15 Best Nearshore Staffing Agencies in 2025

Nearshore staffing agencies help U.S. and Canadian teams tap high‑caliber talent across Latin America while working in the same time zones. That means you can build remote squads without the usual headaches of late‑night stand‑ups or cultural disconnects. With global IT outsourcing demand projected to exceed $425 billion by 2026, the race for skilled engineers, analysts and support pros is only getting more intense.

LATAM delivery partners stand out because they offer real‑time collaboration windows, cultural alignment and material cost savings. You work with engineers, product experts and support staff who operate on your schedule, understand North American business norms and cost about half what similar U.S. roles would. The result is faster releases, smoother communication and a healthier bottom line.

But which agency to partner with? To help you figure it out, we’ve vetted fifteen nearshore staffing agencies across IT, product, data, support and back‑office roles. For each agency, you’ll see what they do best, where they operate, how quickly they deliver, and whether they include service‑level agreements (SLAs) or employer‑of‑record (EOR) coverage.

Start by reviewing the list of top providers and noting which ones best fit your goals; each profile highlights strengths, regions, and delivery speed so you can quickly spot the right match. By the end, you’ll know exactly which nearshore partner can deliver your first slate of candidates and help you ramp your team (efficiently and collaboratively) in U.S. and Canada time zones.

What is nearshore staffing?

Nearshore staffing means hiring employees or contractors from neighboring countries or regions, often in the same time zone, to fill roles such as engineering, data, customer support and back‑office work. Your nearshore partner handles payroll, employer‑of‑record compliance and local labor laws, while you retain day‑to‑day oversight and integration with your own workflows. This approach sits between local (onshore) hiring and distant (offshore) outsourcing, blending cost savings with real‑time collaboration and cultural alignment.

For example, a U.S. software company based in Austin, Texas, might partner with a recruiting firm in Mexico or Colombia to build a remote engineering pod. The time zone alignment allows for daily stand-ups and live code reviews, while the partner manages payroll, compliance, and contracts locally. The result is faster scaling and smoother collaboration without the complexity of overseas time differences.

How nearshore differs from onshore and offshore

Offshore outsourcing can deliver the deepest cost reductions but typically involves larger time‑zone gaps and less cultural overlap, while onshore staffing offers the most control and compliance simplicity but at a higher price. 

Nearshore staffing strikes a balance: you get similar time zones, stronger cultural fit and competitive rates. When comparing models, look at the engagement formats and documentation that top providers offer:

Engagement models

To get the most out of a nearshore partnership, you first need to understand the different ways these teams can plug into your organization. Below is a quick overview of common engagement models so you can pick the one that best fits your growth stage.

• Staff augmentation: plug in vetted individual contributors quickly.
• Contract‑to‑hire: try out a candidate for three to six months before converting to full time.
• Direct hire: source permanent employees through the partner.
• Embedded recruiting (RPO): integrate recruiters into your process for predictable scale.
• Dedicated pods or teams: deploy cross‑functional squads with a named lead.

Key documents to request

Clear documentation keeps everyone accountable and your program on track. Before you sign, insist on receiving these essential artifacts to ensure transparency, quality and compliance from day one.

• Role scorecards outlining success metrics and must‑have skills.
• Target company lists and sample outreach messages for transparency.
• Weekly pipeline dashboards showing candidate flow, stages and blockers.
• A service‑level agreement (SLA) with time‑to‑first‑slate goals.
• Written replacement or guarantee terms.
• A data and security policy covering device and access controls.
• An onboarding checklist detailing accounts, tools and handoff steps.

How does nearshore staffing fuel growth?

Nearshore staffing fuels growth by enabling faster hiring, cost control, better collaboration and rigorous compliance. Below we break down speed and capacity, cost and transparency, quality and collaboration, and risk and compliance to see exactly how each lever contributes to your business.

Speed and capacity

The best nearshore programs deliver both velocity and flexibility. 

For most common roles, you should expect to receive 5 to 10 calibrated candidates within 7 to 14 days after kickoff. 

A mature partner can also expand or reduce teams as projects grow or seasonal peaks appear. 

For customer support or operations roles, ask if the vendor can provide continuous coverage and a clear escalation process. 

It is equally important to see a sample of the weekly dashboard that tracks candidate volume, current stages, blockers, and ownership. 

This visibility helps you measure real progress and hold both sides accountable to timelines.

Cost and transparency

Financial clarity is what keeps nearshore staffing sustainable. 

Ask your vendor to provide rate bands for each role and country, along with an estimated percentage of savings compared with hiring onshore in the United States. 

Require a detailed breakdown of each bill rate showing the base wage, taxes, benefits, markup, and any additional program fees. 

It is also worth confirming how foreign exchange (FX) adjustments are handled and how often they review and update those rates. 

These practices build confidence and eliminate surprises, allowing your finance and operations teams to plan accurately.

Quality and collaboration

Speed loses value if quality is inconsistent. 

Reliable vendors follow a structured three-step vetting process that includes a résumé screen, a live technical or job-specific exercise, and an assessment of communication and English skills. 

You should agree in advance on the hours of overlap for meetings and reviews so your teams stay connected across time zones. 

Ask the vendor to share the screening rubrics used in evaluations, as well as a knowledge-transfer template that standardizes documentation and reduces rework when projects transition between teams.

Risk and compliance

A strong compliance foundation is what separates a reliable partner from a risky one. 

