1. Hire Software Developers

HIRE SOFTWARE DEVELOPERS

Deliver faster with
highly-vetted tech talent.

Leverage our 4,000+ nearshore devs to scale your tech initiatives.

Trusted Partner for startups and Fortune 500 Companies.

Skip the recruitment bottlenecks.

Hire our full-time devs and onboard them within 2 weeks. Choose from three engagement models: staff augmentation, dedicated teams , or software outsourcing .

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Sofia G.

Front-end Developer

10 Years Experience

React.jsReduxResponsive DesignUX/UI DesignHTML/CSS/JavaScript
Mexico City, Mexico
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Henrique S.

React Technical Lead

16 Years Experience

React.jsNode.jsAWS
São Paulo, Brazil
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Marco A.

Senior Backend Developer

8 Years Experience

Ruby on RailsNode.jsSQL
Bogotá, Colombia

How our vetting process works.

We receive more than a million job applications every year. From there, we thoroughly vet candidates through a rigorous hiring process.

1

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.

2

We evaluate candidates not only for technical abilities like knowledge of programming languages and Agile methodologies but also for interpersonal skills.

3

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.

Benefits of working with us

We are an award-winning software development company. Our 4,000+ engineers are experts in 100+ technologies. The benefits of working with us include:

Top 1% Benefits Image
  • Rapid Development

    Shorten the hiring process, and speed up development efforts. Enjoy faster turnaround and deployment, and retain a competitive edge.
  • Enhanced Security

    We prioritize software security through rigorous QA testing. To protect your intellectual property, we enforce strict NDAs and maintain robust security measures for code repositories and employee devices.
  • Customized Solutions

    We create custom solutions for businesses across 100+ industry sectors. From cloud computing to machine learning applications, we build software tailored to your organization.
  • Time Zone and Language Alignment

    Most of our bilingual software developers live in Latin America and work similar hours. This enables synchronous communication, project management, and collaboration, leading to better productivity and workflows.
  • Industry Expertise

    We’ve completed 1,200+ projects across 100+ industry sectors, from healthcare to fintech. Our software developers are also well-versed in hundreds of technologies. 

Our process. Simple, seamless, streamlined.

step 1

Join a discovery call.

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.

step 2

Get top 1% software developers on your team.

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.

step 3

Get started and track performance.

Once we have placed the right-fit software developers on your team and they are fully onboarded, we'll get to work. 

case study

Rolls Royce turned to BairesDev to develop an efficient, user-friendly mobile app. A two-week discovery process with the Rolls Royce product owner identified a comprehensive list of functionalities, data streams, and displays required to meet their clients’ expectations for a mobile SDS. Read the entire Rolls Royce case study.

Hiring freelance software developers vs hiring through BairesDev.

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.

Hiring freelance software developers vs hiring through BairesDev.

Hiring through BairesDev

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.

Hiring Freelancers

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.

A Comprehensive Guide

How to Hire the Best Software Developers in 2024

How to Hire the Best Software Developers in 2024

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.

What to look for when hiring developers.

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.

1. Look for someone smarter than you

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.

2. Look for flexibility and familiarity with diverse software environments

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.

3. Look for strong communication and collaboration skills

“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.

4. Look for people who think outside the box

Technical and theoretical knowledge is important to develop high-quality software. However, if that was all that was needed, it would be a lot easier to find great developers for your team. After all, most of this knowledge can be easily learned after a quick Google search and some light browsing. The ability to be creative is what drives innovation in software development. You want to find someone who’s quick on their feet and has no problem getting their ideas out. 

5. Look for clean coders

The best software developers make coding look easy. Testing for coding skills is a common practice when hiring great programmers, but few business leaders look at how clean the code is. Hiring people who can code cleanly will not only make your products better but also facilitate flexibility during sprints. It’s also easier to perform maintenance and install future updates.

6. Look for a continuous learner

A software developer who is committed to staying up to date with the latest advancements in technology can adapt to an ever-evolving environment. Look for developers who keep abreast with the latest programming languages, tools, trends, and industry best practices. This translates into higher quality and greater sustainability in the software solutions they develop.

What to avoid when hiring a developer.

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.

1. Misleading job descriptions

It’s common for employers to say they want a developer to do one task, but once that person is hired, they end up doing something completely different. Misleading practices like these are not only unethical but also lead to higher turnover on your team. And you can trust that that individual will not recommend your company as a quality place to work.

If you find a good candidate who doesn't exactly fit the profile you’re looking for, be honest with them. Developers rarely want to adapt their skills drastically for a job, but if your role is interesting enough, they may branch out to expand their portfolio.

