9 Best Companies for Hiring Top Latin American Developers in 2026

Table of contents

1. Short answer: Best LatAm developer staffing companies in 2026
2. Platform verdicts at a glance
3. Key terms defined
4. Why LatAm developer staffing partner selection determines success
5. Snapshot of the LatAm staffing platforms
6. Quick comparison: Platforms, pricing, and best use cases
7. Why retention rates matter
8. Comparison methodology
9. Feature-by-feature analysis
10. Long-term value and ROI metrics
11. Detailed platform reviews
12. Frequently asked questions
13. Final verdict: Which platform should you choose?
14. Why companies choose Howdy over alternatives
15. Next steps: Start building your LatAm engineering team
16. Related content and resources
17. Sources and methodology notes

The CTO watched four backend engineers churn in 18 months, each departure costing $30,000 in recruiting fees and lost productivity. The self-serve EOR platform promised 40% savings versus US hiring, but the real cost hit $120,000 in turnover expenses while competitors with stable teams shipped features twice as fast. This pattern—low upfront costs masking high churn expenses—defines the LatAm staffing market in 2026.

The US tech talent shortage pushes companies toward LatAm for 30-70% cost savings, but most platforms force an impossible choice: recruiting excellence or compliance infrastructure, rarely both. Wrong partner selection triggers IP exposure, compliance violations, and 50%+ annual churn that destroys institutional knowledge and delays product roadmaps by 6-12 months.

Short answer

The best LatAm developer staffing companies in 2026 are Howdy (98% retention, physical offices), BairesDev (enterprise scale, 96% retention), Revelo (flexible trials, 14-day hiring), Toptal (elite freelance, top 3%), and TECLA (lowest cost, $15-$70/hour). Companies needing only EOR services should consider Deel ($599/month) or Rippling ($507/month), which handle employment and payroll but require separate recruiting.

This comparison evaluates nine leading platforms across vetting quality, retention rates, compliance infrastructure, and pricing transparency to help midmarket and enterprise companies build long-term engineering teams instead of cycling through transactional contractor placements.

Platform verdicts at a glance

Best for long-term retention: Howdy - 98% retention through physical offices and performance coaching eliminates recurring replacement costs.

Best for enterprise scale: BairesDev - 4,000+ developers with 96% retention and proven Fortune 500 delivery.

Best for flexibility: Revelo - 2-week risk-free trials with 14-day hiring and no lock-in contracts.

Best for elite freelance: Toptal - Top 3% vetting with 98% trial-to-hire success for premium project-based work.

Best low-cost option: TECLA - $15-$70/hour rates with platform approach for budget-conscious startups.

Best global reach: Andela (managed projects) or Turing (AI-powered marketplace) for talent beyond LatAm.

Best EOR-only: Deel ($599/month) or Rippling ($507/month) for companies with existing recruiting capabilities.

Quick overview

Key terms defined

Employer of Record (EOR): Legal employer that hires developers on your behalf and handles payroll, benefits, and compliance in foreign countries without requiring you to establish a local entity.

Staff augmentation: Vendor supplies vetted developers who integrate into your team; you manage day-to-day work and performance.

Marketplace platform: Self-service platform that introduces pre-screened candidates; you handle more of the selection, vetting, and management process.

Why LatAm developer staffing partner selection determines success

Poor EOR partner selection creates 3-6 month hiring delays and compliance fines that exceed the cost of premium services. Weak vetting wastes $15,000-$30,000 per failed hire in lost productivity, onboarding overhead, and team disruption. High churn destroys institutional knowledge, forcing teams to rebuild context every 12-18 months while competitors with stable teams ship features and iterate faster.

Industry-average engineering retention through staffing firms is 75-82%, resulting in 18-25% annual churn. This means replacing 1-2 developers every year on a 5-person team at $30,000-$60,000 per replacement. Companies juggling separate recruiting, EOR, and benefits vendors face 40% overhead increases from fragmented communication, duplicate contracts, and coordination complexity. Self-serve platforms require in-house legal, HR, and compliance expertise spanning multiple LatAm jurisdictions, effectively adding three full-time roles to support distributed hiring.

Snapshot of the platforms

The nine platforms split into three categories: full-service staffing combining recruiting and EOR, platform marketplaces connecting companies with pre-vetted talent, and pure EOR providers handling only employment and payroll.

Full-Service Staffing Partners integrate recruiting, vetting, EOR, and retention infrastructure. Howdy operates 10 physical offices across LatAm with performance coaches and reports 98% retention. BairesDev delivers enterprise-scale staff augmentation with reported 96% retention and 4,000+ developers. Revelo offers transparent pricing with 2-week trials and 14-day hiring timelines. Andela provides global reach spanning LatAm and Africa with managed project delivery.

Platform Marketplaces connect companies with pre-screened developers but require more client involvement. Toptal curates the top 3% of freelance talent at premium rates ($60-$200/hour). TECLA provides affordable access ($15-$70/hour) with claims of 5x faster hiring. Turing uses AI-powered vetting to match developers in 4 days.

Pure EOR Providers handle employment and payroll but don't recruit or vet candidates. Deel covers 150+ countries at $599/month per employee. Rippling integrates HR, IT, and payroll at $499-$599/month per employee. Companies using these platforms must source talent separately through recruiters or other channels.

⚠️ Requires separate recruiting - add $5,000-$15,000 per hire to total cost

Ready to see how 98% retention reduces turnover costs? Book a demo with Howdy to review vetted candidates from the top 1% of LatAm talent.

📊 Why Retention Rates Matter

Only 2 of 9 platforms publicly disclose retention rates. Howdy (98%) and BairesDev (96%) demonstrate transparency that builds trust, while competitors avoiding this metric may signal higher churn. Over two years, the difference between 98% retention and 75% retention saves $60,000-$120,000 per team while preserving institutional knowledge that takes 6-12 months to rebuild.

Comparison methodology

Data sources and evaluation criteria

This comparison analyzed platform websites, documentation, FAQ pages, and blog content as primary sources. Publicly disclosed pricing structures, retention rates, vetting acceptance rates, and hiring timelines established quantitative benchmarks where available. Company backgrounds including funding, industry recognition, and case studies validated operational track records and market positioning.