Ask for employer-of-record (EOR) coverage details, including background check procedures, in each operating country. 

Request a summary of compliance requirements by location, and confirm that the contract includes intellectual property (IP) assignment terms and non-solicitation clauses. 

The vendor should also provide a security checklist that defines how they manage access controls, device standards, and incident response. 

These measures protect your company’s data and ensure a clean audit trail.

Which are the 15 best nearshore staffing agencies in 2025?

The best nearshore staffing agencies in 2025 are the ones that combine delivery speed, transparent pricing, and mature compliance across Latin America. These partners stand out because they help companies scale teams quickly while maintaining quality, alignment, and control. 

Finding them can be challenging when so many vendors sound alike, so we did the work for you. We evaluated each provider based on key criteria such as time-to-first-slate performance, client retention, service-level agreements (SLAs), employer-of-record (EOR) coverage, transparency in pricing and guarantees, and the strength of their delivery hubs across major Latin American markets. The result is a vetted list of fifteen agencies that consistently perform across the region, each with proven results in hiring, operations, and long-term client retention.

Below, you’ll find a master comparison table of the top nearshore staffing agencies in 2025, summarizing their strengths, regions, core models, and compliance coverage for quick shortlisting:

Agency	Best for	Engagement Model	Regions / LATAM hubs	SLA (time to first slate)	Review & Rank
1. GoGloby	Fast startup pods	Staff Augmentation · Dedicated Teams · Employer of Record	LATAM · US · Argentina · Brazil · Mexico · Chile · Colombia	7–14 days	4.5 / 5 (Clutch)
2. Near (Hire with Near)	Hybrid tech + ops hiring	Staff Augmentation · Direct Hire · Recruitment Process Outsourcing	Brazil · Colombia ·  · Mexico	10–21 days	4.4 / 5 (G2)
3. BairesDev	Enterprise squads	Staff Augmentation · Dedicated Teams · Direct Hire	LATAM	10–14 days	4.8 / 5 (Clutch)
4. Revelo	Fast marketplace hires	Staff Augmentation · Direct Hire · Employer of Record	Brazil · Colombia ·  · Mexico	7–14 days	4.6 / 5 (Trustpilot)
5. TECLA	Senior product engineers	Staff Augmentation · Dedicated Teams	LATAM	10–21 days	4.5 / 5 (Clutch)
6. Terminal	Plug-and-play teams	Staff Augmentation · Dedicated Teams · Employer of Record	Colombia · Costa Rica · Mexico	7–14 days	4.6 / 5 (G2)
7. Perficient LATAM	Enterprise IT programs	Dedicated Teams · Embedded Recruiting · Employer of Record	LATAM · US	14–21 days	4.8 / 5 (Gartner)
8. Solvo Global	Tech + support blend	Staff Augmentation · Recruitment Process Outsourcing · Dedicated Teams	Colombia · Mexico	14–21 days	4.4 / 5 (Clutch)
9. Dexian	Regulated enterprise hiring	Staff Augmentation · Direct Hire · Recruitment Process Outsourcing	Colombia · Mexico	14–21 days	4.5 / 5 (G2)
10. Net2Source (N2S)	Multi-country scaling	Staff Augmentation · Direct Hire · Employer of Record	Mexico · LATAM	10–21 days	4.5 / 5 (Clutch)
11. Gravity IT Resources	US-led LATAM delivery	Staff Augmentation · Direct Hire · Recruitment Process Outsourcing	LATAM	10–21 days	4.4 / 5 (G2)
12. Blue Coding	Senior engineers	Staff Augmentation · Dedicated Teams	Dominican Republic · LATAM	7–14 days	4.5 / 5 (Clutch)
13. PTP (Peterson)	Cloud · AI · Data teams	Staff Augmentation · Dedicated Teams · Direct Hire	LATAM	14–21 days	4.6 / 5 (Gartner)
14. Rad Hires	Bespoke senior searches	Direct Hire · Contract to Hire · Staff Augmentation	LATAM	14–21 days	4.5 / 5 (Clutch)
15. Nearshore Staffing	Central America teams	Staff Augmentation · Dedicated Teams	Costa Rica · Guatemala	10–21 days	4.4 / 5 (G2)

1. GoGloby

GoGloby is a nearshore staffing partner headquartered in Boston that helps U.S. and Canadian businesses scale teams across Latin America without losing control of scope, quality, or intellectual property. The company connects clients with pre-vetted professionals who integrate directly into existing workflows, while GoGloby manages recruiting, payroll, and cross-border compliance under a single contract.

The firm’s delivery model emphasizes both speed and assurance. All engagements are supported by enterprise-level safeguards, including SOC 2-aligned security controls, a 120-day free replacement guarantee, and $3 million in cyber-liability coverage. Clients typically reduce total personnel costs by 30–40% and can ramp nearshore teams in under four weeks, achieving rapid scale without operational risk.

GoGloby’s track record includes helping Every.io, a Y Combinator-backed FinTech with over 300 clients, build its Latin American engineering division. According to co-founder and CTO Barry Peterson, GoGloby delivered 17 senior developers in just a few months, calling it “the first time I didn’t feel like I was wasting time compared to other agencies.” This combination of speed, precision, and reliability positions GoGloby as a trusted nearshore partner for growing technology companies across North America.

• Reporting and SLAs: Weekly dashboards track pipelines, blockers, and time-to-first-slate goals by seniority level.
  
