Table of contents
- What is a remote recruitment agency?
- Benefits of using a remote recruitment agency
- 11 top remote recruitment agencies
- How to choose the right remote recruitment agency
- Common roles filled by remote recruitment agencies
- Remote vs. traditional recruitment
- Howdy’s approach to remote hiring
- Frequently asked questions
Remote work is here to stay. For employers, it's an opportunity and a challenge. Your talent pool is no longer limited by geography, but finding the right candidate among thousands of applicants can feel harder than ever.
That’s where remote recruitment agencies come in. Recruiters for remote jobs help companies cut through the noise by sourcing, vetting, and placing talent, often faster and more cost-effectively than internal hiring teams alone.
For Austin-based companies in particular, remote and nearshore recruiting has become an advantage. Startups and scaling teams competing with Silicon Valley salaries are turning to remote recruiters to access high-quality talent without inflating payroll.
In a tight talent market and a slow hiring environment, the ability to hire the right remote employee quickly matters. Below, we break down the top remote recruitment agencies, what they do best, and how to choose the right partner for your team.
What is a remote recruitment agency?
A remote recruitment agency is a staffing partner that specializes in hiring remote employees. This can include nearshore hiring, offshore hiring, or recruiting for fully remote companies.
Most remote recruiters work closely with clients to define role requirements, source and vet candidates, and present qualified matches for interviews. Some agencies go further by managing onboarding, contracts, payroll, benefits, and compliance through an employer-of-record model.
In short, remote recruitment agencies remove much of the operational burden from hiring globally, allowing companies to focus on building and scaling their teams.
Benefits of using a remote recruitment agency
Using a remote recruitment agency can solve many challenges in modern hiring.
Access to global and nearshore talent
Remote recruiters maintain established international talent networks. Many specialize in nearshore hiring, which can lower costs compared to US hiring while maintaining strong time zone overlap and a high bar for quality.
Reduced hiring costs
Hiring internationally can significantly lower total compensation costs. Differences in cost of living and benefits structures allow companies to offer competitive pay while spending less overall.
Faster time to hire
Remote recruitment agencies start with pre-vetted talent pools. That means less time spent sourcing and screening, and more time focused on final interviews and team fit.
Compliance and payroll support
International hiring comes with legal and tax complexity. Many remote recruiters handle contracts, payroll, and local compliance, reducing risk and administrative overhead.
Higher quality hires
Because candidates are pre-screened, the bar is higher. Strong vetting processes often lead to better long-term retention and performance.
11 top remote recruitment agencies
1. Howdy.com
Best for
Fully managed nearshore tech teams and long-term hires.
Overview
Howdy.com is an Austin-based staffing platform that connects US companies with highly skilled software engineers from across the Western Hemisphere. Howdy manages the entire hiring process, from recruiting and vetting to payroll, benefits, and compliance. The company also provides local office space, equipment, and mentorship for developers. By investing in retention and employee support, Howdy maintains a 98% retention rate and attracts top-tier global talent.
Pros
- End-to-end service across recruiting, HR, payroll, and compliance
- Exceptional talent quality and retention, with 98% of hires staying long term
- Time zone aligned, English-proficient engineers for real-time collaboration
Cons
- Geared toward long-term placements, not short-term or freelance projects
Pricing
Flat-rate, pay-as-you-go pricing with no upfront recruiting fees. Billing starts when a hire begins work, and engagements are flexible week to week with no long-term commitment required. Clients typically pay a monthly or weekly rate per developer, often 60% to 65% lower than a comparable US engineer’s total cost due to lower cost of living in LatAm.
2. Deel
Best for
Global hiring infrastructure and compliance across 150+ countries.
Overview
Deel is an HR platform that helps companies hire, onboard, and pay remote workers worldwide. It serves as an employer of record in more than 150 countries, handling local contracts, taxes, and payroll. Deel also offers a talent marketplace, but it is more of a self-serve platform than a traditional recruiting agency, so you may still need to source and interview candidates directly.