Sources reviewed:

• Platform pricing pages and documentation
• FAQ sections and knowledge bases
• Published case studies and customer materials
• Company blogs and thought leadership content
• Third-party reviews and comparison sites
• Publicly available funding and recognition data

Evaluation criteria:

• Retention infrastructure (30%): Physical offices, benefits, coaching, community programming
• Vetting quality (25%): Acceptance rates, assessment methods, recruiter qualifications
• Compliance coverage (20%): EOR services, payroll, legal infrastructure, IP protection
• Pricing transparency (15%): All-in cost visibility, hidden fee disclosure, billing frequency
• Geographic scope (10%): LatAm countries covered, office locations, market depth

Data transparency note: Retention rates and vetting acceptance percentages not always publicly disclosed. "Not disclosed" does not indicate poor performance, but reduces comparability across platforms. All statistics and claims attributed to companies are based on their published materials unless otherwise cited.

This weighting reflects that reported 98% retention saves $50,000+ annually per developer in rehiring costs while poor vetting creates 3-6 month productivity gaps. Compliance failures trigger $10,000-$100,000 fines and IP ownership disputes that exceed the cost of premium services. Geographic scope received lower weighting because quality in primary LatAm markets matters more than breadth across 150+ countries when building focused engineering teams.

Feature-by-feature analysis

Vetting and technical assessment quality

Howdy's vetting process reports accepting fewer than 5% of candidates through structured evaluation frameworks combining technical assessment, English fluency testing, and behavioral compatibility screening. Former organizational psychologists serve as recruiters, applying structured frameworks to identify candidates who integrate into US engineering cultures rather than simply passing technical screens. The platform interviews thousands of candidates annually to maintain top 1% talent density according to company materials.

BairesDev reports receiving over 1.5 million applications annually and hiring only the top 1% of tech talent. For certain technical specializations, the company claims fewer than 1% of applicants pass the multi-stage screening process evaluating technical experience, English proficiency, and cultural fit. The company's scale enables deep specialization across 100+ technologies.

Toptal maintains a reported top 3% acceptance rate through vetting designed by engineers from Google, Facebook, and Microsoft. The platform delivers 1-3 fully vetted profiles within 24-48 hours after role definition, with claimed 98% of trial engagements converting to long-term hires. This success rate demonstrates matching accuracy that reduces wasted interview cycles.

Revelo filters for the top 2% of candidates from a network of 400,000+ vetted software engineers according to platform materials. The platform delivers curated shortlists with 14-day average hiring timelines and offers 2-week risk-free trials. Companies only pay if satisfied with developer performance after the trial period.

Turing uses AI-powered vetting designed by FAANG engineers to identify what the company describes as the top 1% of global developers. The automated deep-vetting system evaluates coding skills, problem-solving, communication, and cultural fit, delivering matched candidates in 4 days. AI optimization enables faster screening than human-only processes but may miss nuanced cultural factors.

TECLA maintains a network of pre-screened developers but doesn't publish specific acceptance rates. The platform claims 5x faster hiring than traditional recruiting methods with focus on senior-level talent fluent in English. Platform approach gives companies control over final selection.

Andela provides access to pre-vetted software engineers from emerging markets but doesn't disclose specific acceptance percentages. The platform partners with 20+ African universities to expand talent pipelines and offers managed project delivery alongside individual developer hiring.

Deel and Rippling don't provide recruiting or vetting services. Companies must source candidates through separate channels, then use these platforms for compliant employment and payroll processing.

Retention infrastructure and developer experience

Howdy reports 98% retention through the first two years of employment via 10 physical offices across Guadalajara, Mexico City, Medellín, Bogotá, Buenos Aires, Lima, Montevideo, Córdoba, and Florianópolis. These Howdy Houses feature Valley-style environments with open-desk formats, break lounges, fully stocked kitchens, and collaboration spaces that remote-only platforms can't replicate. Performance coaches with 10+ years engineering management experience conduct quarterly development reviews and career planning sessions according to company materials.

Premium medical, dental, and vision insurance packages include gym and wellness access, English lessons, and Udemy subscriptions at no additional cost beyond the 15% fee. Community events including talks, lunches, happy hours, and meetups reduce remote isolation while building peer learning networks. Local HR teams in each market provide same-day issue resolution for equipment, workspace, or benefits questions.

BairesDev reports 96% retention across 4,000+ offshore developers. The company has delivered 1,250+ projects since 2009, serving Fortune 500 companies and startups across healthcare, finance, banking, retail, and telecommunications. This track record demonstrates developer satisfaction and operational stability at enterprise scale.

Other platforms don't publicly disclose retention rates. Toptal focuses on freelance contractors rather than full-time employees, making retention metrics less applicable to project-based engagements. TECLA, Andela, Turing, Revelo, Deel, and Rippling don't publish retention data, though some offer benefits administration and support services.

A US SaaS company hiring five senior backend engineers in Colombia illustrates retention impact. After 24 months with Howdy, 4.9 of five developers remained active, working from Medellín and Bogotá Howdy Houses with onsite HR support and quarterly coaching sessions. Industry-average engineering retention through staffing firms is 75-82%, resulting in 18-25% annual churn—predicting one to two departures costing $30,000-$60,000 in replacement recruiting and lost productivity.

EOR compliance and legal infrastructure

Howdy provides compliant employment infrastructure across seven operational countries: Mexico, Colombia, Argentina, Peru, Chile, Uruguay, and Brazil. The integrated EOR framework handles payroll, benefits, and legal compliance end-to-end. Weekly invoicing with automatic PTO and holiday deductions built into billing software simplifies accounting while ensuring labor law compliance. IP protection frameworks embedded in employment contracts safeguard trade secrets in jurisdictions with varying enforcement standards.

BairesDev offers three engagement models: staff augmentation for individual developers, dedicated teams managed by BairesDev, and software outsourcing for end-to-end project delivery. The company operates across all major LatAm countries with established legal and compliance infrastructure supporting 4,000+ developers. IP ownership transfers to clients through standard work-for-hire agreements.

Revelo combines recruiting, payroll, benefits, hardware, office space, and full legal compliance under one contract. The all-in-one platform operates across Argentina, Brazil, Colombia, Mexico, Peru, and other major LatAm countries. Pay-as-you-go billing with no upfront contracts provides flexibility to scale teams without long-term commitments. IP protection included in standard employment agreements.

Deel specializes in global EOR and contractor management across 150+ countries. The platform handles local tax, payroll, and labor compliance with automated payroll processing, benefits administration, and continuous HR/legal support. Deel owns its Brazilian entity for full control in this key LatAm market. EOR services start at $599 per employee per month, with contractor management at $49 per contractor per month. IP assignment clauses available in contract templates.

