AI engineers in the U.S. now command $250K–$350K a year, often pricing startups out of the market. That’s one reason companies are shifting toward Latin America, where the same budget can fund two highly skilled engineers with strong retention (nearly four years on average in Brazil). A quote from a recent Nearshore Café episode:
“For the cost of one U.S. engineer, you can often build a two-person team in Brazil that’s just as strong and far easier to retain.”
Industry Trend: AI Talent & Brazil’s Tech Boom
Why are top startups turning to LATAM for engineering talent? 🎙
The Nearshore Cafe Podcast
Latin America is now one of the fastest-growing regions for software engineers, especially in AI, DevOps, and full-stack work. Startups and global companies are increasingly tapping this talent pool for high-quality engineers who can work in U.S. time zones.
In fact, 80% of chief operating officers plan to increase onshoring or nearshoring over the next three years (Bain & Company), making regions like Brazil and Mexico even more strategic. Both countries are emerging as prime sources of AI engineering talent, offering scalable teams without the long hiring delays seen in North America.
These insights come from “AI Talent, Nearshoring & Brazil’s Tech Boom,” a recent Nearshore Café podcast episode with Tony Teshara.
Fernando Soto – Senior Business Analyst,
Guadalajara, Mexico
What stands out about Plugg Technologies is the way they invest in people. From the beginning, I felt welcomed and well-prepared thanks to a thoughtful onboarding process. They don’t just place you on a project—they make sure you’re equipped and supported every step of the way. The teams are responsive, approachable, and committed to keeping contractors engaged, even when working remotely. Because of Plugg, I’ve had the chance to take on meaningful projects, strengthen my expertise, and feel truly valued as a professional.”
Avoid Common Mistakes When Going Nearshore
What’s the secret to scaling engineering teams effectively?
In a recent LinkedIn post, Brian Samson emphasized that scaling engineering isn’t just about adding headcount; it’s about hiring smarter and prioritizing alignment, speed, and quality.
Key takeaways:
- Rethink growth metrics: More engineers ≠ faster velocity. Focus on each hire’s impact.
- Maintain quality: A poor hire drains more resources than a delayed hire.
- Expand horizons: LATAM talent offers a balance of cost,
quality, and collaboration.
Read the full post: LinkedIn
