The rise of remote work has transformed how companies build their development teams. For businesses looking to tap into Latin America's rich talent pool, remote hiring offers unprecedented access to skilled developers at competitive rates. However, hiring remotely comes with its own set of challenges.
At Latam Staffers, we've helped countless companies successfully build remote development teams across Latin America. Through this experience, we've developed a comprehensive checklist that ensures you find the right talent while avoiding common pitfalls.
Before You Start: Preparation Phase
✓ Define Your Requirements Clearly
Role specifications
: Document specific technical skills, experience level, and project requirements
Tech stack requirements
: List must-have vs. nice-to-have technologies
Time zone considerations
: Determine acceptable overlap hours for collaboration
Project duration
: Clarify if this is a short-term contract or long-term position
Budget range
: Establish realistic compensation based on market rates in target regions
✓ Set Up Your Remote Infrastructure
Communication tools
: Ensure you have Slack, Microsoft Teams, or similar platforms ready
Project management software
: Set up Jira, Asana, Trello, or your preferred tool
Code repository access
: Prepare GitHub, GitLab, or Bitbucket access
Time tracking systems
: If required, have these ready for contractors
Video conferencing
: Test Zoom, Google Meet, or other video platforms
✓ Legal and Compliance Preparation
Contract templates
: Prepare employment or contractor agreements
NDA and IP agreements
: Have confidentiality documents ready
Payment method
: Set up international payment systems (Wise, Payoneer, etc.)
Tax implications
: Understand cross-border employment tax requirements
Data security compliance
: Ensure GDPR, SOC 2, or other relevant compliance
The Screening Phase
✓ Resume and Portfolio Review
Relevant experience
: Verify years of experience match your requirements
Technical skills alignment
: Check for proficiency in your required tech stack
Project portfolio
: Review GitHub repositories, live projects, or case studies
Career progression
: Look for growth and continuous learning patterns
Remote work experience
: Prioritize candidates with proven remote work history
✓ Initial Communication Assessment
Response time
: Note how quickly they respond to initial outreach
Written communication
: Assess clarity and professionalism in email exchanges
English proficiency
: Evaluate language skills appropriate to your needs
Availability confirmation
: Verify their availability aligns with your timeline
Salary expectations
: Ensure alignment before investing in interviews
The Interview Process
✓ Technical Phone Screen (30-45 minutes)
Technical background
: Discuss their experience with relevant technologies
Problem-solving approach
: Ask about how they handle technical challenges
Code quality practices
: Inquire about testing, documentation, and code review habits
Learning mindset
: Ask about recent technologies they've learned
Red flag detection
: Watch for inconsistencies in their technical narrative
✓ Technical Assessment
Coding challenge
: Provide a real-world problem relevant to your projects (2-4 hours max)
Code review exercise
: Have them review a code sample and provide feedback
System design discussion
: For senior roles, discuss architecture and scalability
Take-home project
: Consider a paid project for finalists (compensate their time)
Live coding session
: Optional paired programming to see their real-time skills
✓ Cultural and Soft Skills Interview
Communication style
: Assess how they explain complex technical concepts
Team collaboration
: Ask about their experience working in distributed teams
Self-management
: Evaluate their ability to work independently
Conflict resolution
: Discuss how they've handled disagreements or challenges
Company values alignment
: Ensure their work style fits your company culture
Motivation and goals
: Understand what drives them and their career aspirations
✓ Remote-Specific Assessment
Home office setup
: Verify they have a professional workspace
Internet reliability
: Confirm stable, high-speed internet connection
Work schedule flexibility
: Discuss time zone overlap and meeting availability
Previous remote experience
: Ask about their remote work practices and habits
Self-discipline
: Assess their ability to manage time and meet deadlines independently
Reference and Background Checks
✓ Professional References
Contact previous employers
: Speak with at least 2-3 references
Verify employment dates
: Confirm timeline accuracy
Technical skill validation
: Ask references about technical capabilities
Work ethic and reliability
: Inquire about punctuality and dependability