Rippling provides EOR services in 150+ countries at $499-$599 per employee per month plus $8 per employee monthly base platform fee. The unified platform integrates HR, payroll, benefits, and IT management, handling employee devices and software alongside employment compliance. Rippling processes payroll in local currencies while withholding legally required taxes across all supported countries. IP protection handled through standard employment contracts.

Andela offers EOR services starting at $599 per employee per month for companies seeking compliant full-time employment rather than contractor relationships. The platform covers LatAm and African markets with local compliance expertise. IP ownership terms specified in engagement agreements.

TECLA, Toptal, and Turing operate primarily as talent marketplaces connecting companies with developers. These platforms don't provide comprehensive EOR services, requiring companies to handle employment compliance separately or partner with third-party EOR providers. IP protection responsibility falls to hiring companies.

Contract flexibility and billing terms

Howdy offers week-to-week billing with no contractual obligations or cancellation penalties. Companies pay only for time worked with automatic PTO and holiday deductions. Zero upfront costs mean payment begins when the first hire starts. This flexibility suits companies testing LatAm hiring or scaling teams dynamically.

Revelo provides pay-as-you-go billing with no long-term contracts and cancellation anytime without penalties. The $500 non-refundable setup fee represents the only upfront cost. Two-week trial periods allow companies to evaluate developers before committing to ongoing engagement.

BairesDev requires sales consultation for contract terms. Enterprise-focused model typically involves longer-term commitments for dedicated teams or software outsourcing projects. Staff augmentation engagements offer more flexibility.

Toptal operates on freelance contractor model with no long-term commitments required. Companies pay hourly rates for time worked. Upfront deposit required before receiving candidate profiles.

TECLA, Andela, and Turing contract terms not clearly disclosed on public websites. Require consultation for specific engagement structures.

Deel and Rippling charge monthly per-employee fees for EOR services with flexibility to add or remove employees as needed. No long-term contracts required for EOR services.

Support quality and account management

Howdy provides local HR teams in each of 10 office locations for same-day issue resolution. Performance coaches conduct quarterly reviews and ongoing development planning. US-based account management team handles strategic planning and escalations. On-the-ground equipment procurement and workspace setup managed by local staff.

BairesDev support structure not publicly disclosed. Enterprise-focused model suggests dedicated account management for larger engagements.

Revelo support details not clearly published. Platform model suggests more self-service with support available as needed.

Toptal provides account management for ongoing engagements. Support quality generally positive in reviews.

TECLA, Andela, and Turing support structures not clearly disclosed on public websites.

Deel support quality receives mixed reviews. Some users report slow response times and inconsistent pricing communication. Platform offers email and chat support with varying response times based on plan tier.

Rippling support structure includes email and chat support. Response times vary by plan level. Some reviews note support challenges for complex international compliance questions.

Geographic coverage and market depth

Howdy operates 10 physical offices across Mexico, Colombia, Argentina, Peru, Chile, Uruguay, and Brazil. Headquartered in Austin with a San Francisco office, the company maintains local HR teams, equipment procurement, and support staff in each market. On-the-ground presence enables fast problem resolution and compliance accuracy that remote-only operations struggle to match.

BairesDev employs 4,000+ developers across Latin America with established operations in all major markets. The company's scale enables deep specialization across 100+ technologies and 130+ industry sectors. Since 2009, BairesDev has delivered 1,250+ projects for Fortune 500 companies and startups.

Revelo operates across Argentina, Brazil, Colombia, Mexico, Peru, and other major LatAm countries through its network of 400,000+ vetted developers. The platform handles recruiting, payroll, benefits, hardware, and office space across all operational markets.

Toptal provides global coverage including significant LatAm presence alongside developers from North America, Europe, and Asia. The freelance marketplace model enables access to talent worldwide without geographic restrictions.

TECLA focuses exclusively on Latin American developers with coverage across all major LatAm countries. All developers work in US time zones for real-time collaboration, eliminating async communication challenges.

Andela differentiates through dual-region coverage spanning Latin America and Africa. This broader geographic reach provides access to emerging tech talent pools beyond LatAm-only platforms. The company partners with 20+ African universities to expand talent pipelines.

Turing offers global talent access across LatAm, Eastern Europe, and Asia. The AI-powered platform optimizes for cost-effective regions while maintaining technical quality standards.

Deel and Rippling provide the broadest coverage at 150+ countries each, far exceeding LatAm-focused platforms. However, this global reach comes without recruiting services, requiring companies to source candidates separately before using these platforms for employment and payroll.

Pricing and total cost of ownership

Pricing comparison across all platforms

Howdy charges a 15% fee on top of developer take-home salary. Total monthly costs depend on the developer's salary. This single fee covers workspace, benefits, equipment, HR, mentorship, and infrastructure. Zero upfront costs mean payment begins only when the first hire starts. Week-to-week billing with no contractual obligations provides flexibility to scale teams without penalties.

BairesDev charges $50-$99 per hour depending on seniority and technical specialization. For a full-time senior developer at $75/hour average, annual costs run approximately $156,000 (40-hour weeks). Pricing not publicly listed on the website requires sales consultation for custom quotes based on engagement model and team size.

Revelo offers transparent hourly rates of $50-$70 per hour with a $500 non-refundable initial fee to begin the hiring process. For a full-time senior developer at $60/hour average, annual costs total approximately $124,800 plus the $500 setup fee. Pay-as-you-go billing with no upfront contracts allows cancellation anytime without penalties.

Toptal positions at the premium end with hourly rates from $60-$200 depending on seniority and specialization. For a full-time senior developer at $100/hour average, annual costs reach approximately $208,000. Upfront deposit required before receiving candidate profiles. The freelance model suits project-based needs rather than permanent team building.

TECLA provides the most affordable entry point at $15-$70 per hour. Junior developers cost $15-$25/hour, mid-level $25-$40/hour, and senior $40-$70/hour. For a full-time mid-level developer at $35/hour, annual costs run approximately $72,800. Platform approach requires more client involvement in candidate selection and management.

Andela charges $20-$100 per hour with mid-level developers averaging $65/hour. For full-time employment, annual costs total approximately $136,800 plus $7,188 in EOR fees ($599/month × 12), reaching $143,988 total. The platform offers flexible engagement models spanning contractors, EOR-managed employees, and managed project teams.

