In 2025, the most successful companies aren’t just competing in local talent markets—they’re thinking globally. Global hiring expands your talent pool, reduces costs, and fuels innovation by tapping into diverse perspectives. Whether you need software developers from Colombia or customer representatives from Argentina, hiring internationally is now essential.

This guide will explain what global hiring entails, highlight its top benefits, and focus on three primary solutions:

1. Contractor agreements (including long-term engagements)
2. Employer of record (EOR) services
3. Staffing and recruitment agencies

We’ll also sprinkle in practical pointers for hiring from Latin America, a region that’s become a go-to source for high-quality talent.

What is global hiring?

At its core, global hiring means recruiting, onboarding, paying, and managing people who live outside your home country. Unlike local recruitment, it requires navigating:

• Labor laws and compliance in each jurisdiction
• Payroll, taxes, and benefits across different currencies
• Time zone differences and communication methods
• Cultural nuances and language considerations

According to Indeed’s hiring lab, 2024 saw surprising resilience in labor markets, but signs point to potential slowdowns in 2025, making global hiring an attractive hedge against local talent shortages and economic fluctuations (hiring lab, 2025).

Why global hiring matters now

Several trends converge to make 2025 the year of borderless recruitment:

1. Skill shortages and the expertise economy

• Contractor and consulting surge: Oyster’s 2025 global hiring report revealed a 46% increase in contractor engagements and a tenfold rise in consulting hires between 2023 and 2024 (Business Wire, May 30, 2025).
• Expertise economy: As budgets tighten, companies prefer on-demand experts over full-time headcount. This “expertise economy” means organizations build lean, specialized teams to tackle specific challenges.

2. Cost optimization and market expansion

• Lower costs, high quality: hiring in regions like Latin America often yields 20–40% cost savings on average compared to North America or Western Europe—without compromising skill levels (itbrief asia, 2025).
• Geographic risk mitigation: Diversifying headcount across multiple regions protects against localized downturns. If one market cools, your operations continue elsewhere.

3. 24/7 productivity and innovation

• Follow-the-sun model: distributed teams across LATAM, EMEA, and APAC enable work to continue around the clock. For example, an engineer in Argentina can hand off code to a QA team in U.S. a couple hours before their schedule even starts
• Diverse perspectives: global teams bring varied cultural insights, leading to more creative solutions and stronger problem-solving, key advantages in competitive industries (hr brew, June 2, 2025).

Top global hiring solutions

Contractor agreements: flexible for both short- and long-term needs

Hiring contractors—independent professionals working under a services contract—is one of the fastest ways to tap global expertise. While often seen as short-term or project-based, contractors can also be engaged for long-term and critical roles.

Why choose contractors?

• Speed and agility: You can onboard contractors in days, bypassing the months-long process of establishing a local legal entity.
• Cost control: no payroll taxes, mandatory benefits, or office overhead. You can negotiate payment agreements with more flexibility

Long-term contractor engagements

• Stable relationships: Many contractors prefer long-term engagements (6–12 months or more) for consistent income. By offering multi-month contracts with clear deliverables or standard service hours at competitive rates, you build loyalty and reduce turnover.
• Deep domain expertise: contractors often specialize in narrow technical stacks or specific industries. For example, hiring a senior DevOps engineer in Mexico on a 12-month contract can give you both stability and specialized skill.

Compliance considerations

• Misclassification risk: treating a contractor like a full-time employee—mandating fixed hours, exclusive work, or equipment provision—can trigger local employment laws. Penalties for misclassification can be severe.
• Global contractor platforms: use dedicated platforms (e.g., oyster, remote, deel) that handle contractor classification rules, ensure compliant contracts, and manage payments in local currency. According to Itbrief Asia, companies that use such platforms avoid costly compliance mistakes (Itbrief Asia, 2025). 
  

  Employer of record (EOR): fast, compliant full-time hiring

An employer of record (EOR) is a third-party organization that becomes the legal employer of your international hires. You manage day-to-day tasks, while the EOR handles payroll, taxes, benefits, and compliance.

Why use an EOR?

• Speed to market: onboard employees in days—no need to set up a foreign subsidiary.
• Local compliance: The EOR ensures contracts, terminations, and compensation adhere to local labor laws.
• Benefits administration: provide competitive local benefit packages (health insurance, paid leave, social security contributions) without managing multiple hr systems.

Named providers

• Remote, Oyster, and Deel are leading “owned-entity” EORs, meaning they have their legal entities in target countries. This ensures consistent service, transparent pricing, and stronger ip protection (business wire, may 30, 2025).

Ideal scenarios

• Long-term headcount: when you need dedicated full-time staff abroad—e.g., opening a development center in Uruguay.
• Compliance-heavy regions: countries with complex labor laws (e.g., Germany, Canada, France) where missteps are costly. 
  

  Staffing and recruitment agencies: expert sourcing and screening

Even with contractors and EORs sorted, finding the right people still requires targeted sourcing. Recruitment agencies that specialize in global hiring can accelerate the process and ensure you get high-quality candidates.

What agencies offer

• Local market expertise: they know salary benchmarks, cultural fit factors, and preferred sourcing channels in each region.
• Vetted candidate pools: pre-screened talent reduces time spent on unqualified applicants.
• Full recruitment lifecycle: They handle the heavy lifting from crafting localized job descriptions to conducting first-round interviews.

