What US tech companies actually pay LATAM engineers
Real data. Clear insights. Better decisions.
This report is not about salaries. It’s about access.
For more than a decade, our purpose has been clear: to build a real bridge between Latin America and the United States, connecting brilliant engineers to world-class opportunities, and helping U.S. companies build high-performance teams beyond geography.
Transparency is the foundation of that bridge.
That’s why this is not an abstract market overview. It’s a practical tool. A clear, data-backed view of what motivated, ambitious engineers across LATAM expect, so you can plan with confidence, hire with precision, and compete with clarity.
Nearshore staffing should feel as predictable, structured, and straightforward as hiring in the U.S.
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The Nexton Advantage
Redefining nearshore headhunting with engineer-vetted talent.
350+
U.S. companies
already hiring with us. In every Vertical, from Seed to Enterprise.
1500+
Latam Engineers
vetted by Engineers. Working remotely for U.S. companies.
45%-75%
Cost Reduction
hiring with Nexton vs. U.S. recruiting.
90%
Closing Rate
from offer to hire. (no surprises at offer stage)
Frequently Asked Questions
Absolutely! We focused on the USD-denominated market, which features engineers with 6+ years of experience, high English proficiency, and proven experience in US-based Agile environments.
Yes, we target a specific "Tier 1" segment of LATAM engineers who prioritize autonomy and US-style product ownership. We aim to own the process and steer away from the "ticket-taker" mentality.
A steady 20% gap between current and expected salary is a healthy negotiation space. It shows engineers are ambitious but not unrealistic. It allows employers to offer competitive raises that are still within budget.
Less than you might think. Most LATAM countries shares a common profile across countries: full timezone overlap with the US, strong English proficiency, and deep familiarity with US-style Agile and product ownership culture. Whether an engineer is based in Argentina, Colombia, Mexico, or Brazil, those fundamentals hold. That said, differences do exist, in talent concentration by stack, in the depth of available seniority for a given role, and in market timing. Those nuances are exactly what a local partner is for. Rather than you having to decode the geography, Nexton actively sources across the region and matches each search to the market where the right engineer exists at the right moment, already vetted by engineers, not just by recruiters. The short answer: you don't need to choose a country. You need to choose the right person.
Significantly. Our Compensation Report shows that US companies can hire the same seniority — the 6+ years, the US-Agile experience — for up to 50% less than the US equivalent. And to be clear, that gap is about cost of living, not a discount on skill. You're not paying less for a lesser engineer; you're paying less for the same one because they're based somewhere the dollar goes further.
Because we don't take it on faith — and neither should you. Developer research from GitHub has ranked LATAM talent favorably against regions like Eastern Europe and India, but a regional average doesn't hire well for you. So every engineer is put in front of another engineer before they ever reach you: a working engineer runs the technical interview, evaluates how they reason and build, and writes it down. Recruiters can't test that. Algorithms can't either. Only someone who does the work can.
Two things a résumé won't show you: motivation and hours. LATAM engineers tend to genuinely want to build with US companies — the work style, the ambition, the product culture line up — so you're not fighting a mismatch from day one. And because the region shares the US business day, that alignment happens live: they're in the standup, on the review, on the incident call. Cultural fit only compounds when you're actually working at the same time.
