Hiring remote engineers has never been harder for US companies.
The process is slow, and finding the right fit can feel like a guessing game. Tech recruiting agencies in Latin America offer a solution: they provide quick access to skilled developers, with strong communication habits and overlapping work hours, making collaboration much easier.
In this guide, we’ll walk you through the top agencies to help you hire remote tech talent from Latin America. Whether you’re looking for B2B SaaS engineers, backend specialists, or project contributors, you’ll find the right partner here.
Why U.S. Companies Are Hiring Remote Talent From Latin America?
U.S. teams face long hiring cycles, high salary expectations, and limited applicant pools for technical roles.
Latin America offers a valuable way to fill those open positions with tech talent qualified in software development, familiar with U.S. workflows, and available during the same workday.
Here are the reasons companies choose the region:
- Work happens during the same hours: Teams communicate in real time, and engineers respond during normal U.S. business hours. Projects avoid long pauses between questions and answers.
- Budgets stretch further: Companies bring on skilled professionals with strong technical backgrounds at rates that do not exceed hiring limits. This helps hiring managers staff software developers, QA specialists, DevOps roles, and tech professionals faster.
- Agencies reduce hiring friction: A tech recruitment agency, tech staffing firm, or staffing partner in Latin America presents shortlists of qualified candidates rather than leaving internal teams to source every applicant. Experienced recruiters verify technical ability, communication habits, and role fit.
- Teams experience lower churn: Candidates in the region tend to stay when the work is stable and the environment respectful. Engineering leads spend less time replacing talent and more time moving product goals forward.
- Communication barriers stay low: Many candidates speak advanced English and bring experience from U.S.-facing projects. Meetings move quickly, and feedback cycles stay clear.
- Hard-to-fill roles get filled faster: Positions like backend, mobile, DevOps, and data engineering can sit open in the U.S. for long periods. Latin America offers a larger pool of talented candidates for these open positions.
- Companies can choose hiring models that match project needs: Contract roles, direct hire, and permanent placements are common. This gives hiring managers room to adjust the team as workload changes.
- Cultural compatibility supports smoother collaboration: Teams share similar communication norms, which keep remote work steady and reduce misunderstandings.
Top 13 Tech Recruiting Agencies to Hire Remote Talent From Latin America
| Company | Short Description | Specialization |
|---|---|---|
| LatamCent | Nearshore recruiting partner connecting US teams with reliable tech talent from Latin America. Focuses on targeted shortlists and strong communication fit. | Engineering talent for B2B SaaS companies |
| Turing | Global platform offering pre-vetted remote engineers with automated matching tools and technical screening. | Large-scale remote developer placement |
| Mismo | Nearshore recruiting group sourcing developers, product contributors, and designers with clear process coordination. | Long-term engineering roles in Latin America |
| HireWithNear | Regional talent partner focused on sourcing developers exclusively from Latin America. | Nearshore engineering hires |
| Tecla | Marketplace-style platform offering access to vetted engineers and product talent across Latin America. | Self-service candidate discovery |
| CodersLink | Recruiting team connecting companies with mid-level and senior engineers through guided searches. | Nearshore contract and direct hire roles |
| Revelo | Talent platform offering vetted Latin American engineers with payroll and compliance support. | Platform-based hiring for US companies |
| Toptal | High-end global network for senior engineers, designers, and product contributors. | Advanced engineering roles |
| Workana | Freelance marketplace for developers, designers, and digital roles across Latin America. | Short-term and project-based talent |
| Andela | Remote talent partner offering vetted engineers from global regions, including Latin America. | Senior remote engineering contributors |
| Adecco | Broad staffing group covering many roles, including some tech positions in the region. | General workforce staffing |
| Remoto Workforce | Remote hiring provider for Latin American professionals across tech and operational roles. | Distributed support roles |
| BairesDev | Large nearshore engineering provider with a wide network of developers across Latin America. | Large-scale engineering teams |
1. LatamCent
LatamCent helps US B2B SaaS companies hire dependable tech talent from Latin America with a focused, hands-on recruiting process. The team prioritizes real engineering needs over long applicant lists and introduces developers who match your tools, communication rhythm, and delivery expectations.
Clients highlight how steady the experience feels: clear updates, reliable coordination, and shortlists that reflect what the role really requires.