2. Don’t make it all about money

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.

3. Poor onboarding practices

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.

4. Unclear expectations

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.

Define what type of developer you want to hire.

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.

Front-end developers

These developers specialize in the user side of software applications—the part of the software that your target audience interacts with. This includes concepts like visual interfaces, program aesthetics, and layouts. JavaScript, React, HTML, and CSS are some common front-end programming languages.

Full-stack developers

A full-stack developer has front-end and back-end expertise. They are proficient in many programming languages and have experience in various types of development projects. They are what you would call a “jack-of-all-trades.”

Mobile developers

Similarly, mobile developers specialize in the design, development, and maintenance of applications that run on mobile devices like smartphones, tablets, and even wearable tech. JavaScript, Kotlin, C#, Python, and Swift are some common mobile development languages.

Data scientists

A data scientist works on software solutions that help businesses collect, analyze, and generate actionable insights from data. They are experts in analytics and statistical analysis and provide predictive models to power business growth. Python, Scala, R, SQL, and Julia are some common data science development languages.

QA and testing engineers

Quality assurance and testing engineers are responsible for determining whether a software product is fulfilling its goals. They continuously put the software through stress tests to reveal bugs, flaws, and points of improvement. QA and testing are essential to developing high-quality software.

Back-end developers

Back-end developers work on the logic that allows the software application to run. This includes things like database management, caching systems, and pipelines. Python, C++, SQL, PHP, and Ruby are common backend development programming languages.

Web developers

As the name implies, a web developer specializes in creating websites and web applications. Their expertise extends over different areas of front-end and back-end development, but most of the time, they will focus on one or the other. Java, Go, Ruby, C, and Swift are some common web development languages.

UX/UI designers

Although UX/UI designers aren’t always categorized as developers, they are a crucial part of the software development process. Their job is to create engaging and friendly designs that attract users and make the software easy to use.

DevOps engineers

DevOps or Development Operations engineers are people who oversee and manage the relationships between the development team and company operations. They work with the development team to build, implement, and maintain software and distributed systems through agile methodologies.

Support engineers

These engineers work on the maintenance and support of software products, guaranteeing their uptime, reliability, and optimal functionality. They play a big role in large-scale projects that require constant monitoring of activities and performance.

Qualities of an ideal staff augmentation partner.

When choosing the perfect partner, consider:

Talent quality

One of the main benefits of staff augmentation is access to top global talent. A top provider will have rigorous recruitment processes, including a thorough vetting process.

Clear communication

To ensure your project's success, clear communication is vital. Staff augmentation partners with LATAM talent often provide fluent, English-speaking engineers, fostering effective feedback loops.

Proven track record

Look into past projects and client testimonials. A company's portfolio can offer insights into the breadth and depth of its capabilities.

Security protocols

Ensure the partner adheres to stringent security measures. This includes quality assurance, comprehensive software QA and testing, and compliance certifications.

Convenient time zones

Time zone differences can hamper productivity. Fortunately, working with nearshore talent ensures time-zone alignment and more effective collaboration.

FAQs

How do I recruit a good software developer? What are my hiring options?

There are several options for hiring software developers. You can choose among full-time, part-time/freelance, or various outsourcing models.  In any case, it's important to have a detailed job description and requirements, a careful vetting process in place, and a thorough interview process. You should also be able to examine examples of the candidate's previous work.

What should I know before hiring a developer?

Before you hire software developers, you should have a clear understanding of the goals you're trying to achieve. You should also establish a budget, a timeline, and project requirements. Additionally, make a list of the technical and soft skills the candidates should have. Educate yourself on the different options available and what each entails. For example, you could hire a freelance software engineer or outsource the entire software development to a dedicated team.

What do you look for in a developer?

When you hire software developers, there are many qualities that separate the senior from the junior developers. What you should look for will vary depending on the software you're creating, the specializations you need, your budget, and many other factors. First and foremost, it's important to consider experience and technical skills, including knowledge of the coding languages and tools you expect them to use. 

They should also have soft skills like communication, collaboration, problem-solving, and critical thinking. Industry experience is important as well.

What are some tips to improve the recruitment process?

To improve the recruitment process when you hire software developers, it is helpful to take a number of key steps, such as:
  • Consider a range of options, including software development outsourcing.
  • Define clear roles and responsibilities for the software developer.
  • Write a compelling job description.
  • Use multiple sourcing channels such as LinkedIn, Indeed, or Stack Overflow.
  • Assess cultural fit in addition to technical skills.
  • Stay up to date with current technologies and trends.

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