• Compliance and risk: Includes data processing agreements (DPAs), security policies, and intellectual property (IP) assignment clauses.
  
• Replacement policy: Typically 30-60 days.
  
• Pick-if: Choose Globy when you want a fast ramp and a reusable hiring engine without building a full internal talent acquisition (TA) team.

2. Near (Hire With Near)

Near, also known as Hire With Near, operates from Mexico with an extended delivery network across Latin America. The company focuses on connecting U.S. businesses with qualified professionals in technology, operations, and back-office roles. Its platform combines salary benchmarking tools, compensation analytics, and structured recruiting to help clients hire transparently and at scale. 

Near supports both full-cycle recruiting and recruitment process outsourcing (RPO) programs, adapting to client size and speed requirements.

• Reporting and performance: Typical time-to-slate under three weeks, with report packs including pipeline snapshots, compensation bands, and conversion metrics.
  
• Retention and overlap: Offers retention and engagement programs along with planned overlap hours for smooth collaboration across time zones.
  
• Service flexibility: Balances embedded recruiting models with standalone hiring programs depending on project scope.
  
• Pick-if: Choose Near when you want a seamless hybrid between technology and operations hiring, supported by a built-in recruiting infrastructure that scales as you grow.

3. BairesDev

BairesDev is one of the largest nearshore software development partners in Latin America, with a strong presence across Argentina, Brazil, Colombia, and Mexico. The company employs more than four thousand engineers and serves global clients across industries such as technology, finance, and healthcare. Its delivery model focuses on full-stack development, data, artificial intelligence (AI), and infrastructure projects. 

BairesDev is known for its rigorous selection process, hiring only the top one percent of applicants through multi-step evaluations that test technical ability, communication, and problem-solving.

• Delivery approach: Builds and manages full squads or pods that integrate directly into client workflows.
  
• Quality and governance: Maintains strict audit, security, and compliance standards supported by structured project oversight.
  
• Scalability: Designed for continuous throughput and consistent delivery across multiple teams and locations.
  
• Pick-if: Choose BairesDev when you need large-scale, reliable multi-squad delivery and predictable performance beyond twenty to fifty hires.

4. Revelo

Revelo is a marketplace platform that connects companies in the United States with vetted technology professionals across Latin America. Its model focuses on speed, transparency, and operational simplicity, helping clients access pre-screened talent for software engineering and related roles without the overhead of traditional recruiting. 

The company also manages employer-of-record (EOR) coverage, payroll, and compliance, making it easy for U.S. organizations to hire and operate distributed teams.

• Screening and quality: Uses structured rubrics and technical assessments to ensure consistent candidate calibration.
  
• Time-to-offer: Known for fast turnaround, typically providing qualified candidates and finalized offers within weeks.
  
• Conversion and retention: Offers clear terms for converting contractors to full-time hires, including defined tenure rules and fees.
  
• Pick-if: Choose Revelo when you value speed, operational efficiency, and a lean marketplace experience over bespoke, high-touch search processes.

5. TECLA

TECLA combines a curated talent community with an agency-style recruiting model to connect U.S. companies with senior engineers across Latin America. The company is known for its focus on quality over volume, using community engagement, referrals, and skill-based assessments to attract and evaluate top candidates. 

TECLA’s vetting process emphasizes not only technical ability but also English fluency, communication, and cultural alignment, ensuring smooth collaboration for remote-first teams.

• Sourcing model: Blends community-based referrals with active search to identify experienced, long-term contributors.
  
• Quality metrics: Tracks assessment pass rates and average time-to-offer for continuous calibration and transparency.
  
• Cultural fit: Validates English and collaboration skills through structured behavioral and communication interviews.
  
• Pick-if: Choose TECLA when quality, collaboration, and long-term team cohesion are your top priorities for a lean, high-performing product team.

6. Terminal

Terminal builds and manages nearshore engineering teams across Mexico, Colombia, Chile, and Costa Rica. The company focuses on helping U.S. clients launch senior developer teams quickly, combining recruiting, payroll, and retention operations under one framework. Its model emphasizes plug-and-play scalability, so teams can start within weeks and operate seamlessly within client processes. 

Terminal’s operations are designed for stability, compliance, and transparency, making it a solid partner for scaling technology teams without adding internal complexity.

• Speed and coverage: Rapid ramp-up of senior developers and cross-functional pods across multiple Latin American countries.
  
• Operations and benefits: Handles payroll, benefits, and compliance with consistent employee experience standards.
  
• Retention and productivity: Shares productivity ramp data and programs to reduce attrition and sustain engagement.
  
• Pick-if: Choose Terminal when you want a quick start, full operational support, and predictable scalability through a plug-and-play nearshore model.
  

7. Perficient Latin America

Perficient Latin America integrates design, build, and run capabilities under a single governance model. With multiple delivery hubs across Latin America, the company combines engineering depth with enterprise-grade process maturity. As part of the global Perficient group, it supports digital transformation programs that blend software development, data analytics, and platform operations. 

Clients value its structured project management office (PMO) model, ISO-aligned delivery practices, and transparent reporting cadence, which make it a strong fit for complex, multi-track initiatives.

• Delivery footprint: Multiple hubs across Latin America, integrated with Perficient’s global delivery network.
  
• Governance and reporting: PMO-driven updates, weekly status reports, and audit-aligned documentation.
  
• Process maturity: ISO-based standards that ensure consistent quality and security across delivery centers.
  
