Table of contents
- Quick answer
- TL;DR
- Intro
- What is LatAm staffing?
- Current LatAm hiring trends (2026)
- What’s changed in 2026
- How this evaluation was conducted
- The 8 best LatAm staffing firms in 2026
- Why Howdy outperforms traditional LatAm staffing models
- FAQs
- Ready to build your LatAm team?
Quick answer
What do Latin American developers actually cost in 2026? Verified Howdy payroll data shows average software developer salaries in Latin America range from $53,000 to $63,000 USD annually. US companies save 60-65% versus domestic hiring ($160,000 average total cost) while maintaining time-zone alignment and senior-level skill sets. Argentina, Uruguay, and Chile pay the highest rates; Mexico, Colombia, and Brazil offer the deepest talent pools. These salary ranges are based on verified Howdy payroll data, not scraped job boards.
Which LatAm staffing model is best?
- Best overall for long-term direct hires with infrastructure: Howdy (recruiting + EOR, benefits, equipment, offices)
- Best for compliance-only needs: Deel or Rippling (payroll and EOR without talent sourcing)
- Best for managed project delivery: BairesDev and similar nearshore outsourcers
The right choice depends on whether you need compliance only or a complete, retention-focused hiring solution.
TL;DR
| Platform | Best for in 2026 | Pricing model | Key tradeoff |
| Howdy | Long-term direct hires with retention + infrastructure | Flat 15% fee on top of take-home salary (all-in total varies by role/seniority | Not for short-term contracts |
| BairesDev | Enterprise project delivery | $50–$99/hr, $50k+ minimum | Expensive, contractor-based |
| Andela | Large-scale global hiring | $6k–$14k/month | 12-month lock-in, conversion fees |
| Turing | Fast matching, global reach | $100–$200/hr | High markup, no infrastructure |
| HireWithNear | White-glove recruiting | 30% placement or markup | Ongoing percentage fees |
| Next Idea Tech | AI/ML specialist hiring | $50–$99/hr (est.) | Smaller scale, niche focus |
| Deel | Compliance-only (EOR/payroll) | $599/employee/month | No recruiting or retention |
| Rippling | HR + IT + payroll at scale | $1,000/employee/month | Cost and complexity |
How Howdy stands out: Howdy is the only platform in this comparison that combines recruiting, EOR, benefits, equipment, and physical offices in one all-in cost model (take-home salary + a flat 15% fee).
- US companies save 30-70% hiring Latin American (LatAm) talent with time-zone alignment
- Howdy maintains 98% retention through physical offices, premium benefits, and infrastructure
- All-in pricing is calculated as take-home salary + a flat 15% Howdy fee, which covers benefits, equipment, workspace, compliance, and ongoing support (no hidden markups).
- Staffing models split between EOR platforms, recruiting agencies, and full-service partners
- Decision hinges on whether companies need just compliance or complete talent plus infrastructure
A Series B startup burned through $40,000 last year trying to hire senior engineers in San Francisco. The company posted on LinkedIn, paid recruiter fees, conducted 47 interviews, and made two offers. Both candidates declined.
The CTO tried a different approach. He hired two developers from Colombia through a LatAm staffing firm. Total cost: $18,000 per month for both. They started within three weeks, worked Pacific hours, and remained on the team a year later.
The US tech talent shortage now costs companies $140,000+ per developer once recruiting fees, salary premiums, benefits, and replacement costs are factored in. That pressure has intensified as demand for AI and machine-learning expertise has exploded. US tech companies are overpaying for AI talent, with some firms offering six-figure premiums: up to $200,000 in additional compensation to secure engineers with machine-learning experience.
Latin America offers a different equation: Time zones that overlap with US business hours, cultural compatibility with North American work styles, and 40–60% cost reduction without sacrificing senior-level skill sets, including in high-demand areas like AI, data, and DevOps. The old tradeoff was cheap freelancers who disappeared mid-project versus expensive US hires companies couldn’t afford to retain.
The decision question isn't whether to hire from Latin America (LatAm). It's which staffing model fits a company's growth stage, budget constraints, and long-term team-building goals.
What is LatAm staffing?
LatAm staffing connects US companies with Latin American professionals working remotely. Services range from nearshoring agencies that only source candidates to full Employer of Record (EOR) platforms that handle payroll, taxes, and compliance.