When to use an agency

• New market entry: if you’ve never hired in Colombia or Mexico before, an agency can guide you on where to find top software engineers or digital marketers.
• High-volume hiring: For roles like customer support or sales, agencies can tap 1,000+ candidate databases to fill bulk positions quickly.
• Niche roles: when you need specialized skill sets—like AI/ML engineers in Brazil—agencies with deep networks can target passive candidates who aren’t on job boards.
• Need to prioritize core activities while delegating the recruitment to trustworthy experts.

Key benefits of global hiring

1. Expanded  talent pool and specialized skills

• Latin American advantages: Latin American countries like Mexico, Colombia, and Argentina have become software development powerhouses. Cities such as Bogotá, Medellín, and Buenos Aires host thousands of skilled engineers whose rates average 20–30% below North American benchmarks, but quality remains top-tier.

2. Cost efficiency

• Reduced labor costs: even accounting for EOR fees or contractor platform rates, the total cost of hire can be 25–50% lower than domestic recruitment.
• Operational savings: no need to set up offices or local entities; EOR handle statutory filings, local payroll software, and benefits administration.
• Flexible budgets: engage contractors for project peaks—no fixed overhead when work slows down.

3. 24/7 operations and faster time-to-market

• Follow-the-sun model: with teams in LATAM, EMEA, and APAC, product development cycles and customer support run without pause. Engineers in Brazil, for example, can resolve a bug reported by U.S. customers before the weekend.
• Faster scaling: agencies and contractor platforms can source qualified candidates in 2–4 weeks, versus 12–16 weeks for local senior hires.

4. Increased diversity and innovation

• Global perspectives: remote teams blend cultural insights, leading to more creative solutions. For example, a marketing campaign co-created by teams in Colombia and Germany often resonates better in multiple regions than one developed in isolation.
• Employee satisfaction: Studies show that diverse environments improve employee engagement and retention, which are key factors in a tight labor market.

Best practices for hiring from Latin America

If you’re targeting Latin America, keep these tips in mind:

1. Leverage time zone overlap:
   • Argentina, Colombia, and Mexico share 1–3 hours of overlap with U.S. Eastern time—ideal for daily stand-ups and real-time collaboration.
2. Understand cultural dynamics:
   • Latam professionals value personal relationships and clear communication. Invest time in virtual “get to know you” sessions to build trust.
3. Competitive compensation:
   • While rates are lower, ensure salaries reflect local benchmarks. A software engineer in Buenos Aires might expect the equivalent of USD 2,500–4,000 per month, depending on seniority.
4. Language proficiency:
   • Many Latin American developers are bilingual (Spanish/English). Clearly state language requirements in your job postings and assess fluency during interviews.

Quick compliance checklist

Even if you use contractors or an EOR, keep these compliance points on your radar:

• Contractor contracts:
  • Define scope, deliverables, payment terms, and IP ownership. Explicitly state that the contractor is responsible for their taxes.
• EOR agreements:
  • Confirm that the EOR has a local legal entity (owned-entity EOR) and provides clear details on benefits, termination clauses, and taxes.
• Data privacy:
  • Comply with GDPR (for EU hires) or LGPD (for Brazilian hires). Use secure HR platforms with data localization or encryption.
• IP and confidentiality:
  • Include IP assignment and NDA clauses in every contract to protect patents, trademarks, and trade secrets.

Final thoughts: build your global dream team now

In 2025, global hiring isn’t just a trend—it’s a competitive necessity. By prioritizing contractor agreements, leveraging employer of record services, and partnering with staffing agencies, you can:

• Scale faster: fill critical roles in 2–4 weeks instead of months.
• Cut costs: save 25–50% compared to local recruitment.
• Access top talent: hire senior-level professionals in LATAM
• Drive innovation: build diverse, creative teams that outperform homogeneous groups.

Ready to get started?

As easy as scheduling a call or filling in the survey, we can help you build teams with latin American workforce. We also have great partnerships that allow you to get junior developers with tailored training and mentorship so they can fulfill your specific needs, or senior tech roles in an hourly-based agreement.

The best part is that it doesn’t matter if you want a staffing or a recruiting service, you’ll get our risk-free guarantee, while saving up to 40% on employees’ salaries thanks to our nearshoring focus.

Don’t let local talent shortages hold you back. Embrace global hiring today and unlock the full potential of an international workforce—wherever the best candidates live.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

Finding the perfect candidate for your company can feel overwhelming. Whether you’re looking to fill a specialized role, scale your team quickly, or hire top executives, partnering with the right recruiting firm can make all the difference. But with so many agencies out there, how do you choose the one that’s best for your needs?

In this blog, we’ll walk you through the key steps to help you select a recruiting firm that can attract, vet, and hire great talent efficiently and effectively.

1. Define Your Hiring Needs Clearly

Before you start looking for a recruiting firm, make sure you know exactly what you’re hiring for. Are you looking to fill temporary roles, permanent positions, or leadership roles? What skills and experience are must-haves? Having a clear hiring plan helps you focus on agencies that specialize in your needs, which saves time and leads to better results.

At Top Latin Talent, we start by asking questions about the type of employment, job requirements, desired experience, key skills, your interview process, budget, and English language needs. Having this information upfront helps us move quickly and efficiently.

