Hiring Great Nearshore Software Engineers in 2026: 12 Key Steps

Hiring developers in 2026 is more time-intensive than ever, with an average of 35–36 interviews and 26 hours of interviewer time per hire. Yet, top candidates are gone in just 10 days. This guide outlines a 12-step hiring process to save time, reduce costs by 36%, and improve success rates by 24%. Key strategies include:

• Define clear job requirements: Focus on technical needs, time zone compatibility, and soft skills like communication.
• Tap into Latin American talent: Access skilled developers with 30–50% cost savings and similar time zones.
• Use pre-vetted platforms like Revelo: Find top 2% talent, reduce hiring time to 14 days, and handle payroll compliance with ease.
• Conduct structured evaluations: Combine coding tests, interviews, and reference checks for well-rounded assessments.
• Streamline onboarding: Use a 30-60-90 day plan to integrate new hires effectively.

This checklist ensures you hire faster, smarter, and with less risk, especially when leveraging nearshore talent solutions.

Step 1: Define Job Requirements and Project Scope

Start by outlining the key requirements for your project. If you're working on a UI-focused application, prioritize hiring developers with expertise in frameworks like React or Next.js. For projects that rely heavily on APIs, focus on candidates skilled in technologies like Node.js or Python (especially Django or FastAPI). Aligning the technical skills of your candidates with the specific demands of your project helps avoid costly mismatches later.

Once you've identified the technical needs, match them to the appropriate experience level. The complexity of your project should guide this decision:

• Junior developers (1–3 years of experience) are well-suited for simpler tasks.
• Mid-level developers (4–6 years) can handle more intricate projects.
• Senior developers (10–14 years) are ideal for large-scale or highly complex projects. For context, senior developers in Latin America earn around $78,000 USD annually, compared to $113,000 USD in the U.S..

Don't overlook soft skills and compatibility with your team. English proficiency is critical - 65–80% of developers in countries like Argentina, Mexico, and Colombia have intermediate to advanced English skills. Beyond language, focus on traits like proactive communication and an ownership mindset. Look for candidates who are comfortable with asynchronous tools like Slack and Jira and can independently tackle urgent issues without needing constant oversight. Consider logistical factors like time zone compatibility to further streamline collaboration.

Speaking of time zones, hiring developers from Latin America offers a practical advantage. Most South American countries are only 1–3 hours behind U.S. Eastern Time, making it easier to schedule real-time standups and pair programming sessions.

Finally, create a list of non-negotiable requirements. Be specific about the programming languages, frameworks, and tools necessary for the role. For example, you might need candidates with experience in TensorFlow or PyTorch, along with familiarity with cloud platforms like AWS or Azure. This level of clarity not only speeds up the hiring process but also helps avoid wasting time on interviews with unqualified candidates.

Step 2: Research Latin American Talent Markets

Latin America has become a major hub for software development talent, with over 1.5 million professional developers spread across countries like Brazil, Argentina, Mexico, Colombia, and Peru. Understanding these key talent markets can help streamline hiring efforts and reduce costs.

Brazil leads the way with the region's largest developer workforce, estimated at 500,000–750,000 professionals. Each year, the country adds around 227,000 new IT specialists to its talent pool. Brazilian developers excel in areas like backend development, AI/ML, DevOps, and IoT.

Mexico is home to over 225,000 developers and produces more than 110,000 engineering graduates annually. Guadalajara, often referred to as the "Silicon Valley of Latin America", hosts over 1,000 software companies. Developers in this region are particularly skilled in full-stack development, cloud engineering, and mobile app development.

Argentina stands out for its technical expertise and strong English proficiency, boasting an EF EPI score of 575 - the highest in Latin America. The country has produced 11 of the region's 34 tech unicorns and ranks 34th globally for education. Argentine developers are known for their skills in Python, data science, and contributions to open-source projects.

Colombia has emerged as an innovation hub, supported by strong government initiatives. The country has approximately 62,000 developers, with expertise in QA, React, and mobile development. Its growing tech ecosystem makes it an attractive option for U.S.-based companies.

For the best results, focus your recruitment efforts on tech hubs like Buenos Aires, Guadalajara, and Medellín. These cities are home to top universities and thriving tech communities, which prepare developers for modern practices and U.S.-based workflows. Another key advantage is time zone alignment - most Latin American countries operate within 0–3 hours of U.S. time zones, allowing for smooth real-time collaboration.