• Pick-if: Choose Perficient Latin America when your program blends product, data, and infrastructure work under one governance and compliance framework.
  

8. Solvo Global

Solvo Global operates with a dual-lane model that covers both technology staffing and business operations support. Headquartered in Colombia, the company provides nearshore solutions for IT, customer support, and back-office functions, serving clients across North and Latin America. 

Its approach centers on flexibility and measurable performance, with structured training programs, quality assurance (QA) systems, and transparent reporting on KPIs such as average handle time (AHT), customer satisfaction (CSAT), and backlog management.

• Delivery coverage: Nearshore teams for IT, customer support, and back-office roles across multiple Latin American countries.
  
• Training and QA: Structured onboarding and continuous training to ensure consistency and knowledge retention.
  
• Performance metrics: Tracks KPIs such as AHT, CSAT, and backlog ownership for real-time visibility.
  
• Pick-if: Choose Solvo Global when you want a single partner to manage both technology and operational functions, reducing vendor sprawl and improving accountability.
  

9. Dexian

Dexian focuses on enterprise-scale workforce solutions and integrates seamlessly with managed service provider (MSP) and vendor management system (VMS) programs. Its nearshore practice supports clients operating in highly regulated industries, combining staffing, compliance, and reporting within a single governance structure. 

Dexian’s processes are built for transparency and audit readiness, with documented workflows, service-level tracking, and program-wide visibility that enterprise buyers expect.

• Enterprise focus: Designed for large-scale programs that require strict governance and multi-country delivery.
  
• Compliance and reporting: Provides audit documentation, governance playbooks, and standardized program reports.
  
• Integration: Aligns with MSP and VMS structures to ensure consistent performance across partners and suppliers.
  
• Pick-if: Choose Dexian when your organization requires compliance rigor, structured reporting, and enterprise-grade accountability across every hiring channel.

10. Net2Source (N2S)

Net2Source anchors its nearshore operations in Mexico while maintaining additional offshore hubs that support a broad range of IT and business process outsourcing (BPO) services. The company is known for its flexibility across roles and engagement types, offering employer-of-record (EOR), direct-hire, and staff augmentation options. 

This adaptability allows clients to scale up or down quickly across multiple countries without compromising compliance or quality.

• Geographic reach: Nearshore delivery centered in Mexico with complementary offshore support hubs.
  
• Service flexibility: Offers EOR, direct-hire, and staff augmentation models tailored to client scale and scope.
  
• Coverage and scale: Supports IT and BPO functions across multiple regions, ensuring redundancy and reach.
  
• Pick-if: Choose Net2Source when you need multi-country coverage, regional redundancy, and flexible delivery models that balance reach with reliability.
  

11. Gravity IT Resources

Gravity IT Resources combines U.S.-based account management with Latin American nearshore delivery to offer a unified, transparent staffing experience. The company supports clients across technology, product, and operations roles, integrating seamlessly with internal talent acquisition teams and managed service provider (MSP) or vendor management system (VMS) frameworks. 

Its dual model provides the governance and escalation structure of a U.S. firm with the cost efficiency and scalability of Latin American delivery centers.

• Operating model: U.S.-led client management paired with nearshore delivery hubs in Latin America.
  
• Integration: Aligns with client TA, MSP, or VMS systems for unified reporting and streamlined workflows.
  
• Coverage: Offers both managed teams and executive search for technology and operations roles.
  
• Pick-if: Choose Gravity IT Resources when you want U.S.-level oversight, strong governance, and nearshore execution that scales with enterprise speed.
  

12. Blue Coding

Blue Coding is a nearshore software development company based in the Dominican Republic, with a strong focus on providing skilled engineering talent to U.S. clients. The company specializes in building remote development teams that balance cost efficiency with senior-level expertise. 

Its approach emphasizes long-term partnerships, knowledge continuity, and communication overlap to ensure smooth collaboration across time zones.

• Regional focus: Headquarters in the Dominican Republic with delivery extending across Latin America.
  
• Talent model: Focused on senior software engineers and developers with proven project experience.
  
• Collaboration and continuity: Ensures overlap hours, structured documentation, and retention for steady delivery.
  
• Pick-if: Choose Blue Coding when you want dependable senior contributors at cost-effective rates and value long-term partnership stability.
  

13. Peterson Technology Partners (PTP)

Peterson Technology Partners (PTP) is a technology staffing firm that extends its expertise in artificial intelligence (AI), cloud, data, and cybersecurity into nearshore operations across Latin America. The company combines U.S.-based account leadership with regional delivery teams, ensuring technical depth and alignment with enterprise governance standards. 

PTP’s approach centers on domain expertise and precision, making it a strong option for organizations that need specialized skills rather than volume hiring.

• Core expertise: Artificial intelligence (AI), cloud, data, and cybersecurity staffing and consulting.
  
• Delivery model: U.S.-led account management with nearshore execution for cost and time-zone efficiency.
  
• Client profile: Serves mid-market and enterprise clients with high technical standards and compliance needs.
  
• Pick-if: Choose PTP when your nearshore extension requires deep technical specialization and close alignment with U.S.-based program leadership.
  

14. Rad Hires

Rad Hires is a boutique, founder-led recruiting firm that specializes in sourcing senior talent across engineering, marketing, and operations roles throughout Latin America. The company emphasizes hands-on collaboration, with founder involvement in searches and a consultative approach tailored to each client’s culture and goals. 

Its country-level expertise and premium service model make it a fit for organizations that value precision and personal attention over volume-based recruiting.