Turing pricing not clearly published but industry comparisons suggest $40-$80/hour for LatAm developers. For a full-time senior developer at $60/hour average, annual costs run approximately $124,800. AI-powered matching delivers 4-day hiring timelines but with less pricing transparency than competitors.

Deel charges $599 per employee per month for EOR services covering full legal employment, local tax/payroll/labor compliance, automated payroll, benefits administration, and continuous HR/legal support. Contractor management costs $49 per contractor per month. Companies must source candidates separately, adding $5,000-$15,000 per hire in recruiting costs to total ownership.

Rippling charges $499-$599 per employee per month for EOR services plus $8 per employee monthly base platform fee, totaling $507-$607 per employee monthly. Like Deel, Rippling requires separate recruiting, adding $5,000-$15,000 per hire to total ownership. The unified HR/IT platform suits companies wanting integrated workforce management.

*First-year cost includes all platform fees, setup costs, and estimated LatAm developer salaries. Deel/Rippling costs exclude separate recruiting expenses.

⚠️ Total Cost of Ownership Example for Deel/Rippling:

• LatAm senior developer salary: $60,000/year
• Deel EOR fees: $7,188/year ($599 × 12 months)
• Recruiting fee (one-time): $10,000
• Total first-year cost: $77,188
• Subsequent years: $67,188 (no recruiting fee)

Compare to Howdy all-in cost of $72,000-$132,000 annually with recruiting, vetting, EOR, benefits, coaching, and physical offices included.

Long-term value and ROI metrics

US average developer total cost hits $160,000 annually according to Howdy payroll data. LatAm senior developers via Howdy cost $53,000-$63,000 in salary plus 15% fee on top of salary. This delivers $87,500-$99,000 in annual savings per developer, representing 60-65% cost reduction. A five-developer team saves $437,500-$495,000 annually versus US hiring.

Industry-average engineering retention through staffing firms is 75-82%, resulting in 18-25% annual churn. This costs $15,000-$30,000 per failed hire in recruiting, lost productivity, and knowledge loss. Howdy's reported 98% retention eliminates 1-1.25 rehires annually per five-person team, adding $18,750-$37,500 in annual savings from retention alone. BairesDev's reported 96% retention delivers similar benefits at enterprise scale.

Budget-conscious startups using TECLA at $35/hour for mid-level developers pay approximately $72,800 annually, saving $87,200 versus US hiring. However, platform models require more internal management and may experience higher churn without dedicated retention infrastructure.

Premium platforms like Toptal at $100/hour cost approximately $208,000 annually, exceeding some US developer salaries. This pricing suits companies prioritizing elite freelance talent for critical projects rather than permanent team building.

Deel and Rippling add $599 and $507 monthly respectively to developer salaries. For a $60,000 annual LatAm salary, total costs reach $67,188 (Deel) or $66,084 (Rippling) plus separate recruiting expenses of $5,000-$15,000 per hire. First-year total: $72,188-$82,188 (Deel) or $71,084-$81,084 (Rippling). Companies must evaluate whether unbundled services save money versus integrated platforms handling recruiting and EOR together.

Track retention rate, time to productivity, hiring velocity, cost per hire, and developer satisfaction through quarterly engagement surveys to measure long-term ROI across platforms.

Detailed platform reviews

Howdy

Quick Verdict: Best-in-class retention (98% reported) through physical offices and performance coaching makes Howdy the clear choice for companies building long-term engineering teams where cultural integration and developer satisfaction justify premium pricing.

Howdy combines recruiting, EOR, benefits, equipment, and physical offices in one all-in monthly price for US midmarket and enterprise companies building long-term distributed engineering teams in LatAm.

Pros

Reported 98% retention rate through physical offices, performance coaches, and premium benefits eliminates $50,000+ annual rehiring costs per developer while preserving institutional knowledge. Top 1% vetting via psychologist-led behavioral assessment ensures senior engineers integrate into complex architectures without 3-6 month productivity ramps. Single-vendor model consolidating recruiting, EOR, benefits, compliance, and workspace eliminates 40% overhead from juggling multiple vendors.

10 Howdy Houses across seven LatAm countries provide local HR teams, equipment procurement, and community events that remote-only platforms can't replicate. Developers working from Medellín, Bogotá, or Mexico City offices report higher satisfaction and faster problem resolution than isolated remote workers.

Performance coaches with 10+ years engineering management experience conduct quarterly reviews, career planning, and skill development. This investment in developer growth creates loyalty and reduces churn while improving technical capabilities over time.

Consolidating recruiting, EOR, benefits, compliance, workspace, and coaching eliminates 40% overhead from managing multiple vendors. One invoice, one relationship, one escalation path versus juggling 3-5 separate providers.

Former organizational psychologists assess behavioral compatibility and cultural fit alongside technical skills. This human-centered approach identifies engineers who integrate into US team cultures rather than simply passing coding tests.

Cons

Premium pricing with 15% fee plus salary costs more than self-serve platforms or direct hiring, making Howdy less suitable for budget-conscious startups prioritizing lowest cost over retention infrastructure. Limited coverage in non-technical functions like finance, accounting, or sales compared to generalist staffing firms. Current operations span seven LatAm countries, requiring alternative solutions for European or Asian talent pools. Full-time permanent hiring focus doesn't suit project-based or short-term contractor needs.

Pricing

15% surcharge on developer take-home salary covers all benefits, HR, mentorship, and infrastructure. Zero upfront fees, week-to-week billing, and no contractual obligations.

Who should choose Howdy

Midmarket and enterprise companies building long-term engineering teams where retention, quality, and operational simplicity justify premium pricing. Organizations with limited in-house LatAm expertise requiring white-glove support for recruiting, compliance, and developer experience. Growth-stage tech firms in healthcare, fintech, cybersecurity, SaaS, and logistics needing senior engineers who integrate into US team culture.

BairesDev

Quick Verdict: Enterprise-proven delivery at scale (4,000+ developers, 1,250+ projects) with reported 96% retention makes BairesDev ideal for Fortune 500 companies and growth-stage firms needing staff augmentation, dedicated teams, or full software outsourcing.

BairesDev is a nearshore software development company offering staff augmentation, dedicated teams, and software outsourcing with focus on enterprise-scale operations.

