How to Hire a Senior Fullstack Engineer in LATAM: Comprehensive Guide 2024
We’ve spent the last decade in tech hiring, aiding startups to established brands, and saving over $20 million in hiring and operations. Our collaborations span companies backed by YC and A16z, and ex-executives from giants like Google and PayPal.
Notably, about 80% of all our work, for both large and small companies, has revolved around helping to hire fullstack superstars, giving us a wealth of experience to share with the world.
This guide offers crucial insights for hiring the world’s best remote, nearshore fullstack engineers, enabling you to make strategic, informed hiring decisions that propel your startup forward. Let’s dive in!
Evaluating Market Demand and the Value of Fullstack Engineers
Do we really need to prove that fullstack engineers are the ticket in tech hiring?
As Jeff Bezos famously said, “We need to innovate and iterate quickly.” Fullstack developers embody this principle, covering a wide range of technical needs swiftly and efficiently, making them ideal for startups aiming to pivot quickly and scale effectively.
Let’s lay out some hard numbers and see why they’re such a catch.
Benefits of Hiring Sr. Fullstack Engineers
Job Market Surge:
Job postings for fullstack developers have soared by 35% over the last two years. Clearly, the demand is there.
Startup Preference:
Economic Efficiency:
Decoding Fullstack Development: Tech Stacks and Their Uses
Before diving into how to align your startup’s specific needs with the right fullstack developer, it’s important to clarify what fullstack development entails.
Fullstack developers are proficient in both front-end and back-end development, equipped to handle all aspects of web applications from user interface design to server and database management.
This section provides a quick overview of the various tech stacks fullstack developers might specialize in, each combining different technologies to create complete web solutions.
Technical Proficiency
Stack
Technologies
Use
MEAN Stack
MongoDB, Express.js, Angular.js, Node.js
A JavaScript-based stack ideal for developing dynamic websites and full-featured web applications.
MERN
MongoDB, Express.js, React.js, Node.js
Replaces Angular.js with React.js for more flexible and efficient UI rendering.
LAMP
Linux, Apache, MySQL, PHP
One of the oldest and most reliable stacks, favored for its simplicity and effectiveness in building traditional web applications.
LEMP
Linux, NGINX, MySQL, PHP
A variation of LAMP that uses NGINX instead of Apache, enhancing the server’s ability to handle high traffic efficiently.
Full-Stack Elixir
Elixir, often paired with Phoenix Framework
Ideal for scalable applications, combining Elixir’s functional programming capabilities with Phoenix’s high performance.
Full-Stack Python
Python, often paired with JavaScript frameworks for front-end development
Known for its versatility with various libraries, making it suitable for both server-side logic and front-end displays.
Full-Stack Django
Django, Python
Supports rapid development with a clean, pragmatic design, handling both front and back-end tasks effectively.
Full-Stack Ruby on Rails
Ruby on Rails
Streamlines web application development by providing a full framework approach.
Fullstack Java + JS
Java, React
A combination leveraging Java’s robust server-side capabilities and React’s efficient, dynamic client-side rendering, ideal for enterprise-level applications.
Fullstack GO + React
Golang, React
Utilizes Golang for fast, efficient backend performance paired with React for responsive frontend user interfaces, suitable for high-performance web applications.
.Net + React
.NET, React
Integrates .NET’s comprehensive framework for backend services with React’s modern UI capabilities, great for scalable and secure web applications.
Depending on your project’s requirements, the selection of a suitable tech stack and corresponding developer expertise will be fundamental to achieving your development goals.
Identifying the Right Seniority Levels for Remote Fullstack Engineers
Once you’ve chosen your tech stack, it’s crucial to determine the appropriate seniority level for your fullstack engineer.
At Globy, we’ve refined our approach over the years, establishing a detailed classification for five levels of senior engineers. Here, we focus on remote or overseas fullstack engineers, particularly those classified as L3 to L5 because hiring L1 or L2 remotely can introduce risks without substantial benefits for startups.
Seniority Levels for Remote Fullstack Engineers
L3 Engineers:
These are experienced developers with over 5 years under their belt, fluent in English, and often with international project experience. They’re well-suited for tasks requiring solid technical skills but not necessarily advanced creativity or leadership.
L4 Engineers:
With at least 5 years of experience, these engineers have strong communication skills and are typically fluent in English. They have considerable experience with U.S. companies or startups, capable of managing more complex and creative tasks, including some leadership responsibilities.
