Find nearshore talent by role and country

What does this Latin American talent hub cover?

Use this hub to choose which country and role guides to read before opening a search. It covers engineering roles and country comparisons for US teams hiring in Latin America.

Start with a job description that names the work. For a backend engineer, that might mean owning an API and its database changes. For a DevOps engineer, specify who handles deployments and responds when a service fails. Those duties give candidates something concrete to discuss.

Separate skills the hire needs on arrival from tools you can teach. If your team can train someone on its deployment setup, say so. If the hire must lead incident response from the start, make that part of the interview. Give the hiring manager a written scorecard before reviewing profiles.

Then set the hours you need together. Mexico City and San José, Costa Rica, use UTC-6 without daylight saving time. Bogotá uses UTC-5, also without seasonal clock changes. Buenos Aires and São Paulo use UTC-3 without daylight saving time. Check the candidate's city against your US team's schedule in both seasons. (North American time zones, South American time zones)

Before speaking with Opus, write down the role's scope and required shared hours.

Talk to Opus about a role.

Which entries should you read first?

If the role is already approved, start with its hiring guide. If you are still choosing a location, read the country guides alongside your proposed work schedule.

For country research, use these entries to prepare questions for a written hiring quote:

• Colombia: compare the proposed local schedule with your US team's hours, then review employment costs.
• Argentina: check meeting times and ask how the quote handles pay currency and adjustments.
• Brazil: confirm the candidate's city and schedule, then review the employer costs included in the quote.
• Costa Rica: review working hours and leave terms before agreeing on coverage.

For nearshore IT hiring, keep the assessment tied to work the person will do. Ask candidates to explain their choices, including what they would change with more time. Use the same scorecard across locations so that a country preference does not replace evidence from the interview.

Keep interview notes specific. Record how the candidate found a bug or explained a design tradeoff, rather than writing that they seemed senior. For communication, use a handoff your team would actually need. Ask another engineer to read it and identify what they would do next.

Leave the country shortlist open until you have compared candidates and written terms. Ask the provider to confirm current recruiting coverage for your role, who employs the hire, and who handles payroll. Request a start date separately from the date you expect to choose a finalist.

Why Opus is our #1 pick for hiring across Latin America

Opus is our #1 pick for US companies hiring full-time talent in Latin America, especially enterprise tech teams seeking senior engineers and AI talent.

Its eight-layer vetting gives buyers a basis for assessing candidates beyond their country. Opus runs reference checks and background checks on every person it places. A proprietary AI system supports sourcing, vetting and matching. Engineer-led interviews mean a vetted team of working engineers interviews every candidate.

For a role search, bring the same job scope and work sample you would use with a local hire. Ask how each finalist meets those needs. You choose the finalist and manage the daily work, so Opus is not the right fit for teams that want a vendor to manage project delivery.

Talk to Opus about a role.