Pros

Large-scale operations with 4,000+ developers and 1,250+ projects delivered since 2009 demonstrate proven enterprise capability. Rigorous vetting accepts only top 1% of 1.5 million annual applicants through multi-step technical, English, and cultural assessment according to company materials. Reported 96% retention rate indicates strong developer satisfaction and operational stability. Fast 2-week onboarding enables rapid team scaling. Comprehensive tech coverage across 100+ technologies and 130+ industry sectors.

Cons

Premium pricing at $50-$99/hour positions BairesDev at the higher end of LatAm staffing firms. Pricing not publicly disclosed requires sales consultation for detailed quotes. Staff augmentation focus primarily serves mid-to-large enterprises rather than early-stage startups. Less transparent pricing structure compared to platforms publishing rates on websites.

Pricing

$50-$99 per hour depending on seniority and technical specialization. For full-time senior developer at $75/hour average, annual costs run approximately $156,000. Pricing requires sales consultation for custom quotes.

Who should choose BairesDev

Mid-to-large enterprises, Fortune 500 companies, and growth-stage startups seeking staff augmentation, dedicated teams, or full software outsourcing with quality guarantees. Companies prioritizing proven enterprise delivery over budget optimization.

Revelo

Quick Verdict: Transparent pricing ($50-$70/hour) with 2-week risk-free trials and no lock-in contracts makes Revelo perfect for teams wanting flexibility and fast hiring (14 days) without long-term commitments.

Revelo is a nearshore talent platform combining recruiting, EOR services, payroll, benefits, and compliance with transparent pricing and flexible engagement terms.

Pros

Transparent hourly rates at $50-$70/hour with no hidden fees provide clear cost visibility. Fast 14-day average hiring timeline with instant shortlists of pre-vetted candidates. Risk-free 2-week trial allows companies to evaluate fit before committing, paying only if satisfied. Flexible engagement with no long-term contracts and pay-as-you-go billing suits dynamic roadmaps. Large talent network of 400,000+ vetted developers across all major technologies. Comprehensive EOR services handle recruiting, payroll, benefits, hardware, office space, and compliance.

Cons

$500 non-refundable initial fee required to initiate hiring process, paid in addition to developer rates. EOR service fees not explicitly broken out on pricing page despite clear hourly rates. Platform-style approach requires more client involvement in candidate selection and management than white-glove models. No mention of dedicated office spaces or physical presence comparable to competitors with office networks.

Pricing

$50-$70 per hour depending on seniority and specialization, plus $500 non-refundable setup fee. For full-time senior developer at $60/hour average, annual costs total approximately $124,800 plus $500 initial fee.

Who should choose Revelo

US tech companies, startups, and scale-ups seeking fast, flexible access to LatAm developers without long-term commitments. Tech leaders and HR teams needing to scale engineering capacity quickly with transparent pricing and risk mitigation through trial periods.

Toptal

Quick Verdict: Elite vetting (top 3% claimed) with reported 98% trial-to-hire success and 24-48 hour matching makes Toptal the premium choice for critical projects requiring world-class freelance talent, despite higher costs ($60-$200/hour).

Toptal is a global freelance talent marketplace connecting companies with the top 3% of developers, designers, finance experts, project managers, and product managers.

Pros

Elite vetting quality with claimed top 3% acceptance rate through multi-stage technical assessments designed by Google, Facebook, and Microsoft engineers. Fast 24-48 hour turnaround for vetted candidate profiles enables rapid hiring decisions. High reported 98% trial-to-hire conversion demonstrates effective matching accuracy. Broad talent categories beyond developers include designers, finance experts, project managers, and product managers. Global reach provides flexibility beyond LatAm-only platforms. Established reputation with proven track record serving enterprises and startups.

Cons

Premium pricing at $60-$200/hour positions Toptal at the high end of freelance platforms. Freelance model focuses on independent contractors rather than full-time employees, which may not suit companies seeking permanent team members. No EOR services means companies manage contractor relationships directly. Longer 3-8 week screening process for new talent joining the network. Upfront deposit required before receiving candidate profiles.

Pricing

$60-$200 per hour depending on seniority, specialization, and engagement complexity. For full-time senior developer at $100/hour average, annual costs reach approximately $208,000. Upfront deposit required.

Who should choose Toptal

Enterprises, growth-stage companies, and well-funded startups seeking elite freelance talent for critical projects, specialized expertise, or flexible augmentation. Companies willing to pay premium rates for top-tier professionals prioritizing quality over cost optimization.

TECLA

Quick Verdict: Most affordable entry point ($15-$70/hour) with claims of 5x faster hiring makes TECLA ideal for budget-conscious startups comfortable with platform-style self-service and hands-on remote team management.

TECLA is a staff augmentation platform connecting US companies with pre-screened Latin American developers through a self-service model.

Pros

Affordable entry point at $15-$70/hour makes TECLA accessible for budget-conscious startups. Transparent pricing with clear hourly rates published on website and pricing tool. Fast hiring process with claimed 5x faster speed versus traditional recruiting. Platform approach gives companies control over candidate selection and management. Broad talent categories beyond software engineering include operations, marketing, sales, and administrative roles. Full US time-zone compatibility eliminates async communication challenges.

Cons

Less transparent all-in costs with full-time equivalent costs and EOR service fees not clearly broken out. Platform-style model requires more client involvement than white-glove services. Variable pricing clarity with some sources reporting different rate ranges. Limited retention infrastructure without physical offices, performance coaching, or community programming. Vetting depth less specific than competitors claiming "top 1%" or "top 2%" acceptance rates.

Pricing

$15-$70 per hour depending on role, seniority, and specialization. Junior developers $15-$25/hour, mid-level $25-$40/hour, senior $40-$70/hour. For full-time mid-level developer at $35/hour, annual costs run approximately $72,800.

Who should choose TECLA

US tech companies, startups, and scale-ups seeking cost-effective access to LatAm developers with time-zone compatibility. Companies comfortable with platform-style self-service models and more hands-on management of remote teams.

Andela

Quick Verdict: Global reach beyond LatAm (Africa included) with flexible engagement models (contractors, EOR, managed projects) suits companies seeking broader talent pools and turnkey project delivery, despite premium pricing ($20-$100/hour + $599/month EOR).

Andela is a global talent marketplace providing vetted remote software engineers from emerging markets, particularly Latin America and Africa.

Pros

Global talent access broader than LatAm-only platforms, providing developers from African and Latin American markets. Managed project delivery offers end-to-end project management for companies seeking turnkey solutions. Flexible engagement models include contractors, full-time employees via EOR, or managed project teams. Established platform with long-standing reputation in global remote hiring. AI/ML capabilities with specialized expertise in AI rapid prototyping and custom application development.