L5 Engineers:
These seasoned professionals boast over 8 years of experience. They are fluent in English, have robust communication skills, and extensive experience with U.S. startups or companies. Their expertise is crucial for leading complex projects, making strategic decisions, and taking on significant leadership roles.
Understanding these levels and aligning them with the most effective hiring methods is crucial for tapping into the full potential of remote fullstack engineering talent.
Choosing the Best Hiring Model for Remote Fullstack Engineers
Great, now that we’ve defined the seniority levels for overseas fullstack engineers, let’s explore the three main ways you can hire or engage these professionals:
Hiring Model
Direct Full-Time Hire:
Ideal for fully integrating committed team members who can evolve with your company. This model is suitable for all levels, particularly for engineers expected to take on key roles.
Contractor on a Project Basis:
Perfect for projects with clear, specific deliverables, such as a set of integrations. This model fits engineers who excel in executing well-defined, time-bound tasks.
Staff Augmentation:
This flexible approach allows for the rapid scaling of teams without the commitment required for full-time hires. It’s especially useful during periods of swift growth or when tackling special projects.
Strategically Aligning Hiring Practices With Your Startup’s Development Phase
Now that we understand the levels of overseas senior fullstack engineers, what to expect from each, and your hiring options, let’s pinpoint what works best for your specific situation. Here are five cases to help you identify where you fit and what approach might suit your needs.
Case 1: The Early Stage Startup
Scenario
Engineer Level
Hiring/Engagement Model
Fresh off securing seed funding, with a CTO needing support to develop the initial product vision.
Engineer at the L5 level (Founding Engineer)
Hire directly full-time to ensure deep commitment and potential leadership for future team development.
Avoid freelancers, staff augmentation, or part-time/short-term/project-based contract roles, as these do not provide the stability or commitment needed at this foundational stage.
Case 2: Searching for Product-Market Fit
Scenario
Engineer Level
Hiring/Engagement Model
Rapid prototyping and iterating are needed to find product-market fit, with a fluid and often changing roadmap. Typically involves your 3rd to 5th hire.
Engineer at the L4 level
Full-time, direct hire. The uncertainty and potential for pivots at this stage require a developer who can independently make decisions on the ground.
Freelancers and staff augmentation models aren’t suitable here due to the need for stability and immediate team integration.
Case 3: Client-Driven Development
Scenario
Engineer Level
Hiring/Engagement Model
Established client base with specific feature requests and integrations.
Engineer at the L3 level
Staff augmentation can be effective for quickly scaling the team without long-term commitments, especially when managing compliance and payroll through a staffing agency.
Case 4: Scaling Post-Product/Market Fit
Scenario
Engineer Level
Hiring/Engagement Model
Need to scale quickly due to validated product and increasing user demand.
Engineer at the L3-L4 level
Staff augmentation, contractors, and direct hiring are all viable options. The best choice depends on the clarity of your roadmap and detail of iteration plans.
Case 5: Expansion and Diversification
Scenario
Engineer Level
Hiring/Engagement Model
Entering new markets or adding new product lines, requiring specialized knowledge.
Engineer at the L3-L4 levels
Both full-time and contract roles are beneficial, depending on the expansion scale. Contract roles are particularly suited for specialized short-term projects within new markets.
Each scenario reflects a distinct stage in a startup’s lifecycle, illustrating how different levels of engineers and engagement models can strategically align with specific business goals and development stages.
By carefully considering these alignments, startups can effectively scale their operations and navigate transitions, ensuring that their technical teams are both capable and well-integrated into their growth strategies
Best Time Zones for Hiring Remote Fullstack Developers
Now that you’ve identified the level of fullstack talent and hiring method you need, it’s time to decide where to hire your fullstack developer. Making the right decision involves considering factors like time overlap, talent market size, English proficiency, presence of U.S. companies, as well as costs and compliance.
Let’s begin with the Working Hours Overlap to understand what options are available. If it’s your first overseas hiring, I recommend focusing on regions with the most significant time overlaps—specifically Central and South America, also known as Latin America.