The models split into three categories: staff augmentation (contractors who join teams temporarily), project outsourcing (managed teams that deliver complete projects), and direct hire (permanent employees companies manage directly).
Key regions include Argentina, Brazil, Colombia, Mexico, and Chile. Most LatAm teams overlap US hours (typically UTC-3 to UTC-6, depending on country), creating 5-8 hours of overlap with US teams — enough for daily standups, pair programming sessions, and real-time collaboration.
Current LatAm hiring trends (2026)
Deel reported a 55% increase in LatAm hiring during 2023, with Argentina, Colombia, and Brazil emerging as the top three talent hubs. AI and machine learning engineers are in highest demand across the region as US companies race to build AI products without paying Silicon Valley salaries.
Remote-first policies accelerated nearshore adoption. Companies that went fully remote during 2020 realized they could hire anywhere, and LatAm offered better time-zone alignment than Eastern Europe or Asia.
The shift isn't just about cost. It's about building distributed teams that function like local ones.
What’s changed in 2026
- AI, data, and platform engineers now command 15–25% higher salaries than generalist roles across LatAm
- Buyers are moving away from hourly staff augmentation toward direct-hire models with retention guarantees
- CFOs increasingly prefer all-in pricing to avoid surprise markups tied to raises or currency swings
How this evaluation was conducted
Vetting rigor: Acceptance rates below 5% indicate serious technical screening. This analysis prioritized multi-stage processes that test coding ability, system design thinking, and communication skills rather than just resume reviews.
Pricing transparency: Platforms that hide developer compensation or add surprise fees scored lower than those publishing clear rate cards.
Service model: Recruiting-only agencies leave companies handling compliance. EOR platforms skip talent sourcing. This evaluation prioritized hybrid models that combine both, then noted which companies excel at each piece separately.
Retention metrics: Two-year rates reveal talent satisfaction better than hiring speed. High retention means developers receive competitive benefits, career growth, and working conditions that keep them engaged.
Geographic coverage: Physical office presence beats remote-only platforms for local support. On-the-ground staff solve equipment issues, answer legal questions, and provide community that reduces isolation.
Time-to-hire: Speed from first contact to start date matters for urgent roles. This analysis tracked whether platforms deliver shortlists in days or weeks, and how long complete onboarding takes.
Support infrastructure: Benefits, equipment, and physical locations included in pricing reduce operational burden. Platforms that bundle these scored higher than those charging separately or leaving coordination to clients.
User reviews: Glassdoor, G2, Clutch, and Trustpilot ratings from both clients and developers reveal real experiences. Recent reviews weighted higher, with patterns tracked across multiple sources.
Scalability: Small company limits constrain growth. This evaluation noted whether platforms handle one hire or fifty, and how team size affects service quality.
Tradeoff analysis: No platform wins every category. This guide maps where each excels and where compromises exist: ease versus features, cost versus retention, speed versus cultural fit.
Want to see sample profiles and all-in rates? Book a demo with Howdy.
The 8 best LatAm staffing firms in 2026
1. Howdy.com
Howdy operates a nearshore talent platform with physical offices across major Latin American cities. The nearshore hiring platform maintains a 98% retention rate through the first two years, significantly above industry standards for remote hiring.
Total cost is calculated as take-home salary + a flat 15% Howdy fee, which includes benefits, equipment, workspace access, compliance, and ongoing support. The Howdy Vetting Method accepts fewer than 5% of candidates who apply, filtering for technical skill, English fluency, and cultural fit with US teams. The recruitment team includes organizational psychologists who assess behavioral compatibility alongside technical qualifications, contributing to high long-term retention.
Physical offices operate in cities across the Western Hemisphere, including Medellín, Bogotá, Córdoba, Santiago, Montevideo, and Florianópolis. Developers work from these spaces (or remotely) with on-the-ground support staff, local HR teams, and community events that reduce isolation.
Founded in 2018, Howdy is Y Combinator-backed and appeared on the Inc. 5000 list of fastest-growing companies in both 2023 and 2024. Forbes named the company one of "America's Best Startup Employers" in 2024.
Best for
US companies hiring embedded LatAm engineering and cross-functional teams who want direct hires with built-in HR, compliance, and retention infrastructure for long-term growth.