Pros
- Strong regional network
- Clear communication
- Fast, targeted shortlists
- B2B SaaS-focused
Cons
- Selective with the roles they accept
Services
- Nearshore recruiting
- Technical vetting
- Contract and direct hiring
- Staffing support for engineering teams
Best for: B2B SaaS companies that want reliable remote engineers with strong collaboration habits.
2. Turing
Turing connects US companies with engineers from global regions, including Latin America, through a standardized vetting system that surfaces strong technical profiles. Their platform handles matching, scheduling, and contract steps, which helps teams move quickly when they need support for product work or internal tools.
Pros
- Large talent pool
- Fast matching
Cons
- Less personalized support
Services
- Remote engineer sourcing
- Technical screening
- Contract hiring
Best for: Teams that want quick access to global developers.
3. Mismo
Mismo supports remote hiring for engineering, design, and product roles with a focus on nearshore regions.
Their team stays active in dev communities and introduces candidates suited for long-term collaboration with tech companies in the US. Hiring managers appreciate how well Mismo organizes interviews and communication.
Pros
- Strong nearshore reach
- Organized process
Cons
- Smaller network than large platforms
Services
- Nearshore recruiting
- Technical evaluations
- Contract and direct hiring
Best for: Companies seeking steady nearshore placements.
4. HireWithNear
HireWithNear focuses exclusively on sourcing developers from Latin America, giving companies access to engineers familiar with remote-first teams. Their recruiters emphasize communication habits and collaboration style, which helps teams avoid mismatched profiles during evaluation.
Pros
- Regional specialization
- Good communication notes
Cons
- Limited coverage outside engineering
Services
- Nearshore talent sourcing
- Technical checks
- Contract hiring
Best for: Teams wanting region-focused developer searches.
5. Tecla
Tecla maintains a broad network of engineers, designers, and product contributors from Latin America, helping companies reach candidates with real project experience. Their platform offers direct access to vetted profiles, making it easier for busy teams to review options at their own pace.
Pros
- Large nearshore network
- Clear candidate profiles
Cons
- Self-service approach may require more client effort
Services
- Candidate marketplace
- Technical vetting
- Direct hiring support
Best for: Teams that prefer browsing candidates independently.
6. CodersLink
CodersLink connects companies with engineers across Latin America, offering support for long-term and project-based roles. Their team focuses on understanding each client’s workflow so they can present developers who fit the technical range and collaboration style needed for remote teams.
Pros
- Strong client support
- Good regional reach
Cons
- Smaller senior-level pool
Services
- Nearshore recruiting
- Technical assessments
- Contract and direct hiring
Best for: Companies wanting guided hiring support.
7. Revelo
Revelo gives US companies access to Latin American engineers through its curated talent platform. Candidates are pre-screened for technical depth and remote-work communication, helping hiring managers evaluate more confidently. The platform also supports payroll and compliance needs.
Pros
- Helpful platform tools
- Consistent screening
Cons
- Limited control over sourcing steps
Services
- Talent matching
- Technical vetting
- Payroll and compliance
Best for: Teams needing platform-based hiring support.
8. Toptal
Toptal is known for sourcing senior engineers, designers, and product roles worldwide, including Latin America. Their matching process focuses on depth and reliability, giving companies access to experienced contributors who handle complex builds.
Pros
- Strong senior-level talent
- High vetting standards
Cons
- Higher pricing
Services
- Developer sourcing
- Technical screening
- Contract and project-based hiring
Best for: Teams seeking advanced engineering support.
9. Workana
Workana is a marketplace for freelancers in Latin America that lets companies connect directly with developers, designers, and other digital professionals. Its rating system helps teams screen candidates quickly when they need short-term or flexible help.
Pros
- Wide freelancer pool
- Flexible hiring
Cons
- Varying experience levels
Services
- Freelance sourcing
- Project-based hiring
- Talent marketplace
Best for: Teams wanting flexible, short-term contributors.
10. Andela
Andela connects companies with engineers from around the world, with a strong representation from Latin America. Their vetting process highlights communication habits and technical range, giving teams a cleaner starting point when evaluating candidates for remote-first roles.
