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Based on data from placing over 4,000 engineers at over 2,500 companies. Updated quarterly.
If you're staffing a product team and need someone who can own a feature from React component to Node.js service to Postgres schema, you're hiring a full-stack developer. The question most engineering managers hit quickly is what that hire actually costs when you go nearshore, and whether the number holds up once you factor in benefits, compliance, and Revelo's margin.
This page breaks down full-stack developer compensation across four seniority bands in Latin America, plus the all-in cost you'd actually budget, so you can compare directly against what a comparable US-based hire runs. They cover local compensation in USD across four seniority bands, plus the all-in cost you'd actually budget, so you can compare directly against what a comparable US-based hire runs.
| Seniority | Median salary (USD/yr) | Typical range |
|---|---|---|
| Junior | $48,000 | $42,000-$54,000 |
| Mid | $54,000 | $48,000-$66,000 |
| Senior | $66,000 | $60,000-$78,000 |
| Lead / Eng Manager | $60,000 | $32,000-$81,000 |
All-in cost includes payroll, benefits, and compliance handled through Revelo.
Seniority and technical scope are the two biggest levers. A mid-level full-stack developer in Latin America earns a median of $54,000 per year, with the range running $48,000 to $66,000 depending on stack depth and how much production ownership the role carries. Senior engineers, who typically own entire feature slices including API design, database architecture, and frontend delivery, land at a median of $66,000, with the top of the band reaching $78,000.
Stack depth matters more than job title. A senior engineer who can instrument a React and TypeScript frontend, design a REST or GraphQL API, and tune a PostgreSQL schema without hand-holding commands meaningfully more than a generalist who leans on one layer. Engineers with real production incident experience, particularly those who have debugged failures across the full stack, price toward the top of the senior range. Junior engineers, whose work typically stays scoped to component-level tasks with close code review, earn a median of $48,000.
The lead band shows a wider range ($32,000 to $81,000) than the individual contributor bands. That spread reflects how differently companies define the role: some lead positions are senior engineers with informal mentorship responsibilities, while others own engineering roadmaps and manage junior team members directly. If you're hiring a lead, clarify scope before anchoring to the median.
Local salary and all-in cost are not the same number. The all-in figure covers the engineer's compensation, PEO coverage, benefits, PTO, and holidays, bundled into one predictable monthly rate. For a mid-level full-stack developer, the all-in cost runs $77,000 per year. For a senior, it's $94,000.
Compared with Revelo's benchmark for a comparable US-based senior hire at $160,000, the senior all-in rate represents a 59% reduction. That gap funds meaningful reinvestment: another hire, faster infrastructure, or the product velocity your team has been rationing. The pricing calculator at revelo.com/pricing lets you run current, role-specific figures based on live data for the roles you are actually hiring.
Pricing is published and transparent. Revelo's all-in rate is not a placement fee billed separately; it's one number that covers everything. There's no large upfront payment either: fees spread across 12 months, and the refundable security deposit (equal to one month of the engineer's compensation) is credited against your final invoice.
Revelo draws on a network of 400,000-plus pre-vetted engineers based in Latin America, accepting only the top 2% of applicants. When you open a search for a full-stack developer, you receive a shortlist within 72 hours, along with candidate dossiers that include recorded intro videos so you can gauge communication style and technical clarity before scheduling a live interview.
The hiring path stays in your hands throughout. You review the shortlist, run your own technical interviews, and choose who joins your team. The engineer then works as a dedicated, full-time team member embedded in your sprint cadence, your Slack, your code reviews. Revelo's PEO infrastructure handles payroll, tax compliance, and benefits across 18 LATAM countries, so you're not stitching together a contractor relationship or managing a layered third-party chain.
The engagement starts with a risk-free 14-day trial. If the fit isn't right, you walk away at no cost; you simply received up to 14 days of engineering work. After that, the arrangement is month-to-month with no long-term contract and no cancellation penalty. If a placement doesn't work out beyond the trial, Revelo backfills. You can explore the role directly at revelo.com/hire/full-stack-developers.
Worker classification is the compliance risk that quietly derails nearshore hiring. Treating a full-time embedded engineer as a 1099 contractor creates misclassification exposure, and many staffing models paper over the gap with a third-party layer that adds vendor complexity and cost. Revelo's PEO model runs co-employment natively across all 18 countries where it places engineers, consolidating compliance, payroll, and benefits with a single vendor.
Every placed engineer signs an NDA and IP assignment agreement before day one. Engineers are paid in their local currency through Revelo's in-market payroll infrastructure, which handles local tax obligations, social contributions, and statutory benefits. Revelo's recruiting team is based in-market across Latin America, which means country-specific employment law questions get answered by people who actually practice it, not by a US-based generalist reading a compliance wiki.
Figures are medians of signed Revelo placements, based on data from placing over 4,000 engineers at over 2,500 companies, in a US-remote employment context. We use the median (robust to outliers), trim implausible values, and only publish a seniority band or role breakdown where the underlying sample is deep enough to be reliable. Salaries are the engineer's compensation; all-in employer cost layers Revelo's payroll, benefits, and compliance on top.
Salaries range from a median of $48,000 at the junior level to $66,000 at the senior level, with senior engineers reaching up to $78,000 depending on stack depth and production scope. Mid-level engineers sit at a median of $54,000. These are local compensation figures in USD, benchmarked to in-market rates across Latin America.
The all-in cost covers the engineer's compensation, PEO protections, benefits, PTO, and holidays as one bundled annual rate. For a mid-level full-stack developer that comes to $77,000; for a senior, $94,000. Revelo's margin and compliance infrastructure are included, so you're not paying a separate placement fee on top.
These are local market salaries paid to engineers based in Latin America, denominated in USD. They reflect what engineers earn in their home country through Revelo's co-employment model, benchmarked to local market rates. Engineers are paid in their local currency through Revelo's in-market payroll infrastructure.
You share your requirements and receive a shortlist of pre-vetted full-stack developers within 72 hours, complete with candidate videos so you can assess communication and technical fluency before a live interview. Revelo's PEO infrastructure covers payroll, tax compliance, and benefits across 18 LATAM countries under one vendor, and the engagement starts with a risk-free 14-day trial with no financial exposure to you.
Engineers who own the full feature slice independently, from TypeScript-heavy frontend work through backend API design to database schema decisions, price toward the $78,000 ceiling of the senior band. Production incident experience and fluency in debugging across the full stack without escalating are the specific signals that separate top-of-band candidates from median-range generalists.
The $32,000 to $81,000 lead range reflects variation in how companies define the role. Some leads are senior engineers with light mentorship responsibilities; others own roadmaps, run code review culture, and manage junior engineers directly. Clarifying which version you're hiring for before outreach narrows the range and helps Revelo surface the right candidates.