ALL TECHNOLOGIES / SQL
Hire SQL developers who make your data answer fast
Queries, schemas, stored procedures and the reporting logic your business runs on. A dedicated SQL developer from Latin America who works your hours, reads a query plan before guessing and leaves models your team can maintain.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a SQL 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 SQL 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
Database engine, schema, reporting tools and the applications 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 SQL stack we screen for
Database engines
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PostgreSQL
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MySQL and MariaDB
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Microsoft SQL Server
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Cloud warehouses such as Snowflake and BigQuery
Query and schema work
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Query tuning with execution plans
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Indexing strategy
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Schema design and migrations
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Views, functions and stored procedures
Reporting and analytics
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Window functions and CTEs
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Reporting models and marts
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dbt models
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Feeding BI tools such as Power BI and Looker
Quality
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Data tests and constraints
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Version-controlled SQL
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Code review on queries
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 SQL developer
Everyone lists SQL on a resume. These are the skills that decide whether your queries stay fast and your numbers stay right as the data grows.
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Reads execution plans
Finds the full scan, the bad join order or the missing index from the plan itself, instead of rewriting a query at random until it feels faster.
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Schemas that match the business
Designs tables, keys and constraints around how the business actually works, so the data cannot quietly contradict itself.
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Indexes with a reason
Adds indexes for real query patterns and knows what each one costs on writes, rather than indexing every column.
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Set-based thinking
Solves problems with joins, window functions and CTEs instead of cursors and row-by-row loops.
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Safe changes in production
Writes migrations that do not lock busy tables, runs them in transactions and always has a way back.
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Numbers people can trust
Handles NULLs, duplicates and time zones deliberately, so two reports on the same question give the same answer.
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SQL under version control
Keeps queries, procedures and migrations in the repository with reviews, not in a shared folder of scripts nobody owns.
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AI output, reviewed
Uses assistants to draft queries and checks every result against known totals before anyone reports on it.
HIRING GUIDE
How to hire SQL developers
A SQL hire is judged on two things a resume rarely shows: whether queries stay fast when tables grow, and whether the numbers are right. This guide covers what a SQL developer does, how they differ from nearby roles, what to test, the red flags and when a dedicated SQL developer is the wrong hire.
What does a SQL developer do?
Writes and maintains the SQL behind your product and your reporting: queries, views, stored procedures, schemas and migrations. They also find and fix the slow queries that make an application or a dashboard feel broken.
Day to day that means working with application developers on data access, building reporting models for analysts and reviewing changes that touch the database.
SQL developer, database administrator or data engineer?
Hire a SQL developer when the hard part is the logic: complex queries, reporting models and performance of the code that hits the database. Hire a database administrator when the hard part is running the servers: backups, replication, upgrades and access.
Hire a data engineer when you need pipelines that move data between systems at scale. Many teams need a SQL developer first and discover it only after hiring for the other two.
Which database should you hire for?
The one you run. SQL is a standard, but PostgreSQL, SQL Server, MySQL and the cloud warehouses differ in functions, locking behavior, procedural languages and tuning tools.
Put the engine and version in the brief, along with whether the work is transactional, analytical or both. That changes who you should hire.
Performance: where most databases go wrong
Slow queries usually come from missing or wrong indexes, functions applied to indexed columns, queries that fetch far more rows than they use, and application code that runs one query per row.
A strong candidate starts with the execution plan and a measurement, changes one thing and measures again.
What to test in a SQL developer interview
Give a small schema with realistic data and ask for a report that needs a join, a grouping and a window function. Read how they handle NULLs, duplicates and ties, not only whether the query runs.
Then show a slow query with its execution plan and ask what they would change first. A strong answer names what the plan shows and explains the trade-off of the fix.
Red flags in SQL developer candidates
Tuning without a plan. A candidate who rewrites a slow query without ever looking at the execution plan will make your database faster by luck, if at all.
Loops where sets belong. Cursors and row-by-row processing for problems a join or a window function solves will not survive real data volumes.
SELECT star everywhere. Pulling every column into the application is a habit that hurts performance and breaks code when the schema changes.
No care for correctness. If NULLs, duplicate rows and time zones never come up, expect reports that disagree with each other.
Changes straight in production. A candidate with no habit of migrations, transactions and a rollback path will one day lock a busy table at the worst moment.
When should you not hire a dedicated SQL developer?
When your data is small and your reports come straight out of a SaaS tool that already models it. A full-time SQL developer will not have enough to do.
It is also the wrong hire when the real problem is moving data between many systems. That is pipeline work, and a data engineer is the better fit.
How much does it cost to hire a SQL 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 SQL 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 database engine and version you run, the applications and reports that depend on it, 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.
Which databases can I hire a SQL developer for?
Can a SQL developer also build our dashboards?
Is a SQL developer the same as a database administrator?
How fast can a SQL 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.