South America Outsourcing: Everything about Software Outsourcing in Latin America

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In recent years, IT outsourcing in South America has become more prominent.

Outsourcing has always been a code word for cost reduction, but it’s becoming a legitimate way to access a larger pool of software development talent.

When you think about software outsourcing destinations, countries like Poland, Romania, and Ukraine, and India come to mind.

Historically, these regions had a competitive advantage in the outsourcing market due to competitive prices.

But times are changing, and a lot of US-based businesses turn to South America for outsourcing software development for higher quality and time-zone congruence.

Why Do Companies Outsource?

Companies outsource for a few different reasons and their motivations can vary depending on the size of the organization as well as the overall capacity of their engineering team if they have any.

Let’s take a look at a few of the main reasons why companies outsource.

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Cost Reduction

Cost reduction is usually the main reason companies outsource.

Some companies try to keep their in-house teams as lean as possible while outsourcing the rest to firms that can work on non-mission-critical tasks.

Others outsource entirely out of preference, but no matter which approach you take, outsourcing lowers overhead employment costs significantly and allows companies to spend money elsewhere.

Professional Focus

Not all companies have the bandwidth or experience to manage an engineering team in-house.

Outsourcing development can provide a layer of comfort knowing that their application is being developed, allowing managers to focus on things that matter.

Access to Resources

Not every company can afford to have all the necessary resources within the organization.

Outsourcing helps new companies as well as established ones to access these resources and technologies through intermediaries and make use of it for as long as they need it.

Resourcefulness plays a significant role in business performance and the ability to compete in the market.

Scaling Flexibility

Being able to expand and downsize quickly is a great competitive advantage for companies that are sensitive to the change.

While employment laws and regulations may complicate the process and put an extra cost to it, outsourcing gives companies more flexibility here and a chance to operate faster in this sense.

Quick Integration

Outsourcing is a faster alternative to full-time in-house employment as it doesn’t require as much time to find, select, and hire software development professionals.

If the company and the provider agree on the terms without delay, then the work on development project can start in the matter of a couple of weeks, if not days.

When the actual hiring process may take as little as a month to perform the selection process and formalize the commitment.

There is no limit to the more extended options.

Being able to move quickly in the current business environment becomes an undeniable advantage.

Nearshore vs. Offshore Outsourcing

Not all outsourcing is equal. Depending on location, outsourcing comes in 3 flavors:

Onshore
Nearshore, and
Offshore.

We won’t be covering the onshore outsourcing as it represents the service providers that are based in the same country or a neighboring country and doesn’t significantly differ from partnering with a company in your own country.

To illustrate these two concepts, let’s say that your company is in the United States.

That would make outsourcing to South America a nearshore choice because of geographic proximity and similar time zones.

In contrast, Asia would be an offshore choice because of the distance and time-zone difference.

Another thing to consider when you are choosing between these two concepts is the price that you are ready to pay for the services.

Offshore regions are widely known for their extremely competitive low prices, while nearshore regions are a bit more expensive.

You can still expect the prices for nearshore software developers to be two-three times lower than in the United States.

Lower rates do not necessarily mean that your software developers are less experienced or will work not as well as you expect them to.

Low quality is usually the biggest concern for business owners when choosing between nearshore and offshore options.

Keep in mind that the country where you will outsource your development projects needs to share your culture and language, which will be the foundation of trust in your business relationship.

What To Look For When Deciding Between Offshore and Nearshore Outsourcing

When deciding whether to leverage offshore or nearshore outsourcing, consider the following points below in order to guide you to whichever fits your organization best.

Price

For many companies, this is a decisive factor when choosing an outsourcing provider. If reducing costs is your number one priority then offshoring would be a more sensible choice because of the lower hourly rates of other countries.

If you are ready to pay a bit more than the minimum, you might want to consider nearshore outsourcing to keep the remote team in the same time zone. At the end of the day, you will be hiring people, and finding the right fit is important.

Location

When you are choosing between nearshore versus offshore, you need to know that the biggest difference between them is the location of your outsourcing company.

The time zone difference between the US and South America is on average less than two hours, which means there is more time for teams to coordinate and stay in touch.

The location also brings out the cultural differences, which can be an asset to your company if you are looking to enter a new market or looking to receive a fresh point of view on the problem.

Communication

Even though outsourcing means delegating responsibilities of a project to another company, it doesn’t mean that their software developer will be working in isolation.

Collaboration is key to establishing productive professional relationships with an outsourcing provider. For that, you need to make sure that communications are not complicated by the language barrier.

English is widely spoken in South America, which makes nearshore locations a bit of a favorite here.

Most of the South American countries show high proficiency in the English language, beating out China and India who have remained at low proficiency.

Cost reduction

As we’ve mentioned above, depending on your goals concerning your costs, offshoring might be more useful for your company.

Of course, lowering your costs is always important, but it shouldn’t outshine other benefits such as communication when you are making a decision.

Culture

Cultural fit is usually not the main concern when choosing between nearshore and offshore options. However, it can play an important role in a successful development process.

Share the same culture is important for a fruitful collaboration. And with near-shoring, you shouldn’t worry about that, as your outsourcing partner will most likely be located in the nearest country which will share most of the views and ideas or at least be familiar with yours.

State of Software Development in South America

Countries in South America are experiencing an increase in interest for development talent from companies all over the world.

Many of these companies come from the United States because of their geographical proximity and time zone similarities. South America is changing the perception that outsourcing is a risky business and is becoming a significant IT provider in the global arena with thriving economies and industries led by Brazil, Chile, and Argentina, among other countries.

Research performed by the Brookings Institute and the London School of Economics stated that Santiago ranked #5 among the world’s ten best economic performing cities, behind Lima and in front of Shanghai.

