How to Hire Software Developers in Brazil: Salaries, Tech Hubs, and Hiring Process
Hire software developers in Brazil for 40-65% less than US rates while accessing 600,000+ annual engineering graduates with strong React, Python, and DevOps skills.
Brazilian software engineers cost $35,000-$105,000 annually versus $160,000-$190,000 in the US. São Paulo, Florianópolis, and Belo Horizonte produce developers trained at USP and UFMG with same-timezone collaboration and 90%+ English proficiency.
We connect US tech companies with vetted software engineers from Brazil’s top tech hubs. Each developer is screened for coding skills, technical communication, and US development practices. Below you’ll find developer salary ranges by seniority, technical skill availability, vetting processes, and team management strategies. For general Brazil hiring requirements, see our complete guide to hiring in Brazil.
What Is Nearshore Software Development?
Nearshore software development means hiring engineers in nearby countries with 1-3 hour time zone alignment. For US tech companies, this means Latin America.
How Does Nearshore Development Differ from Offshore and Onshore Models?
LATAM software teams operate within 1-3 hours of US time zones. This enables real-time code reviews and daily standups. Offshore models in Asia offer lower hourly rates. But time zone delays slow sprint velocity. Communication gaps increase rework. The sticker price rarely matches total delivery cost.
Why Is Brazil a Leading Nearshore Destination for US Tech Companies?
Brazil ranks 5th on the Kearney Global Services Location Index for tech outsourcing. Brazilian developers cost 40-65% less than US equivalents. Time zone alignment enables real-time collaboration. Teams report 30% faster sprint completion versus offshore alternatives. São Paulo alone produces more CS graduates annually than most LATAM countries combined.
What Is Brazil’s Tech Ecosystem?
Brazil’s tech ecosystem spans six major cities with 200,000+ software developers. São Paulo leads with global companies like Nubank and Google. Universities produce 25,000+ CS graduates annually. The ecosystem specializes in fintech, full-stack development, and AI/ML engineering.
How Large Is Brazil’s Developer Talent Pool?
Brazil and Mexico graduate over 600,000 software engineers annually. Latin America has 1.5 million skilled tech professionals total. Brazil contributes the largest share. Universities like USP, UFMG, and ITA produce computer science graduates with strong algorithmic foundations. Over 80% of Brazilian tech employers plan advanced skills training in AI and cloud technologies for 2025.
What Are Brazil’s Top Tech Hubs for Software Developers?
Six cities produce the majority of Brazilian software talent. São Paulo leads with Nubank and Google offices. Florianópolis attracts developers with quality of life. Belo Horizonte’s San Pedro Valley hosts venture-backed startups.
| City | Nickname | Developer Specializations |
|---|---|---|
| São Paulo | — | Full-stack, fintech, AI/ML; home to Nubank, Google, and major tech companies |
| Belo Horizonte | San Pedro Valley | Startup engineers, agile teams, strong CS programs at UFMG |
| Florianópolis | Silicon Island | React/front-end specialists, high quality of life attracts senior talent |
| Campinas | — | University-driven R&D, UNICAMP produces systems engineers |
| Recife | Porto Digital | Government-backed outsourcing, back-end and cloud developers |
| Curitiba | Vale do Pinhão | Smart city tech, IoT and embedded systems specialists |
São Paulo employs over 200,000 software developers. Nubank, the world’s largest digital bank, built its entire platform with Brazilian engineering talent. Google and Coinbase operate engineering offices in São Paulo and Belo Horizonte.
What Universities Produce Brazil’s Software Developers?
Five universities dominate Brazilian CS education. USP ranks #1 in Latin America for computer science. UFMG in Belo Horizonte produces backend specialists. ITA graduates systems engineers for aerospace and embedded systems.
Top Brazilian CS Programs:
- Universidade de São Paulo (USP): Largest CS program, 5,000+ annual graduates, strong algorithms curriculum
- Universidade Federal de Minas Gerais (UFMG): Backend engineering, distributed systems specialization
- Instituto Tecnológico de Aeronáutica (ITA): Elite systems programming, 95% placement rate
- Universidade Estadual de Campinas (UNICAMP): AI/ML research focus, partnerships with Google
- PUC-Rio: Full-stack web development, agile methodologies
These institutions produce 25,000+ computer science graduates annually. Curriculum emphasizes data structures, algorithms, and modern frameworks. Many programs include mandatory internships with tech companies.