Who Howdy is for
- US startups and mid-market companies building permanent LatAm teams
- Leaders who want predictable, all-in monthly costs with a transparent fee structure
- Teams that care about retention, culture, and real-time collaboration
- Companies that want recruiting, EOR, benefits, equipment, and offices handled in one platform
Who Howdy is not for
- Companies needing short-term contractors or freelance talent
- One-off or fixed-scope project outsourcing
- Buyers optimizing purely for the lowest hourly rate over long-term retention
Pros
- 98% retention rate: Significantly beats industry churn because developers receive premium benefits, career mentorship, and local community support rather than contractor-only treatment
- Premium benefits package: Every hire receives Apple equipment, comprehensive health insurance, gym memberships, catered lunches, and access to class-A office spaces at no additional cost
- Physical office infrastructure: 9 cities with real locations provide developers with in-person support, equipment procurement handled locally, and on-the-ground staff who solve problems quickly
- Transparent all-in pricing: Total cost is take-home salary + a flat 15% fee, covering taxes, equipment, office space, and ongoing support
- No upfront costs: Payment begins when the first hire starts working, with zero hidden fees and no risk if hiring takes longer than expected
- Time-zone aligned collaboration: LatAm office locations offer 5-8 hours of overlap with US teams, and all developers speak fluent English with cultural familiarity for North American work styles
- Career development included: Mentorship programs, Udemy course access, and English lessons come standard, helping developers grow skills and stay engaged long-term
- Strong employer reputation: 4.7 Glassdoor rating (22% above average for IT companies) and Forbes recognition validate the employee experience
Cons
- Full-time hires only: The platform doesn't offer contract-based or project work, limiting flexibility for companies needing short-term augmentation or defined-scope projects
- 4-6 week recruitment cycle: While vetting starts within 24 hours, the complete hiring process takes longer than marketplace platforms that prioritize speed over fit
Pricing
Take-home salary + flat 15% Howdy fee (total varies by role and seniority). Every rate includes salary, taxes, benefits, computer, equipment, and office space.
Client feedback
Howdy reports a 98% two-year retention rate, reflecting its focus on direct employment, transparent compensation, and on-the-ground infrastructure in Latin America. Customer outcomes reinforce that number:
- Earnest (Fintech): Consolidated a fragmented mix of contractors and payroll-only tools into a single LatAm team, reducing costs by 15–20% while increasing engineers’ take-home pay by 20–30%, according to the company’s CTO.
- Workrise (Energy tech): Built a 17-engineer LatAm team that remains largely intact after nearly four years, with leaders citing ultra-low churn and stronger cross-team communication.
- Truepill (Healthcare): Scaled its engineering organization 3× faster, increased output by 25%, and reduced costs by 50% compared to traditional hiring models.
Together, these examples illustrate why long-term retention — not just speed or hourly rates — is often the deciding factor when choosing a LatAm staffing partner.
2. BairesDev
BairesDev operates as both a staff augmentation provider and software development outsourcing company with 4,000+ engineers across Latin America. The 7-stage vetting process accepts the top 1% of applicants, focusing on technical rigor for enterprise clients. The company hit $800M in revenue during 2024 with 3,269 employees globally, offering three models: individual staff augmentation, dedicated managed teams, and full project outsourcing with end-to-end delivery.
Best for: Enterprise clients needing end-to-end project delivery with fully managed development pods, or Fortune 500 companies seeking an established nearshore partner with 10+ years of market presence.
Who BairesDev is for
- Enterprise companies needing fully managed project delivery
- Teams with large, defined scopes and $50k+ budgets
- Buyers comfortable with hourly pricing and contractor-based pods
Who BairesDev is not for
- Startups hiring direct, long-term team members
- Companies looking for all-in monthly pricing
- Teams optimizing for retention over project completion
Pros: Seven-stage vetting ensures technical depth. 91% customer satisfaction with 3-year average client tenure indicates strong retention. Self-managed pods include tech lead, developers, QA, and Scrum Master under one contract.
Cons: Premium pricing ($50-99/hr) with $50,000 minimum project size excludes early-stage startups. High markups mean only a portion of rates fund actual coding time. Staff augmentation model may mean contractors split time between multiple clients.
Pricing: $50-99/hr hourly rates, $8,000-$15,800 monthly cost for full-time developer, $50,000+ minimum engagement, custom quotes based on scope.