Pros
- Reliable senior talent
- Good global network
Cons
- Higher pricing for top profiles
Services
- Talent matching
- Technical assessments
- Contract and long-term hiring
Best for: Teams needing experienced remote engineers.
11. Adecco
Adecco is a long-standing staffing agency that supports a wide range of roles, including tech positions in Latin America. Their scale helps companies move quickly, and their administrative support reduces the workload on internal teams during onboarding.
Pros
- Broad reach
- Strong administrative support
Cons
- Less specialized in engineering
Services
- Staffing support
- Contract hiring
- Workforce management
Best for: Companies seeking expansive staffing coverage.
12. Remoto Workforce
Remoto Workforce focuses on placing remote professionals from Latin America, including tech contributors who support development, QA, and operational tasks. Their process emphasizes clear communication, helping companies integrate new hires smoothly.
Pros
- Good remote-work focus
- Clear communication checks
Cons
- Smaller engineering pool
Services
- Remote recruiting
- Candidate screening
- Contract hiring
Best for: Teams needing general remote support roles.
13. BairesDev
BairesDev sources engineers from Latin America and supports companies needing contributors for product work, integrations, and internal builds. Their network includes mid-level and senior developers with experience in distributed teams.
Pros
- Strong regional brand
- Large talent database
Cons
- Longer timelines for niche roles
Services
- Nearshore recruiting
- Technical vetting
- Contract and direct hiring
Best for: Companies seeking large-scale engineering support.
Benefits of Working With Tech Recruiting Agencies in Latin America
Access to Vetted Tech Talent With Proven Experience
Anyone who’s reviewed a stack of résumés knows the feeling: five minutes in, your coffee isn’t strong enough, and your patience is doing the bare minimum.
A recruiting agency in Latin America steps in before that moment arrives.
Recruiters search into real project history, not just polished bullet points. They ask candidates about the decisions they made on previous builds, how they handled remote communication, and what they learned from messy releases, the kind every engineer has stories about.
Engineers from the region tend to bring practical habits that help U.S. teams move faster:
- Familiarity with tools that tech companies lean on every day
- Training programs focused on applied software development
- Early exposure to remote work through contract projects
- Comfort collaborating via async updates and video calls
Hiring managers finally meet candidates who already understand how distributed teams function. No early filtering slog. No marathon sourcing sessions. Just people ready to contribute to a dedicated team with constant communication and clear technical grounding.
Accelerate Hiring Timelines With Established Recruitment Agencies
Picture a typical internal hiring cycle: a job post goes live, your inbox fills with unrelated applications, and someone on the team quietly wonders how this turned into a part-time job.
A staffing firm in Latin America changes that experience completely.
Talent pools stay active. When a company opens a new role, recruiters already have profiles aligned with the tech stack, seniority range, and collaboration style. That preparation means the first conversation happens with someone who has already passed technical checks, not someone who simply filled out a form.
Hiring moves faster through three practical steps:
- Shortlists built for the actual engineering environment
- Notes from technical recruiters that spell out communication habits and coding depth
- A direct jump to interviews that matter
Shorter cycles protect product timelines and keep in-house engineers from carrying extra load when deadlines get tight.
Companies also get room to structure roles the way they need:
- Contract contributors for short bursts of work
- Direct hire when the team wants long-term continuity
- Permanent placements for deeper technical coverage
Recruiters in the region know what U.S. companies expect, clear written updates, quick replies during the workday, and steady behavior during remote collaboration. That understanding reduces conflict and helps new hires settle into project management practices without a long adjustment period.
Optimize Recruitment Costs With Nearshore Hiring Models
Plenty of U.S. companies started looking at nearshore hiring after realizing their budget barely covered one senior engineer at home.
The tech market moved fast, salaries climbed, and teams felt squeezed. A recruiting agency in Latin America gives hiring managers room to bring in tech talent at rates that match the team’s reality, not the extremes of major U.S. hubs.
A nearshore model stretches budgets in practical ways:
- Skilled developers and other tech professionals familiar with production work
- Training pipelines grounded in applied software development
- Compensation that doesn’t exhaust financial plans
- A wide array of profiles ready for remote collaboration
A staffing firm handles the early screenings and presents quality candidates, so companies don’t pay internal teams to filter through long lists of unrelated applicants. Teams direct more hours toward build cycles rather than sorting résumés.