2. Look for Industry Specialization

Some recruiting firms are generalists, while others focus on specific industries or job types. A firm that knows your industry will understand the unique challenges, necessary skills, and the kind of candidates that will succeed in your roles. This kind of specialization often leads to better-quality hires and faster results.

We’d love to say we can hire for any position, but to be honest, we’re not the best fit for every industry. For example, we recently received inquiries for hospitality and machine operator roles, but we weren’t confident we could find strong candidates in those areas. Our strengths are in tech roles like software engineers, data and AI professionals, UX designers, and also marketing, sales, and customer service. Many of our recruiters have real experience working in the same departments they now recruit for.

3. Understand Their Recruitment Process

It’s important to know how a recruiting firm finds and vets candidates. Ask about their sourcing methods, screening process, and how they evaluate cultural fit. A clear and structured process not only improves candidate quality but also keeps you in the loop from start to finish.

When you’re ready to start working with Top Latin Talent, we’ll just need three things: a signed service agreement, the job requirements, and a $50 initiation fee. From there, we begin sourcing and screening candidates. Within 5 to 8 business days, you’ll receive 3 to 5 pre-screened profiles. We evaluate candidates based on their skills, fit for your team, and English proficiency (if needed). After that, you can begin interviews or share feedback for another round. You can click here to schedule a meeting with us to get started.

4. Assess Their Network and Candidate Pool

A recruiting firm’s network is one of its biggest strengths. Ask how large and active their candidate database is, and how they maintain relationships with top talent. A wide and well-connected network increases your chances of finding the right person faster.

We have a strong network of candidates in the tech space, which allows for quick placements. But we don’t rely on our database alone. We also conduct an active search to make sure we’re presenting the best people for your specific needs.

5. Clarify Fees and Contract Terms

Recruiting fees can vary a lot. Some firms work on contingency, others charge a flat fee, and some operate on a retainer. Make sure you understand how they charge, what’s included, and if they offer any kind of guarantee or replacement policy. Clear terms help avoid misunderstandings and build trust.

Our service agreement is simple. For direct full-time hires, around 80% of the fee is due 90 days after the candidate’s start date, but only if they’re still employed. If they leave for any reason before that, you can choose to either have us find a one-time replacement or skip paying that final fee.

6. Consider Communication and Flexibility

Hiring needs can change quickly, so it’s important to work with a firm that communicates clearly and can adapt as needed. Good communication keeps everything on track, and flexibility means your partner can handle fast-moving or high-volume hiring when it comes up.

At Top Latin Talent, we value clear, open communication. You’ll have a dedicated point of contact to share updates, changes to the role, feedback, or if the position has been filled. Your updates help us manage expectations and maintain a good experience for everyone involved.

7. Decide Between Local and National Firms

Local recruiting firms often know your regional market well and can offer a personal touch. National or international firms might have access to a wider talent pool and more tools. Think about whether your priority is local insight, reach, or a bit of both.

Top Latin Talent has recruiters based in both the U.S. and Latin America. We understand regional markets and can help suggest the best locations for sourcing talent, depending on your goals.

Summary Table: What to Look for in a Recruiting Firm

Questions to Ask Potential Recruiting Firms

• Can you share examples of similar roles you’ve filled? 
• How do you find and screen candidates? 
• What does your fee include, and how does payment work? 
• How do you handle urgent or high-volume hiring? 

Choosing the right recruiting firm is a smart, strategic move that can make a big impact on your team’s success. By clearly outlining your needs, asking the right questions, and picking a partner who understands your industry, you’ll be on your way to making better hires faster.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

Overcoming any stereotype, Latin American (LATAM) workforce and the development of Latam careers have transitioned from an emerging region to a high-potential hub for global tech talent. With millions of annual graduates, world-class universities, a strong emphasis on STEM education, and expanding internet infrastructure, the region is increasingly recognized for its high-caliber workforce ready to contribute to the global digital economy. This blog explores how Latam’s higher education systems shape its workforce, the top institutions producing elite professionals, and why companies worldwide are turning to Latam careers as a cornerstone of their hiring strategies.

How higher education systems work in Latin America

Higher education in Latin America is complex, diverse, and rapidly evolving. Across 21 countries, the systems differ significantly in terms of governance, access, and public versus private participation. Broadly speaking, Latam careers’ development falls into two categories of institutions:

• University institutions: academically oriented, research-intensive, and selective. Common in Brazil, Chile, and Peru.
• Non-university institutions: focused on technical and vocational training. Prominent in Argentina, Chile, and Uruguay.

Many countries operate hybrid models. For example:

• Brazil: dominated by private institutions and growing online learning. Public institutions are elite and highly selective, focused on graduating the best of the best.
• Argentina and Uruguay: mostly public systems with a strong emphasis on academic equity and with public policies that deliver the best teachers for the biggest amount of people.
• Chile: features a mix of public and private universities, heavily regulated.

The region has seen a massive expansion: from just under 1 million higher education students in the 1970s to over 30 million in 2019. Online learning, public-private partnerships, and international collaborations are now shaping the next era of growth in Latam careers.

Top universities in Latin America

Several Latin American institutions have made significant strides in global and regional rankings. According to the Times Higher Education, Latin America university rankings 2024, the following universities lead in teaching, research, and international outlook:

These universities are driving the region’s contribution to science, technology, and innovation. Brazil, in particular, dominates research output in Latin America, responsible for over 60% of the region’s publications and significantly shaping the future of Latam careers.

