ALL TECHNOLOGIES / ANDROID
Hire Android developers who ship apps that work on every device
Native Android apps in Kotlin, from Jetpack Compose screens to Play Store releases and crash triage. A dedicated Android developer from Latin America who works your hours and keeps your app stable across the devices your users actually own.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire an Android 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
Dedicated to your codebase
One Android developer who learns your code, your conventions and your roadmap. Not a freelancer who closes a ticket and moves on.
Same hours as your team
Latin America and the Caribbean overlap the US working day, so code review, standups and production issues get handled live.
Searched against your stack
Minimum SDK, Compose or Views, architecture and the backend your app calls come from your brief, and each profile is checked against them before you see it.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire. 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
TECH STACK
The Android stack we screen for
Language and UI
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Kotlin
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Jetpack Compose
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XML Views in existing apps
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Java in legacy code
App architecture
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MVVM with ViewModel and StateFlow
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Kotlin coroutines
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Room and DataStore
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Retrofit and OkHttp
Build and release
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Gradle and build variants
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Google Play Console and staged rollouts
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App bundles and signing
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Crash reporting and triage
Quality
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JUnit and Espresso tests
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Compose UI tests
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Dependency injection with Hilt
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Accessibility with TalkBack
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 an Android developer
Writing Kotlin is the entry ticket. These are the skills that decide whether your app runs well on a budget phone, survives Play Store policy changes and stays easy to change.
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Idiomatic Kotlin
Null safety, data classes and sealed types used on purpose, so whole categories of crashes never reach users.
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Compose and Views together
Builds new screens in Jetpack Compose and maintains the existing View code, because most real apps have both.
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Coroutines and lifecycle
Runs work off the main thread and ties it to the right lifecycle, so rotations and background states do not leak or crash.
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Built for many devices
Tests on different screen sizes, OS versions and low memory, not only on the latest phone on the desk.
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Release discipline
Signing, app bundles, staged rollouts and Play policy updates handled as routine, with a plan to halt a bad release.
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Crash and ANR triage
Reads crash and app-not-responding reports, finds the cause and ships a fix, instead of guessing from a user review.
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A build that stays fast
Keeps Gradle configuration, modules and dependencies under control, so the team is not waiting on builds all day.
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AI output, reviewed
Uses coding assistants for boilerplate and first drafts, and checks what they produce against current Android APIs before it merges.
HIRING GUIDE
How to hire Android developers
An Android hire is judged on devices you do not own: older phones, small screens and OS versions your team never tests. This guide covers what an Android developer does, how to choose between native and cross-platform, what to test, the red flags and when a dedicated Android developer is the wrong hire.
What does an Android developer do?
Builds and maintains your Android app: screens, navigation, local data, background work and the connection to your backend. They also own the build and release pipeline, from Gradle to staged rollouts on Google Play.
After launch the job is keeping the app healthy across a wide range of devices: fixing crashes and freezes, adapting to new OS versions and Play policies, and shipping features without regressions.
Android, Kotlin or cross-platform: which do you need?
Hire an Android developer when the product is an Android app and you want native performance and full access to the platform. Kotlin is the language they write; an Android developer also knows the SDK, Jetpack and the release process. Kotlin is also used on the backend, which is a different job.
If you need the same app on Android and iOS with one team, consider Flutter or React Native, and check that someone still owns the native side of each platform.
Fragmentation is the real job
Android runs on a wide range of manufacturers, screen sizes and OS versions. Bugs often appear only on devices nobody on the team owns.
Ask the candidate how they decide which devices and OS versions to test, how they use emulators and device labs, and how they read crash data by device to find the pattern.
What to test in an Android developer interview
Give a small task close to your real work: a list screen in Compose that loads data, survives a screen rotation and handles a failed request. Read how they manage state and where the work runs.
Then ask about the last crash or freeze they fixed in production. You want to hear how they found it, what the report said and what they changed so it would not come back.
Red flags in Android developer candidates
Work on the main thread. Network or database calls on the UI thread lead to frozen screens and app-not-responding errors.
State lost on rotation. If the interview task forgets its data when the screen rotates, lifecycle handling will be a recurring source of bugs.
Tested on one phone. A candidate who has only run the app on their own recent device will ship problems to everyone else.
No release experience. Signing, bundles and Play Console rejections learned on your deadline cost weeks.
Generated code they cannot explain. Ask them to walk through something they built with an AI assistant. Deprecated APIs they did not notice mean nobody reviewed it.
When should you not hire a dedicated Android developer?
When the app is a thin wrapper around a website, or when simple features must ship on both platforms at the same time. A cross-platform developer or a mobile web approach may cover it.
It is also the wrong hire when nobody on your side can set priorities or review the work. A single developer without a product owner tends to build what is interesting instead of what users need.
How much does it cost to hire an Android developer?
It depends on seniority, the scope of the work 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 of 20% to 30% of first-year base salary and the person goes on your payroll. We quote your number before you interview anyone.
Why hire an Android developer in Latin America?
Overlap. Development runs on code review, standups and incidents, and Latin America and the Caribbean share most of the US working day, so those happen in real time instead of overnight.
The second reason is communication. Your developer writes pull request descriptions, technical notes and status updates in English, and we screen English live on a call.
How does CloudTask hire for this role?
You send the minimum SDK you support, Compose or Views, the backend your app calls, 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.
What is the difference between an Android developer and a Kotlin developer?
Can an Android developer work on our existing Java app?
We need Android and iOS. Should we hire two developers?
How fast can an Android developer 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.