Leverage our 4,000+ nearshore devs to scale your tech initiatives.
Trusted Partner for startups and Fortune 500 Companies.
Hire our full-time devs and onboard them within 2 weeks. Choose from three engagement models: staff augmentation, dedicated teams , or software outsourcing .
React Technical Lead
16 Years Experience
Senior Backend Developer
8 Years Experience
We receive more than a million job applications every year. From there, we thoroughly vet candidates through a rigorous hiring process.
Applicants undergo written and online tests, HR and technical interviews, and additional processes that allow us to identify the best software developers and tech talent.
We evaluate candidates not only for technical abilities like knowledge of programming languages and Agile methodologies but also for interpersonal skills.
Our software developers must be fluent in English to ensure seamless communication with your in-house team and stakeholders.
Thanks to this careful vetting process, we're well-equipped to bring the most experienced software developers on board. From there, we will match the right-fit software engineers to your business.
We learn about your business needs and goals. This allows us to better understand what you're looking for in your software solutions and team structure.
We'll provide you with best-fit software developers according to your requirements. They'll have both the technical expertise and soft skills required to accelerate your project.
Once we have placed the right-fit software developers on your team and they are fully onboarded, we'll get to work.
The software development industry has a variety of hiring models. Sometimes, it can be difficult to differentiate between hiring freelancers and outsourcing through a provider. What are the pros and cons of each option?When you hire a software development company like ours, we vet the developers. We only bring you the best senior tech talent, nothing less. After all, our reputation is on the line. Conversely, if you hire devs through a freelancing platform, there’s usually no vetting process, and it’s harder to pick out top talent. After all, many platforms simply list available talent—they don’t stake their reputation on the talent’s quality.
We pride ourselves on only hiring the top 1% of LATAM tech talent. Whether you're looking for mobile app development, database management, web development, or a complete digital transformation, we have you covered. Our rigorous recruitment process ensures you always collaborate with senior engineers on your projects.
Our software engineers receive continuous training in the latest technologies and methodologies. They also have top-notch tools and hardware at their disposal.
Choosing our engineers guarantees dedicated focus on your roadmap and ongoing support.
We handle the paperwork. No more juggling multiple contracts, and worrying about IP protection or NDAs. With outsourcing, we significantly reduce your HR burden.
We employ a tried-and-tested workflow that reduces software development risks, from security to compliance.
Freelancers might not always be as up-to-date, or have access to as many resources.
Freelancers often serve multiple clients, and may not be available when you need them.
Engaging freelancers involves more paperwork, interviews, assessments and a much longer recruitment process overall.
Engaging with a freelancer means navigating diverse, potentially less-organized processes and methodologies.
Companies that hire top software developers will gain a competitive edge and scale faster. This guide will share the do’s and don’ts when it comes to hiring sought-after software engineers.
Whether you’re thinking of working with a freelancer, hiring full-time staff, augmenting your in-house team, or even outsourcing the entire software development process to a third party, keep these key points in mind during the evaluation process.
They say that if you’re the smartest person in the room, then you’re in the wrong room. That’s a statement you must live by when hiring the best developers in the market. Intelligence, however, can be defined in many different ways. What matters here is finding a person who has the type of smarts you need for your particular software venture.
And what’s the defining trait of intelligence in software development? Not creativity, not technical knowledge, but problem-solving. While there’s no doubt that the previous traits are critical for the job, problem-solving abilities are what actually push good software forward. New issues will constantly arise throughout development—that’s a given. You want someone who can turn a problem around and find a solution that most people (including you) wouldn’t see.
No one can be a true expert in more than a few things in software development. There are just too many programming languages and frameworks. What’s more, every day there are new advancements in the industry that change the way developers work and approach problems.
The best software developers always apply an open approach to their craft. Even when they don’t know something, their problem-solving ability will help them develop innovative solutions.
“If you want to go fast, go alone. If you want to go far, go together”. We’ve all heard the stories of passionate developers who spent thousands of hours creating an amazing product that generated a ton of revenue.
Sometimes, this is the work of a single person. More often than not, it takes a few more to make it to the goal. But what always remains true is that once it becomes a running product, that product will require a strong and diverse team to support it.
A great developer will know how to work with a team and apply their talent where it can make the most impact. You want to find someone who’s not only able to excel in their role but also able to improve others’ work.
Employers often make critical mistakes that can negatively impact new hires. Keep the following points in mind during the onboarding process to ensure happier developers and teams.
Depending on where you’re located and what types of developers you’re looking to hire, you’ll probably run into a fairly wide gamut of salary expectations. In situations like that, you might ask yourself if someone who asks for five times the wage will do five times a better job. Or if someone who asks for a lower salary than what you estimated will be up to the task.
First of all, you need to be clear on what type of return on investment you’re expecting from that hire. Just like any other employee, developers have many motivations and needs. And the possibilities grow exponentially when you open up to a remote market. In any case, retaining top software development talent will always go beyond money. Your work culture, team structure, quality of projects, and the sense of purpose your company offers will also come into play.
One of the worst ways to onboard a new hire is to throw them into an ongoing sprint without explaining anything. While one could argue that’s on the project manager or the Scrum Master, there are a lot of things that need to be made clear during or shortly after the final interview.
Giving proper support to new developers is an investment that pays off in productivity and morale. Introducing a new environment always requires orientation on the project’s goals, the completed work, and the challenges the team is facing. It’s also a good idea to go over workflows, work culture, and responsibilities. And don’t forget to provide the proper project documentation.
Relying on assumptions is a risky game. When you hire software developers and don’t tell them what you expect from them, you’re actually throwing a lot of curveballs at the entire team. You don’t want to have people with clashing ideas of what tasks they should tackle and what goals they should prioritize.
It’s best to be as clear as you can on the details of the job. Proper communication will always lead to higher-quality work. Bear in mind that your new hire should complement the abilities of your current team, so talk with them to find out what they expect of the new hire and where that person could deliver the most value.
Developers have a wide range of skill sets and abilities. You’ll need to understand the basic differences between them to effectively evaluate their potential and their impact on your project.
If you’re unfamiliar with software development and how things get done in this industry, pay special attention to this part. The areas of expertise in software development go far and wide, and you at least need to know about the most basic ones.
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