South American outsourcing companies are winning the hearts of their American partners with cultural similarities, time-zone compatibility, and a tech-savvy demographic.

Benefits of Working With South American Developers

In a perfect world, outsourcing should be painless. But many end up getting burned by firms that operate overseas. South America is a relatively new region to outsource from and has kept a good track record of passionate developers that are eager to do good work.

Putting together a good team of developers from South America has several good things going for it.

We listed some of the big ones below.

Price vs. quality

When working with South American developers, you don’t have to worry about sacrificing the quality of work for lower prices.

South American governments invest in technical education, which allowed for the initial foundation for talent to flourish.

While conversion rates from the U.S Dollar to any South American currency are favorable, the real value comes from the passion that South American developers have for their work and their eagerness to participate in the U.S tech market.

Competence

So why outsource to South American software engineers? To put it bluntly, they do good work.

The cream of the crop know their tools and understand how to take a project from start to finish while making thoughtful considerations on software architecture to prepare applications for scaling and performance.

International experience

South American countries attract many global corporations that want to take advantage of the benefits remote engineers have to offer.

Many talented developers have worked with global organizations on projects, learning new ideas and skills in the process.

The Cost of Hiring a Remote Developer in South America

Outsourcing is usually associated with cost-reduction. Those looking to minimize costs tend to roll the dice on countries like India, which has a subpar record of delivering value.

Countries in South America tend to bring substantial experience and work ethic to the table beyond the lower price tag.

You can expect to see the average hourly rates to work with an experienced software developer in South America between $30 and $50 depending on the complexity of the tasks, seniority, and the grade of engagement.

Of course, you can find top specialists charging two or three times more, but on average, the hourly rate for a good software developer doesn’t exceed $50.

Being cost-efficient while maintaining a high quality of work is what makes South American countries strong players in the global software development arena.

Of course, you can find lower prices like $7-$15 in the same region, but keep in mind that this by no means does guarantee the quality of the final project delivered.

When choosing a South American software engineer or a development team, pay attention to the references, previous experience with similar projects, and see the work in action to make sure you know what you are paying for.

Top Destinations for Outsourcing in South America

The top countries to hire a software developer in South America are:

Argentina
Puerto Rico
Colombia
Brazil, and
Peru.
Uruguay

These countries have shown the most stable growth and the most attractive economic climate to get the attention of global companies from all over the world.

Every one of them has their unique traits and specializations.

Still, in general, you can expect the software developers in all of these countries to have a good command of programming languages, solid knowledge of business operations, and proficiency in English.

Argentina

Capital: Buenos Aires
Population: 44.27 million (2017)
Language: Spanish
Hourly rate: $30-50
Famous for: tango, steak, wine, and football superstar players

Argentinian software developers generally are proficient in English, which is a tremendous strategic advantage for them. Companies worldwide appreciate good communication.

According to EF Education First global test, Argentinians score the highest in the South American region.

The country’s economic development also helps it to rank high on the global scene.

Argentina ranked 53rd in the International Monetary Fund’s 2017 GDP outlook, which shows the stable growth and pleasant economic climate of the country.

The government understands the importance of IT outsourcing businesses and passes the laws to support these initiatives and attract more international business to the country.

The outsourcing industry comes mostly out of Buenos Aires, but there is a lot of opportunities to scale up and create more outsourcing centers in the country.

Argentina has been developing its IT talent for about 20 years.

Their understanding of the benefits that the software development industry brings to the country has led them to make tech a priority.

Recently the Argentinean Government has launched several initiatives to support the industry’s growth and attract more international companies.

The main goal for it is to comply with international standards in terms of applicable laws such as intellectual property and personal data protection.

Bolivia

Capital: Sucre
Population: 11.05 million (2017)
Language: 37 official languages are recognized, but the Spanish language is used by the majority of the population
Hourly rate: $20-45
Famous for: Salt flats

Unlike other outsourcing providers in India, China, or Eastern Europe, Bolivians share a similar culture to the United States.

Lower cultural barriers mean you experience better communication from the start—and a faster, better connection between the outsourced team of software developers and your company in-house team if you have one.

Bolivia offers dedicated software development teams working in your time-zone and your schedule.

Because they have a more cost-efficient economy, you have access to good talent at an affordable price.

In the last few years, Bolivia has experienced outstanding growth in research and technology, becoming an increasingly important tech hub in the region.

Their economic growth made it possible for the country to create more work opportunities for its citizens in the industry.

While Bolivia might not be the leader in the digital trends, the Bolivian government considers technological growth to be an essential element for the country towards social and economic growth.

The number of independent software developers that do their business from Bolivia and outsource their professional skills to other countries has also grown in the last few years.

The country has good options for higher education, and because IT graduates are demand among local and global companies.

Brazil

Capital: Brasilia
Population: 209.3 million (2017)
Language: Portuguese
Hourly rate: $25-40
Famous for: Carnival, football superstars, Amazon rainforest

Brazil is South America’s largest economy with Fortune 500 companies, ranging from IBM and HP, many of which enjoy the talents of skilled Brazilian software developers.

Brazil has been experiencing steady economic growth since 2010. As the biggest country in South America, Brazil has become itself a major global IT outsourcing center thanks to its nearshore location and numerous IT service providers.

With more than 250,000 IT professionals, and approximately 23,000 new IT graduates entering the industry each year, Brazil is a great place to find software developers.

Such a large talent pool backed by higher education guarantees a good selection of professionals for the companies interested in outsourcing in Brazil.

The technical knowledge is supported by proficiency in English, which makes Brazil a strong competitor to Argentina.

The IT services market in Brazil is supported by the growth and maturity of local service providers, continuous investment in Brazil-based operations from the government and private sector, and the constant growth of all major global providers participating in the Brazil market.

