Is there a minimum term for engineering roles?
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.