3. Andela
Andela's AI-powered Talent Cloud connects companies with 150,000+ technologists across 135+ countries, including significant LatAm expansion since 2021. The platform requires 12-month minimum contracts with a $50,000 conversion fee if clients hire talent directly before the term ends. Enterprise clients make up the core customer base, with Fortune 500 companies using Andela to scale engineering teams globally.
Best for: Enterprises needing large-scale global hiring infrastructure who are comfortable with 12-month commitments upfront and want AI-driven matching across diverse skill sets.
Who Andela is for
- Enterprises hiring at global scale across multiple regions
- Teams willing to commit to 12-month contracts
- Buyers prioritizing talent volume and speed over regional depth
Who Andela is not for
- Companies focused specifically on Latin America
- Teams wanting shorter-term flexibility
- Buyers who need pricing transparency without conversion fees
Pros: 150,000-person global talent pool provides scale smaller regional platforms can't match. AI matching algorithms reduce time-to-hire 66%. Clients include GitHub, Mastercard, Cloudflare, and Coursera.
Cons: 12-month minimum contract with $50,000 early conversion fee locks clients in. Pricing ranges from $70-200+/hr with no public rate card, making early budgeting difficult. Multiple 2025 reviews cite cultural or communication gaps despite technical qualifications. Billing and invoicing errors reported by clients.
Pricing: Junior developers $20-40/hr ($8,000-$16,000/month), mid-level $35-60/hr, senior $50-100/hr, typical range $6,000-$14,000/month per developer, enterprise tier up to $15,000/month for niche talent.
4. Turing
Turing's AI-powered recruitment platform connects businesses with 2M+ global developers through automated vetting that generates 20,000 data signals per candidate. The platform partners with Deel for EOR and compliance services, focusing on technical matching rather than full employment infrastructure. Pricing sits in the $100-200/hr range with an opaque markup structure.
Best for: Companies prioritizing speed (4-day average matching) who need global reach beyond LatAm only and have budgets for Silicon Valley-level rates.
Who Turing is for
- Companies needing fast developer matching
- Teams hiring globally beyond LatAm
- Buyers comfortable with premium hourly rates
Who Turing is not for
- Companies seeking embedded, long-term hires
- Teams needing benefits, offices, or retention support
- Buyers optimizing for cost predictability
Pros: AI-powered vetting delivers candidate shortlists in four days on average. Zero upfront costs with 3-week risk-free trial. 5+ hours of technical assessments per developer create detailed skill profiles.
Cons: Developer reports suggest 50-60% markup with developers receiving only 35-40% of client payments. Cultural mismatches occur despite technical skill matching. No payroll, EOR, or compliance handling (requires Deel partnership). Limited part-time or short-term contract availability.
Pricing: $100-200/hr blended hourly range, no upfront search costs, two-week paid trial period, premium rates reflect Silicon Valley pricing benchmarks.
5. HireWithNear
HireWithNear provides full-service recruiting and staffing for LatAm talent with a 97% placement rate and 80% retention past two years. The Austin-based company launched in 2020 and holds a 4.9 G2 rating across 85+ reviews. Two models are available: direct hire with a one-time placement fee, or ongoing staffing where the company handles payroll and compliance.
Best for: HR leaders needing white-glove recruiting support for finance, ops, support, sales, and marketing roles, or startups wanting transparent salary negotiation with candidates directly.
Pros: Companies review 3+ top candidates in under five days. 180-day replacement guarantee covers every hire. Zero-risk model means payment only upon hire.
Cons: 30% fee structure (either 30% of annual salary one-time or 30% monthly markup ongoing). Six-month minimum commitment for staffing model. Smaller talent pool than larger competitors. Founded 2020 means less track record than decade-old competitors.
Pricing: Recruitment model 30% of annual salary one-time fee, staffing model 30% of monthly compensation ongoing, no upfront fees, custom quotes based on role requirements.
6. Next Idea Tech
Next Idea Tech operates as a developer-led remote hiring partner specializing in AI/ML engineers from Latin America. The 6-step vetting process accepts the top 5% of candidates, with a perfect 5-star Clutch rating (silver verified). The Boston-based company launched in 2018 with a team of 2-10 employees focused on technical depth over scale.
Best for: Startups needing AI/ML specialists from LatAm quickly, teams prioritizing technical depth over scale, or companies wanting a developer-first hiring philosophy.