What Technical Skills Do Brazilian Software Developers Offer?
Brazilian developers specialize in modern web technologies and cloud-native architectures. São Paulo produces React and Node.js specialists. Campinas graduates focus on Python and data science. You can find full-stack engineers with 5+ years experience in modern JavaScript frameworks.
| Skill Category | Specific Technologies & Developer Availability |
|---|---|
| Programming Languages | Python, JavaScript/TypeScript, Java, Go, PHP. Strong Node.js and React ecosystem. |
| Front-End Frameworks | React (most common), Vue.js, Angular. Next.js and React Native for mobile. |
| Back-End Technologies | Node.js/Express, Python/Django, Java/Spring Boot, Go microservices. |
| Cloud & DevOps | AWS (most popular), Azure, GCP. Docker, Kubernetes, Terraform, CI/CD pipelines. |
| Mobile Development | React Native, Flutter. Native iOS/Swift and Android/Kotlin available but less common. |
| Databases | PostgreSQL, MySQL, MongoDB, Redis. Experience with both SQL and NoSQL. |
Time-to-hire for specialized roles: A Series A Med-Tech startup sourced and hired a DevOps Engineer with AWS and Kubernetes experience in under one week. A San Francisco SaaS company hired a Senior React Engineer in Bolivia who delivered production code for 3+ years.
What Programming Languages Are Most Common Among Brazilian Developers?
JavaScript and Python dominate Brazilian developer job postings. Java remains strong for enterprise and fintech roles. Go adoption is growing for microservices. PHP usage is declining but still present in legacy systems.
Language popularity in Brazil (2025):
- JavaScript/TypeScript: 40% of developers, dominant in São Paulo and Florianópolis
- Python: 25% of developers, strong in data science and backend
- Java: 20% of developers, enterprise and financial services
- Go: 8% of developers, growing in cloud-native startups
- PHP: 7% of developers, legacy system maintenance
Brazilian bootcamps and universities emphasize JavaScript for web development. Python courses focus on Django and data analysis. Most CS programs teach Java for algorithms and data structures.
What Are the Advantages of Hiring Brazilian Software Developers?
Four primary advantages make Brazil attractive: 40-65% cost savings, same-timezone collaboration, strong agile culture, and sufficient English proficiency for technical work.
What Cost Savings Can US Tech Companies Expect?
Hire three senior engineers in Brazil for the cost of one US hire. This frees up $200,000+ annually for additional headcount or runway extension. Mid-level React developers cost $40,000-$50,000 in São Paulo versus $120,000 in the US.
How Does Time Zone Alignment Improve Development Velocity?
Brazilian developers work UTC-3, which is 0-3 hours ahead of US time zones. This enables same-day code reviews and real-time pair programming. No overnight delays for bug fixes. A US SaaS company reduced sprint cycles from three weeks to two weeks by hiring Guadalajara-based developers. Morning standups at 9am EST happen at 11am-12pm in São Paulo.
How Do Brazilian Developers Integrate with US Engineering Teams?
Brazilian tech culture mirrors US agile practices. Developers understand Scrum, Kanban, and continuous deployment. English proficiency is strong in major tech hubs. São Paulo and Florianópolis developers commonly consume English technical documentation and Stack Overflow. Cultural alignment reduces onboarding friction compared to distant offshore locations.
What English Proficiency Can You Expect from Brazilian Developers?
English proficiency varies by city and seniority level. São Paulo senior developers typically score B2-C1 (upper intermediate to advanced). Florianópolis and Belo Horizonte produce developers who learned English through coding tutorials and technical documentation. Test English skills during technical interviews. Look for ability to explain code logic, not just conversational fluency. Key LATAM hubs like Buenos Aires score 584 on EF EPI (High Proficiency). Brazilian developers in tech hubs score slightly lower but sufficient for technical communication.
What Are the Challenges of Hiring Software Developers in Brazil?
What Language Barriers Should Tech Companies Anticipate?
English proficiency varies among Brazilian developers. Junior developers may struggle with technical discussions. Senior developers typically communicate well in code reviews and documentation. Test written English during interviews. Budget for initial onboarding support. Communication quality directly impacts sprint velocity and bug resolution time.
How Complex Is Brazil’s Tax System for Tech Employers?
Brazil’s tax system is extremely complex for direct hiring. EOR providers handle compliance automatically. They manage payroll tax withholding, social security contributions, and pension remittances. For detailed CLT employment law and EOR requirements, see our complete guide to hiring in Brazil.