Cons

Premium pricing with hourly rates at $20-$100/hour and mid-level developers averaging $65/hour ($136,800 annually). Geographic complexity from broader global reach creates potential time-zone challenges versus LatAm-focused platforms. Less transparent pricing not clearly published on website, requiring sales consultation. EOR services add $599/employee/month to total employment costs.

Pricing

$20-$100 per hour depending on seniority and specialization. Mid-level developers average $65/hour ($136,800 annually). EOR services cost $599 per employee per month. Total annual cost for mid-level developer with EOR: approximately $143,988.

Who should choose Andela

Mid-market and enterprise companies seeking global remote talent with flexibility between staff augmentation, full-time hiring via EOR, or managed project delivery. Companies comfortable with broader geographic reach beyond LatAm-only focus.

Turing

Quick Verdict: AI-powered matching delivering 4-day hiring timelines with cost optimization makes Turing attractive for speed-focused companies, though less transparent pricing and AI dependency trade human curation for efficiency.

Turing is an AI-powered deep-vetting talent platform matching companies with remote developers globally, including significant LatAm presence.

Pros

AI-driven matching system designed by Google, Facebook, and Microsoft engineers enables faster candidate delivery than human-only processes. Fast 4-day timeline for offshore developer matching significantly faster than traditional recruiting. Cost optimization through AI-driven pricing helps companies find talent at competitive rates. Global reach across LatAm, Eastern Europe, and Asia provides flexibility. Technical vetting depth through deep-vetting process designed by FAANG engineers. AI/ML expertise with specialized capabilities in AI development and offshore AI teams.

Cons

Less transparent pricing model not clearly published, operating with less transparency than competitors with published hourly rates. Service margin opacity with developer compensation typically 45-55% of client payment. AI dependency may miss nuanced cultural fit factors that human recruiters assess. Variable quality perception with some reviews suggesting AI-driven vetting may not match human-curated quality of platforms like Toptal. Platform fee structures ranging from 15-20% fees to 10% commission create cost uncertainty.

Pricing

Pricing model less transparent than competitors, requiring consultation for specific quotes. Estimated $40-$80/hour for LatAm developers based on industry comparisons. For full-time senior developer at $60/hour average, annual costs run approximately $124,800.

Who should choose Turing

Mid-market and enterprise companies seeking fast, cost-optimized access to global remote developers with AI-driven matching. Companies comfortable with AI-powered vetting and willing to trade some human curation for speed and cost efficiency.

Deel

Quick Verdict: Broadest geographic coverage (150+ countries) with transparent flat-rate EOR pricing ($599/month) makes Deel ideal for companies with existing recruiting capabilities needing compliant global employment and payroll infrastructure.

Deel is a global HR and payroll platform offering Employer of Record, contractor management, global payroll, and PEO services across 150+ countries.

Pros

Transparent pricing with flat-rate fees clearly published on website. Broad geographic coverage at 150+ countries far exceeds LatAm-only platforms. Comprehensive service suite handles EOR, contractors, payroll, and PEO through single platform. Fast implementation with automated onboarding and contract generation. Compliance infrastructure includes real-time monitoring and continuous legal support. Advanced platform features with workflows, analytics, integrations, and AI tools included.

Cons

Not developer-focused as horizontal HR/payroll platform without specialized technical talent vetting. No recruiting services means platform handles employment and payroll but companies must find talent separately. Support quality concerns with some reviews reporting slow support and inconsistent pricing. Higher EOR costs at $599/employee/month baseline versus some LatAm-focused competitors. Complexity for small teams with feature-rich platform potentially overkill for companies hiring 1-5 developers.

Pricing

EOR services start at $599 per employee per month. Contractor management costs $49 per contractor per month. Companies must add separate recruiting costs ($5,000-$15,000 per hire) to total ownership.

Who should choose Deel

Mid-market and enterprise companies hiring globally across multiple countries and employment types who already have recruiting capabilities or separate talent sourcing. HR teams, finance teams, and operations leaders managing distributed workforces at scale.

Rippling

Quick Verdict: Unified HR/IT/payroll platform with transparent modular pricing ($499-$599/month EOR + $8 base) suits organizations wanting consolidated workforce management, though requires separate recruiting like Deel.

Rippling is an all-in-one HR, IT, and finance platform offering global payroll, Employer of Record, benefits administration, and workforce management.

Pros

Unified platform integrates HR, IT, payroll, benefits, and finance, eliminating need for multiple vendors. Transparent modular pricing clearly published with volume discounts for larger teams. Platform automation for payroll, compliance, onboarding, and reporting reduces manual work. Broad geographic coverage at 150+ countries with local compliance expertise. IT management integration uniquely manages employee devices, software, and infrastructure alongside HR/payroll. Volume discounts make Rippling cost-effective at scale.

Cons

Not developer-focused as horizontal HR/IT platform without specialized technical talent recruiting or vetting. No recruiting services means platform handles employment, payroll, and IT but companies must source candidates separately. Complex pricing structure with modular add-ons ($8 base + $499-$599 EOR + additional services). Higher EOR costs at $499-$599/employee/month versus some LatAm-focused competitors. Platform overhead with feature-rich system potentially overkill for companies only needing basic EOR services.

Pricing

Core platform starts at $8 per employee per month. EOR services cost $499-$599 per employee per month. Total monthly cost per employee: $507-$607 before developer salaries. Companies must add separate recruiting costs ($5,000-$15,000 per hire).

Who should choose Rippling

Mid-market and enterprise companies managing distributed workforces across multiple countries who want unified HR, IT, payroll, and finance operations. HR teams, IT teams, and finance teams seeking to consolidate vendors and automate workforce management.

Frequently asked questions

How quickly can teams start interviewing LatAm developers?

Howdy enables candidate vetting within 24 hours of initial contact, with full recruitment cycles typically completing in 4-6 weeks. Turing delivers AI-matched candidates in 4 days. Toptal provides vetted profiles in 24-48 hours. Revelo averages 14-day hiring timelines. BairesDev onboards developers within 2 weeks. TECLA claims 5x faster hiring than traditional methods without specific timelines.

Deel and Rippling don't provide recruiting services, requiring companies to source candidates through separate channels before using these platforms for employment and payroll.

What's included in all-in pricing versus unbundled services?