When compared to U.S. salaries, senior developers in Latin America often earn 30–50% less, offering a significant cost advantage. Combined with the technical and interpersonal skills highlighted in Step 1, these factors make Latin America an ideal region for sourcing top-tier talent.

Step 3: Use Revelo's Pre-Vetted Talent Platform

Once you've gathered all the market insights, connecting with the right candidates becomes the next step. Revelo's platform simplifies this process by giving you access to a network of over 400,000 pre-screened software engineers from across the region. Each developer goes through a thorough evaluation process that tests their technical skills, English proficiency, and soft skills - only the top 2% qualify to join the talent pool.

The platform supports expertise in over 100 technologies, covering everything from frontend tools like React to backend systems such as Node.js and Python. It also includes niche areas like AI/ML, DevOps, data engineering, and IoT. Within just 72 hours, you'll receive a curated shortlist of candidates, significantly reducing the average hiring time to just 14 days.

Revelo goes beyond just connecting you with talent. Every engagement includes a dedicated delivery lead to provide progress updates, guide onboarding, and offer ongoing coaching to ensure your new hires integrate smoothly into your team. For larger-scale projects, you can even hire entire development squads that already have established workflows, helping you hit the ground running.

The platform also takes care of the operational complexities of global hiring. Payroll, benefits, taxes, and local compliance are all handled for you. With transparent, month-to-month pricing and no upfront contracts or hidden fees, Revelo gives you the flexibility to scale your team as your project demands evolve.

With a 4.7/5 rating on G2 from over 500 reviews and the trust of more than 2,500 companies, Revelo provides a reliable solution for accessing top-tier talent, comprehensive support, and efficient global operations to build high-performing development teams in Latin America.

Step 4: Write Clear Job Descriptions

After gathering insights from market research and evaluating talent, the next step is to create job descriptions that are both engaging and precise. Use present-tense action verbs to clearly outline responsibilities. For example, instead of vague phrasing, specify tasks like: "Refactors legacy Python code to improve performance by implementing caching strategies."

Be upfront about salary expectations. If you're hiring nearshore developers in Latin America by 2026, here’s a general guideline for annual salaries: junior developers typically earn $18,000–$28,000 USD, mid-level roles range from $35,000–$48,000 USD, and senior positions fall between $55,000–$70,000 USD. These figures highlight cost savings compared to U.S. salaries while ensuring access to highly skilled professionals.

Highlight the advantages of nearshore talent, such as minimal time zone differences (0–3 hours from U.S. Eastern Time), which facilitate real-time collaboration during meetings like standups and sprint planning. Additionally, specify English proficiency requirements. In countries like Argentina, Mexico, and Colombia, roughly 65–80% of developers have intermediate-to-advanced English skills. Including perks that resonate locally - such as payment in U.S. dollars, flexible schedules, and career growth opportunities - can make your role more appealing.

To ensure clarity, break down technical requirements and skill levels. Define terms like "working knowledge" (basic understanding), "general knowledge" (standard proficiency), "thorough knowledge" (advanced expertise), and "comprehensive knowledge" (complete mastery). Separate "Required Qualifications" (essential skills for the role) from "Preferred Qualifications" (skills that are nice to have but not mandatory). This approach prevents excluding candidates who can quickly learn additional skills.

Finally, describe your company culture and work style. For example, explain how your team uses asynchronous tools like Slack, Jira, or Notion to stay connected across distances. Also, outline how time is allocated to key responsibilities (e.g., "20% of the role involves maintenance tasks") to set clear expectations. Transparent job descriptions like this help candidates understand the role from the start, reducing misunderstandings and boosting retention rates.

Step 5: Screen Resumes and Initial Applications

When screening resumes, match candidates' skills with your project's specific needs. For front-end roles, look for expertise in React, Angular, or Vue.js. For back-end positions, focus on proficiency with Node.js, Python (Django/Flask), or Java (Spring Boot). This initial step helps lay a solid foundation for more in-depth evaluations later.