Team dynamics
: Learn how they collaborate with others
✓ Technical Validation
GitHub activity review
: Check contribution frequency and code quality
Online presence
: Review Stack Overflow, technical blogs, or LinkedIn
Portfolio verification
: Confirm projects they claim to have built
Certification validation
: Verify any claimed certifications or degrees
Technical test performance review
: Thoroughly evaluate their assessment results
The Offer Phase
✓ Compensation Package
Competitive salary
: Research market rates for the role and region
Payment schedule
: Clarify bi-weekly, monthly, or milestone-based payments
Currency and method
: Specify payment currency and transfer method
Benefits inclusion
: Detail any health insurance, PTO, or other benefits
Equipment budget
: Clarify who provides hardware and software licenses
Professional development
: Include any training or conference budgets
✓ Contract Details
Employment type
: Specify full-time, part-time, or contract arrangement
Work hours
: Define expected availability and core hours
Performance metrics
: Establish clear KPIs and evaluation criteria
Termination clauses
: Include notice periods and conditions
Intellectual property
: Clearly define IP ownership
Confidentiality terms
: Ensure strong NDA and data protection clauses
Onboarding Preparation
✓ First Day Ready
Welcome package
: Prepare onboarding documentation and company info
Access credentials
: Set up all necessary tool and system access
Team introductions
: Schedule meet-and-greets with key team members
Buddy assignment
: Assign a mentor or onboarding buddy
First week schedule
: Plan initial meetings and training sessions
✓ 30-60-90 Day Plan
Clear objectives
: Define goals for first 30, 60, and 90 days
Training resources
: Provide access to documentation, courses, and materials
Regular check-ins
: Schedule weekly 1:1s during the first month
Feedback loops
: Establish how and when to provide/receive feedback
Project roadmap
: Share the big picture and how they fit in
Ongoing Success Factors
✓ Communication Protocols
Daily standups
: Establish routine team sync meetings
Response time expectations
: Set clear communication norms
Status updates
: Define how and when to share progress
Emergency contacts
: Establish protocols for urgent issues
Time zone etiquette
: Create guidelines for respecting work hours
✓ Performance Management
Regular reviews
: Schedule quarterly or bi-annual performance reviews
Career development
: Discuss growth opportunities and skill development
Recognition programs
: Implement ways to celebrate achievements
Feedback culture
: Encourage open, constructive feedback both ways
Goal alignment
: Ensure individual goals support company objectives
Red Flags to Watch For
Be cautious if you encounter:
Inability to provide code samples or portfolio examples
Inconsistent technical knowledge during interviews
Poor communication or very delayed responses
Unwillingness to do a reasonable technical assessment
Unrealistic salary expectations without justification
No verifiable references or work history
Resistance to standard background checks
Unclear about time zone availability
Multiple concurrent full-time positions (moonlighting concerns)
Lack of home office infrastructure
Why Partner with Latam Staffers?
Navigating this entire checklist for every hire can be time-consuming and complex. That's where Latam Staffers comes in. We've already vetted hundreds of developers across Latin America, built relationships with top talent, and streamlined the hiring process.
When you work with us, we:
Pre-screen candidates
against your specific technical and cultural requirements
Handle time zone coordination
to find developers with optimal availability overlap
Manage compliance and contracts
for hassle-free international hiring
Provide ongoing support
throughout the hiring process and beyond
Guarantee quality
with replacement guarantees if a hire doesn't work out
Final Thoughts
Hiring remote developers from Latin America offers tremendous opportunities for accessing top-tier talent at competitive rates. The key is being methodical and thorough in your approach. This checklist ensures you don't miss critical steps that could lead to a bad hire.
Remember, the most successful remote hires come from a process that equally weighs technical skills, communication abilities, and cultural fit. Don't rush the process—investing time upfront in proper evaluation saves significant time and resources in the long run.
Ready to build your remote development team with confidence? Contact Latam Staffers today, and let us help you find the perfect developers for your projects. We'll handle the heavy lifting so you can focus on growing your business.