The appearance of such industry leaders in the country only confirms the potential of the IT outsourcing industry in Brazil.

Chile

Capital: Santiago
Population: 18.05 million (2017)
Language: Spanish
Hourly rate: $30-50
Famous for: poets, Easter Island, wine

It is not a surprise that Chile aims to be a key supplier of IT and software development services to the western market.

Chile’s growing economy and business-friendly environment helped it gain some notoriety among the leaders in the South American IT outsourcing industry.

However, it still needs a broader availability of highly-skilled professionals to compete with leading markets in Asia and Ukraine.

It’s reputation for business, and the economic environment is helping it to gain more interest from global companies.

Some of the industries where Chilean software developers have shown outstanding results are security systems, mobile banking, data processing, web design, and green technology.

Staying on top of digital innovations allows Chilean outsourcing companies to compete in the market with their experience and knowledge on top of the affordable prices.

While aiming at attracting global technology leaders to do business with outsourcing companies in Chile is a long-term goal for the economy, numerous small businesses have already benefited from choosing Chile as their partner for software development.

A more modest, and focused approach to an industry that provides high-value service with a personal touch is what small businesses need to succeed.

The country also has a thoroughly developed telecom infrastructure, counting the highest broadband and mobile telephony penetration rates in the south American region.

Colombia

Capital: Bogota
Population: 49.07 million (2017)
Language: Spanish, English
Hourly rate: $25-45
Famous for: emeralds, El Dorado myth, coffee, food

Colombia has earned the status of the software development outsourcing hotspot in South America.

This, thanks to hiring and investment benefits that the government is actively offering to attract global IT leading companies.

Colombian IT companies aim at making Medellín the headquarter for the center for the fourth industrial revolution through bringing technological innovation and developing actionable strategies for digital transformation.

Another great advantage of Colombia as an outsourcing destination is its world-class infrastructure.

The telecommunications infrastructure in Bogota ranks 4th among 46 South American cities in terms of broadband penetration.

The rapid growth of the IT industry in Colombia is due to government investment for IT training programs.

That makes the number of companies that hire software developers in Colombia increased by leaps and bounds, showing that outsourcing tech jobs to specialized talent is not only cheaper for the companies but also helps the country to reach an international technology benchmark.

The two main cities that have attracted the most investment IT and innovation are Bogotá, the capital, and Medellín.

Peru

Capital: Lima
Population: 32.17 million (2017)
Language: Spanish, Quechua, Aymara
Hourly rate: $20-50
Famous for: ceviche, alpacas, Machu Picchu

Peru is the third-largest country in South America after Brazil and Argentina.

What makes Peru so interesting for the companies that are looking to outsource in South America is that Tholon’s Top 100 outsourcing rankings have steadily moved Peru up the list, giving it the 57th rank worldwide.

Recently Peru started a higher education organization named UTEC (University of Engineering and Technology), which is considered the most modern in South America and has become the cornerstone of Peru’s rapid growth in tech and engineering graduates.

Peruvian programmers have a wide range of programming skills.

A high number of Peruvian developers have experience working with global companies and a solid understanding of their business processes.

Peru has been placed among the top outsourcing destinations thanks to its cultural compatibility with western work culture, which makes communication and collaboration much easier for both parties.

Also, Peru’s thriving start-up culture presents its ability to compete with global companies for business opportunities.

Uruguay

Capital: Montevideo
Population: 3.457 million (2017)
Language: Spanish
Hourly rate: $25-45
Famous for: wine, mate, tango, Punta Ballena

The two main features that make Uruguay stand out from its neighbors are its innovative, high-quality education system and its adaptation to new technologies.

Uruguay’s education system has been providing all the tools necessary for graduates to be ready to compete in the global market.

Learning English at a high level is a priority as well as recognizing the necessity of global partnerships in the future.

What gives Uruguayans an additional advantage in the labor market is their tendency to enter the workforce while they are studying at university.

Fun fact: Uruguay was the first country in the world to provide a free laptop to all public school students and teachers.

Tech education starts at an early age.

Historically Uruguay has had close working relationships with the United States and close connections with neighboring countries in the region, which helped it to advance infrastructure and support its abundance of IT talent.

Uruguay is worth taking a closer look at for software development, outsourcing, or shared services.

Some global companies like IBM, Kraft, BBVA, HBO, and others have already shown their interest in working with Uruguay by setting up offices and partnerships there.

Uruguay may not be the most known country in terms of IT outsourcing, but it shows promising growth and an attractive talent pool that international companies can’t ignore.

Where To Find South American Software Developers

If you’ve decided to outsource software development tasks to South American countries, you will find plenty of opportunities to find competent talents for the job .

Depending on the project, professional requirements, and the nature of commitment, you might want to go the extra mile in the candidate search aside from posting the job on your website.

We’ll show you how.

Freelance Marketplaces

Freelance marketplaces are a perfect option for companies that are looking for individual specialists for short or medium-term collaboration.

Freelancing is often associated with the gig economy that serves software developers that are working for themselves and are not directly hired by any company.

Even though freelance marketplaces usually cater to the users who are looking for short-term professional commitments, you shouldn’t overlook them. There are plenty of talented software developers who’d be happy to work with your company full-time remotely.

Job Boards

Unlike freelance marketplaces, job boards connect professionals with companies that are interested in hiring full-time employees.

Job boards tend to cater to a specific niche, so that makes finding software developers in south America a much easier task.

Staffing Agencies

Staffing agencies take the responsibility of finding candidates before offering you a hand-picked selection for the interviews, after which you can decide whether you want to hire the candidates.

Even though staffing agencies charge for their services, it can be good for companies that are not very experienced in working with software engineers but can afford someone to source them.

Outsourcing Agencies

These companies specialize in providing software development talent.