Warmth matters here too. Hiring managers usually say the first moment of relief hits when the shortlist lands.
Someone finally did the hard part, reviewing portfolios, testing skills, and spotting the right talent. That support puts teams in a stronger position to fill key roles without disrupting in-house workloads or stretching timelines past comfort.
Financial pressure eases, candidates join faster, and the team gains the breathing room they’ve been missing. A nearshore partner simply helps you hire in a way that keeps the engineering roadmap stable.
Ensure Legal & Contractual Compliance in Regional Hiring
Remote hiring sounds simple until contracts circulate and legal teams start asking questions.
Cross-border work includes employment classifications, tax obligations, contract terms, and documentation that can slow down the hiring process if no one guides it. A staffing agency in Latin America understands the regional rules because they handle them weekly for companies building distributed teams.
Several touchpoints matter:
- Contracts that follow regional employment standards
- Payment structures built around local regulations
- Worker classification aligned with the role’s scope
- Documentation that protects both the company and the candidate
Legal clarity supports better talent acquisition. When candidates feel that their role, pay structure, and expectations are formalized correctly, they enter the team with more confidence.
Smooth paperwork also helps tech companies retain highly skilled professionals who care about stability in remote settings.
Agencies with a long track record offer more than simple placement work. They guide teams through points that might otherwise slow down decision-making. A hiring manager can focus on evaluating software developers instead of debating contract language.
A recruitment partner in the region helps teams stay organized from the first conversation to the signed agreement, so employers can focus on building products and supporting their professionals.
Scale Your Engineering Team When You Need To
Engineering workloads rarely stay predictable. One month the team handles a steady stream of features, and the next month product leadership pushes a new application development initiative that doubles the workload overnight.
A partner with a strong track record maintains ready access to tech professionals on backend, frontend, QA, data work, and cloud roles. When teams need support, the shortlist is already aligned with the group’s tech stack and collaboration style.
No scrambling for referrals. No exhausting weeks spent reviewing profiles that miss basic requirements.
The moment the sprint board turns red, they reach out to their staffing agency and ask for support. The pause that follows is brief. A curated list appears, each candidate already checked for experience, communication habits, and cultural fit. Pressure lifts, and the team gets back to building rather than hunting for help.
The flexibility doesn’t end at headcount.
Companies can choose structures that fit their workload, including contract roles, direct hire, or project-based arrangements. A staffing firm handles coordination so engineers avoid context changing during periods of heavy work.
This kind of support matters to U.S. companies that want to meet deadlines without overwhelming their in-house teams. Nearshore partners give engineering leads room to breathe and grow on their timeline, not on an unpredictable hiring cycle.
Improve Talent Retention & Team Stability
Teams run better when people stay long enough to understand the product, the system quirks, and the group’s habits. Retention gives companies space to plan instead of react. Recruiting agencies in Latin America help teams reach that stability by introducing candidates who value consistent work, structured collaboration, and honest communication.
One hiring manager once described it this way:
“I spent more time planning features and less time preparing replacement onboarding packets.”
Stability comes from a few key factors:
- Candidates appreciate long-term roles with steady communication
- Tech talent in the region brings strong remote experience
- Recruiters look closely at behavior, not just hard skills
- Teams receive support, matching the right skills to the right environment
A reliable partner in the staffing industry filters candidates for work habits that keep retention strong, clear updates, respectful collaboration, balanced expectations, and a deep interest in learning the product. Those traits matter as much as technical depth in any growing engineering group.
Professionals who join through a trusted staffing agency enter teams with a clear understanding of expectations, including work hours, communication norms, and performance standards.
When a role is framed clearly from day one, the relationship lasts longer and feels easier for everyone involved.
Stable teams move faster, think more clearly, and build better features. Managers make decisions with confidence. Engineers stay focused on delivery rather than training new teammates every few months.
For most SaaS businesses, that kind of consistency becomes one of the most substantial advantages of working with a nearshore partner.
How Nearshore Agencies in Latin America Manage the Hiring Process
Step 1: Define the Company’s Technical and Hiring Requirements
A nearshore team begins by understanding what the role must accomplish in the first month. That starting point helps everyone talk about the work in concrete terms. Hiring managers walk through the stack, active projects, release pressure, and the type of person who succeeds in their group.