• Service focus: High-touch sourcing for senior and leadership roles in engineering, marketing, and operations.
  
• Approach: Founder-led search process with personalized market guidance in each Latin American country.
  
• Engagement style: Emphasizes transparency, speed, and close communication throughout each search.
  
• Pick-if: Choose Rad Hires when you want bespoke searches, senior-level profiles, and concierge-style recruiting support instead of mass hiring.

15. Nearshore Staffing (nearshorestaffing.co)

Nearshore Staffing is a Central America–based provider specializing in building dedicated, bilingual teams for U.S. clients. The company focuses on proximity, collaboration, and simplicity, offering nearshore delivery that minimizes travel barriers and cultural friction. 

With hubs across Guatemala, El Salvador, and neighboring countries, Nearshore Staffing supports technology, customer support, and back-office operations while maintaining strong communication overlap with U.S. time zones.

• Regional footprint: Hubs across Central America, including Guatemala and El Salvador.
  
• Delivery model: Dedicated bilingual teams with easy travel access for in-person sessions when needed.
  
• Service scope: Supports IT, customer support, and back-office operations with full compliance coverage.
  
• Pick-if: Choose Nearshore Staffing when proximity, bilingual collaboration, and straightforward cross-border logistics are your top priorities.
  

Nearshore vs offshore vs onshore: which fits best?

Choosing between onshore, nearshore, and offshore staffing comes down to three factors: how much time-zone overlap you need, how tightly you manage compliance, and how far your budget can stretch. Each model offers a distinct balance of cost, control, and collaboration.

Here’s a quick comparison of how they differ and when each one makes the most sense:

Dimension	Onshore	Nearshore	Offshore
Time-zone overlap / real-time sync	Full overlap	3–6 hours overlap	Often asynchronous
Cost premium / savings	Highest cost	Moderate savings vs onshore	Biggest cost savings
Cultural / communication risk	Lowest	Low to moderate	Higher
Governance burden / compliance risk	Low	Medium	High (strong contracts, handoffs needed)
Travel / logistics ease	Easiest	Moderate (short flights)	Harder / longer
Best fit scenarios	Highly regulated, critical compliance, real-time embedding	Cross-border dev, support, fractional programs	Scale, commoditized roles, asynchronous work

Quick decision cues

If overlap, English fluency, and daily syncs matter most, go nearshore. You get real-time collaboration, strong cultural alignment, and solid cost efficiency without the complexity of onshore hiring. 

When data security, regulation, or audits are your top concerns, onshore is safer, offering full control and a clean compliance path. 

But if scale and cost efficiency drive your priorities, offshore can work well: as long as you plan clear handoffs, structured workflows, and consistent communication windows.

Quick decision scenarios

A fintech handling sensitive data and needing daily collaboration should stay nearshore or onshore to ensure compliance and real-time control. 

A startup dealing with QA, data labeling, or repeatable tasks can succeed offshore if service-level agreements are tight and async culture is intentional. 

And a mid-market team balancing development, support, and operations often wins with a hybrid model that blends flexibility with shared rituals, tools, and governance from day one.

What do nearshore IT staffing fees cost in 2025?

Nearshore developer rates in Latin America are significantly lower than in the U.S. – roughly 40–60% savings on average. However, rates vary by country, role, and engagement model.

• Junior vs Senior: Junior engineers (0–3 years) typically cost much less than seniors (5+ years). For example, junior developers in Latin America average around $18–$30/hour, while senior engineers range about $50–$85/hour across the region. Seniors in LATAM earn roughly half of U.S. counterparts’ salaries, enabling an approximate 50% cost reduction for companies.
  
• Country differences: Within LATAM, markets like Mexico and Chile command higher rates (due to larger tech sectors and higher living costs), while Argentina and Colombia offer slightly lower ranges.

Here’s how those rate differences play out across key nearshore markets in 2025:

Country	Junior (0–3 yrs)	Mid-Level (3–5 yrs)	Senior (5+ yrs)
Brazil	$20 – $28/hr	$28 – $35/hr	$40 – $60/hr
Mexico	$25 – $35/hr	$35 – $45/hr	$50 – $80/hr
Argentina	$18 – $25/hr	$25 – $35/hr	$35 – $55/hr
Colombia	$20 – $30/hr	$35 – $50/hr	$45 – $70/hr
Chile	$30 – $35/hr	$40 – $60/hr	$55 – $90/hr

Table: Typical 2025 hourly rate ranges for software developers by level in select LATAM countries.

• Specialized roles: Highly in-demand specialists—like AI/ML engineers, DevOps, and cybersecurity professionals—can cost 25–50% more than general developers. For example, experienced AI engineers often range from $45–$75/hour, with peak rates exceeding $100/hour in Mexico and Chile.

Below, you’ll find the main pricing models, cost drivers, and invoice checks to help you compare vendors with clarity and confidence:

Pricing models 

Nearshore staffing partners usually offer 4 main pricing structures:

1. In staff augmentation, you pay an hourly rate that includes the professional’s wage plus the vendor’s markup.
2. In direct-hire or permanent placement, the vendor charges a percentage of the base salary or on-target earnings (OTE), often paired with a replacement guarantee period in case the hire leaves early.
3. In embedded recruiting or recruitment process outsourcing (RPO), you pay a fixed monthly fee for a pod of recruiters or a dedicated hiring team, with targets for throughput and hires.
4. In employer-of-record (EOR) or payroll-only services, the vendor charges a per-employee fee to manage payroll, benefits, and compliance while you retain day-to-day direction of the work.