Pros
- Global reach with support for hiring in 150+ countries
- Handles contracts, compliance, and payroll for international hires
- Flexible for contractors, full-time employees, and multiple contract types
Cons
- Less hands-on support for sourcing and vetting than boutique agencies
- Limited personalization and recruiting strategy compared to high-touch firms
- Per-worker fees can become expensive at scale, especially for full EOR services
Pricing
Tiered pricing. Contractors are about $49 per contractor per month, while employer-of-record service is $599 per employee per month. Global payroll-only plans can start as low as $29 per employee per month. Pricing varies based on services and headcount.
3. BairesDev
Best for
Enterprise-grade nearshore software outsourcing and large-scale team augmentation.
Overview
BairesDev is one of Latin America’s largest technology outsourcing companies, with a talent network spanning much of the region. Headquartered in Buenos Aires, with offices in San Francisco, BairesDev provides software engineers, QA, and IT experts to companies ranging from startups to large enterprises. The company uses an AI-driven recruiting approach and emphasizes English proficiency and fast scaling. Its enterprise focus can be a plus for complex engagements, but smaller teams may find the process more structured and less flexible.
Pros
- Large talent pool across Latin America for faster scaling
- Strong track record with enterprise clients and complex projects
- Offers staff augmentation, managed teams, and project-based services
Cons
- Best fit for mid-size and large companies, not small teams hiring one role
- Some reviews note aggressive sales tactics
- Developer support and retention programs may be less robust than retention-first competitors
Pricing
Custom quotes based on role seniority, skill set, and engagement model. As a general reference, LatAm developers can be priced 40% to 50% below US hires, but final pricing varies by role and scope.
4. Toptal
Best for
Accessing elite freelance developers for specialized projects.
Overview
Pros
- High-caliber talent with a rigorous vetting process
- Fast matching that can reduce time to hire
- Flexible contract options and a trial period to reduce risk
Cons
- Premium rates compared to many alternatives
- Smaller pool than broad marketplaces, which can limit niche availability
- Primarily contract-based, not ideal for permanent hiring or junior roles
Pricing
5. Softtek
Best for
Large organizations seeking an established nearshore IT outsourcing partner.
Overview
Softtek is a long-standing nearshore IT services firm founded in Mexico in 1982. It offers application development, IT consulting, cloud services, and more, with delivery centers across Latin America. Softtek is typically a better fit for structured, longer-term engagements rather than lightweight staff augmentation. Its maturity can support compliance and security needs, but pricing is often less transparent.
Pros
- Decades of nearshore delivery experience
- Strong fit for complex, multi-year programs and larger teams
- Time zone alignment for North American clients and familiarity with US enterprise standards
Cons
- Limited pricing transparency and custom quoting
- Less suited for single-role staff augmentation
- Developer experience and retention can vary across engagements
Pricing
Custom engagement-based pricing. Proposals are typically based on scope, duration, and required skills, structured as monthly fees per role or a project-based quote.
6. Revelo
Best for
Hiring Latin American software developers, especially Brazil-based talent.
Overview
Revelo is a remote hiring platform founded in 2015 that connects US companies with English-speaking developers in Latin America. Revelo has a large pool of pre-vetted tech talent, with particularly deep coverage in Brazil. Clients interview and choose candidates, while Revelo supports contracts, payroll, and HR logistics. The monthly rate is typically positioned as an all-in model, which can simplify budgeting.
Pros
- Large, pre-vetted LatAm talent pool
- Managed employment logistics, including contracts and payroll
- Simple pricing model with fewer surprises
Cons
- Strongest in Brazil, with more variable depth in other countries
- Primarily focused on tech roles
- Clients still need to interview and manage performance
Pricing
Pay-as-you-go, all-in rate. Developer rates in your draft range around $50 to $70 per hour depending on experience, roughly $8,000 to $11,000 per month for full-time engagement. Revelo may charge a one-time activation fee (around $500), then monthly billing.
7. Turing
Best for
AI-driven vetting and fast placement of global software engineers.
Overview
Turing is a Silicon Valley-based platform that uses automated tests and matching to source and vet developers worldwide. With a large international network, Turing can often present candidates quickly. Because the talent pool is global, it’s important to confirm working hours overlap and communication expectations. Turing promotes a minimum time zone overlap policy and offers a trial period for evaluation.