What Bureaucratic Processes Affect Developer Hiring Timelines?
Establishing a local entity takes 3-6 months of bureaucratic effort. EOR providers reduce this to 2-3 weeks for first hire. This speed advantage matters for startups needing immediate engineering capacity. Staff augmentation firms can place pre-vetted developers in 7-14 days.
What Employment Laws Apply to Brazilian Software Developers?
Brazil’s CLT labor code requires mandatory benefits and strict compliance. Three areas matter most for tech employers: IP protection for code, working hour limits, and proper contractor classification.
What Is the CLT and Why Does It Matter for Tech Hiring?
Brazil’s CLT (Consolidação das Leis do Trabalho) governs all employment relationships. It requires mandatory benefits: 13th month salary, 30 days vacation, vacation bonus, FGTS severance deposits, and INSS social security. EOR providers handle all CLT compliance automatically.
What Are the Key Compliance Considerations for Developers?
Three critical compliance areas for tech employers:
- IP Protection: Ensure employment contracts assign code ownership to your company
- Working Hours: CLT limits standard hours; track overtime for developers properly
- Contractor Classification: Misclassifying developers as contractors creates legal exposure
For comprehensive CLT requirements, mandatory benefits, termination procedures, and EOR cost comparisons, see our complete guide to hiring in Brazil.
What Are the Methods for Hiring Brazilian Software Developers?
Four primary hiring models exist for engaging Brazilian developers. Each offers different tradeoffs between speed, cost, and compliance risk.
| Method | Time to First Hire | Compliance Risk | Total Cost | Best For |
|---|---|---|---|---|
| Direct Entity | 3-6 months | Low | High setup cost | 20+ developers long-term |
| EOR Services | 2-3 weeks | Very Low | 15-25% service fee | 1-10 developers, rapid scaling |
| PJ Contractors | 1-2 weeks | High misclassification risk | Lowest hourly | Short-term projects only |
| Staff Augmentation | 7-14 days | Low | Premium (vetted talent) | Pre-screened developers, team pods |
Developer-specific considerations: Staff augmentation firms pre-vet for technical skills, saving you interview time. One US client built four high-performing Salesforce developer pods in Mexico within 30 days. EOR works best for hiring individual senior engineers. PJ contractors suit short-term projects but risk compliance issues for full-time work.
For detailed EOR setup processes, entity establishment timelines, and compliance comparisons, see our guide to hiring in Brazil.
What Is an Employer of Record for Hiring Brazilian Developers?
An EOR acts as the legal employer in Brazil while you manage the developer’s work. This lets you hire in 2-3 weeks without establishing a local entity. EOR providers handle payroll, benefits, CLT compliance, and IP protection clauses.
How Does an EOR Work for Tech Companies?
An EOR becomes the legal employer in Brazil on your behalf. You manage the developer’s work. They handle payroll, benefits, and compliance. This lets you hire individual developers without establishing a Brazilian entity. You maintain full control over code, technical direction, and product roadmap.
When Should Tech Companies Use an EOR?
Use an EOR when you need 1-10 developers quickly. It’s ideal for testing the Brazilian market before entity setup. Speed advantage: hire in 2-3 weeks versus 3-6 months for entity establishment. A Series A Med-Tech startup hired a DevOps engineer in under one week using an EOR.
Key EOR benefits for developers:
- IP protection clauses ensure code ownership stays with your company
- NDAs and non-compete agreements enforceable under Brazilian law
- Handles 13th month salary, FGTS, and other CLT requirements automatically
- No regulatory risk of worker misclassification
Cost: EOR services charge 15-25% of developer salary as service fee. For detailed EOR pricing, service comparisons, and when to establish a local entity instead, see our complete guide to hiring in Brazil.
Can You Hire Brazilian Software Developers as Contractors?
Yes, you can hire Brazilian developers as PJ contractors for short-term projects. But misclassification risks increase for full-time work. Brazilian labor courts examine actual working relationships, not contracts.
What Is a PJ (Pessoa Jurídica) Developer Arrangement?
PJ means the developer operates as a registered business entity (Pessoa Jurídica). They invoice you for services. No employment benefits required. Lower cost than full employment. Common for short-term projects or specialized consulting.
What Are the Risks of Hiring Developers as PJ Contractors?