Latam’s tech sector: emerging power and achievements

The higher education boom has fueled a parallel explosion in the tech sector. With over 2 million tech professionals and 20,000 startups, Latam is becoming a critical contributor to global innovation and career development.

Key achievements:

• Brazil: a $45 billion it market, leading AI research, and fintech giants like Nubank driving digital finance.
• Mexico: between them and Brazil, they graduate over 600,000 software engineers annually; a thriving hub for nearshoring and software exports.
• Colombia: rapid fintech adoption and home to major unicorns like Rappi, which has expanded across Latam and into North America.
• Argentina: globally recognized software developers; increasing international venture capital investments and it service exports.

National AI strategies, innovation hubs, and aggressive STEM education policies across countries demonstrate how Latin American governments are fueling the region’s transformation into a global tech engine. For professionals pursuing Latam careers, these developments mean greater access to modern tools, international projects, and career mobility. For you, it means great professionals at lower expenses.

How Latam careers evolve in a booming market

Latam professionals are increasingly developing their careers within vibrant, fast-paced tech environments. Many of them begin by studying in top regional institutions and enter the workforce through internships, coding bootcamps, or industry-sponsored training programs.

What sets Latam careers apart is how professionals blend deep academic preparation with practical, real-world experience. Universities across the region maintain strong partnerships with startups and multinationals, offering students early exposure to large-scale systems and agile development environments.

These professionals often work in innovative startups, develop products for fintech, healthtech, and AI-driven solutions, and gain international certifications such as AWS, Azure, or Google Cloud credentials. As they grow within Latin America’s rapidly expanding digital economy, they bring global-level skills, industry insight, and technical maturity to international companies seeking elite teams.

Latam careers, in this context, are not isolated regional trajectories—they’re launchpads for cross-border collaboration and integration into global tech ecosystems.

Rethinking nearshoring: Latam talent on a global stage

Nearshoring to Latin America is no longer just about cost efficiency or time zone advantages—it’s about tapping into a highly skilled, career-driven workforce. The region is home to developers, designers, data analysts, and engineers (AI, front-end, Back-end, full-stack, cloud architecture, and more),  who have honed their skills in local tech hubs, contributed to global SaaS platforms, and worked in agile teams delivering impactful results.

When companies nearshore to Latam, they gain more than just an extra pair of hands—they get professionals with robust academic foundations and years of experience solving real-world problems. These individuals are trained to collaborate in multicultural teams, understand product lifecycles, and adapt to fast-changing technologies.

Professionals with Latam careers can match—and often exceed—the standards of teams from more established tech markets. Whether it’s building scalable apps, optimizing cloud infrastructure, or crafting UX for millions of users, Latin American engineers and tech workers are delivering world-class results.

How companies can benefit from Latam careers

For companies in North America, Europe, or Asia, building teams through Latam careers offers strategic advantages:

• Access to talent pools: tap into an extensive base of experienced developers, engineers, and specialists.
• Real-time collaboration: benefit from minimal time zone gaps for seamless team integration.
• Scalable hiring: quickly scale departments with professionals familiar with international standards.
• High engagement: Latam professionals value growth, often contributing long-term to projects and becoming core team members.

Global companies working with Latin American professionals are gaining an edge not only in execution speed and productivity but also in innovation and product quality. As easy as scheduling a call or filling in the survey, you can get our help to build a great team, and save up to 50% on salaries, while keeping a professional with this kind of education and experience. It’s also risk-free and most of the payment (80%) will be only after you witness first person how great Latam talent actually is.

How Latam careers support global innovation

Professionals in Latam careers are increasingly contributing to cutting-edge fields. From developing ai tools to deploying scalable cloud systems, these experts are helping shape the future of technology:

• Fintech: developers across Latin America built platforms like Nubank and Mercado Pago that serve millions.
• Healthtech: engineers behind platforms like Doctoralia support more efficient healthcare access.
• E-commerce: Latam tech talent powers backend operations for regional leaders like MercadoLibre and international clients.

These achievements reflect the maturity, capability, and innovation mindset embedded in Latam careers. Companies that tap into this workforce benefit from skilled professionals who deliver both speed and quality at scale.

Conclusion: why Latam careers are a smart investment

The case for investing in Latam careers is stronger than ever. With robust educational infrastructure, globally ranked universities, and a tech ecosystem full of momentum, Latin America stands as one of the world’s most exciting talent markets.

By hiring from Latin America, companies get access to professionals who have developed their expertise in thriving regional tech hubs and are now ready to contribute to international success. Whether you’re scaling your engineering team, launching a new digital product, or building long-term innovation capacity, Latam careers offer the talent depth and strategic value your business needs.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

On the flexible hiring models, there are some giants that we all know so, exploring Fiverr/ Upwork alternatives to fill skill gaps and efficiently and complete projects efficiently is always a great-to-have knowledge. With an overwhelming number of freelance platforms and hiring models—Fiverr, Upwork, Toptal, and beyond—how do you choose the right option? And how does nearshoring from Latin America compare?

This comprehensive guide explores the most popular Fiverr alternatives and Upwork alternatives, compares their pros and cons, and reveals why nearshoring from Latin America is often the smartest choice for long-term value and quality.