Here is a detailed table showing the typical daily overlap in working hours between major U.S. tech hubs and key regions frequently used for nearshore and offshore hiring:
Top Time Zones for Hiring Remote Developers
Country
California (PST)
New York (EST)
Mexico
Full workday
(same time zone)
3 hours difference
(9AM New York > 7AM Mexico)
Brazil (BRT)
4 hours difference
(9 AM California > 1 PM Brazil)
1 hour difference
(9 AM New York > 10 AM Brazil)
Argentina (ART)
4 hours difference
(9 AM California > 1 PM Argentina)
1 hour difference
(9 AM New York > 10 AM Argentina)
Colombia (COT)
2 hours difference
(9 AM California > 11 AM Colombia)
1 hour difference
(9 AM New York 8 AM > Colombia)
When hiring fullstack engineers in Latin America, the good news is that most countries have minimal time differences with key US regions—typically just 1 to 3 hours. This small gap makes daily coordination pretty straightforward across these time zones.
For those who prioritize complete synchronization for seamless daily operations, here are the top picks:
For California (PST):
- Mexico and Colombia: These nations share the exact same time zone as PST, ensuring completely synchronized workflows and immediate communication during regular business hours.
- Brazil and Argentina: While slightly offset from PST, these countries are distinguished by their extensive tech talent pools. Many engineers are flexible and often adjust their schedules to accommodate PST, making these locations increasingly popular among startups for global hiring.
For Texas (CST):
- Mexico is ideal with a minimal two-hour difference, making it nearly fully aligned with Texas time.
For New York (EST):
- Colombia, Brazil, and Argentina each have only a one-hour difference with New York, making them excellent options for nearly full-day synchronization.
These options allow for easy integration of remote teams from Latin America, whether you’re looking for almost complete overlap or can handle a slight offset in working hours.
Which country within US time zones has the most developers?
As we’ve discovered, Latin America is an excellent region for nearshoring talent, especially for companies embarking on their first overseas hiring ventures, thanks to its favorable time zone alignments.
But what about the tech talent market capacity? Is there enough senior talent in the region, and which specific countries should you focus on? Let’s delve into the tech talent market size in LatAm overall and break it down by tech stacks and specific countries to identify the best focus areas.
Engineering Landscape in Latin America
Recent data suggests that Latin America is home to approximately 400,000 engineers, a significant number of whom possess extensive experience in sophisticated software development projects.
Over the past year, the engineering workforce in this region expanded by 35 percent, highlighting Latin America’s increasing appeal as a hub for software development compared to traditional offshore locations like Eastern Europe, India, or Africa.
In Latin America, the majority of engineers are concentrated in six countries. Brazil leads with approximately 180,000 engineers, followed by Argentina with 47,000, Mexico with 39,000, Colombia with 31,000, and both Chile and Peru each hosting around 17,000 engineers. This distribution highlights the significant pools of technical talent available across these key regional markets.
Popular Technologies Among Latin American Engineers
The most commonly used technologies among engineers in Latin America remain HTML, CSS, and JavaScript—languages known globally for their ubiquity and foundational role in web development. The proficiency in these core technologies is widespread across hundreds of thousands of engineers in the region.
In terms of front-end development technologies experiencing rapid adoption, React and Next.js are leading the way in Latin America. The usage of React has surged by 60 percent, while Next.js has seen an even more impressive growth rate of 83 percent, as reported by Matilda Explorations.
On the backend side, Java and Python dominate as the most favored programming languages, each boasting a community of over 100,000 developers in the region. Additionally, the Node.js stack alone accounts for about 70,000 engineers in Latin America, further underscoring the diverse and advanced technical skills available in Latin America’s software engineering sector.
Which Country has the Most Senior Fullstack Engineers?
Having pinpointed the optimal time zones for hiring tech talent, and identified Brazil, Argentina, Mexico, Colombia, and Chile as the countries with the highest density of such professionals, our focus now shifts to Fullstack Engineers—more precisely, to Senior Developers with at least five years of experience in the technology sector. From our experience, this group represents the most sought-after talent that US tech startups are hiring.
Let’s delve deeper into the countries we’ve highlighted to explore the capacity of their talent markets, specifically regarding Senior Fullstack Engineers.
In Latin America, a substantial share of senior fullstack engineering talent is concentrated in five key countries. Brazil leads with over 15,000 engineers, followed by Argentina with more than 4,000, and Mexico and Colombia each hosting around 3,500 and 3,000 respectively. Chile also contributes with around 1,500 senior fullstack engineers.