Brazilian labor courts examine the actual working relationship, not contracts. Full-time hours, exclusive work, and direct management indicate employment. Misclassification triggers back-payment of all benefits plus penalties. Risk increases if developer works 40+ hours weekly for 6+ months.
Safe PJ use cases: Short-term projects under 6 months, part-time consulting, specialized roles (security audits, performance optimization). High-risk scenarios: Full-time developers working exclusively for your company, participating in daily standups, managed like employees.
For comprehensive contractor compliance requirements and PJ agreement templates, see our guide to hiring in Brazil.
How Much Does It Cost to Hire Software Developers in Brazil?
Brazilian developers cost 40-60% less than US equivalents. Mid-level developers earn $35,000-$50,000 versus $120,000 in the US. Senior engineers with 5+ years cost $65,000-$105,000 versus $160,000-$190,000 domestically. Specialized roles command premiums.
What Are the Salary Ranges by Seniority Level?
| Level | Brazil Annual Salary (USD) | US Annual Salary (USD) | Savings |
|---|---|---|---|
| Junior (0-2 years) | $25,000-$35,000 | $80,000-$95,000 | 60-65% |
| Mid-Level (3-5 years) | $35,000-$50,000 | $120,000-$140,000 | 58-70% |
| Senior (5-8 years) | $50,000-$75,000 | $160,000-$190,000 | 55-65% |
| Staff/Principal (8+ years) | $75,000-$105,000 | $190,000-$250,000 | 55-60% |
Notes: Salaries shown are gross annual compensation before employer taxes. Add 35-40% for total employer cost (benefits, FGTS, INSS). São Paulo commands 10-15% premium over other cities.
How Do Salaries Vary by Tech Stack and Specialization?
Specialized skills command 10-20% premiums over standard full-stack roles:
| Specialization | Brazil Annual Range (USD) | US Comparison | Key Notes |
|---|---|---|---|
| React/Front-End | $35,000-$65,000 | $120,000-$160,000 | Most common stack, abundant talent |
| Node.js/Back-End | $40,000-$70,000 | $130,000-$170,000 | Strong Python/Django availability |
| Full-Stack (React+Node) | $45,000-$80,000 | $140,000-$180,000 | High demand, versatile developers |
| DevOps/Cloud | $55,000-$90,000 | $150,000-$200,000 | AWS most common, Kubernetes premium |
| AI/ML Engineers | $60,000-$105,000 | $170,000-$280,000 | Scarce talent, São Paulo concentration |
| Mobile (React Native) | $40,000-$75,000 | $130,000-$180,000 | Flutter growing, native iOS/Android rare |
US Data Scientists in major tech hubs average $260,500 total compensation. Brazilian AI/ML engineers with equivalent skills cost $65,000-$90,000 including all employer obligations.
What Additional Employer Costs Apply Beyond Salary?
Total employer cost exceeds gross salary by 35-40% due to mandatory benefits:
- 13th month salary: 8.33% of annual salary
- Vacation bonus: 2.78% of annual salary
- FGTS deposits: 8% of monthly salary
- INSS social security: 20-28% of salary (tiered)
- Healthcare: Optional but common
Example: A senior developer earning $60,000 gross costs $81,000-$84,000 total annual employer cost. EOR providers charge an additional 15-25% service fee on top of this.
How Do You Hire Software Developers in Brazil?
Step 1: Define Technical Requirements and Budget
Map your tech stack to Brazilian cities with proven strength. São Paulo offers the deepest React and full-stack talent. Florianópolis attracts senior developers with lifestyle preferences. Campinas provides Python and data science specialists from UNICAMP. Set salary ranges based on seniority levels and specializations.
Step 2: Select a Hiring Method
Choose between four options: direct entity, EOR, contractor, or staff augmentation. EOR works best for 1-10 developers. Staff augmentation provides pre-vetted talent in 7-14 days. Speed versus compliance risk determines your choice.
Step 3: Source Candidates from Brazilian Tech Hubs
Prioritize São Paulo, Florianópolis, and Belo Horizonte for volume. Use LinkedIn, AngelList Brazil, and local job boards like Trampos.co. Partner with nearshore staffing agencies for pre-screened candidates. University partnerships provide access to recent graduates from USP and UFMG.
Step 4: Evaluate Technical Skills and English Proficiency
Run live coding challenges to assess problem-solving ability. Review GitHub portfolios for code quality and contribution history. Conduct technical interviews in English to test communication. Verify references from previous US clients. High cultural fit and strong technical communication drive retention.
