How to recruit the best software engineers LATAM

Recruiting the best software engineers has become a difficult and arduous process for companies around the world.

As a LATAM Tech Talent Specialist, I’ve seen it with my own eyes: most companies struggle to find qualified tech talent, and when they do, they lose top candidates to offers from competitors. Not to mention that their teams waste time and resources on failed recruiting cycles.

Sound familiar?

You’re not alone. Businesses around the world are grappling with this tough market for tech talent. It’s no wonder 61% of HR managers believe hiring developers will be their biggest recruiting challenge in the coming years.

However, the hunt for the best IT professionals in LATAM doesn’t have to be so fierce. If you want to hire LATAM’s elite developers, you can start by implementing best practices in your hiring processes.

Here are my expert tips on how companies around the world can refine their recruiting practices and increase their chances of hiring the most impressive LATAM software developers on the market today.

Let’s face it, recruiting engineers is hard

For starters, there just aren’t enough skilled software engineers to go around. According to estimates, there will be a 4 million developers are missing worldwide by 2025. We are already seeing the repercussions of low developer numbers – and it can only get worse.

In addition to this shortage, companies are asking for a lot. Most want high-value engineers who can start with minimal training and verify all the required skills. While it makes sense that companies want to invest in the best, this extreme difficulty can backfire, resulting in constantly understaffed technical teams.

When constantly understaffed in the engineering department, companies tend to struggle to meet institutional goals and huge customer demand for digital products.

5 Ways to Improve Your Recruitment Loops When Hiring Engineers

Although the challenge of hiring developers is greater than ever, I’ve noticed that many companies haven’t updated their hiring practices accordingly. Maintaining the status quo in your recruiting is a big mistake.

Conclusion: It may be time to update your recruiting process if you want to successfully attract engineering talent in today’s market. Here are five tried and tested ways companies can improve their recruiting loops when hiring engineers:

1. Embrace remote and hybrid working

Interest in remote work and flexible hours has never been higher. According to Owl Lab’s 2021 State of Remote Work Report, 87% of employees are looking for flexibility in where they work and 91% in when they work.

This trend is even stronger for IT professionals who are in high demand. Ultimately, engineers prefer this way of working, and for many top candidates it’s no longer a plus but a must.

By embracing remote work, you’ll not only attract top developers, but you’ll open up the possibilities from where you hire, dramatically increasing the number of candidates available to you.

On another side, ignoring remote work will cause your tech teams to fail. In response to the work-from-home trend, it is essential to invest in digital tools and build technical teams that excel in remote working.

In addition, it is essential to understand the compensation trends for LATAM engineers. The tech market today is 100% global, and you’ll be wasting your recruiting time and resources by being under-marketed in your offers..

To capture top LATAM talent, you need to research benchmark salary data on how much the engineers you’re trying to hire are receiving in competitor offers. If you don’t know how to research and calculate this in certain areas of LATAM, you may need to partner with a local talent specialist.

And remember: there’s more to compensation than salary. Competitive job packages will include valuable benefits (such as health care, flexible hours, etc.) that are comparable to industry-wide offerings.

3. Provide real challenges and learning paths

Developers are enthusiastic about working for companies where they see growth potential. I have personally seen hundreds of applicants in my career turn down offers for other opportunities that provide a little less money but give them access to challenging projects, learning paths or new responsibilities.

If you can generate genuine interest in your company’s work and professional development opportunities, you may have an advantage in attracting the best candidates. After all, engineers are paid to solve problems every day, and they value the constant learning they receive through real technical challenges.

During the outreach and interview process, it’s important to tap into the learning spirit of engineers and clearly define the big plans and growth trajectories they can expect in your company.

4. Build a pipeline of engineers

If you bring in engineers when you’re already understaffed, it’s too late. At this point, you’ll likely be sitting in those open positions for a while and playing catch-up.

You need to create an ongoing pipeline of engineering talent, even when you don’t have vacancies. You still need to generate interest in your business and prepare candidates for your next job openings.

One way to do this is to create an internal newsletter so that candidates hear from you regularly and are intrigued over time. Overall, your outreach efforts should consistently reach out to developer communities and create breakthroughs with them.

Ultimately, engineering is not one of those profiles that you can hire on a whim. Unless you’re using an agency or tapping into someone else’s network, you won’t be successful without a strong pipeline that nurtures ongoing relationships with potential candidates.

5. Expand your talent pool

Finally, you should look for ways to increase your talent pool, not limit it. This is especially true if you’re a start-up or just don’t have the budget to compete with some big companies.

The more qualifications you ask for in your job description, the more you reduce the pool of available candidates. In turn, you also increase the risk that the position will be open for 3-6 months without any candidates.

Carefully consider what you are asking for. Does your engineer really need fluent English? Does he/she need all the skills requested by your CTO? Can some of them be trained internally?

Don’t be afraid to consider engineers with no English or certain technical skills. With the right in-house training and mentorship, you can perfect these candidates according to your needs.

Start attracting top LATAM software engineers

No matter where your company is based, you can start recruiting the best LATAM software engineers with the tips above. Although recruiting developers is likely to remain a difficult undertaking, you can increase your chances of hiring great candidates by modernizing your recruiting process in response to current tech talent trends.