Combined, these five countries account for about 90% of all senior fullstack engineers in the region. Given this high concentration of skilled professionals, focusing hiring efforts on Brazil, Argentina, Mexico, Colombia, and Chile would be the most strategic for tapping into the region’s top tech talent.
This distribution highlights Latin America’s robust capacity to meet U.S. business needs, making it an attractive choice for companies looking to tap into nearshore software development benefits.
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Where to Hire Fullstack Engineers with U.S. Culture Experience
In the last section, we looked at the talent pool size in Latin America and pinpointed where most fullstack devs are. We confirmed that LatAm is packed with fullstack talent.
But having a lot of talent is just one piece of the puzzle. What about their quality, cultural fit, and willingness to work with US startups? Let’s dive into whether LatAm is a good match for American startups hiring fullstack and other engineering talent.
To get a clearer picture, we’ll check out the percentage of fullstack devs in LatAm who are already working with US companies. This will give us insight into a few key areas:
- Quality and Standards: How well these talent meet the expectations of US companies.
- Cultural Fit: Whether they can adapt to and thrive in the work culture of American startups.
- Communication Skills: How effectively they communicate and collaborate across time zones.
- Work Ethic and Commitment: Their dedication and reliability in working with US-based teams.
By examining these factors, we can better understand if LatAm is not just a source of abundant talent, but also the right kind of talent for American startups.
Out of 31,000 senior fullstack engineers in Latin America, around 10,000 have English profiles, and approximately 8,500 are already employed by US companies. This means about 32% are working with US firms, showcasing their readiness and suitability for American startups.
U.S. Companies Hiring Fullstack Devs in LatAm
Finance Sector:
PayPal, BNY Mellon, Citi, JP Morgan & Chase, Mastercard, The World Bank
Tech Sector:
Red Hat, Microsoft, HP, IBM, Dell, Amazon, Uber, Netflix, Oracle, Autozone, Lyft, Google, Twilio, Snowflake, Mural
Other:
Abercrombie & Fitch, Cargill, Cognizant, ExxonMobil
California leads with 29.41%, followed by Texas, New York, and Florida, each at 11.76%. Massachusetts and Illinois account for 5.88% each, with other states making up 23.53%. This indicates that major US tech hubs are actively employing LatAm fullstack talent, demonstrating the region’s appeal and reliability for top tech skills.
Now, let’s dive into each country in more detail to find the best fit for your needs.
Strategic Hiring in Brazil for Senior Fullstack Engineers
Brazil stands out as a vibrant hub for senior fullstack engineers, characterized by a strong pool of talent experienced in working with U.S. companies and fluent in English. This makes Brazil an attractive nearshore destination for U.S. startups looking to scale operations efficiently.
Talent Market Size
Brazil stands out with a significant pool of senior fullstack engineers. Over 15,000 professionals have more than 5 years of experience. Notably, more than 6,000 of these engineers are fluent in English, and over 3,000 are already employed by US companies. This indicates a strong alignment with the demands of American employers.
Experience Distribution
The experience levels of Brazilian fullstack engineers are impressive, with a majority having extensive experience. This shows a mature talent pool, with a large portion of engineers bringing substantial expertise to the table.
English Proficiency
Another important factor is English proficiency. Around 40% of senior fullstack developers in Brazil have an upper-intermediate English level. This proficiency allows them to effectively communicate and collaborate with English-speaking teams, ensuring smooth integration into US companies.
Their ability to engage in complex technical discussions and contribute to meetings without language barriers significantly enhances their value to American startups.
Compensation
The compensation for fullstack engineers in Brazil offers significant cost savings compared to the US. While US companies typically pay $100k+ for L3 engineers, $150k+ for L4 engineers, and over $200k for L5 engineers, hiring in Brazil can provide around 40% cost savings. This allows US companies to secure highly experienced and qualified professionals at a significantly lower cost.
US Hirings in Brazil
U.S. Companies Hiring Fullstack Devs in Brazil
Finance Sector:
BNY Mellon, Citi, JP Morgan & Chase, Mastercard, The World Bank, PayPal
Tech Sector:
Red Hat, Microsoft, HP, IBM, Dell, Amazon, Uber, Netflix, Twilio, Snowflake, Mural
Other:
Abercrombie & Fitch, Cargill, Cognizant, ExxonMobil
US companies across various sectors are actively hiring in Brazil, with a significant concentration in tech and finance. The majority of these hiring companies are based in key US tech hubs, particularly California and New York. This trend underscores the high demand for Brazilian fullstack engineering talent and their successful integration into diverse industries.