They will take care of finding and hiring their own professionals and deliver the completed work to you according to the requirements and stipulated deadline.

There is a truly enormous variety of software outsourcing agencies in the market, and you can find the optimal partner that fits your budget and meets your business needs.

Conclusion

Working with South American software developers is an optimal choice for companies that are looking to find affordable talents in the same time zone yet don’t want to compromise on quality.

However, many businesses are concerned about finding and hiring remote software developers themselves because it can be time-consuming, and hired professionals don’t always meet the expectations.

At Trio, we know the importance of hiring the right fit.

We have seasoned south American engineers making the major part of our remote software development team.

And we carefully searched for, interviewed, and hired amazing south American talents in mobile and web development to bring your ideas to life with our engineering power.

Now you might be asking yourself how is working with Trio is different from software development outsourcing or hiring a third-party agency?

Easy, Trio offers small and medium companies competent software developers on-demand, thereby eliminating the necessity for them to go through a time-consuming process of hiring full-time employees for their projects.

Trio is your software development partner, not an outsourcing vendor, and this is what makes us different.

If you are looking to expand your software engineering team with Latin American talent, contact us to discuss your project and find the best match among our engineers.

Frequently Asked Questions

How much does it cost to hire a developer in South America?

Being cost-efficient without sacrificing quality is what really makes South American countries strong competitors in the global arena. To hire a junior developer you can expect a price range of $35-$40, for a lead developer between $50-$61.

Why should I hire developers in South America?

Both the quantity and quality of technology talent in South America have significantly risen over previous years. Now, with the number of experienced software developers still on the rise, the abundance of technology is one of the most prominent reasons to hire a software developer in South America.

What are the advantages of outsourcing to South America?

The advantages of outsourcing to South America include high English fluency, cost efficiency, and minimal time zone differences.

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What Is a C developer?

C developers are closely familiar with the fundamentals of systems programming. They develop code that integrates into base computer systems. Embedded systems, operating systems, and kernel modules all rely on systems programmers like C developers.

C++ is nearly a superset of C. Save a few minor details, the two languages are very similar. Expert C developers may learn C++ as well to increase their effectiveness.

Other languages in the repertoire of C developers might be higher-level languages and frameworks that work well with C like Java, Node.js, and Python.

As systems programmers, C developers have strong problem-solving skills and use structural programming to write clean, reusable code.

Why Use C?

The first and foremost justification for using C would be if you wanted to build an operating system. After all, in the 1970s, C was the vessel in which UNIX was re-designed. But despite the goal-oriented origins of the C language, various elements of its development make it a fitting language to use for an array of needs.

Middle-level

There are only a handful of middle-level languages. And if you were to pick them out, you’d probably come up with Java and C++ in addition to C, and there’s even some dissent there.

Either way, the general consensus is that C is a middle-level language. Because of this, C is one of the best languages for building both systems and applications. Therefore its usage is by definition flexible.

Structured

As a programming paradigm, structured programming allows developers to make complex programs by compartmentalizing their codes into simpler structures via task-oriented functions. Some examples of structural programming in action are if-else statements and for-loops.

Though many languages make use of this type of programming, C may very well be the oldest structural programming language that still maintains its popularity. This is because C is reliable.

Portable

Portability describes how compatible certain computer programming languages are in diverse environments. In the case of C, the language plays a major part in Windows, UNIX, and Linux operating systems, demonstrating its portable nature.

General

C is general-purpose. In effect, no matter what you want to develop, C is there for you – for games, graphics, applications, and more.

Advantages of Using C

C is equipped with a number of supportive features to develop keeping high-level functionality in mind. As the intent of C was to develop operating systems, its features must be fully comprehensive and performant.

Case-Sensitive

C is case sensitive. Lowercase and uppercase letters are differentiated. This can make certain elements of coding far less confusing and more direct. It’s also easier to parse through case-sensitive code.

Dynamic Library

The library C offers is rich with built-in features and is furnished with dynamic memory allocation. What’s more, C has much less library functions than other languages but just as many functions, simplifying their deployment.

Keyword Simplicity

In computer programming, keywords are the smallest building blocks of programming that work as gateways to writing complex code.

Keywords like if, else, and return may be familiar to you. The C language only has 32 keywords, overall only a small number to remember and eventually master.

Embedded Usage

C is the go-to language for developing embedded systems, Embedded systems contain hardware and/or software designed for specific functions. Digital cameras and robots are good examples of embedded systems.

Developers use C for embedded systems because it is flexible. The high-level abstraction of C combined with its low-level alliances make it a great language for this sort of development.

Companies That Use C

IBM
Nokia
Samsung
VMWare
Huawei
Microsoft Windows

Reasons to Hire a C Developer

It’s fairly common for businesses to go the mobile app route in contemporary software development. They’ll cross out a couple of months on their calendar, get a grasp of Java or Swift – for Android or Apple respectively – and be on their way.

App development is an accomplishment no matter how you do it. But when things become commonplace and you follow the lead of your competitors, it becomes difficult for your business to stand out.

If you wish to stay competitive, your business needs to be challenged. Rather than putting an app on the app store, why not develop an entire software.

Adobe, most Google applications, and the entire Linux operating system was built with C. These are software systems that have topped the technology sector and have garnered worldwide familiarity and usage.

Most popular C programs aren’t simply apps, they’re relevant components of daily work and life for millions of users. Depending on the developers you hire, you’ll have the resources you need to do the same.

It starts with a good idea, and the right developers to manifest it. Hire a C developer.

Hire a C Developer

C is well over 30 years old. With languages being built every other fortnight, it’s hard to keep up with the competition. But somehow C has managed all the while.