Who Next Idea Tech is for
- Startups hiring AI/ML specialists
- Teams prioritizing technical depth over scale
- Buyers comfortable with smaller vendors
Who Next Idea Tech is not for
- Enterprises hiring dozens of roles at once
- Teams needing broad cross-functional hiring
- Buyers requiring public pricing transparency
Pros: 3-5 day shortlist delivery after job description review. Full HR infrastructure handles payroll and compliance in-house without third-party services. Perfect 5-star Clutch rating with client testimonials highlighting high-quality code and daily communication.
Cons: Company size of 2-10 employees limits scalability for large enterprise clients needing dozens of simultaneous hires. Industry analysis suggests pricing may be higher than some competitors. Some clients report occasional project management timeline misalignment. No public pricing transparency on website.
Pricing: $50-99/hr average hourly rate (estimated), 40-60% cost savings versus US hiring, flat rate includes salary and benefits with no hidden fees, one client invested $100,000+ for ongoing services.
7. Deel
Deel's all-in-one EOR, payroll, and HR platform operates in 150+ countries with $1B+ annual recurring revenue. The company reported a 55% increase in LatAm hiring during 2023, with Argentina, Colombia, and Brazil as top hubs. Deel handles compliance and payments but doesn't recruit talent; companies source candidates themselves or through other platforms.
Best for: Companies needing EOR/payroll without recruiting services, teams scaling across multiple countries simultaneously, or enterprises wanting consolidated compliance for contractors and employees.
Who Deel is for
- Companies that have already sourced talent and need EOR only
- Teams hiring across many countries simultaneously
- HR teams prioritizing compliance automation
Who Deel is not for
- Companies needing recruiting or vetting
- Teams focused on retention or career development
- Buyers wanting a full hiring solution
Pros: 4.8/5 rating with 90% customer satisfaction score. 5-minute employee onboarding through automated templates and workflows. Month-to-month flexibility with no long-term contracts required.
Cons: Customer support relies on templated responses with limited live representative access for urgent issues. Payment errors and delays reported with slow resolution requiring repeated follow-ups. Automated processes don't adapt well to edge cases or non-standard requirements. $49/month per contractor accumulates quickly for teams with dozens of international freelancers. Limited benefits customization options.
Pricing: $599/employee/month flat rate for EOR, $49/contractor/month for contractor management, no upfront costs with clear pricing, volume discounts available for larger teams.
8. Rippling
Rippling unifies HR, payroll, and IT management across 90+ countries in a single platform. The system handles EOR services plus device provisioning, app access, and workflow automation through 500+ integrations. Each advisor brings 10+ years of local HR expertise to guide clients through country-specific compliance.
Best for: Mid-sized tech companies needing HR+IT+payroll unified in one system, teams wanting automated device provisioning for remote workers, or companies with 50+ employees requiring cross-system automation.
Who Rippling is for
- Mid-sized companies needing HR + IT + payroll in one system
- Teams with 50+ employees
- Buyers who value workflow automation
Who Rippling is not for
- Startups hiring a small number of roles
- Teams sensitive to EOR cost
- Buyers wanting a simple setup
Pros: 90-second employee setup through automated workflows that order laptops, create email accounts, and provision software access simultaneously. In-house global payroll processes payments directly without delays or third-party aggregation. 500+ app integrations exceed most competitor ecosystems.
Cons: $1,000/month EOR cost is double most competitors, making Rippling expensive for companies hiring multiple international employees. Modular pricing makes total costs hard to forecast without detailed consultation. Platform complexity requires major time investment during setup. Best suited for companies with 50+ employees; smaller teams find the complexity and cost outweigh benefits.
Pricing: Base HCM $8/user/month, EOR services $1,000/employee/month, global payroll approximately $200/employee/month additional, benefits admin $6/user/month, device management $5/user/month.
Why Howdy Outperforms Traditional LatAm Staffing Models
The US tech talent shortage drives companies to LatAm for 30-70% cost savings, but most platforms force a choice: recruiting OR compliance, not both.
Howdy combines vetting, benefits, equipment, offices, and mentorship in one all-in price. Companies get direct hires who integrate into culture rather than contractors who churn after six months.
The 98% retention rate stems from treating developers like permanent team members instead of disposable resources. Physical offices in Medellín, Bogotá, Córdoba, Santiago, Montevideo, and Florianópolis provide developers with workspace, equipment procurement, and on-site HR support that remote-only platforms can't match. Local support staff solve problems quickly, community events reduce isolation, and developers access class-A facilities at no additional cost.
