Direct Mail Automation
11 direct hiresOnto their own payrollSenior .NET, React and Python engineers screened by BEON and hired directly by LettrLabs.
.NET, React, PythonSince Oct 2025
IT recruitment services for senior engineers in Latin America
Senior LATAM engineers, vetted before you see a CV. You interview and hire them directly. One fee per hire, 90-day replacement.
Full-time, permanent hires
One recruitment fee per hire
90-day replacement guarantee
Trusted by Industry Leaders
Recognized as the #1 IT Staff Augmentation Company by Clutch, we deliver excellence you can rely on.
70 Client Reviews
The Nearshoring Protocol™
What IT recruitment is made of
A shortlist of vetted senior engineers. You interview them, you make the offer, you employ them. We charge one fee per hire, and the process is the same one behind our staff augmentation teams.
4d
First CV in 4 days
Median for roles filled in 2026, from a network of engineers who already passed a first screen.
51%
A shortlist your team wants to meet
51% of the CVs we sent in 2026 got an interview request. We vet against the real job description.
A vetting report for every candidate you interview
Recorded interviews, scores and AI Score.
Sebastián M.Senior Staff Engineer, Buenos Aires, GMT-3
Soft-skills interview5 competencies, recorded
4 / 5EnglishLive interview
AdvancedTechnical assessmentCoding exercise and interview, recorded
10 / 12AI ScoreHow they plan, prompt, review and own
NativeIncluded in the feeThe whole screening processInterviews, AI Score and the checks after signature. One fee per hire.
Yours from day oneContract, payroll and retentionThe engineer is yours from the offer on. We recruit; the employment relationship is yours.
90-day guaranteeReplacement at no costIf the hire doesn't work out, we run the process again. Laptop too? Ask for the equipment add-on.
The 1% Screening Process
How we vet engineers before they reach your shortlist
This is the process we run for every candidate, written down. Each step has a goal, an owner and something you receive. The numbers are measured on the engineers who entered the process, and they're dated. The technical score predicts who you'll want to meet: 63% of the candidates we score in the top third get an interview request, against 45% in the bottom third (Working Paper 03).
Step 1 of 8
Role scoping
Agree what "senior" means on your team before anyone is sourced.
A call with the hiring manager: must-have stack, seniority, time zone overlap, team context, compensation band, and what good looks like in your first 90 days.
Run by Recruitment lead (IT background plus psychology)
You receive Approved one-page role brief
1 callwith the hiring manager, and a written brief of the role comes back.
Step 2 of 8
Sourcing
Go find the candidates.
We search a network of 71,000+ engineers who already passed a first screen (24,000+ entered in the last 12 months), run active outreach for the rest, and rank everyone against the brief with AI-assisted matching.
Run by Sourcing team
You receive Ranked shortlist against your brief
4 daysfrom opening the role to the first CV, median.
Step 3 of 8
Screening
Remove, before any interview, what no interview should have to find.
A first screen on location, English, years of real experience, seniority and profile. The two most common reasons to stop here are English proficiency and not being based in Latin America.
Run by Screening team
You receive Only candidates who cleared it reach your shortlist
71,000+engineers in the network have already passed this screen.
Step 4 of 8
Soft-skills interview
Test how the person works day to day.
A structured, recorded interview run by recruiters with a psychology background, scored on five competencies, each with three sub-dimensions: communication (fluency, clarity, active listening), ownership (initiative, accountability, passion), flexibility (learning drive, comfort with ambiguity, adaptability), team (collaborative, approachable, positive attitude) and strategic thinking (end-to-end perspective, prioritization, out-of-the-box thinking). Yellow flags (unstable or freelance-only history, bench time, camera off, immediate availability while employed) and red flags (two simultaneous jobs, aggressive attitude, stops responding) are recorded.
Run by Recruiter with a psychology background
You receive Interview recording plus scored notes
31%of the 21,511 engineers who entered the process cleared this interview.