Each model fits a different stage of growth, so match the pricing structure to your team’s pace, control needs, and long-term hiring goals.

Cost drivers

5 key factors influence the final rate:

1. Seniority and specialization: Senior engineers, DevOps, and AI/ML specialists cost significantly more. A senior AI engineer in Latin America might bill $90–$120/hour, while junior generalists fall closer to $20–$30/hour.
   
2. Location: Developers in Mexico City, São Paulo, and Santiago earn 15–25% more than those in Medellín or Córdoba due to demand and living costs.
   
3. Engagement duration: Short-term or monthly contracts carry higher costs. 6–12 month+ commitments can reduce effective rates by 10–15%.
   
4. Compliance scope: If you need SOC 2, HIPAA, or GDPR alignment, expect an added cost of $300–$500/month per developer for security, audit coverage, and documentation.
   
5. Urgency: Priority sourcing or guaranteed onboarding within 2–3 weeks may come with premium pricing.

Invoice checklist

Your vendor invoice should clearly include:

• Base wage or rate per developer
  
• Statutory taxes and local benefits
  
• Vendor margin or administrative fee
  
• Hardware, software, or infrastructure charges (if applicable)
  
• Replacement or buyout terms
  
• Exchange rate references, if billed in USD

Leading vendors typically roll many of these into one monthly rate—but transparency is key. Request a line-item breakdown, especially for large-scale or long-term engagements.

Which nearshore locations work best in 2025?

Choosing the right nearshore location isn’t just about saving money—it’s about aligning with your tech stack needs, time-zone overlap, compliance obligations, and cultural compatibility. Latin America continues to be a stronghold for U.S. companies thanks to its growing engineering base and real-time collaboration windows.

Below, we break down five of the region’s most strategic hubs based on 2025 hourly rates, talent concentration, and operational maturity.

Mexico

As the region’s most mature nearshore market, Mexico combines talent density with logistical convenience. Its proximity to the U.S. makes it ideal for agile, high-frequency collaboration—especially for startups or enterprise teams scaling product engineering.

• 2025 Rate Range: $25–$80/hr
  
• Strengths: Deep technical talent in cloud, backend, DevOps, and mobile development
  
• Business climate: Predictable regulations, strong IP enforcement, competitive for senior hires
  
• Timezone alignment: 1–2 hours behind U.S. Central and Pacific; ideal for real-time syncs
  
• Watch for: Regional cost variation, state-specific labor rules, and increased demand in top cities
  

Brazil

Brazil boasts one of Latin America’s largest tech labor forces, with depth across AI, product, and cloud specialties. While English proficiency lags behind other markets, top-tier engineers in São Paulo and Rio often bring strong technical leadership.

• 2025 Rate Range: $20–$60/hr
  
• Strengths: Senior engineering, AI/ML, DevOps, and design thinking talent
  
• Language: English proficiency is modest overall (EF score: 466), but higher among enterprise-experienced talent
  
• Timezone alignment: 2–4 hours ahead of U.S. Eastern and Central time
  
• Watch for: Entity setup requirements, English levels outside top-tier cities, and high wage competition

Colombia, Argentina, Chile, and Uruguay

These Southern Cone countries are strongholds for software development, known for cultural alignment, strong engineering fundamentals, and flexible team models. They’re ideal if you want hands-on teams that communicate well and scale quickly.

• 2025 Rate Ranges:
  
  • Argentina: $18–$55/hr
    
  • Colombia: $20–$70/hr
    
  • Chile: $30–$90/hr
    
• Strengths: Agile development, QA automation, analytics, and high English fluency
  
• Culture: Strong work ethic, proactive communication, and U.S.-aligned norms
  
• Timezone alignment: 1–3 hours ahead of U.S. zones; good for hybrid async/sync models
  
• Watch for: Local holidays, inflation (especially Argentina), and bandwidth outside major cities

Costa Rica

Costa Rica stands out as a boutique destination for enterprise support and customer operations. Though more expensive, it offers a bilingual, highly educated workforce with minimal compliance friction—especially for regulated industries.

• 2025 Rate Range: $40/hr and up (premium tier in Central America)
  
• Strengths: Customer success, managed services, bilingual operations
  
• Compliance: Transparent labor laws, high data security standards, and IP reliability
  
• Timezone alignment: U.S. Central Standard Time
  
• Watch for: Smaller tech talent pool, cost premiums vs. regional neighbors, and limited scale in technical roles

How to evaluate the right nearshore hub

Once you’ve narrowed down your top countries, the next step is to test for operational fit. Each location brings unique nuances that can impact your team’s velocity, compliance posture, and travel rhythm. These cues often don’t show up in rate cards—but they make or break real-world execution.

Here’s what to evaluate before you sign:

• Working hour overlap
  Ensure at least 4–6 hours of shared work time with your U.S. teams for standups, sprint planning, and real-time blockers. Some hubs support near full-day syncs, while others may require async workflows.
  
• Attrition and retention trends
  Ask for local turnover rates and average tenure by role type. High attrition in a region can signal a volatile labor market—or a vendor struggling to engage senior talent.
  
• Local holidays and cultural rhythms
  Review national holidays, long weekends, and common PTO patterns. Even in low-cost regions, unpredictable downtime can stall velocity if not accounted for in sprint planning.
  
