ALL TECHNOLOGIES / JAVA
Hire Java developers who keep your core systems changing safely
Services, APIs and the enterprise applications your business runs on. A dedicated Java developer from Latin America who works your hours, knows the JVM and writes code the rest of your team can maintain.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a Java 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 Java 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
Java version, framework, build tool and the database you run 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 Java stack we screen for
Language and runtime
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Modern Java and the JVM
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Concurrency and virtual threads
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Garbage collection and memory tuning
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Kotlin interop
Frameworks
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Spring Boot and Spring Data
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Jakarta EE
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Quarkus and Micronaut
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Hibernate and JPA
Build and quality
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Maven and Gradle
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JUnit and Mockito
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Testcontainers
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Static analysis in CI
Integration and data
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REST and gRPC services
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Kafka and message queues
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PostgreSQL, Oracle and SQL Server
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Docker and Kubernetes
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 Java developer
Knowing the syntax is the entry ticket. These are the skills that decide whether a Java codebase stays reliable and easy to change after years in production.
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Framework depth, not magic
Understands what Spring or its equivalent does under the annotations, so dependency injection, transactions and configuration never surprise the team.
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JVM behavior
Reads heap dumps, thread dumps and garbage collection logs, and tunes memory from measurements instead of copying flags.
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Concurrency done carefully
Uses executors, thread-safe collections and virtual threads where they fit, and can explain the race condition they would look for first.
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API and service design
Clear contracts, versioning and error handling for REST or gRPC services that other teams call without asking.
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Data access that scales
Knows when an ORM helps and when it generates the query that locks a table, and checks the SQL that actually runs.
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Tests that protect changes
Unit and integration tests on the paths that matter, including real databases in containers, so refactors are safe.
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Upgrades without drama
Moves applications to newer Java and framework versions in small steps, with the build and tests guarding every step.
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AI as a tool, reviewed
Uses coding assistants for boilerplate and tests, and reviews every generated line before it reaches production.
HIRING GUIDE
How to hire Java developers
Java systems tend to sit at the core of the business, stable until they need to change. A Java hire is judged on how safely they change them. This guide covers what a Java developer does, what to test, the red flags and when a dedicated Java developer is the wrong hire.
What does a Java developer do?
Builds and maintains services and applications on the JVM: APIs, business logic, integrations, batch jobs and the data access behind them. In larger companies that often includes systems that have run for many years.
Day to day that means writing and reviewing code, keeping dependencies and Java versions current, tracing production issues and making changes without breaking the systems that depend on them.
Which generation of Java do you run?
Java spans decades of frameworks, and experience with one generation does not always cover another. A developer fluent in modern Spring Boot may struggle in an older application server setup, and the reverse is also true.
Put the Java version, the framework and the build tool in the brief. If you are migrating between generations, say so, because migration experience is its own skill.
Spring, Jakarta EE or something lighter?
Spring Boot is the most common choice for new services, Jakarta EE runs many established enterprise systems, and frameworks such as Quarkus and Micronaut target fast startup and small containers.
Hire for the one you run today. If the team is choosing, weigh how many people you can hire and maintain it with, not only benchmark results.
Performance and the JVM
Many Java production problems are memory, threads or database access, not the business logic. Ask how the candidate diagnosed the last slow or crashing service they worked on.
You want to hear about a heap dump, a thread dump, a profiler or a slow query log, and a before and after measurement.
What to test in a Java developer interview
Give a small task close to your real work: an endpoint that reads and writes through a repository layer, with validation, a transaction and a test. Read how they handle errors and the failure path.
Then show a class with a shared mutable field used by several threads and ask what could go wrong. A strong answer names the race, fixes it simply and explains how to test it.
Red flags in Java developer candidates
Annotations as magic. A candidate who cannot explain what a transactional annotation does, or why it did not apply, will ship data bugs that are hard to trace.
Catch and ignore. Empty catch blocks or exceptions logged and swallowed in the interview task mean failures in production will be silent.
Tuning by copied flags. Changing JVM options without a measurement before and after is guesswork on your most important systems.
Only one generation. If every answer assumes the framework version they last used, check carefully before trusting them with an older codebase or a migration.
Generated code they cannot explain. Ask them to walk through code they wrote with an AI assistant. If they cannot say why it works, nobody has reviewed it.
When should you not hire a dedicated Java developer?
When the work is a small script, a thin integration or a short prototype that a lighter language or a managed service covers. A full-time Java developer will not have enough to do.
It is also the wrong hire when nobody on your side can review code or set priorities. A single developer with no technical lead and no product owner tends to build what is interesting instead of what the business needs.
How much does it cost to hire a Java 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 a Java 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 Java version, framework, build tool and database you run, 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 a Java developer and a backend developer?
Can a Java developer work on an older codebase?
Do Java developers also work with Kotlin?
How fast can a Java 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.