Of course, old age does come with consequences. The market favors young people who favor young languages. This doesn’t make C less trustworthy or useful, but it is a little tougher to find the professionals you’ll need to program in C.

Trust the process, trust your research. Trio also has resources to help you. Take a look.

How do you hire a C developer?

For those who wish to take the high road and hire C developers on your own, we’re still here to help.

Hiring a developer on your own is a very focused and hands-on process that requires considerable knowledge about software development in general.

The last thing you want to do is trust your hiring process to someone with no technical ability. If you are a non-technical manager looking to learn a thing or two, we have a great resource here for you to learn more about the hiring process in detail.

Otherwise, we’d recommend you contact Trio for consulting and developer allocation.

What should you look for in a C developer?

C developers at a high-level should demonstrate the following skills:

Proficiency in C and preferably in C++ as well
Knowledge of high-level languages that are often integrated with C such as Java, Python, Go, or Node.js
Abstract critical thinking and problem-solving aptitude
Ability to write and implement algorithms and data structures

How much do developers cost in the U.S.?

ZipRecruiter data reports that the average yearly salary of a C developer is $117,673 On the higher end, C developers can make as much as $155,500 per year. But C developers can also make as little as $67,500 annually.

How much do developers cost in South America?

Due to economic differences between the United States and South America as a whole, the cost of offshoring software development is significantly lower than hiring full-time with U.S talent. For Senior C Developers in South America, the average salary is currently around $100,000 whereas a mid-level developer costs around $76,000.

How much do developers cost in Ukraine / Eastern Europe?

Eastern Europe shares very similar rates to South America, again due to the economic differences. When looking at salaries in Eastern Europe, data shows that a Senior C Developer costs around $100,000 on average.

Hourly Rates for Developers

Another way to look at developer costs is through hourly rates. While salaries are good to understand for hiring developers for full-time and long-term, you might just need a developer for a period of 3-6 months or 6-12 months. In these types of situations, it’s best to calculate your costs based on the hourly rates of a developer.

Below is a table that lists the various hourly rates of developers in different locations based on their job title.

Why Hire a C Developer?

Trio C developers are pre-vetted, interviewed, and then trained further to become true software professionals, capable of adapting to situations that are both within and outside of the scope of their general expertise.

At Trio, we hold our developers to a higher standard. Much like how elite special forces units recruit only the best from main branches of the military, we recruit developers who either show amazing potential or demonstrate exceptional skill. We then take their talents and sharpen them even further.

Another benefit of hiring a Trio developer is that you won’t incur the costs of hiring, which can add up to be around 30% of a developer’s salary on average, as well as overhead costs associated with full-time employment.

By working with Trio, you can enjoy a highly experienced full-time developer for a fraction of the cost, along with the added project management assistance.

To learn more, tell us about your project and we’ll get you started.

C Resources

Daniel Alcanja •

6 min read

The Ultimate Flutter Hiring Guide for 2023 Success

Introduction

Are you feeling overwhelmed by the prospect of hiring a Flutter Developer? Perhaps this particular technology is not your area of expertise and are you are unsure how to structure your hiring process. Fear not, as we are here to help you navigate this process and find a skilled Software Engineer who can add value to your business.

By leveraging our expertise in hiring high-level developers, we can help you evaluate technical talent and strengthening your engineering team. With our guidance and support, you can confidently conduct a hiring process with Flutter Developers and enhance the performance of your Engineering Team.

We would like to thank you for taking the time to visit us today. We hope that you will find the information provided to be both helpful and informative. Please stay with us and read on as we share some valuable tips that we believe you will find useful in your daily life.

What’s a Flutter Developer?

A Flutter developer is a software engineer who has proficiency with the Flutter framework to develop mobile, web, and desktop applications. By association, Flutter developers have fluency in writing code using the Dart programming language and are therefore Dart developers as well.

Flutter developers can be web or mobile app developers. As such, they may have prior experience and expertise in other frameworks and languages like JavaScript or Ionic. Some Flutter developers may only be familiar with Flutter.

The Flutter framework is intentionally and wholeheartedly tied to UI design. Widgets are one of its defining characteristics. They must have comparable skill in optimizing graphical interactions for the user.

The role of this type of developer is crucial in the software development industry. The responsibilities of a Flutter developer may vary depending on the project requirements, but some common tasks include:

Developing and maintaining applications;
Developing and implementing custom widgets and UI components;
Integrating third-party libraries and APIs;
Ensuring the application's performance, quality, and responsiveness;
Collaborating with cross-functional teams, including designers, product managers, and other developers;
Participating in the development process from design to deployment and maintenance.
Working with cross-platform frameworks.
Debug and test Flutter code, using tools such as the Flutter DevTools, unit testing, and integration testing.
Use version control tools such as Git, SVN, or Mercurial to manage their codebase.

What you can build using Flutter

Flutter is a versatile and powerful framework for building mobile applications for Android, iOS, and other platforms. With Flutter, developers can build a wide range of applications, including but not limited to:

Social media applications: Flutter is a versatile platform for building social media apps that can include a range of features, such as instant messaging, push notifications, and media sharing capabilities.
Business applications: Flutter is a great option for creating business apps that require robust functionality, such as CRM, inventory management, and project management tools.
E-commerce applications: Flutter is a great option for creating e-commerce apps that offer features such as a product catalog, shopping cart, payment gateway integration, and more.
Educational applications: Flutter enables developers to create educational applications such as e-learning platforms, online courses, and interactive learning tools, all while providing a user-friendly experience.
Gaming applications: Flutter is also capable of building games with 2D and 3D graphics, animations, sound effects, and other exciting features.

In general, Flutter offers developers the versatility and features to create a variety of mobile apps for various industries and purposes.

Companies that use Flutter

The New York Times
Square
Google
eBay
BMW
Alibaba

Which are the soft skills a Flutter Developer should have?