Step 5: Draft Compliant Employment or Service Contracts
Include NDAs, SLAs, and IP rights protection clauses. Ensure contracts assign all code ownership to your company. Local IT law experts should review agreements. EOR providers handle standard employment contracts automatically.
Step 6: Onboard and Integrate Developers
Set up development environments before day one. Grant access to GitHub, Slack, and project management tools. Schedule daily standups within overlapping hours. Assign a senior developer as mentor. Treat nearshore developers as core team members, not external vendors.
What Should Employment Contracts Include in Brazil?
Employment contracts in Brazil must meet CLT requirements and include IP protection clauses. Contracts must be in Portuguese. All agreements should assign code ownership to your company and include NDAs.
What Language Requirements Apply to Brazilian Contracts?
Contracts must be in Portuguese to be enforceable. Local IT law experts should prepare all employment agreements.
What Clauses Are Mandatory Under CLT?
CLT requires explicit inclusion of all mandatory benefits: 13th-month salary, vacation, vacation bonus, FGTS, and INSS contributions.
How Do Intellectual Property Provisions Work?
Brazil adheres to international IP treaties. Comprehensive laws explicitly protect technology and software rights. The government prioritizes IP security to attract foreign investment. Properly structured IP clauses are enforceable.
What Confidentiality Agreements Are Enforceable?
NDAs are enforceable under Brazilian law when properly structured by local counsel.
How Do Non-Compete Clauses Apply in Brazil?
Enforceability is limited. Brazil’s regulatory environment is improving, with increasing alignment to international data protection standards.
How Do You Manage Brazilian Development Teams?
Managing Brazilian developers requires standard agile tools and practices. Time zone alignment enables real-time collaboration. Focus on clear communication, daily standups, and treating remote developers as core team members.
What Communication Tools Support Nearshore Collaboration?
Standard tools work. Geographical and cultural proximity enable real-time agile development without specialized infrastructure.
How Do You Conduct Effective Remote Standups Across Time Zones?
Near-perfect time-zone alignment means your entire distributed team operates during regular business hours. No scheduling gymnastics required. Faster feedback loops prevent the “overnight bottleneck” that plagues distant offshore operations.
What Project Management Practices Work Best?
Evaluate partnerships on Total Cost of Delivery (TCD) and Project Velocity, not lowest hourly rate.
TCD = Loaded Salary + Operational Overhead/Rework + Hiring/Attrition Costs
How Do You Build Strong Relationships with Brazilian Developers?
Invest in two-way cultural integration. High cultural fit drives retention. Treat relationship-building as a performance lever, not a soft skill.
How Do You Retain Brazilian Tech Talent?
Retention requires competitive compensation, career development, and USD-pegged contracts. Brazil’s tech market expects 12-17% salary increases in 2025. Invest in professional growth and treat developers as long-term team members.
What Benefits Attract Top Developers in Brazil?
USD-pegged compensation contracts stabilize local purchasing power. This single benefit significantly reduces attrition in volatile currency environments.
What Career Development Opportunities Do Brazilian Developers Value?
Professional development investment drives retention. Treat growth opportunities as a retention strategy, not a perk.
How Does Compensation Benchmarking Affect Retention?
Brazil’s tech market is competitive. Expect 12-17% salary increases in 2025 for Product and Development roles. Average projected inflation: 3-8%. Argentina outlier: 30-40% projected inflation. Turnover costs (lost productivity plus replacement) can erase initial salary savings quickly. The 60% baseline cost advantage provides buffer for competitive compensation adjustments.
Which Companies Benefit Most from Nearshoring to Brazil?
Growth-stage tech companies and enterprises benefit most from Brazilian developers. Startups extend runway with 40-65% cost savings. Enterprises scale development teams quickly. FinTech, HealthTech, and SaaS companies find specialized talent.
Is Nearshoring to Brazil Right for Startups?
Growth-stage companies ($5M–$100M revenue) face acute scaling constraints. Hiring delays stall product roadmap objectives while funding runway burns. Nearshoring extends development runway and accelerates time-to-market.
How Can Enterprise Companies Scale with Brazilian Teams?
Enterprise-scale operations are proven. One client built four high-performing Salesforce developer pods, demonstrating capacity for complex, multi-team platform development.
What Industries Align with Brazil’s Developer Expertise?
- FinTech: Brazil’s ecosystem includes major players like Stripe partnering with regional unicorns.