Summary
Brazil offers a rich talent pool of over 15,000 experienced senior fullstack engineers, with 40% having upper-intermediate English proficiency. Competitive compensation levels—around 40% lower than in the US—coupled with high demand from major US tech and finance hubs, highlight Brazil’s strategic importance in the global tech landscape.
The presence of numerous US companies hiring in Brazil, particularly from California and New York, shows that Brazilian fullstack engineers are highly valued and well-integrated into the American tech ecosystem. This makes Brazil an excellent choice for companies seeking top-tier fullstack talent at significant cost savings.
Strategic Hiring in Argentina for Senior Fullstack Engineers
Argentina is another key player in Latin America for sourcing senior fullstack engineers, offering U.S. companies a blend of experienced talent, linguistic capabilities, and cultural compatibility.
Talent Market Size
Argentina has a substantial pool of senior fullstack engineers, totaling over 4,000 professionals. Out of these, 1,500 are already employed by US companies, demonstrating their demand and integration into the American tech landscape.
Experience Distribution
Half of Argentina’s fullstack engineers have more than a decade of experience, with 25% having 3 to 5 years and another 25% with 6 to 10 years. This indicates a mature and seasoned talent pool.
English Proficiency
About 40% of senior fullstack engineers in Argentina, or 1,500 professionals, have fluent English proficiency. This level of proficiency allows them to effectively communicate and collaborate with English-speaking teams, ensuring smooth integration into US companies.
Compensation
The compensation for fullstack engineers in Argentina is notably cost-effective compared to the US, with salaries around 40% lower. L3 engineers earn $55k+, L4 engineers $70k+, and L5 engineers $85k+, with top salaries reaching up to $100k.
US Hirings in Argentina
U.S. Companies Hiring Fullstack Devs in Argentina
Finance Sector:
PayPal, JP Morgan & Chase
Tech Sector:
Autodesk, Salesforce, Google, TikTok, Uber
Other:
Jabil
US companies, particularly from tech and finance sectors, are actively hiring in Argentina. The majority are based in California (45.11%) and New York (22.56%), highlighting Argentina’s appeal to key US tech hubs.
Summary
Argentina offers a solid talent pool of over 4,000 senior fullstack engineers, with 40% fluent in English. Competitive compensation—around 40% lower than in the US—and high demand from major US tech hubs underscore Argentina’s strategic importance in the global tech landscape. This makes Argentina an excellent choice for companies seeking top-tier fullstack talent at significant cost savings.
Strategic Hiring in Mexico for Senior Fullstack Engineers
Mexico is a prime location for U.S. companies looking to nearshore their development efforts, offering a rich pool of senior fullstack engineers who are well-versed in the needs of U.S. tech industries.
Talent Market Size
Mexico has a notable pool of senior fullstack engineers, with over 3,500 professionals boasting 5+ years of experience. Out of these, more than 1,500 are already employed by US companies, indicating strong integration into the American tech landscape.
Experience Distribution
Mexican fullstack engineers have diverse experience levels, with 28.57% having 3 to 5 years, 42.86% having 6 to 10 years, and 28.57% having over 10 years of experience. This diversity provides a well-rounded and experienced talent pool.
English Proficiency
Approximately 40% of senior fullstack engineers in Mexico, totaling over 1,500 professionals, are fluent in English. This proficiency ensures effective communication and collaboration with US-based teams.
Compensation
The compensation for fullstack engineers in Mexico is competitive and cost-effective compared to the US. L3 engineers earn $60k+, L4 engineers $80k+, and L5 engineers $90k+, with top salaries reaching up to $110k. This provides around 40% cost savings for US companies compared to hiring domestically.
US Hirings in Mexico
The majority of these hiring companies are based in key US hubs, with 33.33% in California, 23.33% in Texas, and significant numbers in New York, Florida, and Massachusetts.
U.S. Companies Hiring Fullstack Devs in Mexico
Finance Sector:
PayPal, Morgan Stanley
Tech Sector:
Oracle, Intel, Uber, Google, Netflix, Amazon, Lyft
Other:
Ford, Walmart
US companies, especially in tech and finance, are actively hiring in Mexico. Major tech firms like Oracle, Intel, Uber, Google, Netflix, Amazon, and Lyft are prominent employers. In finance, companies such as PayPal and Morgan Stanley lead the way, along with other sectors like Ford and Walmart.