As you need to hire a Developer who can perfectly unfold within your team and company taking into account just technical skills would not be enough, and this is when soft skills play a big role. So now let’s dive into some basic soft skills good developers should have.

Some essential soft skills for a Flutter Developer should include:

Communication: Being able to communicate effectively, especially in remote and asynchronous environments, is a real necessity for any professional nowadays. Communication skills are always in high demand, whether it's through describing ideas, discussing approaches, giving presentations, providing status updates, giving feedback, asking questions, or voicing concerns. The ability to communicate ideas clearly and to understand communicated ideas is of critical importance to ensure a well-aligned, agile team.
Team Work: Individuals should demonstrate adaptability to various projects and environments. However, it is extremely important for them to value working within a team that allows for easy navigation, knowledge sharing, idea contribution, and learning from other team members. They should also be able to provide and receive feedback, pass on information, ask questions, and offer help when needed.
Collaboration: Every project involves multiple people, and team members must be able to work with one another effectively. Collaboration is the combination of all of the above qualities in order to effect positive change and move the project and company forward.
Adaptability: The ability to adapt to new circumstances, situations, scenarios, and environments is vital for professionals to cope with changes, challenges, fast-paced environments, uncertainty, and lack of predictability. It enables them to be more creative and resilient, providing solutions and new strategies whenever any shifts occur.

Hiring Process for a Flutter Developer

To hire technical talent who is the best fit for your company and project, you should ensure that your hiring process is aligned with your needs. This will provide you with useful and valuable information to help you make an informed decision before extending an offer letter to a developer.

We have listed below some steps that can be implemented in your hiring process to help you ace it and bring on board the right developer for your business.

Main Steps in the Hiring Process

Job Description

A great process starts with a well-written job description. It should contain important information, such as a brief description of the company and project, the main responsibilities of the professional, the seniority needed for the role, technical requirements, desired soft skills, salary, and perks.

An appealing and accurate job description can better attract targeted candidates, providing you with a more qualified list of applicants. It's important to remember that you don't want to get attention of all software engineers available in the market, but rather the ones that are aligned with your company's culture and the specific role.

Sourcing

Unlike other fields, the technical industry has its own unique challenges when it comes to attracting candidates. Simply posting job openings on job boards may not be sufficient to generate a substantial pool of qualified applicants. Therefore, it is important to proactively source candidates from a variety of channels, rather than solely relying on applicants to respond to job postings. Some of the sources that tech recruiters use to find candidates include GitHub, GitLab, LinkedIn, Telegram, Discord servers, and consultancy companies.

To use some of the aforementioned platforms, your team should know how to apply Boolean search to filter only candidates that align with your vacancy.

Screening

After gathering a sufficient number of applicants, you will begin screening candidates to determine their suitability for the position. During this part of the process, you may review resumes, portfolios, cover letters, and repositories to ensure that you only got to candidates who meet the minimum requirements for the role.

Among the relevant skillset for the vacancy, recruiters and hiring managers typically look for experiences, seniority, certifications, fluency in some specific language, educational background, certain projects or business, main technologies used, location and candidates’ salary expectations.

Screening can be done manually, through a specific platform or an Applicant Tracking System (ATS). Choosing the best option for your needs will depend on the company's budget. A robust ATS with integrations with other tools and the ability to filter candidates by their expertise is ideal because it saves a lot of time and resources.

Interview

This is one of the most important steps of the hiring process for developers. It’ll allow you to fully understand if the talent is really aligned to the company and project. A good interview can extract valuable information from candidates that will make it possible for you to decide whether they will continue in the process or not. For that, it’s essential to have good questions to gather answers regarding technical and soft skills.

During an interview, you can ask various types of questions, such as behavioral, situational, competency-based, fact-based, skill-based, and technical questions, among others.

It’s also important that you present the company to the candidate, letting them know more about your culture, working environment, way of working and anything else that defines your company.

Technical Validation

After making sure the developers align to the skillset the role requires, you will need to check their technical abilities to ensure it meets the project’s expectations. Knowing exactly what’s the technical level that the candidates should have can help you design the type of technical validation that best adapts to your needs.

To technically validate candidates you can use technical interviews, technical tests/assessments, pair programming, project executions, live coding, work portfolio/GitHub reviews and team interviews, among others.

If you don't feel prepared to conduct technical interviews with developers because you're unsure of what questions to ask or how to evaluate their answers, you can try Genie, Trio's AI-powered interview question generator.

Hire a Flutter Developer with Trio

Trio Flutter developers are pre-vetted, interviewed, and then trained further to become true software professionals, capable of adapting to situations that are both within and outside of the scope of their general expertise.

We offer flexibility in terms of project requirements and team size adjusting it according to the project's needs. This allows our partners to scale up their project requirements as needed.

Moreover, we are committed to delivering high-quality apps within a reasonable time frame, with a proven track record of delivering projects on time and within budget without compromising on quality. A Trio developer is that you won’t incur the costs of hiring, which can add up to be around 30% of a developer’s salary on average, as well as overhead costs associated with full-time employment. All in all, by working with Trio, you can enjoy a highly experienced full-time developer for a fraction of the cost, along with the added project management assistance.

Last but not least, we value excellent communication and support throughout the project's life cycle. This ensures that our partners’ requirements are understood, and the project is delivered as per their expectations.

How much do flutter developers cost?

The cost of hiring a Flutter Developer can vary depending on the size of the company, their budget and also the seniority of the role. It is advisable to ask candidates about their salary expectations and compare them to your own budget. This helps to avoid putting candidates through the entire hiring process only to find out you cannot meet their expectations. It is important to be transparent throughout the hiring process.

It is also essential to consider that the cost of hiring software engineers in Latin America is significantly lower compared to American or Canadian professionals.