Step 5 of 8
English evaluation
Confirm the engineer can disagree, clarify and explain a decision in your stand-up.
English is evaluated in the live interviews: can the candidate explain a technical decision, push back politely, ask a clarifying question. Candidates who declare an Intermediate level first take a short recorded English check.
Run by Recruiter plus technical interviewer
You receive English level in the vetting report
95%of the engineers we've placed tested Advanced or Fluent, among those with a recorded level.
Step 6 of 8
Technical assessment
Test seniority instead of assuming it.
A coding exercise plus a technical interview run by senior BEON engineers in the same stack, scored on twelve points: understanding of the solution, code quality, reuse, edge cases, styling and pace in the exercise; stack knowledge, experience, best practices, design patterns, testing and response time in the interview. The interviewer also flags what the score can't show: an unprepared repository, breaking under pressure, suspicion of cheating, parallel tasks, not receptive to feedback.
Run by Senior BEON engineers in the same stack
You receive Tech Output Preview: coding scores plus interview recording
47%of the 4,465 engineers who reached the technical interview passed it.
Step 7 of 8
AI-fluency evaluation
Know whether the engineer uses AI as a lever or as a crutch, before you find out in a PR.
Inside the technical interview we look at how the engineer actually works with AI tools: which ones, how they plan before prompting, how they review generated code, whether they own the result. The outcome is an AI Score with three levels: Native, Assisted, Non-adopter.
Run by Technical interviewer
You receive AI Score in the vetting report
76%of the 1,422 engineers evaluated scored Native or Assisted.
Step 8 of 8
References, background and identity
Make sure the person on the call is the person who starts.
References, background and identity checks run once the contract is signed, and the engagement is subject to all three coming out clean.
Run by Recruitment operations
You receive Reference, background and identity results once the contract is signed
3 checksreferences, background and identity, and the engagement is subject to all three clearing.
What lands in your inbox
One vetting report per candidate. Then the intro call.
Soft-skills scores and recording, English level, technical scores and recording, AI Score, and the recruiter's recommendation. You approve or reject the CV; we schedule the intro call.
4 daysto the first CV in your inbox
51%of CVs get a client interview request
3:1interviews per hire, median per filled opening
Every step, in detail, on the 1% Screening Process page.
Before you startDo you need an entity in Latin America
Do you need an entity in Latin America
to hire directly?
It depends on how you hire the engineer.
Yes. An employee needs an employer in the engineer's country. There are two ways to have one.
You have an entity there
The engineer goes on your own payroll in their country. We hand you the candidate; your HR runs the contract and benefits.
You use an Employer of Record
Your EOR employs the engineer on your behalf. Same process, same fee; the contract goes through them.
Either way, the engineer is yours
Equipment, onboarding and retention sit with your team from day one. Plan for them before the offer.
Neither yet?
Compare engagement modelsIn IT recruitment we recruit and the employment relationship is yours. If you don't have an entity or an EOR yet, compare the engagement models where BEON holds the contract.
Who it's for
Is IT recruitment the right fit for your team?
A role for your own books
A permanent hire with your title, your benefits, your equity.
You run the engineer yourself
Payroll, equipment, onboarding and retention sit with your team from day one, and you're set up for it.
One fee per hire
You'd rather pay once per hire than an ongoing rate.
Not sure IT recruitment is the right engagement model?
Compare all five engagement models, from direct hire to a managed team.
Compare engagement modelsThe Nearshoring Protocol™, module by module
What IT recruitment includes, and what stays with you
Module of the Nearshoring Protocol™Who runs itWhat it means for you
01Recruitment & Vetting
BEON
Sourcing, the full screening process and a vetting report for every candidate you interview.02Onboarding & Equipment
Add-on
Equipment and onboarding are yours. Need us to ship and manage the laptop? Ask for the equipment add-on.03Employment & Compliance
You
Contract, salary, benefits and payroll are yours, through your entity, your EOR or contractor payments. Included in Staff Augmentation.04Talent Experience Management™
90-day guarantee
If the hire doesn't work out in the first 90 days, we run the process again and replace at no cost. After that, retention is yours.05Team Design & Tech Lead
You
Your leads direct the work. Included in Dedicated Team.06Delivery Management
You
Priorities and delivery are yours. Included in Managed Team.07Governance & Security
You
Access, devices and offboarding run on your systems. Included in Dedicated Team.What the vetting catches
What the process removes before you see a CV
Selectivity is only a claim if you can see what was filtered. This is how many engineers clear each stage, measured on the platform.
