In today’s competitive market, where can companies look to hire vetted developers? Starting from scratch is complicated, so knowing where to find top talent is one of today’s million-dollar questions.
As the conversation around remote work continues, there is an unavoidable reality in the tech industry: tech talent shortages and the rapid rise of global talent are making a remote workforce— at the very least— an enticing proposition.
Thanks to the advent of collaboration tools, communication platforms, cloud technology, and emerging performance management approaches, companies are carving out effective strategies for handling teams from a distance. And for those tapping into new talent markets, the rewards and benefits are proving substantial and lucrative.
The Latin America tech ecosystem has a lot to offer companies searching for viable talent. Here is how companies are using this growing market to catapult their organization into the next stage of development and growth.
The Evolution of Outsourcing to Remote Hiring in Latin America
Geography is no longer a barrier to hiring the best talent. In the early days of outsourcing, companies hired workers as a cost-effective strategy. Today, however, the tech talent shortage in the States has nudged the industry towards a different impetus: remote hiring as a means for top talent acquisition.
In other words, companies go where the talent is, and the talent pools have exploded in certain (sometimes unexpected) regions of the world. Latin America is one of the top tech ecosystems gaining traction in the industry.
Countries in Latin America, like Mexico, have demonstrated a growth potential that has exceeded and surpassed expectations. The Mexico tech ecosystem has raised eyebrows for years, particularly as COVID accelerated many businesses digital transformation and the need to seek out nearby tech talent.
How to Build a Committed and High-Performing Remote Tech Team
After COVID’s massive restructuring of the workforce, companies are more engaged than ever in ensuring that remote teams maintain productivity, efficiency, and creativity. This is no easy undertaking, but it is not so new that there are no models or guidelines from which to draw templates and inspiration.
Building a Remote Tech Team Begins With Smart Hiring
Your team won’t get very far if it starts at a disadvantage. The first step towards building a high-performing tech team is by ensuring you hire in the right place and snatch up a candidate that fits your company. That means finding vetted developers that already possess the necessary technical and soft skills you are looking for.
As many tech companies will tell you, this isn’t always clear-cut. Online job boards and posting are not always enough to weed out the unfit. A developer can be exceedingly talented but might not have the technical skills you need or the experience to jump into your unfilled position. Alternatively, they might simply be incompatible with your company culture and future goals.
So how do you tech talent mishires?
How Recruiting Firms Find the Right Candidate
Finding the right candidate in the immediate vicinity can feel like finding the needle in the haystack. In a global marketplace, the haystack just got a whole lot bigger. For many companies, the prospect of jumping into a new talent pool and hiring across borders is daunting and creates a lot of logistical challenges.
A recruiting agency solves a lot of those initial problems.
Companies like CodersLink establish themselves amid a burgeoning tech ecosystem that houses thousands of talented developers and software engineers: full stack developers, front end developers, back end developers, mobile developers, and other crucial IT positions.
As we have covered in the past, Mexico has a few key notable cities where the tech ecosystem is competitive and growing. In places like Mexico City and Guadalajara, there is a culture of tech innovation that breeds talented and skilled developers.
Whether a company is looking for staff augmentation or hiring one or two engineers to get them past an initial development stage, CodersLink network of more than 20,000 engineers is a great place to start. Our vetting process is comprehensive and tests for technical skills, soft skills, English language skills, and even questions candidates about their personal goals, drives, and ambitions.
The Quick Guide for Building High-Performing Remote Teams
If you’re considering expanding your team and building a remote workforce to grow your company, there are a lot of considerations to factor in. While we can’t cover everything in this post, here’s a synthesized version of our Tech Teams Ebook that goes deeper into the weeds of team expansion, staff augmentation, and building remote teams in Mexico.
Download the full version of the ebook here.
#1 Assess your internal capabilities for outsourcing and remote hiring:
Depending on where you are in your company’s growth, a close assessment of your outsourcing capabilities can help you get a full and precise picture of what you need, your short-term and long-term objectives, and your budget. Hiring a Mexican software engineer, for example, means hiring top talent at a fraction of the cost of a U.S. developer. This can open up opportunities to expand your hiring or even build an entire nearshore team. When building a team, you want to know how far you can go, what your team looks like, and whether your company is ready for the remote onboarding process.
#2 Learn about what you need from an outsourcing partner
If you are using a hiring partner, learn about their process and what they will do for you when it comes to the logistics of hiring remote developers from Latin America. Other countries may have labor laws you need to contend with. There are also legal and tax implications that you likely have questions about. Also, inquire about the talent pool with which they work. You want to hire vetted software developers and bypass the taxing process of establishing a qualified pool.
#3 Learn about the different options for growing a team in Mexico
Not all open positions are made equally. Every company’s needs differ as they move through various stages of growth. As remote work becomes the new norm for many tech companies, the dynamic of remote team building has also expanded. Companies can hire software developers to build a team, establish a team in Mexico that supports their head team in the U.S. or completely outsources the software development process.
#4 Develop an extensive and comprehensive onboarding process
When bringing in new talent, setting a solid foundation is key for short-term and long-term success. A comprehensive onboarding involves laying out the structure of the company, tools the company uses, and learning how the new hire learns, what their communication needs and expectations are, etc.
Onboarding can last anywhere from a few weeks to a couple of months. How you structure your onboarding is up to your company and what your main priorities are, but generally this involves sharing manuals, relevant company research, credentials for accessing accounts and documents as well as entering the company chat room.
At the same time, company culture is a big part of the onboarding process. It is through this initial process that employees gauge whether a company is a right fit and whether it’s a welcoming and supportive environment. Setting the right tone is important at this stage.
#5 Embrace collaboration tools to streamline communication
Remote communication is a central topic of interest for tech companies setting up their powerhouse teams. How do you achieve the communication needed to ensure the free flow of ideas, structured communication (scheduled meetings, chats, etc), and other asynchronous communication?
Communication is indispensable. Teams operate on a foundation of solid communication and thinking consciously about how you achieve this is essential. Using a combination of tools or platforms might be necessary to maintain your team.
# 6 Maintain strong leadership
Leadership is essential for any team. Whether you are talking about a sports team, creative team, or any other organization: strong leadership steers the ship. What this involves might vary from company to company but it begins by discussing the development process and implementing feedback. Leadership involves taking responsibility, holding people accountable, and enhancing development methods, and approaches.
You want to provide feedback and solicit feedback so that there is always a two-way communication where wrinkles are ironed out. Feedback will help improve leadership, identify trouble spots, analyze setbacks, and correct directions.
Hire Vetted Developers and Build a Robust Team with CodersLink
CodersLink helps you fill hard-to-find and specialized engineering positions. Avoid mishires. Annihilate HR traffic jams. Have a trusted partner do the logistical heavy lifting of nearshore hiring.
Finding the right talent in Latin America does not have to be painful or require a complete company overhaul.
When working with CodersLink, you hire vetted developers that have been tested in various skills. We serve as the employer of record, handle immigration and relocation services if needed, employ top-level matchmaking, and all questions regarding salaries, legalities, and more.
Get started with CodersLink and build your professional tech team today.