How Fiverr works

Fiverr is a global gig marketplace where freelancers (called “sellers”) offer services as pre-defined packages called “gigs.” clients browse and purchase these gigs with clear pricing tiers, quick delivery timelines, and minimal project management overhead. They have a pro and enterprise plan that offer access to vetted professionals and enterprise-scale freelance team management.

Fiverr pricing

• Fixed-rate services
• Buyers pay upfront; funds are held in escrow
• Sellers receive 80% of the payment (Fiverr takes 20%)

Pros

• Transparent, fixed pricing
• Vast pool of creative and digital professionals
• Quick hiring process via AI assistant (neo)
• Global talent access

Cons

• Quality varies widely
• Limited customization for complex projects
• Communication challenges with short gigs
• High platform fees

How Upwork works

Upwork is a proposal-based platform. Clients post jobs and receive bids from freelancers. Alternatively, they can purchase pre-scoped “project catalog” services or invite specific freelancers to interview. Upwork supports both hourly and fixed-price contracts, and its enterprise option provides talent sourcing and compliance support.

Upwork pricing

• Hourly or fixed-price contracts
• Upwork charges freelancers 0-15% of earnings

Pros

• Huge talent marketplace across all industries
• Job success score (jss) and client reviews help with vetting
• Freelancers are available for short- and long-term work
• Ai tools (uma) assist in writing job posts and matching candidates

Cons

• Time-consuming hiring process
• High competition among freelancers
• Variable quality of talent
• Extra costs for premium support and services

How Toptal works

Toptal is one of the most important Upwork alternatives/ Fiverr Alternatives, being a curated network of elite freelancers, especially in tech and finance, it addresses a huge concern when hiring freelancers: quality control. Its screening process accepts only the top 3% of applicants, and Toptal matches companies with highly vetted talent.

Toptal pricing

• $500 deposit to start (converted into credit for your first hire or refunded)
• $80 to $230/hour for freelancers

Pros

• High-quality, vetted talent
• Dedicated support and project management
• Flexible hiring (short- or long-term)

Cons

• High cost and secrecy among freelancers regarding their fees.
• Limited availability for niche roles
• Lengthy onboarding

Main Toptal, Fiverr, and Upwork alternatives

What is nearshoring from Latam and how it can be one of the Fiverr/Upwork alternatives?

Nearshoring is the practice of outsourcing roles or projects to nearby countries, like hiring remote professionals in Latin America (Latam) while your company is based in the U.S. or Canada. Latam has become a preferred nearshoring destination due to its large pool of bilingual, highly skilled, and cost-effective tech professionals, and one of the most solid Fiverr/ Upwork alternatives.

How it works

It involves working with specialized talent sourcing firms like top Latin talent to find and hire qualified candidates across various roles. These firms handle everything from sourcing and vetting to cultural alignment and time zone matching.

When should you nearshore?

This is an ideal solution for companies that:

• Need long-term roles filled by dedicated professionals
• Are scaling development, customer service, or marketing teams
• Want the quality of full-time hires without the cost of local recruitment
• Value real-time collaboration over asynchronous freelancer engagement

Why nearshoring from Latam beats hiring freelancers

Freelance platforms are great for quick, task-based needs. But if your business requires continuity, deeper collaboration, and stronger alignment with brand goals, nearshoring is the better route.

Top Latin Talent vs Upwork, Fiverr, and Toptal

There are several reasons why you should consider nearshoring with the help of an agency like Top Latin Talent. Let’s review the benefits of the main freelance services and see how we can provide outstanding solutions to your needs:

An outstanding Fiverr alternative

What makes us shine as a Fiverr alternative is that they charge the sellers a 20% fee (and that gets transferred to the final price that you pay), we have a transparent 0-dollar fee for a lot of tech roles like developers (front-end, back-end, or full stack), UI/UX designers or QAs. Starting at $20 /hour

Achieving this for short-term needs is possible thanks to our strategic partnerships. For the long-term requirements, there’s a flat fee of 15% of the yearly salary of the position you are looking for, capped at $5000, with almost 80% of the payment contingent on your satisfaction with the hire 90 days after (for full-time contracts).

Also, with our tailored process, you get the best candidate selected for your needs, instead of a “gig” of services.

The best among Upwork Alternatives 

 We are also one of the best Upwork alternatives because, for a similar fee (0-15%) we do all the searching, pre-vetting, and outreaching part of the job. Instead of posting the job that you need to get done, reviewing all the bids that you receive, or searching through hundreds of portfolios. You just need to let us know your needs and requirements, and let us find someone who can fulfill those needs. 

Even if we can find different matchingprofessionals for almost any position that you may have, our partnership also allows us to provide full-time junior developers, who will receive the supervision of a senior for one entire year and can receive specific training tailored to your needs at a total cost of $2862/month. With a $0 recruitment fee and no hidden costs.

A cost eficcient Toptal Alternative

Agreeing with Toptal in the concern about getting the best talent possible, the key difference is that we don´t keep the workforce for ourselves. Once we find the person for your job, you know exactly how much you are paying directly to them, and once our fee is paid, there is no extra cost added. Also, even if the $500 deposit is refundable, it can be a lot just to start searching. With us, you’ll only pay a $50 fee to start a search, then a second installment of 3% of the yearly salary on the day that your candidate starts working, and a final fee of 12% of the yearly salary contingent on your satisfaction after a trial period.