Aim for developers with 3–5 years of experience as a baseline. However, keep in mind that over half of top-tier nearshore talent boasts 6–10+ years of experience. Prioritize candidates who have worked with U.S.-based companies, as this often reflects a level of compatibility in terms of work expectations and communication styles. Additionally, pay attention to skills in cloud services (AWS, Azure), containerization tools (Docker, Kubernetes), CI/CD pipelines, databases (PostgreSQL, MySQL, MongoDB), and API management (RESTful services, GraphQL).

Stay alert for red flags during this process. Generic applications that lack specific project details might indicate AI-generated submissions designed to bypass filters. Early verification of candidates' identities and experience is crucial to avoid issues like misrepresentation. Be mindful of regional nuances, too. For instance, in Argentina, degrees often take 8–9 years to complete as students work full-time, while candidates from Brazil might be more reserved in promoting their achievements. These differences should not be mistaken for a lack of qualifications or ability.

To assess practical skills, review portfolios and GitHub contributions. Look for evidence of problem-solving, such as leading projects, contributing to open-source initiatives, or pursuing self-directed learning. These indicators often reveal a candidate's ability to take ownership of their work. Supplement this evaluation with algorithmic tests where applicable.

Finally, test English proficiency early on - perhaps with a brief video introduction or a quick screening call. This ensures candidates can actively participate in real-time meetings, stand-ups, and code reviews. Keep in mind that Latin American resumes may include personal details or use different terminology for roles and education compared to U.S. standards. Understanding these distinctions will help you evaluate candidates fairly and avoid overlooking skilled professionals.

Step 6: Conduct Technical Assessments and Coding Tests

Your technical assessments should align closely with the actual challenges of the role. These tests aren't just about coding - they're a window into how candidates approach problem-solving. Research shows that 73% of technical hires underperform compared to their interview results, highlighting the importance of thorough evaluations. A short test followed by a discussion often works better than assigning lengthy take-home projects. Choose an assessment method that reflects the demands of the position.

For example, if you're hiring a full-stack developer, test their ability to handle real-world scenarios using technologies like React, Node.js, and SQL. DevOps candidates should demonstrate their expertise in automation, cloud infrastructure, and security by working on tasks involving CI/CD pipelines, Docker, and AWS or Azure. For mobile developers, focus on their ability to convert design files into responsive, high-performance interfaces.

Once you've selected the right method, leverage online platforms for efficient evaluations. Automated platforms can help screen large candidate pools, while tools like Coderpad or Codility Live are great for real-time coding sessions. To respect candidates' time, keep take-home assignments to a maximum of 3–4 hours. Companies that use standardized remote technical assessment frameworks have reported a 37% reduction in hiring costs and a 42% improvement in retention rates.

After the assessments, standardize your scoring process to maintain objectivity. Use a scoring rubric that reflects your team's real challenges - this not only ensures fairness but also helps candidates better understand the role. Interestingly, 64% of developers prefer structured remote assessments over traditional whiteboard interviews. Additionally, if you're hiring from Latin America, take advantage of overlapping time zones to make live coding sessions more practical and collaborative.

Step 7: Perform In-Depth Interviews

After technical evaluations, in-depth interviews help uncover a candidate's practical abilities and interpersonal strengths. These interviews should focus on assessing analytical thinking, communication, and teamwork skills. Using a multi-stage process allows you to evaluate technical expertise separately from English proficiency, ensuring language barriers don’t overshadow engineering talent. The goal is to confirm problem-solving skills, readiness for remote work, and compatibility with time zone requirements - key considerations for distributed teams.

When scheduling, aim for interviews between 10:00 AM and 2:00 PM ET to maximize engagement. Start with a 5-minute rapport-building conversation, as many LATAM candidates appreciate establishing a personal connection before diving into technical topics.

Behavioral questions are essential for gauging a candidate’s ownership mindset and collaboration skills. For example, ask about a time they took initiative to solve an unassigned problem or how they managed team conflicts. To evaluate remote collaboration, you might ask, "Can you walk me through your typical Pull Request workflow and how you handle feedback?" or "How do you stay connected with your team and maintain visibility in an asynchronous environment?" These questions provide insight into how candidates work independently and communicate effectively in remote settings.

