Hire an engineering team from Latin America
Most hiring pages price one seat. Teams rarely need one seat. This page prices the shapes companies actually ask for — a squad of three or four, mixed seniority, starting together in about four weeks — and sets out how they plug into your sprints, your code review and your git workflow, plus what happens when the engagement ends.
Four compositions, priced seat by seat
These are the team shapes we are asked for most often. Each seat is priced at the rate published on its own role page, so nothing here is a bundle price — it is the sum of parts you can check individually. Swap any seat, add a fifth, or drop the seniority of one and the number moves accordingly.
Seasonal ramp squad
Extra shipping capacity for a peak you can see coming.
You have a dated event — a holiday season, a migration, a launch, a funding milestone — that needs more engineers for a few months than it needs forever.
| Seat | United States | Latin America | Savings |
|---|---|---|---|
| React DeveloperSenior | $13,500 | $6,000 | 56% |
| React DeveloperMid-Level | $9,500 | $4,000 | 58% |
| Node.js DeveloperMid-Level | $10,000 | $4,000 | 60% |
| DevOps EngineerSenior | $16,000 | $7,500 | 53% |
| Squad total, per month | $49,000 | $21,500 | 56% |
Why this mix: Two senior seats, deliberately. The senior React developer owns the architecture and reviews the mid-level work, and the DevOps seat is senior because a seasonal peak is exactly when infrastructure decisions become expensive and on-call becomes real. The delivery volume sits on the two mid-level seats, which is what keeps the monthly number where it is.
$27,500 a month against the same squad hired in the US — $165,000 over a six-month engagement.
Price this squadProduct pod
A self-contained group that can take a surface from design to production.
You want a new product area built alongside your roadmap without pulling your core team off it.
| Seat | United States | Latin America | Savings |
|---|---|---|---|
| Full-Stack DeveloperSenior | $15,000 | $7,000 | 53% |
| Frontend DeveloperMid-Level | $9,000 | $3,800 | 58% |
| Product DesignerMid-Level | $8,500 | $3,800 | 55% |
| QA EngineerMid-Level | $7,500 | $3,000 | 60% |
| Squad total, per month | $40,000 | $17,600 | 56% |
Why this mix: One senior, three mid-level. A new surface needs one person who can hold the whole design in their head and review everything that lands; the rest is execution, and paying senior rates for it inflates the cost without shipping faster. If the surface is genuinely novel rather than a variation on what you already run, make the frontend seat senior too.
$22,400 a month against the same squad hired in the US — $134,400 over a six-month engagement.
Price this squadPlatform & reliability squad
The infrastructure work your product engineers keep deferring.
Your deploys, pipelines, or data plumbing have become the thing slowing every other team down.
| Seat | United States | Latin America | Savings |
|---|---|---|---|
| DevOps EngineerSenior | $16,000 | $7,500 | 53% |
| Backend DeveloperSenior | $15,000 | $6,500 | 57% |
| Data EngineerMid-Level | $11,000 | $5,000 | 55% |
| Squad total, per month | $42,000 | $19,000 | 55% |
Why this mix: The most senior of the four compositions, and the one where that is least negotiable. Platform decisions are the ones everyone else inherits, so mid-level work here is not cheaper — it is deferred cost with interest. The data seat is mid-level because the pipelines follow the architecture rather than setting it.
$23,000 a month against the same squad hired in the US — $138,000 over a six-month engagement.
Price this squadTwo-person extension
The smallest unit that still ships independently.
You are not building a team yet — you need a senior who can own work end to end, and someone to keep quality from slipping while they do.
| Seat | United States | Latin America | Savings |
|---|---|---|---|
| Full-Stack DeveloperSenior | $15,000 | $7,000 | 53% |
| QA EngineerMid-Level | $7,500 | $3,000 | 60% |
| Squad total, per month | $22,500 | $10,000 | 56% |
Why this mix: A senior who can take work from ticket to production without supervision, plus the QA seat that stops a two-person team from quietly becoming a one-person team with a backlog of bugs. Dropping the QA seat saves $3,000 a month and is the most common way this composition goes wrong.
$12,500 a month against the same squad hired in the US — $75,000 over a six-month engagement.
Price this squadFigures are monthly talent cost, not our fee, and are the same numbers published on each role page — US comparisons from Glassdoor averages, LATAM from Nexus rate benchmarks. Engagement model (placement versus staffing) determines how our fee is charged on top; both are set out on the pricing section. For per-role detail across all 51 roles, see the LATAM versus US salary comparison.
From first call to first sprint in four weeks
Seats are recruited in parallel, which is why a four-person squad lands on roughly the same timeline as a single hire. The dates below assume you can turn interviews around inside week two — that is the step that decides whether a squad starts on schedule.
Scope the squad
Days 1–2One call to fix the shape of the team: which seats, which seniority, the stack each seat has to be fluent in, and the sprint cadence they are joining. You leave that call with the monthly rate for the exact composition, not a range.
Shortlists, seat by seat
Days 3–7Three to five vetted candidates per seat, each with a rate, a notice period, and a real availability date. Seats are filled in parallel, so a slow decision on one does not hold the other three.
Your interviews
Days 8–14Your panel, your process. Most teams run a live technical session on their own codebase plus a systems conversation. We schedule around your interviewers and handle every reschedule.