Summary
Mexico offers a substantial talent pool of over 3,500 senior fullstack engineers, with 40% fluent in English. Competitive compensation—approximately 40% lower than in the US—and high demand from major US tech hubs underscore Mexico’s strategic importance in the global tech landscape. This makes Mexico an excellent choice for companies seeking top-tier fullstack talent at significant cost savings.
Strategic Hiring in Colombia for Senior Fullstack Engineers
Colombia is emerging as a significant hub for fullstack development talent, providing U.S. companies with a strategic nearshore option that offers a blend of skilled professionals and favorable working conditions.
Talent Market Size
Colombia has a robust pool of senior fullstack engineers, with over 3,000 professionals boasting 5+ years of experience. Out of these, more than 1,000 are employed by US companies, indicating strong integration into the American tech landscape.
Experience Distribution
Colombian fullstack engineers have a well-balanced range of experience. One-third have 3 to 5 years of experience, one-third have 6 to 10 years of experience, and one-third have over 10 years of experience. This even distribution ensures a diverse and experienced talent pool.
English Proficiency
Approximately one-third of senior fullstack engineers in Colombia, over 1,000 professionals, are fluent in English. This proficiency ensures effective communication and collaboration with US-based teams.
Compensation
The compensation for fullstack engineers in Colombia is competitive and cost-effective compared to the US. L3 engineers earn $55k+, L4 engineers $70k+, and L5 engineers $85k+, with top salaries reaching up to $105k. This provides around 40% cost savings for US companies compared to hiring domestically.
US Hirings in Colombia
US companies, particularly in the tech sector, are actively hiring in Colombia, with Microsoft being a significant employer. The majority of these hiring companies are based in key US hubs, with 41.67% in California, 29.76% in Florida, and notable numbers in Texas, New York, and Massachusetts.
Summary
Colombia offers a substantial talent pool of over 3,000 senior fullstack engineers, with 33% fluent in English. Competitive compensation—approximately 40% lower than in the US—and high demand from major US tech hubs underscore Colombia’s strategic importance in the global tech landscape. This makes Colombia an excellent choice for companies seeking top-tier fullstack talent at significant cost savings.
Tenure Analysis of Senior Fullstack Engineers in Latin America
When considering where to hire your senior fullstack engineer, it’s crucial to consider tenure rates. For hiring a founding engineer, a core team member, or top talent expected to remain loyal, tenure is an important factor.
The average tenure of senior fullstack engineers in Latin America is approximately 3.2 years, indicating a stable job market. Here’s the breakdown by country:
- Colombia: Average tenure of 3 years, suggesting a dynamic job market with frequent transitions.
- Argentina: Higher average tenure of 3.6 years, indicating better job stability and satisfaction.
- Brazil: Aligns with the regional average at 3.2 years, reflecting moderate stability.
- Mexico: Slightly lower tenure at 3.1 years, indicating an active job market with more frequent job changes.
Strategic Implications:
For U.S. companies looking to nearshore, understanding these tenure trends is essential for planning long-term engagement and retention strategies. Regions like Argentina with longer tenures might offer more stability, while areas with shorter tenures like Colombia and Mexico might require more dynamic engagement models to manage frequent transitions
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How to Find and Recruit Senior Nearshore Fullstack Engineers
Now that we’ve pinpointed the location, budget, and the level of engineers you aim to hire, let’s delve into how you can effectively find and recruit senior fullstack engineers.
Recruiting senior fullstack engineers in Latin America requires a tailored approach, especially when targeting professionals who are proficient in English and have experience collaborating with U.S. companies. Here are the most effective channels and strategies:
LinkedIn is the leading platform for professional networking and a vital resource for discovering talented fullstack engineers in Latin America.
Tips: Focus on profiles showcasing fluency in English and experience with U.S. companies. Assess the professional language used and the locations of their current or past employers, which can indicate their compatibility with North American teams.
Local job boards offer a deep pool of talent but come with challenges, such as language barriers and a high rejection rate (around 85%) due to lack of English proficiency and experience with international or U.S. companies. Despite these hurdles, these boards can be a valuable source for finding skilled engineers with lower compensation expectations. Popular job boards include:
– Bumeran (Argentina)
– CompuTrabajo (Colombia)
– Catho (Brazil)
– OCCMundial (Mexico)
Tip: Ensure your job postings clearly state the need for English proficiency to effectively filter candidates.