It’s also important to verify that candidates have a reliable remote work setup. Ask them to describe their infrastructure, which should include at least 50+ Mbps internet speed, a mobile hotspot as a backup, and a dedicated workspace. Request an internet speed test screenshot to confirm their connection meets the minimum requirements. Additionally, aim to minimize time zone differences for smoother communication.

English proficiency is another critical factor. Candidates should have an upper-intermediate level (CEFR B2+) to discuss complex technical topics without significant difficulty. If a candidate frequently reverts to their native language to explain concepts, they may not be ready for a role where English is the primary language. Conduct the entire interview in English and use shared whiteboard tools like Miro or Mural to simulate real-time collaboration.

Finally, provide feedback within 24–48 hours. LATAM candidates often receive multiple offers, and a quick response can make your company more appealing. These thorough evaluations will give you the information needed to make confident hiring decisions.

Step 8: Verify References and Background Checks

Checking references is a crucial step to confirm a candidate's past performance and work habits. As Sol Dieguez from Next Idea Tech points out: "Once you have the references, you need to actually check them." This means directly contacting the references provided and asking focused questions. For remote developers, it's especially important to assess their ability to work independently, manage their time well, and communicate effectively in digital environments without constant oversight.

When speaking with references, tailor your questions to gather insights into both technical skills and remote work capabilities. Ask about their experience with tools like GitHub, Slack, or Asana, and how they managed asynchronous workflows. Questions such as, "How did the candidate perform without daily supervision?" or "What was the quality of their code, and how did they address bugs or defects?" can help evaluate their reliability and technical expertise. Additionally, inquire about their communication style in distributed teams and whether they regularly met project deadlines and sprint goals.

If you're hiring from Latin America, it's essential to follow local laws for background checks. Ensure you have written consent and comply with regulations like Argentina's Personal Data Protection Law (Law 25,326), Brazil's LGPD (Law 13,709), and Colombia's Habeas Data laws (Law 1581). These laws restrict background checks to job-relevant information. For instance, in Argentina, candidates are required to provide their own "Certificado de Antecedentes Penales." In Brazil, criminal checks are generally prohibited unless the position demands a high level of trust, with violations of LGPD potentially resulting in fines up to 2% of company revenue. In Colombia, it's important to complete background checks before making a firm offer to avoid any perception of discriminatory withdrawal. Verbal reference calls are more common than formal letters in Latin America, and many employers limit disclosures to basic details like job titles and employment dates to avoid privacy issues. Working with vendors familiar with local legal requirements can help ensure compliance and streamline the process.

Finally, confirm rehire eligibility by asking, "Would you rehire this individual for a high-stakes, remote-first engineering role?" This question can offer valuable insights into their overall performance and reliability. Be sure to document the entire verification process thoroughly to protect against any claims of discrimination and to ensure all decisions are based on job-relevant, factual information. With references and compliance checks complete, you'll be ready to make a well-informed hiring decision.

Step 9: Evaluate Cultural and Team Fit

Finding the right fit for your team goes beyond technical skills - it’s about aligning with your company’s values while welcoming fresh perspectives. As RisePeople puts it: “Culture fit is about bringing someone who aligns with your work culture and the company's values. Culture add is hiring someone who shares your values and brings fresh ideas and diverse experiences to help your team grow.” This balance is key to fostering a workplace that thrives on diversity and innovation, rather than simply replicating existing dynamics. It also helps you assess how well candidates will connect with and contribute to your team.

Understanding how candidates interact with others is just as important as their technical expertise. Focus on communication styles and work preferences by asking behavioral questions and observing live interactions. For example, U.S. work culture often emphasizes direct communication, self-promotion, and independent decision-making. In contrast, Latin American developers may prioritize teamwork and personal rapport. Brazilian candidates, for instance, often prefer building relationships before diving into business matters. To evaluate self-awareness and accountability, ask candidates about challenges they’ve faced or mistakes they’ve made, paying attention to whether they take responsibility or shift blame. Pair programming sessions can also provide insight into their problem-solving skills, collaboration, and real-time communication.

Asynchronous communication skills are critical for remote teams. Assign take-home tasks that require candidates to explain their technical decisions and balance competing priorities. This helps you assess their ability to work independently across time zones while using tools like Slack, Notion, or Jira. While many nearshore developers have strong English proficiency, it’s still essential to confirm they can clearly articulate complex ideas in writing.