Offers, contracts, access
Days 15–18Contracts signed, equipment confirmed, and the accounts each person needs — repo, CI, cloud, issue tracker, chat — requested from you as a single checklist rather than a trickle of one-off asks.
Sprint zero
Day 21 onwardThe squad joins your ceremonies in week one and pairs with your engineers rather than picking up tickets cold. The goal is a merged pull request from every seat inside the first two weeks, not a month of reading code.
How the squad works inside your team
This is the part most staffing pages leave vague, and it is the part that decides whether an engagement works. Everything below is agreed at the scoping call and written into the engagement, not left to good intentions.
They join your sprints, not a parallel one
Standups, planning, retro and demo in your tooling on your schedule. We do not run a separate delivery process and report into yours — there is one backlog and it is yours.
Every change goes through your review
Pull requests are reviewed inside the squad first, then by your engineers, against your existing standards. Nothing merges on our say-so. If you require a CODEOWNERS approval, that stays true for the squad.
Your branching model, your conventions
Trunk-based, GitFlow, stacked PRs, commit message format, branch naming — the squad adopts what your repo already does during sprint zero. We do not bring a house style with us.
One definition of done
Agreed in the scoping call and written down: test coverage expectations, documentation, changelog, what has to be true before a ticket can move. It is the same bar your own engineers are held to.
Zero to three hours from Eastern
LATAM time zones overlap the US working day in full. Pairing, review and incident response happen live, in the same hours — not on a next-morning cycle.
You deal with a principal, not a queue
The person who scopes your squad is the person who runs it, and you can reach them directly for the life of the engagement. Nobody sells you the team and then hands you to an account manager you have not met.
Handover and wind-down
A fixed-term squad should leave your team better off than it found it, which means the end of the engagement is planned at the start of it rather than improvised in the last week.
Documentation is written during the work
Architecture decisions, runbooks and setup steps land in your repo or wiki as each piece ships. A handover document assembled in the final week is a summary of what already exists, not an archaeology project.
A transfer window you set at the start
How long your team needs to take ownership is agreed when the engagement is scoped rather than negotiated at the end of it. Whatever you pick, the last stretch of the engagement is spent handing each area over to the engineer who will own it next, with the person who built it still available.
Access closed down deliberately
Every account provisioned at the start — repo, CI, cloud, issue tracker, chat — is on the same checklist at the end, so nothing is left open because nobody remembered it existed. Equipment and third-party seats are handled the same way.
Nothing is held hostage
The code, the documentation and the infrastructure are yours throughout — they live in your accounts from day one, not in ours. If you want to take a squad member on directly at the end of the engagement, say so and we will work out the terms; we would rather have that conversation than build a business on making it awkward.
Common questions
Can you actually staff four engineers starting in four weeks?
Yes, and it is the most common request we get. Seats are recruited in parallel rather than sequentially, which is why a four-person squad takes about as long as a single hire. The binding constraint is almost never our pipeline — it is how quickly your team can run interviews. Teams that block two interview days in week two start on schedule; teams that interview ad hoc slip by a week or two.
What does a four-person LATAM engineering squad cost per month?
A squad of two React developers, a Node.js developer and a DevOps engineer, mixing senior and mid-level seniority, runs in the low twenty thousands per month in Latin America against roughly twice that for the same four seats hired in the United States. The exact figure depends on the seniority mix, and every seat's rate is published on its own role page — the tables on this page are those same numbers added up.
Do we interview each person, or do you assign them?
You interview and you decide. We present three to five vetted candidates per seat and you run your own process on each. Nobody joins your team without your approval, and a seat stays open until you say yes to someone for it.
Will they take part in our sprints and code reviews?
That is the default and we scope for it explicitly. The squad attends your ceremonies in your tooling during your working hours, opens pull requests against your repository, and is reviewed by your engineers under your existing standards. If you would rather the squad worked at arm's length on a defined deliverable, that is possible too, but say so at the scoping call because it changes how we staff it.
Can we mix seniority, or does everyone have to be senior?
Mix it. The compositions on this page deliberately pair senior seats with mid-level ones, because a squad of four seniors usually costs more than the work requires and creates its own coordination overhead. A common shape is one senior who owns architecture and review, with mid-level engineers doing the volume of the delivery.
What happens at the end of a six-month engagement?
Three things can happen and you choose which. You extend. You wind the squad down, in which case the transfer window you agreed at the start is spent handing each area over to your team. Or you take someone on directly, which we would rather discuss openly than discourage. Decide which one you are heading for a month out, not in the final week — that is the difference between a handover and an evacuation.
What if one of them is not working out?
Tell us in the first ninety days and we replace that seat at no additional fee — the same replacement guarantee that covers every individual placement applies to each seat in a squad. Raise it early rather than politely: a mismatch caught in week two is a swap, and a mismatch raised in month three has already cost you a quarter.
Do you handle contracts, payroll and compliance for a squad?
Optionally. Under placement, we source and vet and you contract each person directly. Under staffing, the squad stays on our books and you receive one monthly invoice covering payroll, contracts and compliance across every seat. Teams hiring four people at once usually prefer the second, because it is one invoice and one counterparty instead of four.
Start with the shape, not the job description
Tell us the outcome and the date — the squad falls out of that. Three questions on the request form and you can pick a time; we come to the call with a composition, a monthly rate, and the profiles we would put forward for each seat. If you are still deciding whether to use a partner at all, the buyer's guide covers what to ask before you sign with anyone.