Conversations cover points such as:
- Tools used daily in the product
- Collaboration style across the engineering team
- Current feature load
- Seniority level needed to support the group
- Communication habits that keep remote work smooth
Those details help the recruiting agency target tech professionals who match both the skill set and the team’s rhythm.
Engineering leaders share the real blockers they see day to day, too many reviews piling up, a production bug taking longer than expected, and a feature waiting for someone with deeper experience. These small truths guide the search more accurately than a long requirements list.
Once the picture is clear, talent acquisition moves forward with direction. The role becomes easier to match, and hiring teams save hours of reviewing profiles that don’t meet their needs.
Step 2: Source Qualified Developers From Latin America’s Talent Pool
Recruiters in Latin America stay connected to a wide scope of software developers and specialists. They follow career updates, check new portfolios, track referrals from previous placements, and participate in local communities where strong candidates share their work.
When the search begins, the staffing agency reviews this network with the role in mind. A shortlist forms quickly from conversations already in motion.
Typical inputs include:
- Developers active in remote-friendly teams
- Candidates recommended by prior clients
- Profiles aligned with the tools used by US companies
- Communication habits suited for distributed work
The result is a list that hiring managers can evaluate immediately. Each profile includes practical notes: technical range, collaboration strengths, contributions to recent projects, and availability.
A nearshore staffing firm also supports several staffing models, contract, direct hire, or mixed setups, so companies can adjust headcount without pausing work. Those flexible hiring options help teams keep momentum during heavy development cycles.
At the end of this step, teams have a manageable group of qualified candidates ready for interviews, all selected with the needs defined in Step 1.
Step 3: Assess Technical Skills and Cultural Compatibility
Once requirements are precise and the first pool of candidates is ready, the focus moves to depth. Nearshore recruiting agency partners dig into how each person works, not just what tools appear on a profile.
Technical checks usually include:
- Practical coding exercises linked to real tech sector scenarios
- Reviews of production work in software development or e-commerce
- Questions around debugging habits, collaboration with the product, and release cycles
The goal is simple: filter for tech talent that can contribute to real projects, not just pass theory-heavy tests. Recruiters look for professionals who can explain trade-offs, clearly describe decisions, and stay calm when things go wrong at awkward times.
Cultural compatibility matters just as much for remote teams.
IT staffing agencies listen for communication style, responsiveness during the day, and how a person handles feedback. That helps them spot exceptional IT talent who can integrate smoothly with U.S. engineering groups, rather than clashing with established habits.
Nearshore partners use these checks to support talent strategies that match top tech talent with teams that value their style, not only their skills. Strong matches reduce churn and provide tech companies with greater continuity on long-running projects.
Step 4: Present Shortlisted Candidates for Client Interviews
After technical and cultural checks, the vast pool is narrowed down to a shortlist. At this stage, the staffing agency shares a tight set of profiles for hiring managers to evaluate quickly.
Shortlists usually include:
- A summary of each candidate’s experience with similar products
- Clear notes on stack familiarity and problem areas they handle well
- Availability, location in Latin America, and preferred collaboration rhythm
- Observations on communication style and team fit
Hiring leaders appreciate that they can move straight into meaningful interviews. Instead of wondering whether someone meets the basics, they focus on deeper questions: how this person thinks, how they handle trade-offs, and how they support others in a dedicated or blended group.
Nearshore partners with a proven track record provide just enough detail to help teams find qualified candidates without creating information overload. That balance keeps talent acquisition work grounded in reality and saves internal people from spending days reading through vague résumés.
For most businesses, this stage is where relief shows up. Real options on the table, clear pros and cons, and a short path to a hiring decision.
Step 5: Finalize Contracts and Oversee Developer Onboarding
Once a team has chosen a developer, the focus moves from selection to integration. A nearshore staffing firm or an IT staffing agency in Latin America supports contracts, paperwork, and onboarding tasks so the client can stay focused on delivery.
Support at this step can include:
- Drafting agreements that match local rules and company policies
- Coordinating with finance on payment terms
- Aligning start dates with sprint plans or release windows
- Sharing practical guidance with the new hire about tools, communication, and team norms
For US companies, this service removes guesswork around regional paperwork and lets them welcome new IT talent with confidence. The agency combines local rules and client expectations, offering staffing services and professional services that reduce conflict.