• Flight access and visa logistics
  Check for direct flights, average travel time, and whether your team can easily conduct kickoff visits or in-person workshops. Some countries offer U.S.-friendly visa exemptions; others may require lead time for entry.
  
• Data residency and regulatory guardrails
  If you work in regulated sectors (finance, healthcare, edtech), ask how local laws treat client data, PII, and security audits. Some countries have stricter data sovereignty rules or require in-country hosting.

These cues might feel tactical, but they compound over time. A nearshore hub that’s great on paper, but misaligned in rhythm, regulation, or travel, can quietly slow your delivery or expose you to friction down the line. Evaluate these early so your vendor and geography support your velocity—not stall it.

Which industries rely on nearshore staffing in 2025?

While nearshore staffing has become a go-to strategy across sectors, certain industries rely on it more deeply, especially those with compliance-heavy workflows, time-sensitive ops, or rapid scaling cycles. In 2025, technology, e-commerce, healthcare, and fintech lead the adoption curve, using nearshore partners to gain speed, specialization, and cost control without sacrificing quality.

Here’s how each sector applies nearshore talent and what to ask before onboarding a partner.

Technology and Product

Tech companies turn to nearshore staffing to expand engineering capacity, speed up release cycles, and reduce delivery risk—all while maintaining direct alignment with in-house teams. LATAM’s developer pool offers a mix of senior backend engineers, DevOps experts, and product support roles that can integrate seamlessly into agile squads.

• Roles: Full-stack, backend, QA/SDET, DevOps, data analysts, product support
  
• Compliance: SOC 2, DPAs, IP assignment, secure SDLC practices
  
• Peaks: Release milestones, replatforming projects, cloud migrations
  
• KPIs: Time to productivity, defect escape rate, deployment frequency, CSAT
  
• RFP prompts: Ask for security attestations, code handoff samples, conversion terms, and integration with Git, Jira, and ITSM tools

E-commerce and Retail

E-commerce and retail brands use nearshore talent to flex operational capacity during seasonal peaks—handling everything from customer support to real-time catalog management and fulfillment QA. The ability to cross-train and scale headcount for campaign windows is a core advantage.

• Roles: Customer support, order ops, catalog/ad ops, content ops
  
• Compliance: PCI, PII handling, fraud monitoring standards
  
• Peaks: Holiday promotions, product launches, flash campaigns
  
• KPIs: AHT, FCR, NPS/CSAT, order accuracy
  
• RFP prompts: Request a peak season staffing plan, cross-trained agent model, and SLA thresholds for volume surges

Healthcare and Life Sciences

Healthcare organizations lean on nearshore teams for compliant support across revenue cycle, patient engagement, and operational QA. Given the sensitivity of PHI, HIPAA alignment and infrastructure hardening (e.g. secure VDI) are non-negotiables.

• Roles: Revenue cycle, prior auth, patient support, QA, scheduling
  
• Compliance: HIPAA, PHI handling, background screening, VDI security
  
• Peaks: Open enrollment, benefit renewals, seasonal illness surges
  
• KPIs: Claim accuracy, AR days, abandonment rate, first contact resolution
  
• RFP prompts: Request HIPAA training logs, signed BAAs/DPAs, audit trails, and secure VDI posture documentation

Fintech and Financial Services

Fintech and financial institutions use nearshore partners to scale operations and engineering with regulatory rigor. Whether it’s KYC/AML, BI, or fraud detection, these roles require tight process control and verifiable auditability.

• Roles: KYC, AML, payments ops, BI analysts, risk engineers
  
• Compliance: PCI, SOC 2, AML/KYC, audit trails, dual-control systems
  
• Peaks: Month/quarter-end close, reporting cycles, new product rollouts
  
• KPIs: SLA compliance, fraud detection accuracy, error rate, TAT
  
• RFP prompts: Ask for redacted audit logs, control workflows, data retention policies, and evidence of dual-authorization logic

How should you choose a nearshore staffing partner?

Choosing the right nearshore partner starts with clarity. You need to know what to ask, what to verify, and what to document so expectations stay aligned from day one. The strongest partnerships are built on evidence, not promises.

Start with a structured request for proposal (RFP) and not a vague call

Before any conversation, send a focused request for proposal that filters out unqualified vendors. You’re not just sourcing talent, you’re qualifying process maturity, operational readiness, and past performance.

• Ask for two recent client references in your talent verticals (engineering, support, or operations)
  
• Confirm geographic delivery hubs, overlap hours, and prior experience with your volume and tech stack
  
• Request a weekly delivery dashboard showing time-to-slate, shortlist velocity, and pipeline depth
  
• Review compliance posture: up-to-date EOR coverage, security attestations, data protection policies

A good partner should treat your RFP like a mini-due diligence process—because that’s exactly what it is.

Make your first email count

Don’t send a generic “we’re exploring vendors” message. Be clear about your expectations upfront so you can benchmark responses and filter noise.

• Define your headcount goals, timeline, and ramp targets
  
• Ask for last quarter’s delivery metrics, time-to-first-slate, and historical fill rates
  
• Request screening rubrics, fee structures, conversion clauses, and replacement terms
  
• Ask for brief bios of delivery leads and a draft 90-day ramp plan
  
• Let them know you’ll be shortlisting 2–3 vendors for a timeboxed pilot to compare results in real time

This sets a high-trust tone—and shows that you run vendor evaluations like an operator, not a buyer.

