ALL TECHNOLOGIES / .NET
Hire .NET developers who move your platform forward without breaking it
ASP.NET Core APIs, background services and the legacy .NET Framework code that still runs core processes. A dedicated .NET developer from Latin America who works your hours and can maintain the old while building the new.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a .NET 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 .NET 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
.NET version, web framework, hosting 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 .NET stack we screen for
Platform
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Modern .NET
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.NET Framework maintenance
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Migration from .NET Framework to modern .NET
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C# and F#
Web and services
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ASP.NET Core web APIs and MVC
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Blazor
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Worker services
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SignalR
Data
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Entity Framework Core
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SQL Server
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Azure SQL and Cosmos DB
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Redis caching
Hosting and delivery
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Azure App Service and Functions
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IIS
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Docker and Kubernetes
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Azure DevOps and GitHub Actions
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 .NET developer
Most .NET teams run two generations at once. These are the skills that keep the old code stable while the new code ships.
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Migration experience
Has moved real applications from .NET Framework to modern .NET, dealing with unsupported libraries, configuration changes and hosting differences.
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ASP.NET Core depth
Middleware, routing, dependency injection, authentication and model validation, understood rather than copied from a template.
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Entity Framework with care
Reads the SQL that Entity Framework generates, avoids loading whole tables and writes migrations that do not lock production.
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Hosting and deployment
Comfortable with Azure, IIS or containers, and with pipelines that build, test and deploy the same way every time.
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Security basics
Authentication, authorization, secrets management and input validation built in from the start, not added after an audit.
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Async and throughput
Async code that does not block the thread pool, and load problems diagnosed with counters and traces.
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Tests and documentation
Automated tests around code before changing it, and short notes on why the system works the way it does.
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AI as a tool, reviewed
Uses coding assistants for boilerplate and tests, and reviews every generated line before it merges.
HIRING GUIDE
How to hire .NET developers
Many companies run legacy .NET Framework code alongside modern .NET, and both need support. A .NET hire is judged on how well they handle that split. This guide covers what a .NET developer does, how to scope the role, what to test, the red flags and when a dedicated .NET developer is the wrong hire.
What does a .NET developer do?
Builds and maintains applications on the .NET platform, usually in C#: web APIs, internal applications, background services and integrations with databases and cloud services.
Day to day that means writing and reviewing code, keeping the runtime and packages current, deploying through a pipeline and fixing what breaks in production.
Legacy .NET Framework or modern .NET?
The two are related but not the same. .NET Framework runs on Windows and many older applications depend on it. Modern .NET is cross-platform and is where new development happens.
Put both in the brief if you run both. A developer who has only worked on modern .NET may be lost in an older Web Forms or WCF application, and a migration needs someone who has done one before.
.NET or C#: which should you hire for?
.NET is the platform and C# is its main language. Most .NET developers write C# every day, so the difference is emphasis.
Hire with the .NET focus when the job is web frameworks, hosting, deployment and migration. Hire with the C# focus when the job is language work across application types such as desktop tools or game scripting.
Data access and performance
Many .NET performance problems live in the data layer: queries generated by Entity Framework that load too much, or run once per row.
Ask how the candidate found the last slow endpoint they fixed. You want to hear about a query log, a profiler or a trace, and a before and after.
What to test in a .NET developer interview
Give a small task close to your real work: an ASP.NET Core endpoint that reads and writes through Entity Framework, with validation and a test. Read how they handle the error path and the query that runs.
Then ask how they would move one piece of a .NET Framework application to modern .NET. A strong answer starts with tests and an inventory of dependencies, and moves in small steps.
Red flags in .NET developer candidates
Rewrite as the only plan. A candidate who wants to rewrite the legacy application from scratch, with no path for running both, puts your core processes at risk.
No idea what the ORM runs. If they cannot say what SQL a query produces, expect slow pages and table scans.
Manual deployments. Copying files to a server by hand, with no pipeline, means every release depends on one person remembering the steps.
Secrets in the config file. Connection strings and keys committed to the repository are a security problem waiting to happen.
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 .NET developer?
When the application is small, stable and rarely changes, and occasional maintenance is enough. A full-time .NET 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 .NET 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 .NET 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 .NET versions you run, the web framework, hosting and database, 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.
Can a .NET developer migrate our .NET Framework application?
What is the difference between a .NET developer and a C# developer?
Do .NET developers work with Azure?
How fast can a .NET 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.