Global platforms can connect you to a wider talent pool. Top job boards for finding remote Latin American fullstack engineers include:
– We Work Remotely
– Remote.co
– FlexJobs
– AngelList
– RemoteOK
Tip: Ensure location is one of the first qualifications and mark it as a must-have. This will save you a lot of time by filtering out applicants from all parts of the world.
Working with a specialized recruiting agency like Globy can significantly streamline the hiring process. These agencies leverage extensive networks and possess deep expertise in matching the ideal talent with the right companies.
Tip: Ensure the agency’s credibility by checking its track record and requesting specific examples of fullstack engineers they’ve successfully placed. It’s also wise to ask for referrals from U.S. startups, especially those backed by prominent investors like A16z or Y Combinator. This helps confirm that the agency understands the unique challenges and needs of U.S. startups. Additionally, inquire about the agency’s candidate validation process; for example, at Globy, we have a rigorous screening method where only the top 5% of candidates are recommended, ensuring a high-quality match for startup needs.
The power of referrals and personal networks cannot be overstated. Engaging with local tech communities through webinars, meetups, and conferences can lead to personal introductions to top talent.
Tip: Actively participate in or sponsor events to enhance your visibility and directly appeal to the community, fostering more personal and impactful connections.
Conducting Thorough Assessments and Interviews for Fullstack Engineer Candidates
Now that we know who we’re looking for and the best channels to hire remote fullstack developers, let’s dive into how to build your interview process.
A common mistake I’ve noticed is U.S. companies treating international fullstack engineers as mere extensions of outsourced operations, particularly in critical or foundational roles. This often leads to bypassing important steps such as assessing cultural fit.
My advice: Treat international candidates with the same rigor as domestic ones, especially when they are being considered for key team roles. This approach ensures they align with your company’s values and workstyles, helping to prevent future cultural clashes.
If your company doesn’t have a structured interview process, consider using Globy’s method. We typically conduct three in-depth interviews and an online coding challenge. Our focus is on evaluating technical skills, communication abilities, English proficiency, and cultural fit to ensure candidates meet our high standards:
Screening Stage
Career Background:
Assess the candidate’s total years of involvement in software development and a brief career overview.
Technical Focus:
Determine whether the candidate has a stronger focus on frontend, backend, or both.
Tech Proficiency:
Evaluate the candidate’s general software design and architecture skills, computer science background, current tech stack, discussing their proficiency in specific technologies and detailing recent projects they have completed.
Experience with Key Technologies:
Check the years of experience the candidate has with essential technologies like Node.js and React.js.
Industry Experience:
Identify the industries in which the candidate has worked.
Startup Experience:
Review any experience the candidate has working for startups, including the challenges they faced and how they addressed them.
Communication/English Assessment
✅ Positive Indicators
❌ Areas of Concern
Clarity and Conciseness: The candidate articulates ideas and thoughts clearly and succinctly.
Incoherent Responses: The candidate provides unclear or overly complex answers that do not directly address the questions.
Active Listening: Demonstrates careful attention to what others say, ensuring a full understanding before responding.
Poor Listening Skills: Interrupts or does not pay attention while others are speaking.
Versatile English Proficiency: Exhibits strong communication skills not only in technical discussions but also in general conversation and small talk.
Imbalanced Communication: Either dominates the conversation with lengthy monologues or offers too brief responses that lack depth.
Cultural Fit Assessment
✅ Positive Indicators
❌ Areas of Concern
Energy and Enthusiasm: Displays genuine enthusiasm and passion for the work.
Poor Body Language: Exhibits negative or disinterested body language during interactions.
Entrepreneurial Spirit: Demonstrates creativity, a proactive approach, willingness to take risks, and strong ownership and accountability.
Lack of Enthusiasm: Shows little interest or excitement about the position, company, or industry.
Engagement: Shows deep interest in the company and position by asking insightful questions, indicating a passion for the industry and the startup’s vision.
Monetary Focus: Frequently asks about salary, benefits, or prioritizes modern tech stacks above other job aspects.
Online Coding (MERN stack)
Backend Challenge:
Frontend Challenge:
Database Query Challenge:
Test candidates’ proficiency with Node.js and TypeScript through backend coding tasks.
Evaluate frontend skills using React.js, focusing on UI development and user experience.