A great solution beyond freelancer contracts

Finally, regarding the size of the pool of candidates that you get, the benefits of nearshoring are just unbelievable: Freelance.com has around 60 million freelancers; Upwork has 18 million, Fiverr statistics are not clear, though they have an estimate of 380.000 sellers. But all of these numbers fall short when you compare with a recruiter actively searching an in-house database but also hunting awesome candidates from the total workforce of Latin America, with around 331 million people, that only an experienced recruiter knows how to navigate to find the best candidates for you.

Adding the control that you’ll have when you have a direct contract with your hire instead of an intermediary, and the chance to build a long-term working relationship with your hire, you’ll find that nearshoring with our help is a great alternative to these platforms.

Some could think that the key difference is the time that you need to recruit. But with us, the period to get a pool of candidates is between 4-8 business days. As easy as scheduling a call or filling in the survey.

Conclusion: choosing what’s best for your business

If you’re launching a quick one-off project or need creative services on a budget, platforms like Fiverr and Upwork offer flexibility and access. For premium talent, Toptal provides curated expertise. But for companies aiming to build sustainable, high-performing teams, nearshoring from Latam offers the best balance of affordability, reliability, and integration.

By working with a firm like Top Latin Talent, you gain access to top-tier professionals at a fraction of the cost, with full support and risk-free hiring guarantees. Whether you’re scaling tech, marketing, or support operations—now is the time to rethink how you hire. 

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

There are several agile methodology examples, but let’s start from the beginning. At this point in human history, assuming that you haven´t been living under a rock, we all know that we are living in a technological and communicational revolutionary time. Thanks to the internet, your clients, your providers, yourself, and even us, we all want everything as soon as possible; we need things done now and good. 

Flexibility, speed, and collaboration are non-negotiables for high-performing it teams, especially. That’s where agile comes in. Whether you’re building a mobile app, optimizing cloud infrastructure, or developing intelligent algorithms, integrating an agile methodology into your workflow can make all the difference.

In this blog, we’ll explore detailed agile methodology examples, how to apply them in daily routines, and which frameworks fit best depending on your team composition. From front-end developers and cloud solutions architects to UX/UI designers and AI/ML engineers, agile creates space for every role to thrive. If you’re hiring remotely—especially in high-talent regions like Latin America—knowing how to build an agile-driven team is crucial.

What is agile methodology?

Agile methodology is a flexible, iterative approach to project management that breaks large tasks into smaller cycles called sprints or iterations. The aim is to deliver working software or functionality quickly, gather feedback, and adapt fast.

Unlike traditional models like waterfall, agile focuses on real-time problem-solving, collaboration, and delivering value early and often. Each agile methodology example demonstrates how this approach allows tech teams to continuously optimize and course-correct based on real results.

Agile methodology vs. Traditional project management

For tech roles like back-end developers and AI/ml engineers, this adaptability ensures that product iterations evolve naturally with user needs, system requirements, and market shifts.

Popular agile methodologies and real-world examples

Here’s some agile methodology examples for each of the major frameworks, along with real companies successfully applying them.

Scrum

• How it works: time-boxed sprints (1–4 weeks), daily standups, defined roles (scrum master, product owner, team).
• Agile methodology examples: Spotify’s engineering squads use Scrum in tightly focused sprints to release frequent updates, improve their UX/UI, and enhance music recommendations with real-time feedback loops.

Kanban

• How it works: visual workflow management using boards with columns (to do, in progress, done).
• Agile methodology examples: Atlassian teams use Kanban to continuously improve Jira features, allowing front-end developers to manage UI tasks without overloading work queues.

Extreme programming (XP)

• How it works: emphasizes technical excellence—pair programming, test-driven development, continuous integration.
• Agile methodology examples: Facebook has adopted XP practices like pair programming to enhance code quality and rapid iteration in its core infrastructure, ensuring scalability for AI/ML features.

Feature-driven development (FDD)

• How it works: focuses on feature planning, iterative design, and frequent delivery.
• Agile methodology examples: a multinational bank uses FDD to roll out secure new features for its mobile banking app every two weeks.

Lean

• How it works: eliminate waste, optimize workflows, deliver only what adds value.
• Agile methodology examples: Toyota (yes, agile works beyond IT) pioneered Lean to reduce inefficiencies—now applied by tech firms to streamline product roadmaps and reduce development cycles.

Adaptive software development (ASD)

• How it works: emphasizes speculation, collaboration, and learning in high-uncertainty environments.
• Agile methodology examples: Startups in Latin America use ASD to pivot product direction based on customer feedback, enhancing market fit while keeping costs lean.

Pros and cons of each agile methodology

If you’re hiring from Latin America, many agile-trained professionals are well-versed in these frameworks—especially Scrum and Kanban—which makes remote integration seamless.