Involve your team in the hiring process to gauge collaborative potential. For instance, informal video "coffee chats" with potential teammates can reveal how well a candidate might fit in. These conversations allow team members to provide peer-level feedback on the candidate’s interpersonal and collaborative skills.

Finally, verify interview responses through reference calls to ensure candidates are truthful. Research shows that 80% of candidates lie during interviews. Ask former managers targeted questions like, “How did this person handle disagreements with teammates?” or “Did they take initiative during urgent production issues?” Use standardized scorecards to document your evaluations, ensuring objectivity and reducing unconscious bias throughout the process.

Step 10: Negotiate Offers and Handle Payroll Compliance

Once you've found the perfect candidate, the next step is negotiating a clear and fair offer. Start by clarifying whether the offer is net (take-home pay) or gross (pre-tax pay), as expectations can vary across Latin America. Use tools like Glassdoor or Numbeo to research local salary benchmarks and ensure your offer aligns with the market in the candidate's city. For instance, senior software engineers in Brazil or Mexico typically earn between $50,000 and $80,000 USD annually, offering substantial cost savings compared to U.S. salaries.

Offering payment in U.S. Dollars can also give you a competitive advantage, especially in countries with high inflation rates like Argentina. Beyond salary, many Latin American developers place a high value on benefits such as healthcare and professional development opportunities. By factoring in local cost-of-living and market rates, you can create an offer that builds trust and meets expectations.

Once the offer is finalized, you'll need to address the complexities of cross-border payroll compliance. Each Latin American country has its own labor laws that must be followed. For example, in Mexico, employers are required to provide double pay for overtime and distribute 10% of profits to employees. Misclassifying workers as independent contractors can lead to penalties and back taxes. Setting up a local legal entity in each country to manage payroll and comply with labor laws can be both time-consuming and administratively burdensome. It also exposes you to risks like permanent establishment taxes.

This is where Revelo steps in to simplify the process. Acting as an Employer of Record (EOR), Revelo handles payroll and compliance for you. They manage localized contracts, tax filings, and statutory benefits, eliminating the need to set up local subsidiaries. With Revelo, you make a single monthly payment in USD, while they handle individual payments to your developers. This streamlined approach not only reduces administrative headaches but also speeds up the onboarding process.

Comparison Table

Here’s a breakdown of how direct hiring compares to Revelo’s payroll and compliance solution:

Step 11: Finalize Contracts with EOR Support

Once you've tackled payroll and compliance (see Step 10), it's time to finalize your developer contracts. After agreeing on the offer, ensure the contract adheres to local labor laws. This is where Revelo's Employer of Record (EOR) service steps in, acting as the official employer and removing the need for you to establish local entities.

Revelo takes care of creating contracts tailored to the labor requirements of each country. For example, in Mexico, probation periods can last up to 30 days for most roles and up to 180 days for management positions. In Brazil, contracts must comply with the CLT code, which includes termination notices and FGTS contributions. Other mandatory benefits, such as aguinaldo and vacation bonuses, are also handled seamlessly.

To minimize compliance risks - by as much as 80% - make sure your contracts include key provisions like intellectual property rights, non-compete clauses, tax withholding, termination policies, and benefits administration. This ensures all statutory benefits, such as health insurance, paid time off, and social security contributions, are properly managed according to local laws.

A good practice is to implement a 3–6 month probation period with 30/60/90-day performance milestones. Use metrics like code quality and project delivery to evaluate the hire. If things don’t work out, the probationary setup allows for a smooth exit without direct employment complications.

Once the contracts are finalized, you’re ready to onboard your new developers and integrate them into your team seamlessly.

Step 12: Onboard and Integrate New Hires

Once the contracts are signed, the next step is turning that agreement into action. Onboarding isn't just about ticking off checklists - it’s about guiding new hires through a 90-day journey that helps them become fully contributing team members. A well-thought-out plan is key to ensuring a smooth transition and setting the stage for long-term success.

Start with the basics: ship any necessary hardware with security protocols already in place, and ensure access to essential tools like Slack, GitHub, Jira, and VPN is ready before their first day. A welcome email outlining their first-week schedule can help them feel prepared and valued. These small but critical steps help new team members hit the ground running.