While hiring developers in Ukraine or Eastern Europe may also yield cost savings, the time zone difference may present challenges depending on the team's availability for collaboration. In such cases, hiring developers from Latin America proves to be a viable alternative as they can readily adapt to the Eastern or Pacific Time Zone.

At Glassdoor you can run some searches about the paid salary for Flutter Developers accordingly to their region.

We hope this guide can assist you in structuring your hiring process. However, keep in mind that you do not have to do it alone, as Trio is here to add value to your business by providing vetted and experienced talent that can easily meet your requirements and navigate across various business and project types. Additionally, Trio simplifies the hiring process by providing valuable insights into candidates' salary expectations, allowing you to make informed decisions about who to hire. Overall, if you require a senior Flutter developer, Trio is an excellent resource to consider.

Camila Rodrigues •

7 min read

The Ultimate Guide to Engineering Manager One-on-Ones

Structured one-on-one meetings are like following a recipe, they provide managers with the opportunity to connect with your team members, understand their goals and challenges, provide feedback and guidance, and ensure all the necessary ingredients are in place so that everyone is aligned and working towards a common goal. In this guide, we'll explore some best practices for engineering managers hosting one-on-ones with team members.

7 benefits of one-on-one meetings

You can use one-on-one meetings for a variety of reasons, including:

Connecting with team members

Creating a supportive space for discussion can foster a team culture of open communication and feedback. One-on-ones provide managers an opportunity to get to know team members as a person and teammates.

Helping employees achieve their goals

Identifying goals and action items for your employees is an important part of supporting their growth and development. Here are some steps to help you identify goals and action items for your team members:

Discuss aspirations: Ask about career aspirations and what your employees would like to achieve in their role. This can help identify areas where they are motivated to develop their experience.
Identify areas for improvement: Review performance and identify areas where employees can improve their skills or knowledge. This can include technical, soft, or management skills.
Establish accountability: Determine who will be responsible for each action item and set deadlines for completion. This can help ensure that progress is being made and that goals are being achieved.
Set SMART goals: Work with your employee to set SMART (specific, measurable, achievable, relevant, and time-bound) goals that align with their aspirations and areas for improvement. These goals should be challenging yet achievable and provide a clear direction for their development.
Create action items: Identify specific actions individuals can take to achieve their goals. These should be practical, realistic, and aligned with the employee’s skills. Some examples include:
Attending a training course or workshop
Shadowing a senior team member on a project to gain more experience and exposure to new skills and techniques.
Setting up regular 1:1 meetings with a mentor or coach to receive feedback
Taking on a leadership role in a project
Collaborating with another team on a project to gain experience in cross-functional team dynamics.
Writing a technical blog post
Contributing to an open-source project

Sharing performance feedback

Providing constructive feedback to your peers as an engineering manager is an important aspect of building a strong and effective team. Here are some tips on how to provide constructive feedback to your team:

Be specific: Provide examples to support your feedback. This will help your team members understand what they did well or what they need to improve on.

Example: "I noticed during the last team meeting that you interrupted others while they were speaking. I love that you're excited about this topic, but try to let others finish their thoughts before sharing your own ideas."

Be objective: Don’t making personal attacks or being overly critical. Focus on the facts and be objective in your feedback.

Use a positive tone: Frame your feedback in a positive way, emphasizing the things your team members did well and offer suggestions for improvement.

Example: "You did a great job presenting during the last client meeting. However, I think it would be even more effective if you could use more visual aids to support your points."

Focus on behavior: Focus on the behavior or actions that you are providing feedback on, rather than on the person.

Example: "During the last sprint, there were a few instances where your communication with the team could have been clearer. Let's work on improving our communication going forward to avoid any misunderstandings."

Offer solutions: Provide specific solutions or suggestions for improvement. This can help your team members understand how they can improve and feel more motivated to make changes. If you have a solution or action plan right away, that’s OK. You both can take time to brainstorm possibilities.

Example: "I noticed that you've been struggling with a particular coding challenge. Perhaps some training sessions or taking an online course to improve your skills in that area might help. What do you think?"

Follow up: Check in with your team member after providing feedback to ensure that they understand the feedback and are making progress towards improvement.

Example: "Thanks for taking my feedback on board. Let's check in next week to see how things are going and discuss any further"

Addressing concerns or issues

Giving your team a safe environment to discuss concerns or issues allows managers to identify and resolve hiccups before they escalate and become bigger problems.

Prioritizing career development

Helping employees identify areas for growth and development, as well as provide guidance on how to achieve their career goals is essential for long-term success.

Aligning team members Bringing team members together

Carving out time on a regular basis (i.e. monthly) to review team objectives, discuss progress, and identify areas for improvement is key to making sure your team is working toward the same goals.

Offering recognition and rewards

Recognizing and rewarding team members for their hard work and achievements can boost morale and motivation. Regularly acknowledging successes, offering praise, and discussing rewards creates an environment in which everyone feels trust, safety, accountability, and equity.

How to prepare for one-on-one meetings

Be consistent but flexible

To create consistent and open communication, establish a regular cadence (weekly or bi-weekly) for one-on-one meetings with each team member. However, leaving room to adjust as needed is crucial. For instance, if a team member is struggling with a particular issue or project, you may decide to increase the frequency of your one-on-one meetings to provide additional support and guidance.

Give ample time

The length of one-on-one meetings between a manager and a team member can vary depending on the needs and goals of the team member and the availability of the manager. However, a typical length for a one-on-one meeting is between 30 to 60 minutes. It's important to note that the length of the meeting should not be the primary focus, but rather the quality of the conversation and the outcomes achieved. The meeting should allow sufficient time to cover the key topics on the agenda and provide an opportunity for open and productive communication between the manager and team member. The one-on-one meeting should be focused on the team member's goals, challenges, and development. Give the team members ample time to speak and share their thoughts, ideas, and concerns.