Implementing agile methodology in your it team

To apply agile effectively, consider this step-by-step agile methodology example:

1. Evaluate your team’s readiness
• Are team members open to collaboration and feedback?
• Do you have roles like product owner or scrum master defined?
2. Choose your framework
• Scrum for time-boxed goals (ideal for AI/ML engineers and app dev teams)
• Kanban for continuous workflows (great for UX/UI designers and front-end developers)
3. Adopt agile tools
• Tools like Jira, Trello, and monday.com help organize sprints, track progress, and visualize deliverables.
4. Start small
• Implement agile on a single product or feature with one team. Use that agile methodology example to refine your broader rollout.
5. Use metrics
• Monitor sprint velocity, throughput, and customer feedback to continuously improve.

Agile in daily work: real-world routines

Here’s one of a lot of possible week-long agile methodology examples that illustrates how agile shapes everyday life:

Monday: sprint planning

• Product owners define sprint goals. The team estimates story points and commits to deliverables.

Tuesday to Thursday: execution & daily standups

• Each morning, the team shares what was done, plans for the day, and blockers.
• AI/ML engineers and cloud architects review pipeline issues collaboratively.

Wednesday: backlog grooming

• UX/UI designers update priorities based on customer feedback.

Friday: sprint review and retrospective

• Stakeholders review progress. The team discusses wins and improvements.

Why agile teams perform better (and how to build one remotely)

Agile teams outperform traditional ones because they:

• Deliver faster through short, focused sprints
• Adapt quickly to changing requirements
• Collaborate better through daily touchpoints
• Drive innovation by encouraging experimentation and autonomy

When hiring it talent—whether it’s a back-end developer or cloud solutions architect—look for candidates with agile experience. Latam has emerged as a top region for sourcing remote agile professionals thanks to:

• Time zone alignment with North America
• Strong technical education
• Cultural compatibility with agile values like ownership and transparency

As easy as scheduling a call or filling in the survey, we can help you build teams with experience in agile methodologies so you don’t lose a second through direct hires. We alse have great partnerships that allow you to get junior developers with tailored training and mentorship so they can fulfill your specific needs, or senior tech roles in an hourly-based agreement.

The best part is that it doesn’t matter if you want a staffing or a recruiting service, you’ll get our risk-free guarantee, while saving up to 40% on employees’ salaries thanks to our nearshoring focus.

Final thoughts

Using agile isn’t just about improving project delivery—it’s about unlocking your team’s potential. With clear frameworks like Scrum and Kanban, you create an environment where every IT role can succeed, from UX/UI designers to AI engineers.

And if you’re expanding your team remotely, especially in Latin America, choosing candidates who already thrive in agile environments will make your transition smoother and your outcomes stronger.

Ready to build an agile-driven team that delivers real results? Start with the right methodology—and the right people.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.

IT staffing and IT recruitment are two of the main strategies that most companies are following these days to build their way to success. In fact, 40% of the U.S companies, according to Harvard Business Review, outsource their recruitment and hiring processes. We have covered the benefits of doing so in this blog. But, besides all the great reasons, any company, start-up, or enterprise should know the difference between IT staffing and IT recruiting, so they can choose the model that truly helps them with their growth needs.

Smart entrepreneurs, business owners, or CEOs have great ideas, smarter ones have outstanding execution plans, but the smartest of them have the best people and the most remarkable talents around working with them. In order to achieve this, you need to understand that not all hiring models are created equal. IT staffing and IT recruitment are often used interchangeably, yet they represent two distinct strategies with different outcomes. While both aim to connect businesses with qualified talent, the approach, purpose, and long-term value can vary significantly. Sometimes you need to expand, having reliable people under close supervision; sometimes you need to finish a product as soon as possible, no matter who or how; sometimes you need to entrust your vision to someone with great capabilities and a partner mindset.

In this guide, we’ll break down the differences between IT staffing and recruitment, explore how each model works, highlight their benefits, and ultimately help you decide which approach aligns best with your business goals.

What is IT staffing?

IT staffing refers to the process of hiring temporary, contract, or project-based IT professionals through third-party staffing agencies. These agencies maintain large networks of pre-vetted candidates and are designed to help companies fill roles quickly—sometimes within days.

This model is particularly helpful when companies face unexpected surges in demand, need specialized technical skills for short-term projects, or want to reduce the administrative burden of onboarding new hires. The key here is quick expansion or product deadlines; things that just need capable hands working on satisfying your technical needs starting yesterday.

How does IT staffing work?

The IT staffing process is simple and fast-paced:

1. Requirement definition: the business outlines its needs—such as the specific role, skills, and project duration.
2. Candidate search: the staffing agency identifies candidates from its existing talent pool (sometimes, they can even have pre-build teams)
3. Screening & submission: candidates are lightly screened and submitted to the employer.
4. Onboarding: Once selected, the candidates begin work, often under the agency’s payroll, and your business pays the agency directly. They’ll keep control over the talent, they oversee the supervision of the employees, and you just need to focus on other key administrative activities.
5. Project completion: when the contract ends, so does the engagement—unless extended.

This model focuses on speed and efficiency, helping companies close talent gaps without committing to long-term hiring.

What is IT recruitment?

IT recruitment focuses on sourcing, vetting, and hiring full-time employees who join the organization permanently. Recruitment agencies specialize in understanding a company’s long-term goals, culture, and talent needs to ensure a strong, lasting fit.

While recruitment takes around two weeks to define a pre-vetted pool, and after that, you are still responsible for the hiring process of your favorite candidates, it delivers deeper value, especially for businesses looking for steady growth, building internal teams, and retaining top talent over time.

How does recruitment work?