Assess candidates’ ability to efficiently handle SQL and NoSQL database queries.
Tech Knowledge and Experience Evaluation:
Software Design and Architecture:
Discuss the candidate’s approach to building scalable software architectures.
Database Management:
Explore understanding and management skills of both relational and NoSQL databases.
Backend Development:
Dive into backend development experiences, highlighting use of TypeScript.
Frontend Development:
Assess knowledge in frontend technologies and best practices.
Performance Optimization:
Evaluate the candidate’s ability to optimize and scale web applications.
Real-life Scenarios:
Review notable successes and failures to gauge problem-solving skills.
Team Collaboration:
Examine the candidate’s experience working in distributed tech teams.
Continuous Learning:
Discuss how the candidate stays current with evolving technologies.
Software Development Life Cycle (SDLC):
Evaluate familiarity with various development processes and methodologies.
This comprehensive assessment ensures we thoroughly evaluate a candidate’s technical abilities, including their proficiency with popular languages like Javascript and TypeScript, across a broad spectrum, mirroring the responsibilities of a senior fullstack engineer role.
For detailed questions to assess a Fullstack engineer’s technical skills and expertise, check out the section here.
Navigating Legal Frameworks and Ensuring Compliance in International Hiring
After navigating through the selection process and finding the right candidate, the significant question arises: how can you legally hire Full-stack engineer from countries like Mexico, Brazil, Argentina, Colombia?
It’s not just about general legal and compliance understanding; it’s also critical to recognize that sometimes you cannot employ a candidate with a specific method due to local nuances. Here’s a breakdown of the options available for legally engaging a senior fullstack engineer from Latin America.
You engage and compensate the fullstack engineer directly. This approach is straightforward but involves additional overhead for your accountant and time spent understanding local legal frameworks to ensure everything is managed correctly. You’ll need to draft a contract that prevents misclassification and navigate international payment systems like Payoneer, Wise, or Swift.
In this setup, you hire the engineer directly but use an Employer of Record (EOR) for handling payments. This reduces administrative burdens significantly as most EORs provide a template agreement and offer a unified payment interface. However, you still retain direct responsibility for compliance with local labor laws.
Here, the EOR takes on all responsibilities by signing the contractor directly through their entity on your behalf and managing all payments. This model shifts all legal responsibilities to the EOR. Notably, in this arrangement, the EOR hires the talent as a full-time contractor (not an employee), so there are no extra costs for local taxes or benefits on your part—just the EOR’s service fee (e.g., Deel Shield charges around $1200 USD per contractor, while Globy charges $600 USD).
Hiring through an Employer of Record (EOR) is the most compliant method, with the EOR taking full responsibility for the engineer’s employment. This model adheres strictly to local labor laws but is the most expensive, incorporating employment taxes (30% to 40% more, depending on the country) and mandatory benefits like insurance and the 13th salary.
While it guarantees total compliance and eliminates misclassification risks, the high costs, potential deterrence due to high local inflation (e.g., 100% per year in Argentina), burdensome taxes, and currency conversion losses make it less attractive to many top candidates.
Conclusion
Following this guide equips you with everything needed to hire an exceptional remote fullstack developer who can be a pivotal asset to your startup team. It might seem daunting at first to pinpoint that standout candidate in a new market, especially one as vibrant and competitive as the tech sector.
By applying the strategies outlined in this guide, not only will your initial hires be up to the task, but the process will become increasingly feasible with each addition to your team. Remember, I’m just a message away on LinkedIn if you need any further advice or have questions along the way.
Hiring a Remote Full-Stack?
Frequently asking questions
Consider using global job platforms such as LinkedIn, We Work Remotely, Remote. co as well as GitHub, and Stack Overflow.
Implement structured remote interviews and coding tests using platforms like HackerRank or Codility. Also, evaluating references and previous work samples can provide insights into a candidate’s work ethic.
Engage local legal experts to understand and navigate employment laws, visa requirements, and tax implications. Consider using services like Deel, Oyster, Remote and Globy for compliant international hiring.
Facilitate regular virtual team-building activities, establish clear communication protocols, and use collaboration tools. Also, provide opportunities for remote engineers to meet the team in person occasionally.
Offer competitive salaries based on local cost of living and market standards. Include benefits such as flexible working hours, health insurance, and opportunities for professional development to make the offer more attractive.