Lock in accountability through the SOW

Your statement of work (SOW) isn’t just a formality—it’s the blueprint for execution. The more tangible deliverables you include, the easier it is to manage expectations and drive outcomes.

• Include sourcing scorecards, sourcing lists, outreach messages, and role-specific dashboards
  
• Define a clear SLA: time-to-slate, fill rate, offer acceptance rate, and days to replacement
  
• Outline onboarding milestones, compliance checkpoints, and cadence of delivery reviews

A partner that can document and report every step from sourcing to success is a partner built for scale. If they hesitate or generalize, that’s your signal to walk.

What engagement model should you use?

Your engagement model should reflect how quickly you need to scale, how much ownership you want to retain, and how structured your delivery needs to be. The right model aligns with your growth stage, team structure, and operating complexity, not just headcount targets.

Here’s how to choose the right fit based on your hiring scenario:

For fast access to senior individual contributors

If you need senior ICs to plug into an existing team and deliver right away:

• Use staff augmentation to onboard quickly without long-term lock-in
  
• Or opt for direct hire if you’re building internal capability and want long-term retention
  
• Best for: Engineering leads, DevOps, analysts, or architects who integrate into your workflow
  
• Why it works: You keep full control of deliverables, codebase, and team rituals

For building full product squads or launch teams

When you need an owned, outcome-driven unit with defined delivery rituals:

• Choose dedicated teams or pods, led by a team lead or PM
  
• Often includes shared ceremonies (standups, retros) and a jointly owned backlog
  
• Best for: MVP builds, feature expansions, or cross-functional launches
  
• Why it works: Clear accountability, consistent output, and no dilution of velocity

For scaling support, operations, or back office

If you’re hiring for volume or recurring roles where throughput matters more than seniority:

• Use embedded recruiting or recruitment process outsourcing (RPO)
  
• You get structured pipelines, recruiter pods, and SLAs on candidate delivery
  
• Best for: Customer support, catalog ops, revenue cycle, or content QA
  
• Why it works: You get repeatable throughput, lower cost per hire, and dedicated recruiter capacity

For complex, multi-region, or multi-vendor environments

If you’re managing multiple vendors, functions, or geographies:

• Use a managed service provider (MSP) or work with a VMS-compatible partner
  
• Enables centralized tracking, uniform compliance, and consolidated reporting
  
• Best for: Enterprise procurement, global programs, or audit-driven operations
  
• Why it works: Simplifies governance, enforces SLAs, and streamlines billing across teams

The takeaway? Choose the model that supports speed when you need it, structure when it matters, and visibility at scale. Don’t let the wrong model bottleneck your growth—or introduce risks you can’t track.

Common Nearshore Staffing Risks (and How to Prevent Them)

Even the best nearshore partnerships can unravel if expectations aren’t clearly documented. Whether it’s missed handoffs, vague compliance terms, or surprise fees, small cracks early in the process often widen under pressure. The fix? Build accountability into your contracts and spot red flags before they become real risks.

Here’s how to address the most common failure points across operations, compliance, and commercials.

Operational Red Flags: Misalignment, Missed Deliverables

When timelines slip or vendor teams go dark, it’s rarely about effort, it’s about structure. Operational risks often stem from oversold promises and unclear execution paths.

• If a vendor guarantees fills, request a written SLA and a clean, time-bound exit clause
  
• To avoid bait-and-switch staffing, name your delivery leads and document escalation protocols
  
• If key deliverables aren’t defined, include explicit due dates and formats in your SOW

The more granular your agreements, the less room there is for ambiguity or finger-pointing.

Compliance & Security Gaps: IP, Data, Liability

Don’t assume a vendor has tight controls just because they say so. Compliance missteps can trigger audits, breaches, or legal exposure, especially in regulated industries.

• If security looks weak, request the vendor’s audit plan and KPI dashboard
  
• Close IP and data protection gaps through DPAs, access controls, and data residency clauses
  
• To reduce co-employment risk, document legal roles, insurance coverage, and indemnification terms

Every compliance point should be visible, reviewable, and contractually enforceable.

Commercial Clarity: Pricing, Fees, and Conflicts

Budget surprises erode trust and slow down scaling. Clear, itemized commercials ensure you’re buying outcomes, not confusion.

• If pricing or margin breakdowns are missing, ask for a fully itemized invoice
  
• Define all conversion fees, payment milestones, and cap terms upfront
  
• Prevent recruiter conflicts by establishing a written off-limits list before intake begins

Good partners expect to be held accountable. Clear commercial terms signal maturity, not micromanagement.

Bottom line: Most nearshore risks are preventable with structure. When your statement of work ties every deliverable to a timeline, metric, or process doc, you reduce friction and raise delivery confidence. It’s not about overengineering, it’s about protecting your time, talent, and trust.

Conclusion

For US teams, choosing the right nearshore staffing partner comes down to speed, clarity, and trust. This guide showed you what to look for—clear pricing, guaranteed timelines, and strong communication—and highlighted the top agencies that deliver reliable talent from Latin America in US time zones.

The next step is simple. Shortlist two or three agencies, ask for their delivery timelines, recent results, and cost breakdowns, then run a short two-week pilot with the same roles to see who performs best.

If you need to scale fast without losing visibility or control, GoGloby is a smart choice. The team handles recruiting, payroll, and compliance under one contract, keeps you updated with weekly reports, and replaces hires at no cost—helping US companies grow quickly and confidently with nearshore talent.

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