Hire the best
Software Developers
from Latin America.

Yes. We speak with every candidate in English before you meet them. We look at fluency, clarity and how comfortably they handle a real conversation, including follow-up questions. You’ll also get to speak with your finalists yourself before choosing whom to hire.

We can get started with a 25-minute discovery call. Once we’ve defined the role, we’ll send three vetted candidates within five days. Our average is about 14 days from receiving the brief to a completed hire. Your hire’s first working day is a separate date we’ll agree with you and the candidate, based on their availability and your interview schedule.

Tell us what isn’t working, and we’ll restart the search at no replacement charge. We’ll review the role with you and send a new shortlist of three vetted candidates within five days. Our lifetime replacement guarantee has no cap or time limit. You can read the details below.

We’d start by asking what went wrong last time. Then we’d build the role profile and scorecard with your hiring manager, including the skills, working hours and communication you need. You’ll meet three vetted finalists and see their profiles, scorecards and references. Before your hire starts, we’ll put together an onboarding playbook so they know the people, systems and work they’re joining.

Start with the codebase and the work this developer will own. Ask a finalist to explain a feature they shipped, their own contribution, a tradeoff they made, and how they tested it. Follow with a short code review or debugging exercise related to your stack. Look for readable changes, useful tests, and clear reasoning when requirements are incomplete. Agree which AI tools are allowed during the assessment, then ask the candidate to explain and validate any generated code. Confirm the hours needed for reviews and meetings, and name the manager who will support their first assignment. Use the same criteria for each finalist.

Yes. Each role gets its own search and its own shortlist of three vetted candidates, and the searches run in parallel, so hiring three people doesn’t take three times as long. Most clients stagger start dates by a week or two to keep onboarding smooth. Pricing stays simple: one monthly rate per hire.

You pay one monthly rate for each hire. It covers the person, payroll, international compliance and our placement support. We’ll discuss the role and seniority on your first call and walk you through the price. Your written quote will spell out what’s included, so you can budget for the full arrangement. Our calculator can give you a starting estimate before we talk.

Opus, Near, Howdy, Tecla, Revelo, Terminal and Andela publish routes that put an engineer under a client manager rather than on a vendor-run project. Softtek, BairesDev and Azumo can supply engineers too, often as vendor-managed delivery. Ask who the daily manager is and who holds the employment contract before you treat any of them as an embedded hire. Opus recruits dedicated mid-to-senior LATAM engineers who work on your team; we handle contracts, payroll, benefits and compliance, and you manage the work.

There is no single best developer staffing firm for every US team. Sort providers by the engagement you need: a dedicated full-time hire with employment support (Opus), recruiting or staffing with an EOR or contractor route (Howdy, Near), a talent platform (Tecla, Revelo, Terminal), managed global talent (Andela), or a dev shop that delivers a project (BairesDev, Softtek, Azumo). Compare who directs the engineer, who employs them, and what the quote includes.

Pick the provider whose published model matches the seat. Opus fits a mid-to-senior engineer who joins your internal team full time. Tecla, Revelo and Terminal publish developer networks with payroll after you select. Howdy publishes nearshore staffing with EOR and contractor options. Andela publishes managed technical talent across many countries; confirm the actual hire's city and hours. A staffing-provider label does not tell you whether you will manage the person.

Start with the named comparison on this page, then read the written engagement. For a senior engineer you intend to keep, use a dedicated-hire partner such as Opus and confirm replacement terms. For volume-vetted developer candidates, compare Revelo and Tecla. For employment administration around engineers you select, compare Terminal and Howdy's EOR route. Geography in Latin America is not a substitute for agreed working hours.

Value depends on what the invoice includes and who still works for you in month 12. Convert every quote to the same monthly scope: candidate pay, employer costs, provider fee, replacement coverage. Opus publishes a flat monthly rate covering salary, contracts, payroll and compliance, plus lifetime replacement. Other firms bill hourly, as a subscription, or as a search fee. A lower sticker rate that omits employment support is not cheaper until you add those costs. Use the cost calculator on one role at a time.

Fast is a published shortlist claim, not a start date. Howdy publishes first candidates usually within 48 hours. Near publishes first candidates in 3 to 5 days. Opus publishes 3 vetted candidates in 5 days and about 14 days from brief received to hired. Confirm the proposed start date, who employs the person, and whether the speed applies to a senior seat or a junior bench. Speed without a work sample is a screening gap.

Series B startups can hire senior software engineers in Latin America through a nearshore staffing platform, a specialist recruiter, or a dedicated-hire partner such as Opus. We recruit and vet full-time senior engineers based in Latin America and administer payroll, benefits, and compliance. Your engineering leader interviews finalists, sets the technical bar, and manages the hire's daily work. That model fits a Series B company that wants a long-term engineering teammate under its own management.

Compare the same scope: who manages the engineer, gross salary versus employment cost versus the invoice you pay, recurring versus one-time charges, leave, equipment, currency, early-exit terms, and the candidate evidence behind the person. Two headline numbers can price different jobs. Put every provider on the worksheet above before you compare totals. Do not treat a local salary band as an all-in service price.