For remote teams, establishing a "team working agreement" is a game-changer. Aim for a daily 3–4 hour overlap for activities like standups and pair programming, while keeping most work asynchronous. Don’t forget to account for local public holidays and set clear response time expectations, such as replying to asynchronous messages within one business day. This approach helps tackle the challenges of time zone differences, which 14% of remote workers struggle with.

Beyond the technical setup, fostering a sense of belonging is essential. Enable captions during video calls to support non-native English speakers, and schedule informal virtual coffee chats to build connections. Use the "answer it twice, document it" rule to create a searchable knowledge base - especially important since 72% of remote developers cite poor documentation as a major frustration. To build confidence, assign a small, manageable task on Day 1 that can be completed within 48 hours.

Take things further with a 30-60-90 day plan. Break the onboarding process into weekly milestones to track progress. For instance, Week 1 could focus on setting up tools and completing a small pull request, while by Week 4, the new hire should be independently handling tasks and even leading standup updates. Daily check-ins during the first week (15–30 minutes) can help address any immediate concerns, and you can gradually reduce their frequency as the new hire gains confidence. Also, establish "no response" hours to prevent burnout and encourage work-life balance. This structured approach ensures a new developer transitions seamlessly from their first day to taking full ownership of their role.

Conclusion

Use this 12-step checklist to cut hiring time from 42 days to just 14. By setting clear requirements at the start, tapping into pre-vetted talent pools, using evidence-based assessments, and structuring onboarding, you can skip the guesswork. Plus, you'll avoid the need for lengthy interview cycles - saving up to 35–36 interviews and 26 interviewer hours per hire.

This efficient approach is backed by Revelo, which supports every stage of hiring. From curating candidates to ensuring payroll compliance, Revelo delivers tailored shortlists within 72 hours. Their developers work in U.S. time zones, enabling seamless, real-time collaboration.

Adopting a structured, skills-focused hiring process not only lowers recruitment costs by 36% but also boosts your ability to identify top talent by 24%. On top of that, Revelo offers 30–50% cost savings compared to hiring directly in the U.S.

The checklist also prioritizes cultural alignment, compliance checks, and a structured onboarding process, ensuring long-term success. With flexible contracts and ongoing staffing support, you can scale your team up or down as needed - without worrying about long-term commitments or hidden fees.

FAQs

How can hiring developers from Latin America help save money?

Hiring developers from Latin America can help businesses cut costs by 20% to 50% due to lower labor expenses in the region. What’s impressive is that this cost-saving doesn’t come at the expense of quality. Developers in Latin America are often highly skilled, experienced, and fluent in English, making them a strong addition to any team.

Another major perk is the shared or closely aligned time zones, which make real-time collaboration much easier. This reduces delays and keeps productivity on track. The mix of affordability and smooth communication makes Latin America a smart option for finding top-notch talent.

What are the advantages of hiring developers through a pre-vetted talent platform like Revelo?

Hiring developers through a pre-vetted talent platform like Revelo comes with several perks. First, it connects you with developers who have been thoroughly evaluated for their technical expertise and compatibility with your team’s dynamics. This reduces the chances of mismatched hires and helps build stronger, more cohesive teams. Plus, the streamlined vetting process means companies can bring on top talent in as little as two weeks, keeping projects on track and business goals within reach.

Revelo also handles the heavy lifting when it comes to administrative tasks. From payroll and benefits to taxes and ensuring compliance with local laws, they manage it all. This makes hiring developers across Latin America hassle-free, eliminating the need to establish local entities. On top of that, you’ll gain access to skilled professionals at competitive rates - often saving 30–50% compared to hiring within the U.S. - while benefiting from overlapping time zones that make real-time collaboration easier. In short, Revelo simplifies hiring, saves you time and money, and makes scaling your engineering team a smooth process.

Why is it important to hire developers in similar time zones?

Hiring developers within similar time zones plays a key role in smooth collaboration and effective communication. When team members can work together in real-time, it minimizes delays and reduces the chances of miscommunication, keeping projects on track.

For teams based in the U.S., partnering with developers in Latin America brings the added benefit of overlapping work hours. This overlap simplifies workflows, allows for faster decision-making, and boosts productivity. As a result, teams can better meet deadlines and stay aligned with their business objectives.

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