Howdy's 15% fee covers salary, workspace, benefits, equipment, HR, coaching, and community events in a single invoice. This eliminates hidden costs for premium health insurance, gym memberships, English lessons, performance coaching, office access, and equipment procurement.

BairesDev and Revelo include EOR services, payroll, benefits, and compliance in hourly rates but don't specify exact breakdowns. TECLA, Toptal, Andela, and Turing operate as marketplaces with varying levels of EOR integration.

Deel charges $599/month per employee for EOR services covering legal employment, tax/payroll compliance, benefits administration, and HR support. Rippling charges $499-$599/month per employee plus $8 base platform fee. Both require separate recruiting, adding $5,000-$15,000 per hire to total ownership.

Which platforms publish retention rates?

Only 2 of 9 platforms publicly disclose retention rates. Howdy reports 98% retention through the first two years via physical offices, performance coaches, and comprehensive benefits. BairesDev reports 96% retention across 4,000+ developers.

Other platforms don't publicly disclose retention rates. Toptal focuses on freelance contractors where retention metrics apply differently to project-based engagements. The lack of published retention data from 7 of 9 platforms may signal higher churn or reluctance to share performance metrics.

Is Howdy better than Deel or Rippling for LatAm hiring?

Howdy, Deel, and Rippling serve different use cases. Howdy provides end-to-end recruiting, vetting, EOR, and retention infrastructure in one service. Deel and Rippling handle only employment and payroll, requiring companies to source candidates separately.

Choose Howdy when you need recruiting, vetting, and retention support with reported 98% retention through physical offices and performance coaching. Choose Deel or Rippling when you have existing recruiting capabilities and only need compliant employment and payroll processing across multiple countries.

Howdy charges a flat 15% fee on top of developer salary, while Deel and Rippling charge salary plus $599–$607 per month for EOR services and require separate recruiting, typically adding $5,000–$15,000 per hire.

Can companies hire developers in multiple LatAm countries simultaneously?

Howdy covers seven countries (Mexico, Colombia, Argentina, Peru, Chile, Uruguay, Brazil) through 10 physical office locations with unified billing and compliance. BairesDev operates across all major LatAm countries with 4,000+ developers. Revelo covers Argentina, Brazil, Colombia, Mexico, Peru, and other major markets through 400,000+ developer network.

Deel and Rippling provide broadest coverage at 150+ countries each, though without recruiting services. TECLA focuses exclusively on LatAm. Andela spans LatAm and Africa. Toptal and Turing offer global reach including LatAm.

What happens if a developer isn't working out?

Howdy's week-to-week billing with no contractual obligations allows cancellation anytime without penalties. Performance coaches address issues through quarterly reviews before termination becomes necessary. Revelo offers 2-week risk-free trials, paying only if satisfied with performance. Toptal provides trial periods before long-term commitment.

Other platforms have varying policies. BairesDev, TECLA, Andela, and Turing require consultation for specific replacement policies. Deel and Rippling handle employment termination compliance but don't source replacement candidates.

How do platforms handle IP protection for LatAm hires?

Howdy embeds IP protection frameworks in employment contracts with work-for-hire agreements transferring ownership to clients. BairesDev uses standard work-for-hire agreements for staff augmentation and outsourcing engagements. Revelo includes IP protection in standard employment agreements. Deel and Rippling provide IP assignment clauses in contract templates.

TECLA, Toptal, and Turing operate as marketplaces where IP protection responsibility falls to hiring companies. Companies using these platforms should work with legal counsel to ensure proper IP assignment clauses in contractor agreements, particularly important in jurisdictions with varying enforcement standards.

Is staff augmentation cheaper than full-service staffing long-term?

Staff augmentation platforms like TECLA ($15-$70/hour) appear cheaper upfront than full-service platforms like Howdy (15% flat fee on top of salary). However, total cost of ownership depends on retention rates and internal management overhead.

Industry-average engineering retention through staffing firms is 75-82%, resulting in 18-25% annual churn costing $30,000-$60,000 per replacement. Howdy's reported 98% retention eliminates 1-1.25 rehires annually per 5-person team, saving $18,750-$37,500 annually from retention alone. Companies juggling separate recruiting, EOR, and benefits vendors face 40% overhead increases from coordination complexity.

Calculate total cost over 2-3 years including replacement costs, internal management overhead, and retention impact to compare platforms accurately.

Should companies use one platform or combine multiple vendors?

Single-vendor benefits include unified compliance, billing, communication, and relationship management. Howdy, BairesDev, and Revelo offer integrated models consolidating all services.

Multi-vendor complexity makes sense when primary partners lack geographic coverage or role specialization. Companies might use Deel or Rippling for EOR services while sourcing candidates through TECLA, Toptal, or Turing. However, this approach requires internal coordination and increases overhead.

Budget-conscious startups might combine affordable recruiting through TECLA with separate EOR services. Enterprise companies with existing recruiting capabilities might use Deel or Rippling for employment compliance only.

What questions should I ask during platform demos?

Retention and Performance:

• What's your retention rate through 12 and 24 months?
• How do you support developer performance and career growth?
• What happens if a developer isn't meeting expectations?

Vetting and Quality:

• What percentage of candidates pass your vetting process?
• How do you assess cultural fit beyond technical skills?
• Can I speak with current clients about their experience?

Compliance and IP:

• How do you handle IP protection in employment contracts?
• What compliance monitoring do you provide?
• Who handles legal issues if they arise?

Costs and Contracts:

• What's the total all-in cost including hidden fees?
• What are cancellation terms and penalties?
• How do you handle PTO, holidays, and benefits?

Support and Escalation:

• What's your average support response time?
• Do you have local teams in each market?
• How do you handle equipment, workspace, and HR issues?

What is the cheapest way to hire LatAm developers long term?

TECLA offers the lowest upfront costs at $15-$70/hour for platform-style hiring. However, "cheapest" depends on total cost of ownership including retention, internal management, and replacement costs.

For 2-3 year engagements, calculate:

• Platform fees (monthly × 36 months)
• Developer salaries
• Recruiting/replacement costs (estimated churn × $20,000)
• Internal management overhead (HR, legal, compliance time)
• Benefits and equipment (if not included)

Industry-average engineering retention through staffing firms is 75-82%, resulting in 18-25% annual churn. Budget platforms without retention infrastructure may cost more long-term through replacement cycles despite lower monthly fees.

