Why You Should Hire Nearshore Data Engineers and How to Do It

You’ll save 30–70% on salary costs

The numbers don’t lie: hiring skilled data engineers from Latin America is substantially more affordable than hiring in the US.

A senior data engineer in the US will typically cost you $141,000 to $265,000 annually. The same level of expertise from a LatAm professional might run you $60,000 to $84,000—a 57-68% reduction in your costs for the same quality work.

This isn’t about underpaying talent or cutting corners. It’s about the reality of different markets and living costs. The cost of living is lower in LatAm, so salary expectations are proportionally lower as well.

Latin American professionals earn competitive local salaries that provide a great standard of living, while still costing less than equivalent US positions.

What does this mean for your business? The budget that would cover one US-based senior data engineer might allow you to hire two experienced nearshore engineers instead. Suddenly, projects that seemed financially out of reach become possible.

Your team will work during your hours

One of the biggest frustrations with traditional offshore hiring is the time zone nightmare. We’ve all been there—scheduling calls at 6 am or 10 pm, waiting 24 hours for email responses, and dealing with the constant lag in communication.

Latin America eliminates this problem entirely. Most LatAm countries are in time zones that align closely with US time zones. For example:

• Most of Mexico is in the same time zone as US Central Time
• Colombia and Peru align with US Eastern Time
• Argentina and Brazil are just 1–2 hours ahead of Eastern Time

This means your nearshore data engineers are working when you’re working. When a data pipeline breaks at 2 pm, your LatAm engineer is online to fix it immediately—not sleeping on the other side of the world.

Real-time collaboration makes a massive difference in data engineering projects, where troubleshooting and iteration are common. You can have actual conversations, solve problems on the spot, and maintain project momentum without the constant start-stop of asynchronous work.

Communication won’t be a barrier

Cultural compatibility matters more than many companies initially realize. Latin American professionals typically share similar work ethics and communication styles with their US counterparts. Many have previous experience working with US companies and understand American business norms.

The English proficiency of LatAm talent is also strong, particularly among the professionals working in data and technology fields. You’ll find that most nearshore data engineers can:

• Explain complex technical concepts clearly
• Participate actively in team discussions
• Document their work thoroughly
• Communicate effectively with stakeholders at all levels

And if you work with a good recruitment partner, English proficiency assessment is built into their screening process, so you’ll only interview candidates who can communicate effectively. 

You’ll tap into specialized expertise that’s scarce in the US

Latin American countries have been investing heavily in technical education, with impressive results. Countries like Brazil, Mexico, and Argentina are producing thousands of STEM graduates annually, many specializing in data-related fields.

These professionals bring expertise in:

• Database management systems (PostgreSQL, MySQL, SQL Server)
• ETL and data pipeline tools (Apache Airflow, Luigi)
• Programming languages (Python, Java, Scala)
• Cloud data platforms (AWS, Google Cloud, Azure)
• Big data technologies (Hadoop, Spark)

By expanding your search to Latin America, you dramatically increase your chances of finding data engineers with exactly the skill set you need—often in a fraction of the time it would take to find comparable talent in the US.

Recruitment and staffing agencies

The most straightforward path is working with agencies that specialize in connecting US companies with Latin American talent. These partners already have networks of pre-vetted candidates and understand the nuances of local markets.

Good recruitment partners bring several advantages:

• They’ve already screened candidates for technical skills
• They verify English proficiency and communication abilities
• They handle compliance and payment logistics
• They understand salary expectations in various LatAm markets

While this approach involves recruitment fees, the time saved and reduced risk of a bad hire typically make it worthwhile. Instead of spending months figuring out how to recruit in unfamiliar markets, you can focus on interviewing pre-qualified candidates who match your requirements.

Freelance platforms

Platforms like Toptal, Upwork, and Arc.dev can connect you with freelance data engineering talent, especially for project-based work or when testing a working relationship before making a longer-term commitment.

The upside is direct access to a large pool of candidates. The downside is you’ll need to handle more of the screening and vetting process yourself. If you go this route, be prepared to:

• Develop a thorough screening process
• Assess technical skills through tests or sample projects
• Verify past work experience
• Handle contracts and payments yourself

Job boards

Posting on regional job boards can work if you have time and resources for a more hands-on hiring process. Sites worth considering include:

• Get On Board (focused on Latin American tech talent)
• LinkedIn (with location filters for Latin American countries)
• Stack Overflow Jobs (popular among developers throughout the region)

This approach requires significant effort for screening and evaluating candidates but may help you find professionals who aren’t actively working with agencies or freelance platforms.

Referrals

Don’t overlook the power of referrals. If you already work with Latin American talent, ask them for recommendations.

If not, check with other founders or colleagues in your network who have hired from LatAm before. These personal recommendations are often the best way to find pre-vetted talent who can hit the ground running.

Look at both technical and soft skills

Technical capabilities are obviously essential for data engineers. Focus on candidates with proven experience in:

• Building and optimizing data pipelines
• Working with cloud data platforms
• Database design and query optimization
• Data modeling and ETL processes
• Monitoring and troubleshooting

But soft skills are equally important for remote collaboration. The best nearshore data engineers also demonstrate:

• Clear communication (both written and verbal)
• Problem-solving abilities
• Self-management and time discipline
• Adaptability to new tools and changing requirements
• Ability to explain technical concepts to non-technical stakeholders

During interviews, ask candidates to walk you through past projects, focusing on both technical implementation and how they collaborated with teammates and stakeholders.

Pay competitively for the local market

While you’ll save substantially compared to US salaries, don’t make the mistake of lowballing candidates. Research typical data engineer salaries in your target countries and be prepared to pay at the higher end of those ranges to attract and retain top talent.

Remember, you’re not just competing with other US companies—you’re also competing with local tech firms and regional offices of global companies. The best talent always has options.

Creating a stable, long-term relationship requires fair compensation that recognizes the value your nearshore data engineers bring to your organization. This isn’t just about doing the right thing—it’s about minimizing turnover and building a team that sticks with you.

Understand that LatAm resumes look different

When reviewing resumes from Latin American candidates, you’ll notice some differences from US-style resumes:

• They tend to be longer and more detailed (3–5 pages isn’t uncommon)
• They might include personal information like age, marital status, or photos
• Educational credentials may be presented differently
• Career trajectories might not follow the patterns you’re used to seeing

Don’t let these differences distract you.

Focus on the substance: the candidate’s skills, experience, and achievements. If you’re working with a recruitment partner, they can help interpret these differences accurately.

Ask the right interview questions

Effective interviews help you assess both technical capabilities and culture fit. Good questions for nearshore data engineer candidates include:

• “Walk me through a data pipeline you built. What challenges did you face, and how did you solve them?”
• “What methodologies do you use to evaluate and improve existing data processes? Can you share an example of a process improvement you’ve done?”
• “Tell me about a time when you had to explain a complex technical concept to non-technical stakeholders.”
• “How do you stay current with evolving data engineering technologies?”
• “What approaches have you found most effective when collaborating with remote team members?”

These questions help you gauge not only technical expertise but also problem-solving approaches and communication skills.