Complete Breakdown of The HR Recruiting Process for Hiring Software Developers LATAM
Hiring Software Developers LATAM for a project requires budget and effort. If you want the best people to work with you, you must approach hiring as if your company depended on it — because it does.
This blog is for companies looking to scale their teams by hiring devs working remotely from Latin America (nearshore). We’ll explain everything you need about hiring, onboarding, and fostering career growth. By the end, you’ll see how easy building a remote dream team can be. So, where should you start when hiring candidates?
It All Starts with YOUR Needs
During an initial call, our clients usually ask: “Can we hire two QA testers for six months?” or, “We need a senior full-stack developer; can you share your rates?”
To be honest, not all clients come in with a clear idea of what they need. Sometimes, they’re still figuring it out, as it is their first time hiring devs from LATAM. No worries— if that’s the case, we can help you nail down exactly what role makes sense. We can also help you create a super-detailed job description that helps us zero in on the right candidates and gives our recruiters what they need to make the role exciting and worth applying for. Here’s what we typically ask you:
- Why are you looking to hire someone?
- What specific tech stack does your company work with?
- Are you looking for someone part-time or full-time (40 hours/week)?
- Do you have a preferred location/timezone?
- What are you looking for in terms of soft skills?
- Are there any culture-fit attributes we should seek for?
- What specific industry knowledge should the person have? (e.g., having worked with HIPAA in healthcare vs. banking infrastructure)
- Will you offer paid time off days (PTOs)? If so, how many?
- Do you have any specific hardware requirements? (e.g, using your company’s MacBook vs a standard laptop)
Job description, check ✔. What’s next?
Finding the Right Candidates
Our talent acquisition team starts by sending personalized DMs to candidates with interesting profiles, asking if they’re open to making a career move. What has historically worked best for our team has been using LinkedIn and our networks to find referred candidates.
The beauty of working with a nearshore firm like ours is that we know exactly how to source talent based on location and experience. For example, at Ewents, we prioritize candidates with experience working remotely for US companies. Why? It makes for a seamless transition—no culture shock and fewer headaches.
Working with us also means understanding local laws and industry nuances across Latin America (e.g. holidays, best practices, contractual obligations, etc.).
While Latin America is full of amazing talent hubs, as of 2025, we prefer to hire mainly from Argentina and Colombia since those are the countries where we have a physical presence. This gives us the flexibility to hire talent as either full-time employees or contractors, depending on what works best for you and the candidate.
When it comes to sourcing talent, we usually hire from:
- Argentina – Our home base and a top spot for skilled developers with remote work experience.
- Colombia – Another key location with great professionals and a thriving tech scene.
- Brazil – A massive talent pool.
- Chile
- Mexico
- Ecuador
- Rest of LATAM
- Europe & the USA – We hire from here on a case-by-case basis.
A little bonus for working with us: our main entity is a US-based LLC registered in Delaware. This means all bank transactions and payments go through a trusted, U.S.-registered entity, keeping things simple and secure.
Why does this matter? It streamlines the entire contractual process for you. You don’t have to worry about navigating international banking headaches or dealing with unfamiliar regulations. We handle all the hiring logistics and paperwork in the background—so you can focus on building your team without getting bogged down in administrative details.
Additionally, if you ever need to ship laptops or other hardware internationally as part of onboarding, we can help you avoid getting the devices retained in customs for months. For example, we can either purchase and configure a laptop with your security settings and deliver it locally to the candidate or, if needed, even travel to the USA or your location to bring the devices ourselves—legally and way faster.
Next, We Do Two Rounds of Interviews
First Round – Soft Skills
Once we’ve gathered a pool of interested candidates, we do a first round of interviews through a screening call. Here, we’re gauging their communication skills, cultural fit, and overall vibe. We make sure every candidate’s language skills are up to par, whether English or another language needed for the role. We also check for cultural fit, experience working in a nearshore model, and candidate expectations regarding timelines, salary, career growth, etc.
Second Round – Technical Skills
Hard skills matter just as much as soft skills. So, we validate technical skills in two ways:
Someone from our engineering team jumps on a call and starts asking questions about past projects (e.g, show me your latest GitHub repo and walk me through how you implemented a library on ReactJS)
Our clients send us a coding challenge with clear instructions, either custom-made for the candidate or through a platform like Codility
Both options work. It’s just a matter of preference. Let’s move on to the next step.
We Send You A Few Resumes
After a candidate aces both interviews, we’ll share a blind CV with you. What’s a blind CV? It’s a version of the candidate’s resume where we’ve removed personal details like their full name and previous company names. We do this for two reasons:
- To respect the candidate’s privacy.
- To keep the hiring process smooth and professional, avoiding any direct outreach that might skip over our HR team.
Along with the CV, you’ll get the candidate’s tech assessment results (if applicable), a detailed report, and their availability to schedule the interviews.
On average, it takes us about 1–3 weeks after receiving the job description to send over 3-6 solid resumes. We’re all about quality, so we focus on finding the best fit for your team rather than rushing the process.
Time for you to Interview The Best Candidates
After you’ve reviewed the CVs, we’ll schedule interviews with the candidates you’d like to meet. A Talent Acquisition Analyst from our team will hop on the call to briefly introduce the candidate (just 1-2 minutes) and then step out. Once the interview wraps up, we’ll ask for your feedback so we can move forward with the candidates you’re interested in hiring.
Onboarding
Once you’ve chosen your candidate, we’ll handle the rest. Our team runs a thorough background check (which we share with our clients), and if the check is clear, we send the candidate an offer. What about the rest? NDAs? Employment contracts? We take care of those and will also coordinate the onboarding process, including setting up access to your systems and ensuring the candidate has the necessary hardware.
Sometimes, the onboarding process can take slightly longer if the selected candidate needs to give prior notice to another employer or project they are working on. However, we’ll always notify you.
Everything Alright?
Our involvement doesn’t stop once the candidate starts working. We check in regularly—usually every month or two—to gather feedback from both you and the candidate. Plus, every six to twelve months, we sit down to discuss growth opportunities. Is it time for a promotion? Should they get additional training? Maybe a retention bonus or a chance to work onsite with your team? We’ll help you craft a tailored plan to keep everyone happy and motivated.
Ewents Can Help You Build a Nearshore Dev Team
FYI: We are not a recruitment agency — Ewents is a software development company that provides staff augmentation and turnkey software projects.
If you are interested in hiring engineers in a staff aug model, our clients usually start with just 1–2 engineers and scale all the way up to 6-person teams. When we assign a whole dedicated team, those are usually structured with 1 Project Manager, 1–2 QA testers, and 2–3 engineers of different seniority levels.
Here’s what our clients love about our recruitment team:
- Every candidate is approached, vetted, and evaluated by real people because we value people over transactions.
- Even if a candidate isn’t the right fit for your role, we keep them in our database, updating them on future opportunities. Plus, we ensure they get feedback at every step—no ghosting, ever.
Are you looking to add engineers to your team?
✔️It’s easy to hire with Ewents: we offer all IT roles, including Full-Stack Software Engineers, Project Managers, SREs, QA testers, IT helpdesk support, DevOps, and more.
✔️We are tech-agnostic: Most of our engineers work with technologies such as .NET, Java, SQL, Python, React, AWS, Docker, and more; we can handle pretty much anything.
✔️We offer extremely competitive hourly rates. Unlike other companies, we are transparent about pricing, with hourly rates ranging from $15-$60/hr.
