Hire Software Developers
in Brazil

Prioritize Brazil hubs by role fit

Use the hub panel to match each opening to the city signal that matters most. São Paulo leads in fintech and enterprise SaaS; Campinas anchors deep tech and semiconductors; Recife's Porto Digital suits security and digital-product roles. Keep salary, time-zone, and compliance comparisons in their own modules so the hiring decision stays clean.

Plan overlap before setting rituals

Use the time-zone panel to decide which meetings need shared working hours and which can be async. Brazil's UTC-3 offset gives East Coast teams 7–8 hours of overlap and Pacific teams 4–5 hours. Set sprint ceremonies around the overlap window instead of assuming every US team has the same schedule.

Vet English through work samples

Use the EF EPI moderate-proficiency rating as a screening context, then test collaboration through code review, product clarification, and incident-style discussion. Do not treat a country-level note as a substitute for candidate-level vetting.

Model total cost beyond salary

Use the salary table for developer compensation and the law panel for employment obligations. Brazil's 13th Salary Law adds a full month of pay annually and the FGTS Law requires recurring employer deposits. Compare the fully supported hiring path before deciding whether a lower salary row actually lowers operating cost.

Choose the compliance path early

Use the employment-law panel to identify which obligations apply before interviews reach finalist stage. Brazil distinguishes employment from contractor relationships by control and subordination, with actual working conditions determining classification status. Revelo supports compliant hiring through PEO infrastructure.