Full-service platforms like Howdy with reported 98% retention eliminate recurring replacement costs, potentially delivering lower total cost over multi-year engagements despite higher monthly fees.

Final verdict and next steps

Platform selection by company profile

Choose Howdy when: Retention is mission-critical and reported 98% retention eliminates $50,000+ annual rehiring costs while preserving institutional knowledge. Single-vendor preference matters for consolidating recruiting, EOR, benefits, compliance, and workspace. Cultural integration drives success through physical offices, performance coaches, and community events. Limited in-house LatAm expertise makes white-glove models valuable. Senior engineering team scaling requires top 1% vetting and psychologist-led behavioral assessment.

Choose BairesDev when: Enterprise-scale operations require 4,000+ developer capacity and proven Fortune 500 delivery. Staff augmentation, dedicated teams, or full software outsourcing needed. Reported 96% retention and 2-week onboarding enable rapid scaling. Premium pricing justified by rigorous top 1% vetting and comprehensive tech coverage across 100+ technologies.

Choose Revelo when: Transparent pricing and flexible engagement without long-term contracts suit dynamic roadmaps. 2-week risk-free trials reduce hiring risk. 14-day average hiring timeline enables fast team scaling. 400,000+ developer network provides deep talent pool. Pay-as-you-go billing allows cancellation anytime.

Choose Toptal when: Elite freelance talent needed for critical projects requiring claimed top 3% vetting. 24-48 hour candidate delivery enables rapid hiring decisions. Reported 98% trial-to-hire success rate demonstrates matching accuracy. Premium pricing ($60-$200/hour) justified by quality-first positioning. Project-based needs suit freelance model better than permanent hiring.

Choose TECLA when: Budget constraints prioritize lowest cost with $15-$70/hour rates. Platform approach acceptable with more client involvement in selection and management. Time-zone alignment critical for real-time collaboration. Broad role coverage beyond software engineering needed. Comfortable with self-service model and hands-on remote team management.

Choose Andela when: Global reach beyond LatAm desired with access to African talent pools. Managed project delivery needed for turnkey solutions. Flexible engagement models spanning contractors, EOR employees, or managed teams. AI/ML specialization and rapid prototyping capabilities required. Comfortable with broader geographic complexity and potential time-zone challenges.

Choose Turing when: AI-powered matching and 4-day hiring timeline prioritized. Cost optimization through AI-driven pricing important. Global talent access across LatAm, Eastern Europe, and Asia needed. Comfortable with AI-driven vetting trading some human curation for speed. Mid-market pricing acceptable with less transparency than competitors.

Choose Deel when: Existing recruiting capabilities or separate talent sourcing in place. Global EOR services needed across 150+ countries. Transparent flat-rate pricing ($599/month per employee) with clear cost visibility. Comprehensive service suite handling EOR, contractors, payroll, and PEO. Platform automation and compliance infrastructure valued. Comfortable managing recruiting separately from employment.

Choose Rippling when: Unified HR, IT, payroll, and finance platform desired. Managing distributed workforces across multiple countries. IT management integration needed for employee devices and software. Volume discounts make platform cost-effective at scale. Existing recruiting capabilities in place. Consolidating multiple vendors into single platform.

Why companies choose Howdy over alternatives

Reported 98% retention versus industry-standard 75-82% saves $30,000-$60,000 annually per 5-person team in replacement recruiting and lost productivity. Over three years, this compounds to $90,000-$180,000 in savings while competitors cycle through 3-4 replacement hires.

10 Howdy Houses across LatAm provide workspace, equipment, local HR support, and community events that remote-only platforms can't match. Developers working from Medellín, Bogotá, or Mexico City offices report higher satisfaction and faster problem resolution than isolated remote workers.

Performance coaches with 10+ years engineering management experience conduct quarterly reviews, career planning, and skill development. This investment in developer growth creates loyalty and reduces churn while improving technical capabilities over time.

Consolidating recruiting, EOR, benefits, compliance, workspace, and coaching eliminates 40% overhead from managing multiple vendors. One invoice, one relationship, one escalation path versus juggling 3-5 separate providers.

Former organizational psychologists assess behavioral compatibility and cultural fit alongside technical skills. This human-centered approach identifies engineers who integrate into US team cultures rather than simply passing coding tests.

Start building your LatAm engineering team

Book a demo with Howdy to see how reported 98% retention, physical offices, and performance coaching reduce turnover costs while reviewing vetted candidates from the top 1% of LatAm technical talent. Understand Howdy’s 15% flat fee and what it covers (benefits, workspace, equipment, HR, coaching, and compliance). Learn how single-vendor consolidation eliminates multi-vendor complexity and 40% overhead reduction.

Discover customized hiring plans for your technical roles, timeline, and budget in 30 minutes. Review the Howdy Vetting Method and psychologist-led behavioral assessment approach. Tour Howdy Houses virtually in Medellín, Bogotá, Mexico City, and Buenos Aires. Examine case studies from healthcare tech, fintech, and SaaS companies achieving two-year retention.

No upfront costs, no contractual obligations. Payment begins only when your first hire starts contributing to your codebase.

What you'll learn in your demo:

• How reported 98% retention saves $50,000+ annually versus industry-average churn
• Why psychologist-led vetting identifies cultural fit beyond technical skills
• How physical offices and performance coaches drive developer satisfaction
• Total cost comparison: Howdy all-in versus unbundled platforms
• Timeline from first contact to developer start date (24 hours to vetting, 4-6 weeks full cycle)

Related content for LatAm hiring strategy

• Best LatAm Staffing Firms Comparison
• Why It's Easier to Hire with Howdy Than DIY
• Best Employer of Record Services in Uruguay
• How Howdy Supports Employee Satisfaction with Physical Offices

Related tags/categories

• LatAm developer staffing
• Employer of record services
• Nearshore software development
• Remote engineering team building
• Technical talent vetting
• Developer retention strategies
• LatAm EOR compliance
• Cross-border hiring platforms

Sources and Methodology Note

All retention rates, vetting acceptance percentages, pricing figures, and performance claims are based on publicly available company materials, platform documentation, and published sources as of 2026. Where specific metrics are attributed to companies (e.g., "98% retention," "top 1% vetting"), these represent company-reported figures. Industry averages (e.g., "18-25% annual churn") reflect general staffing industry benchmarks. Cost calculations assume 40-hour work weeks and standard full-time employment. Actual costs may vary by role, seniority, location, and engagement terms.