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4 Things You Should Know When Recruiting Developers in Latin America

By Rafael Reyes – Ventes Mexico staff member


Hiring a developer is not as straightforward as other roles and developers often contribute significantly to the growth of a company. So, it’s important you have the experience to review and assess candidates for these roles. If not, your lack of knowledge will shine through in every facet of your hiring process, from attracting or headhunting candidates and reviewing their CVs to conducting interviews and assessments for them. If you are considering outsourcing developer vacancies to Latin America and taking the initiative to learn more about the scene, please continue reading as I will go into the 3 Things You Should Know When Recruiting Developers.


  1. Developer is on Every Recruiter’s Radar


Demand for developers is very high so when reaching out to a prospect, you must keep in mind that there is a high probability the developer is already considering opportunities from other recruiters. There is no shortage of DM’s, Connections/Inmails, and emails in their inbox, which is why it’s important you know how to choose the perfect headhunter for the vacancy you are looking to fill. A recruiter that knows what they are talking about in order to explain the job description clearly, ask the right questions, and can answer their questions adequately. The recruiter must know how to present your job offer so it can stand out in the sea of offers the developer is swimming in.


  1. Some Technologies are Less Popular


Even if you aren’t that well versed in this field, you have probably heard about HTML, JavaScript, and maybe even Python. Some technologies and programming languages, you must note, are not as common. Allow me to describe a situation with a client we had not long ago. The client was looking for a Developer experienced with python/Django and elastic search, etc. The thing is, elastic search is not that popular in Latin America and is just becoming prevalent among companies with loads of data because it allows you to filter, search, and manipulate bigger data stores. Since the search engine is not yet widely used it was challenging to find a candidate with the exact criteria. So, you should consider which technologies you want to prioritize when looking to hire a new developer for your company just in case.


  1. The Best Offer Wins


There is a developer shortage and as I explained in the second paragraph demand is high. This puts the ball in the candidate’s court which means if your offer does not compete with other offers they might be seeing, the chances are the developer will not accept your proposal. Now, this doesn’t just mean salaries, developers in Latin America are used to receiving legal benefits so if you are not providing them it can cause some prospects to reconsider their options. 


You must also consider the environment your hires will work in. Since remote work has become arguably, the new normal, a high majority of employees are looking for flexibility in where they work and in when they work. I don’t believe it would be out of line to say nobody wants to return to a fully in-office position, especially developers. So, if you are not offering a remote or hybrid option that can be a dealbreaker for most.


4. Keep the process short


Another thing you should keep in mind is the hiring process you work with. Are there unnecessary steps, is it too long? I realize that giving assessments to the prospects that are being considered for the role is necessary for gauging their abilities, but if you bombard the developer with tasks and interviews they are going to be put off and may not even want to continue in the process.




Developer recruitment will remain a challenge and maybe possibly even become more difficult in the near future. We have had to adapt to the obstacles and you must as well in order to get ahead. Keep an open mind to remote work, accept you might not find a developer that knows every single technology you need, and create an enticing job offer that developers will have a hard time turning down.


This blog was written by the staff at Ventes Mexico LLC Ventes Mexico is a top-rated outsource recruitment firm located in Puerto Vallarta, Mexico.  Founded by an American, with 16 years of living in Mexico, Ventes Mexico operates in the USA and Mexico.  The company specialized in remote staffing and headhunting.  Each of its employees is 100% bilingual (English/Spanish).

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