Nearshore partners also give guidance on flexible hiring options.
Some companies start with a contract structure to validate fit; others move straight into long-term agreements. In both cases, a cost-effective setup supports the team’s goals.
Strong onboarding gives top tech hires a clear runway from day one. Access to the right contacts, documentation, and tools lets them contribute quickly, which builds trust on both sides and strengthens the relationship between client and partner.
How to Choose the Right IT Staffing Agency for Your Company
Choosing a partner influences how quickly you meet hiring goals, how strong your tech talent pipeline becomes, and how much time your team saves during each search. A nearshore IT staffing agency in Latin America can be a valuable ally, but only if you choose one that aligns with your actual needs.
Here’s what to look for when choosing an IT staffing agency:
- Proven experience supporting engineering teams
- Active sourcing across strong regional networks
- Clear evaluation process for remote communication
- Transparent pricing and support structure
- Reliable coordination through each hiring stage
- Ability to introduce culturally aligned candidates
The staffing agency you consider should openly share placements they’ve supported inside the tech sector, explain their hiring process, and show how they’ve helped US companies fill roles tied to platform builds, integrations, e-commerce, or product expansions.
Clear examples give your team a better sense of their capabilities.
Sourcing habits matter too. A capable recruiting agency stays active inside dev communities, tracks updated work from past contacts, and keeps a pulse on rising professionals in their network. That ongoing attention gives hiring managers access to IT talent with a scope rather than a narrow stream of applicants.
Communication checks reveal how the agency evaluates remote teamwork. Notes about collaboration style, responsiveness during the day, and clarity in technical conversations make it easier to spot exceptional IT talent who can contribute from the first sprint.
Transparency around pricing and structure helps teams plan responsibly. Straightforward terms, clear boundaries for staffing services, and predictable fees keep the partnership focused and cost-effective.
Agency reliability matters as well. When an agency responds quickly, delivers clear updates, and supports both sides through interviews and offers, the process feels lighter. Teams move faster, and candidates maintain a positive impression of the company.
A partner who understands your culture and hiring rhythm introduces people who fit those expectations from day one.
Build Your Remote Engineering Team in Latin America With LatamCent
LatamCent is a top nearshoring agency that helps US companies hire reliable tech talent from Latin America through a process that saves time, reduces friction, and keeps engineering work on track. Teams rely on us when they need developers who communicate clearly, work within US hours, and contribute without long onboarding delays.
Here’s how LatamCent helps B2B SaaS companies hire top Latam talent:
- Quick access to skilled regional engineers
- Shortlists shaped around real project needs
- Clear insight into each candidate’s strengths
- Smooth coordination during all hiring steps
- Flexible options for different team structures
- Support that protects the engineering focus
LatamCent maintains active relationships with professionals who work on platforms, internal tools, and e-commerce features. Recruiters track updated portfolios, recent project launches, and communication patterns, so you meet people who can contribute rather than candidates still finding their footing.
Your shortlist reflects the tools you use, the tasks waiting on your backlog, and the pace your team needs to sustain. Profiles arrive with notes that help hiring managers understand real strengths, technical range, collaboration habits, and availability during US hours.
The process stays organized from the moment you share the role to the day your new hire joins. Interviews move smoothly, updates remain clear, and small details don’t fall through the cracks.
LatamCent also supports various hiring setups, whether you prefer contract roles during busy periods or direct hires for long-term growth. Throughout the process, the goal remains simple: let your engineers stay focused on building while we handle the sourcing and selection work.
Conclusion
Partnering with Latin American recruitment specialists gives companies a valuable way to expand engineering teams without slowing product work. Regional partners understand remote collaboration, source talent quickly, and introduce developers who can support real tasks from the first week.
Demand for nearshore engineers continues to increase, and teams that prepare early secure stronger candidate pools and shorter hiring cycles.
Companies that move now gain access to talent that might be harder to reach later.
If you’re exploring nearshore options, LatamCent helps you connect with developers who fit your workflow and communication style.
Reach out to learn how we support teams building reliable engineering groups in Latin America.