Pros
- Large global network for specialized skills
- Rigorous automated vetting before you interview candidates
- Fast matching that can shorten hiring cycles
- Platform tools for remote work management
Cons
- Premium pricing and less transparent fee breakdown
- Soft-skill fit can require extra diligence in interviews
- Mostly full-time placements, limited part-time or short-term options
Pricing
High-end, usage-based pricing. Your draft notes blended rates of $100 to $200 per hour for experienced developers, which can translate to roughly $17,000 to $34,000 per month for full-time engagement.
8. Terminal.io
Best for
Building remote engineering teams with comprehensive support.
Overview
Terminal helps companies build engineering teams in regions including Latin America, Canada, and parts of Europe. Terminal can recruit talent and act as employer of record, providing HR support, equipment, and team perks. This can be useful for startups scaling quickly, but the model tends to include a substantial service layer, which can increase total cost per hire. Because Terminal recruits beyond nearshore regions, time zones can vary.
Pros
- Full-service recruiting and employment support
- Strong for multi-role team builds
- Multi-region talent coverage for specialized hiring needs
- Good reputation among VC-backed startups
Cons
- Higher total cost due to added services
- Talent may not be strictly nearshore, requiring time zone clarity
- Best value comes with longer engagements
Pricing
Blended monthly pricing per hire that includes salary, benefits, and Terminal’s service fee. Your draft references roughly $4,000 to $12,000 per month all-in depending on experience, plus a possible one-time onboarding fee.
9. TECLA.io
Best for
Hiring Latin American developers through a marketplace when you can manage in-house.
Overview
TECLA is a LatAm-focused recruitment marketplace that connects companies with pre-vetted developers across the region. TECLA helps match candidates to requirements and supports the interview and hiring process, but ongoing onboarding and day-to-day management are typically handled by the client. This model works well for teams with strong internal processes that want cost-effective access to LatAm talent.
Pros
- Strong LatAm focus with US time zone compatibility
- Pre-vetted candidates and faster sourcing
- Competitive rates compared to US contractors
- Flexible engagement and the ability to convert hires in some cases
Cons
- Limited post-hire HR, onboarding, and retention support
- Not ideal if you need end-to-end compliance handled by the provider
- Candidate availability can vary depending on demand
Pricing
All-inclusive monthly rates per developer, with pay beginning when the developer starts. Contracts are typically month to month with the ability to adjust or end with notice.
10. Andela
Best for
Highly vetted developers from emerging markets for long-term placements.
Overview
Andela is a global talent network that originally focused on identifying and training developers in Africa and has expanded to include Latin America and other regions. Andela vets candidates for technical skills, problem-solving, and communication, with a strong emphasis on long-term integration. The model is generally designed for sustained engagements rather than short-term projects.
Pros
- Strong vetting for technical and communication skills
- Access to global talent across emerging markets
- Supports onboarding and employment logistics through its model
Cons
- Often structured around longer-term commitments
- Higher cost compared to many marketplaces
- Client experience can vary by role, team needs, and match fit
Pricing
High-end monthly fees per developer, with a minimum commitment noted in your draft. Your draft references $6,000 to $15,000 per developer per month, plus a conversion fee (reported around $50,000) if you hire directly.
11. Near (Hire With Near)
Best for
High-touch recruiting for Latin American talent across departments.
Overview
Near is a recruitment agency focused on nearshore talent from Latin America, supporting hiring across departments, not just engineering. The model is consultative: Near sources candidates, delivers shortlists, and supports interviews and onboarding. Near positions itself around speed and fit, with a pay-per-success model that can be cost-effective for teams that want results without building internal recruiting capacity.
Pros
- High-quality shortlists and candidate vetting
- Fast early-stage sourcing, with candidates delivered quickly in many cases
- Support through interviews and onboarding, with a focus on long-term fit
Cons
- Success-based fees can be significant per hire
- You manage the employee day to day after placement
- LatAm-only model limits hiring geography
Pricing
Success-based placement fee paid upon hire. Pricing is not publicly listed.
How to choose the right remote recruitment agency
Choose a remote recruitment agency by matching the service model to your hiring needs:
- If you need time zone overlap with US teams, choose a nearshore recruiter (often Latin America).