The direct hire model creates long-term incentives. Howdy succeeds when hires stay and grow with companies, not when contractors cycle through every few months. This alignment produces higher retention and stronger cultural integration than transactional contractor relationships.
Time-zone alignment enables real-time collaboration. Developers work 5-8 hours of overlap with US teams, joining daily standups, participating in planning sessions, and pairing on complex problems without waiting until tomorrow.
Y Combinator backing and Forbes recognition validate the business model. The company appeared on Inc. 5000's fastest-growing list two years running, demonstrating market demand for infrastructure-backed LatAm hiring.
The retention difference (98% versus industry average of 65%) translates to lower replacement costs and stronger institutional knowledge, making the total cost of ownership competitive with platforms offering lower sticker prices but higher churn.
Bottom line? Howdy is a nearshore hiring platform for US companies that want long-term LatAm hires, not disposable contractors — combining recruiting, EOR, benefits, equipment, and physical offices in one all-in cost formula: take-home salary + a flat 15% fee.
FAQs
What is LatAm staffing?
LatAm staffing connects US companies with Latin American remote talent through recruiting, EOR, payroll, and compliance services. Models range from contractor marketplaces to direct hire nearshore software development companies with full infrastructure support. Howdy provides end-to-end service: vetting candidates through a rigorous process that accepts fewer than 5% of applicants, handling EOR compliance, and delivering benefits and equipment in all-in pricing.
How do I choose the right LatAm staffing firm?
Is Howdy better than BairesDev?
BairesDev focuses on enterprise project outsourcing with $50,000+ minimums and managed development pods. The company excels at end-to-end delivery for Fortune 500 clients who need complete teams. Howdy specializes in direct hires with all-in pricing for startups and mid-market companies building permanent teams. The 98% retention rate beats augmentation contractor churn because developers receive full employment benefits rather than contractor treatment. Choose BairesDev for project delivery. Choose Howdy for long-term team building.
How does LatAm staffing relate to EOR services?
EOR (Employer of Record) handles payroll, taxes, and compliance for international hires. Staffing firms recruit talent; some include EOR services, others require separate providers. Howdy combines both: vetting candidates through a rigorous process that accepts fewer than 5% of applicants, then providing EOR infrastructure with benefits, equipment, and office access included in one monthly rate.
If freelancers are working well, should companies invest in LatAm staffing?
Freelancers work short-term on defined projects. Staffing provides embedded team members who integrate into culture, attend daily meetings, and grow with companies. LatAm staffing reduces turnover through benefits and support infrastructure that freelance platforms don't offer. Howdy's 98% retention converts contractors into long-term hires by treating developers like permanent employees from day one.
How quickly can companies see results with LatAm staffing?
Vetting takes 4-6 weeks for complete hiring processes that include technical screening, cultural fit assessment, and reference checks. Most platforms deliver candidate shortlists within 3-7 days of receiving job requirements. Howdy starts vetting within 24 hours and accepts fewer than 5% of candidates to ensure quality. The timeline prioritizes fit over speed because hiring the right person takes longer but reduces replacement costs later.
What's the difference between LatAm staffing tiers?
Recruiting agencies charge placement fees (20-30% of annual salary) with no ongoing support after hire. Companies handle compliance, benefits, and retention themselves. EOR platforms manage compliance and payroll but don't source talent. Companies find candidates through other channels, then use the EOR for legal employment. Hybrid models like Howdy combine recruiting and infrastructure: vetting candidates, providing EOR services, and delivering benefits, equipment, and retention support in one package.
What are the best alternatives to Andela for LatAm hiring?
Andela requires 12-month contracts with $50,000 conversion fees if companies hire developers directly before the term ends. Pricing ranges from $70-200+/hr with no public rate card. Howdy offers no upfront costs and no contract terms, with transparent pricing (take-home salary + a flat 15% fee) that includes everything. BairesDev suits enterprise projects with $50,000+ budgets. HireWithNear provides white-glove recruiting service with 180-day replacement guarantees. Choose based on needs: Andela for global scale, Howdy for retention and infrastructure, BairesDev for managed project delivery, HireWithNear for recruiting support.
Build a team that lasts with Howdy
Last updated: January 2026