The recruitment process is consultative and thorough:

1. Needs analysis: the recruiter works closely with the company to understand technical requirements and cultural expectations.
2. Talent sourcing: active and passive candidates are identified through targeted outreach, and database analysis
3. Screening: candidates go through tailored screenings and are filtered by their adequacy to the company’s needs and values.
4. Client interviews: finalists are interviewed by the company’s leadership or HR team.
5. Hiring & onboarding: once a candidate is selected, the agency assists with offer negotiation and onboarding support.

Recruitment is about long-term alignment, not just immediate availability. IT helps businesses secure employees who grow with the company and contribute strategically.

IT staffing vs. IT recruitment: key differences

While both models help companies access IT professionals, their purpose and impact differ greatly.

When should you use IT staffing?

IT staffing is a great choice when:

• Your business is facing a sudden spike in workload
• You need to cover employee absences or leaves
• A project demands a specific skill not available internally
• You want to test talent before making a long-term commitment
• Your internal hiring resources are limited

The key advantage of IT staffing is its agility. IT allows you to adapt quickly to change without disrupting operations.

The benefits of IT staffing

Here are some of the most compelling advantages of choosing IT staffing:

1. Fast access to talent

IT staffing agencies maintain large networks of candidates, allowing you to fill roles quickly—ideal for urgent projects or fast-growing startups.

2. Reduced hiring overhead

The agency handles recruiting, screening, onboarding, payroll, and even compliance. Your team stays focused on core operations.

3. Flexibility

Scale your team up or down based on project needs. When the work is done, contracts can be ended without complications.

4. Specialized skills

Whether you need a devops expert or a front-end developer with a rare tech stack, staffing agencies can provide niche talent fast.

5. Minimal risk

Since contract workers aren’t full-time employees, there’s less long-term liability. If the fit isn’t right, you can request a replacement.

The benefits of recruitment

While IT staffing offers speed and flexibility, IT recruitment provides a more strategic advantage—especially for companies looking to grow sustainably. Here’s why:

1. Stability and retention

Permanent employees are more likely to stay with the company, build relationships, and develop deep knowledge of your systems and processes.

2. Cultural alignment

Recruiters take the time to ensure new hires fit with your company’s values and work style, fostering a more cohesive team environment.

3. Higher ownership and accountability

Full-time employees often show greater commitment, initiative, and innovation because they are invested in the company’s success.

4. Leadership development

Long-term hires can be nurtured into leadership roles, contributing to succession planning and reducing the cost of external hiring down the road.

5. Brand loyalty

Recruiting builds a team that feels connected to your mission, driving engagement, performance, and long-term productivity.

6. Strategic talent building

Recruitment is not just about filling roles—it’s about finding the right people who can grow with the company and support future innovation.

IT staffing: use it, but know its limits

It’s important to recognize that IT staffing is not a one-size-fits-all solution. While IT offers fast access to skills, IT lacks the depth, integration, and commitment that full-time employees bring to the table.

Staffing is ideal for:

• Short-term goals
• Urgent resourcing
• Specialized tasks
• Project-based delivery

But for strategic functions like architecture, product development, team leadership, and digital transformation, IT recruitment delivers far greater value.

How to choose between an IT staffing agency and a recruitment agency

The decision between IT staffing and recruitment depends on your business needs, budget, and hiring philosophy. Ask yourself:

• Are you building a long-term team or just filling temporary gaps?
• Is the role mission-critical, or task-specific?
• Are you prioritizing cost-efficiency or long-term value?
• Do you have internal capacity to support recruitment?

If your answers lean toward short timelines, flexible engagement, or short-term deliverables, IT staffing may be the right fit. But if your focus is on growth, team building, and innovation, recruitment will serve you better.

Combining both models for a winning strategy

Some of the most successful companies don’t choose one model over the other—they use both.

A hybrid approach allows you to:

• Quickly ramp up with staffing when needed
• Invest in key permanent hires through recruitment
• Evaluate contractors before offering permanent roles (temp-to-hire)
• Use staffing for project-based work and recruitment for core roles

This model maximizes flexibility without sacrificing long-term quality.

Even we, at Top Latin Talent, lean more on the offering of both options. With us, depending on your needs, you can engage in an IT recruitment process as easily as scheduling a call or filling in the survey. And, at the same time, if you notice that you need staffing solutions, we have great partnerships that allow you to get junior developers with tailored training and mentorship so they can fulfill your specific needs, or senior tech roles in an hourly-based agreement.

The best part is that it doesn’t matter if you want a staffing or a recruiting service, you’ll get our risk-free guarantee, while saving up to 40% on employees’ salaries thanks to our nearshoring focus.

Final thoughts: choose the model that builds real value

Your IT hiring strategy should align with your broader business goals. While IT staffing gives you the freedom to move fast, IT recruitment builds the kind of team that drives sustained growth, innovation, and culture. Partnering with an agency like Top Latin Talent often helps you to avoid one of the biggest issues while recruiting: the hardest job to recruit for is actually a recruiter

If your goal is to execute short projects or fill urgent gaps, IT staffing will get the job done. But if you want to build a high-performing tech team that supports your mission and scales with your business, recruitment is the smarter, more strategic path.

Are you looking to hire Latin American talent? Schedule a commitment-free meeting today with us to discuss your hiring needs.