- If you want the agency to handle payroll and compliance, choose an employer-of-record (EOR) provider or a full-service agency.
- If you only need candidate sourcing, choose a marketplace or recruiting-only partner.If you’re hiring for long-term roles, prioritize vetting quality and retention support, not just speed.
- If you’re hiring multiple roles fast, choose an agency with a large pre-vetted talent pool.If pricing feels unclear, ask how fees scale as you add headcount.
Remote recruitment agencies range from self-serve platforms to high-touch staffing partners.
To narrow your shortlist, focus on a few practical questions:
- What roles are you hiring for, and are they tech-only or cross-functional?
- Do you need contractors, full-time employees, or long-term hires?
- How much time zone overlap do you need with US working hours?
- Do you want end-to-end support, or just candidate sourcing?
- How transparent is pricing, and what fees show up after you scale?
- What happens after the hire, and how does the agency support retention?
The best partner is the one that matches your hiring needs and your internal capacity. If you have strong managers and HR operations in place, a lighter-touch marketplace may work. If you want speed and stability without building a global hiring function, prioritize agencies that support compliance, onboarding, and post-hire success.
Common roles filled by remote recruitment agencies
Remote recruitment agencies are especially helpful for roles where performance can be measured by output and collaboration can happen reliably online.
Common remote hires include:
- Software engineers
- Designers
- Product managers
- Marketing roles
- IT and customer support
Roles that require constant real-time collaboration, heavy meeting schedules, or on-site work can be harder to staff remotely, especially if you hire across distant time zones. If the role depends on frequent live collaboration, nearshore hiring is often the easiest way to reduce friction.
Remote vs. traditional recruitment
Traditional recruiting is typically limited by geography. You compete for candidates within commuting distance, and compensation is shaped by local salary pressure.
Remote recruiting expands your search. Instead of optimizing for location, you optimize for skill, communication, and team fit. For many companies, that means a larger candidate pool, faster hiring, and more competitive total costs.
The key is choosing the right model. Some platforms help you hire globally but leave sourcing and vetting to your team. Others provide a full recruiting engine, plus payroll and compliance. If you are hiring for core roles, the best remote recruiting partners will help you hire quickly without lowering the bar.
Howdy’s approach to remote hiring
Howdy is built for companies that want to hire great software engineers and keep them long term.
Psychologists as recruiters
Howdy uses psychologists as recruiters to evaluate communication, collaboration, and long-term fit.
Rigorous vetting
Candidates are screened for real-world problem solving, English proficiency, and the ability to work effectively with US teams.
Fully managed employment
Howdy handles payroll, benefits, and compliance so you can hire in Latin America without building your own international HR operation.
Retention-focused support
Howdy supports developers with local offices or co-working options, equipment, and mentorship. This system is designed to reduce churn and keep teams stable, which is reflected in Howdy’s 98% retention rate.
If you’re hiring engineers and want a nearshore team that collaborates in real time, Howdy can help you build a high-retention team from Latin America. Book a demo at howdy.com/book-a-demo.
Frequently asked questions
Is remote recruiting cheaper than traditional recruiting?
It can be. Remote recruiting often lowers total costs because you can hire in markets with lower cost of living while still offering competitive compensation. Nearshore hiring can also reduce indirect costs by improving time zone overlap and lowering turnover.
How do remote recruitment agencies vet candidates?
Vetting varies by provider, but most agencies evaluate technical capability, communication skills, English fluency, and role-specific experience. The strongest partners can explain their process clearly and show what qualifies someone as a strong match.
How is Howdy different from Upwork or Fiverr?
Upwork and Fiverr are marketplaces for freelancers and short-term projects. Howdy focuses on long-term team building. Howdy recruits and supports nearshore engineers and manages employment logistics so companies can build stable teams instead of hiring one-off freelancers.
Build a high-retention nearshore team with Howdy
If you’re an Austin-based company competing for talent with Silicon Valley salaries, nearshore hiring can be a practical advantage. Howdy helps you hire and retain software engineers in Latin America with end-to-end recruiting, payroll, benefits, and compliance support, plus retention-focused developer programs.
Ready to build a high-retention nearshore team? Book a demo.