- HealthTech: Brazil is a hub for data science, AI/ML, and big data. A New York HealthTech startup used a São Paulo-based team to build predictive analytics dashboards.
- SaaS/EdTech: Strong capabilities in modern web development and AI integration.
How Does Brazil Compare to Other Nearshore Destinations?
Brazil ranks 5th on the Kearney Index versus Mexico (11th) and Colombia (13th). Brazil offers the largest talent pool and strongest AI/ML expertise. Mexico provides better proximity for West Coast teams. Argentina offers higher English proficiency but currency risk.
| Country | Kearney Rank | Key Strengths | Considerations | Best For |
|---|---|---|---|---|
| Brazil | 5th | Full-stack, AI/ML, largest talent pool | Complex tax system | Scale & depth |
| Mexico | 11th | Cybersecurity, compliance, proximity | Competitive market | US time zones |
| Argentina | — | High English proficiency (EF EPI: 584) | 30–40% inflation; currency risk | English-first |
| Colombia | 13th | Payment systems, PCI compliance | Smaller talent pool | FinTech |
Google operates engineering offices in both Brazil and Mexico. One FinTech achieved 50% monthly cost savings by building a compliant call center team in Colombia. Colombia offers pro-technology policies, startup incubators, and FDI tax incentives.
Frequently Asked Questions About Hiring Software Developers in Brazil
These are the most common questions US tech leaders ask about hiring software engineers in Brazil.
How long does it take to hire software developers in Brazil?
Through a nearshore staffing agency, you can hire vetted Brazilian developers in 2-4 weeks. Direct hiring through an EOR takes 3-4 weeks including technical interviews and reference checks. Setting up a local entity extends timelines to 3-6 months.
What programming languages do Brazilian developers specialize in?
Brazilian developers have strong expertise in React, Python, Node.js, Java, and Go. São Paulo and Florianópolis produce specialists in modern JavaScript frameworks and cloud-native technologies. React dominates front-end roles. Python is common for backend and data science.
How do you vet Brazilian developers’ coding skills?
Top agencies use live coding challenges, GitHub portfolio reviews, and technical interviews with US-based engineers. Look for firms that test real-world problem-solving, not just algorithm memorization. Verify references from previous US clients. Check for contributions to open source projects.
What if a Brazilian developer doesn’t pass probation?
Most staff augmentation firms offer 90-day replacement guarantees at no additional cost. Verify replacement terms before signing. Some agencies charge partial fees for early terminations. EOR providers typically don’t offer replacement guarantees since they only handle compliance, not vetting.
Can Brazilian developers work US hours for standups and meetings?
Yes. Brazil operates in UTC-3, which is 0-3 hours ahead of US time zones. Developers in São Paulo can easily attend 9am EST standups at 11am-12pm local time. This same-day overlap eliminates the overnight delays common with Asian offshore teams.
How do Brazilian developer salaries compare to other LATAM countries?
Brazilian senior developers cost $65,000-$105,000 versus $55,000-$85,000 in Colombia or Mexico. You pay a 10-20% premium for Brazil’s larger talent pool and specialized skills in AI/ML and fintech. Argentina offers similar pricing but currency volatility creates risk.
Do Brazilian developers need work authorization to work remotely for US companies?
No. Brazilian developers work as contractors or through an EOR in Brazil. No US visa or work authorization required. They remain Brazilian residents working remotely. For general employment requirements and EOR setup, see our complete guide to hiring in Brazil.
What Are the Key Considerations for Hiring Nearshore Developers in Brazil?
Five critical success factors:
- Prioritize Total Cost of Delivery over hourly rate. TCD captures true project economics.
- Implement EOR for compliance and speed. Non-negotiable for rapid, compliant market entry.
- Match domain needs to regional hubs. Strategic hub selection leverages proven local strengths.
- Invest in two-way cultural integration. Maximizes retention and minimizes project friction.
- Recognize the strategic value. Nearshoring breaks the US scarcity-inflation cycle while extending financial runway.
Ready to Hire Vetted Software Developers in Brazil?
Nearshore Business Solutions connects you with pre-vetted software engineers from São Paulo, Florianópolis, and Belo Horizonte. We screen for technical skills, coding proficiency, and English fluency. Then we handle EOR placement and compliance. You focus on building features. Our developers pass live coding assessments and come with a 90-day replacement guarantee.
Get a free consultation to discuss your tech stack needs and receive custom salary benchmarks for React, Python, DevOps, or full-stack developers.