Provide an agenda

Before your one-on-one meetings, take some time to review the team member’s recent work. This will help you identify any areas where the team member needs additional support or guidance. Use this information to create and share an agenda 24 hours prior to the meeting that outlines the topics you want to discuss. Here's a sample agenda:

Topic	Summary	Time
Check-in	Begin the meeting by asking how the team member is doing and if there are any updates or concerns they would like to discuss.	5 mins
Progress and accomplishments	Review the team member's progress on current projects and discuss any accomplishments since the last one-on-one meeting	10 mins
Challenges and obstacles	Discuss any challenges or obstacles the team member is facing and work together to identify potential solutions.	10 mins
Feedback	Provide feedback on the team member's performance, including strengths and areas for improvement. Encourage the team member to provide feedback on your performance as well.	10 mins
Goals and development	Set goals for the team member, both short-term and long-term, and identify actionable steps to achieve them. Discuss opportunities for growth and development within the team or organization.	15 mins
Action items and follow-up	Recap the key takeaways from the meeting and identify any action items and next steps. Follow up on action items in the next one-on-one meeting.	5 mins
Wrap-up	End the meeting by thanking the team member for their time and contributions, and reiterate your support for their success.	2 mins

Questions to ask yourself before your next one-on-one

Career desires	What does each team member see as their next role?
	Does each team member have a career plan, or are they seeking guidance?
	What are their aspirations for their next role and how can we help them get there?
Team skills	Who are your high performing team members?
	Which key skills does each team member own?
	What do they enjoy doing the most?
	Which projects did they excel at?
	What is their main area for improvement? How can I help them improve?
	Who works in a close capacity, and which team members rarely speak with one another?
Strategic team alignment	Does everyone on the team feel on the same page?
	How is team communication?
	Are there frequent fire drills, and how are fire drills handled?
	Is anyone carrying significantly more weight?
	How are they feeling about their workload?
	What obstacles are they running into with their current work projects?
	What makes their job harder?
	Is there anything I can do to be more helpful leaders to them?
	Do team members know the strategy for the quarter and year?

Questions to ask during one-on-one meetings

By asking the right questions during one-on-one meetings, you can encourage your team to share thoughts and ideas and support development and career growth.

Here are some questions to ask:

Type	Use case	Example
Open-ended questions	Use open-ended questions that encourage team members to share their thoughts and ideas in detail.	"What's been challenging for you lately?" or "What do you think could be improved on this project?
Clarifying questions	Ask clarification questions to ensure you fully understand your team members’ perspective.	Example: "Can you explain what you mean by that?" or "Can you give me an example of what you're referring to?"
Follow-up questions	Ask follow-up questions to explore a topic in more detail.	"How did that make you feel?" or "What do you think we could do differently next time?"
Goal-oriented questions	Ask goal-oriented questions that help your team members focus on their development and career aspirations.	"What are your career goals in the next 12 months?" or "What skills do you want to develop in your role?"

End the one-on-one meeting on a positive note, acknowledging the team member's progress and accomplishments. Provide clear expectations for the next meeting.

How to handle difficult conversations

Listen

Actively listen to your team member's concerns and show genuine interest in their perspective. This can help build trust and encourage more open and honest communication.

Stay calm

Keep the conversation focused on the issue at hand and avoid getting emotional.

Focus on solutions

Brainstorm ideas together and come up with a plan for moving forward.

5 reasons why taking notes matters

It’s important to capture key points and action items, but also to be present and engaged in the conversation. Your notes don’t need to be a transcript, rather use a consistent format or template to recap the conversation. You can use a shared document or note-taking app, to keep your notes organized and easily accessible. Here are five reasons why meeting notes are essential to success.

Document progress: Taking notes can help you document the progress of your team members and keep track of their goals, accomplishments, and areas for improvement.
Prepare for future meetings: Notes can be used to prepare for future one-on-one meetings and ensure that you are following up on action items and addressing any ongoing concerns.
Identify patterns: By taking notes on common themes or issues that arise during one-on-one meetings, you can identify patterns or trends that may require further attention.
"John expressed some concerns about workload and time management.
Provide feedback: Notes can be used to provide feedback on the team member's performance and identify areas for improvement. "Steve has been struggling to meet deadlines lately. Let's work together to identify any obstacles and come up with a plan to improve."
Demonstrate active listening: Taking notes can demonstrate to your team member that you are actively listening and engaged in the conversation.

4 tools to enhance your one-on-one meetings

There are many tools available for capturing one-on-one meeting notes and actions as an engineering manager. Here are some we’ve found helpful:

Note-taking apps: Apps like Evernote, OneNote, and Google Keep are popular for taking notes during one-on-one meetings. These apps allow you to create notes, tag them for easy organization, and share them with others.
Task management tools: Tools like Trello, Asana, and Monday.com can be used to track action items and deadlines discussed during one-on-one meetings. You can assign tasks to team members, set due dates, and track progress.
Communication platforms: Platforms like Slack, Microsoft Teams, and Google Chat can be used to record notes and actions during one-on-one meetings in a dedicated channel or chat. This allows you to easily reference past discussions and keep all related information in one place.
Dedicated software: There are many dedicated software solutions available specifically for one-on-one meeting management. Examples include Lattice, 15Five, and Reflektive.

By prioritizing regular check-ins with your team, you can improve communication, foster stronger relationships, and ultimately drive better business outcomes. If you're looking to take your staff augmentation efforts to the next level, Trio can help!
With our experienced team and comprehensive solutions, we can provide the support and expertise you need to achieve your goals.
Visit our website today to learn more.