100
31
10
3
1
Per 100 engineers who enter the process, 1 is hired. Updated every quarter; current update: Q4 2026.
From opening to offer
How long IT recruitment takes: first CV in 4 days
Medians from the moment the opening is created: first CV in 4 days, the profile of the engineer you end up hiring in 7.5. 3 in 4 of the engineers we placed in 2026 had passed our technical interview before the role opened. Specialized roles take longer, and we'll tell you up front.
1
BEON
Define your ideal candidate
A 45-minute call on stack, seniority, time zone, team context and compensation band.
Role brief2
BEON
Expert-led vetting & delivery
Senior engineers and psychologists run the interviews. You see the evidence behind every CV.
Vetting report, first CV in 4 days3
You
You hire directly
You pick the candidate, run the intro call and sign. The engineer is yours from day one.
Intro call and offer, on your schedule4
BEON
90 days of guarantee
If the hire doesn't work out in the first 90 days, we run the process again and replace at no cost.
90-day replacement guaranteeRecruitment fee
What IT recruitment costs: one fee, paid once per hire
One recruitment fee per hire: 25% of the engineer's first-year salary. No monthly or recurring cost. Equipment is not included; ask for the equipment add-on if you want us to ship and manage the laptop. Pick a role and a seniority to see the salary and the fee.
Seniority
Salary to offer, per month$5,000–$6,500Median $6,000 a month
Recruitment fee, paid once$18,00025% of a year's salary
Replacements
What happens if the hire doesn't work out
From the day you sign, the engineer is yours: contract, payroll, equipment, onboarding and retention. We stay for 90 days with a replacement guarantee. Need us to ship and manage the laptop too? Ask for the equipment add-on.
90days of replacement guaranteeIf the hire doesn't work out, we run the process again at no cost.
Day 0
You sign. The engineer is yours.
Contract, payroll, equipment, onboarding and retention move to your side from the first day.
Days 1–90
We stay, with a replacement guarantee.
If the hire doesn't work out, we run the full process again and replace at no cost.
Day 91 on
Retention is yours.
Need us to ship and manage the laptop too? Ask for the equipment add-on.
Where we recruitIT recruitment in Latin America:
IT recruitment in Latin America:
countries, roles and time zones
71,000+screened engineers in the network
Recruited across Latin America
Most of our engineers come from Brazil, Mexico, Argentina and Colombia, already past a first screen before you ever see a name.
1 of 100engineers who enter the process is hired
31% clear soft skills47% pass technical
Senior, tested, AI-evaluated
Senior engineers and psychologists interview every candidate, and we score how each one works with AI. You meet the few who clear it.
95%of placed engineers evaluated Advanced or Fluent in English
Works your US business hoursEnglish tested live
Your hours, your language
Engineers work US hours, and their English is evaluated in live interviews, so they can push back in your stand-up.
Impact
Results from our IT recruitment services
Direct Mail Automation11 direct hiresOnto their own payroll
Creator Business Platform
3 direct hiresAcross two product teamsRuby on Rails and React engineers screened by BEON and hired directly by Kajabi.
Ruby on Rails, ReactSince Dec 2024
Practice Management Software
3 direct hiresNext to its BEON teamEngineers hired straight onto its payroll, from the same vetting as the team it runs with us.
Ruby on Rails, ReactSince Aug 2025
Buyer's checklist
What to verify before signing with any IT recruitment agency
Use it with any agency, including us.
What is the fee based on?Ours: 25% of first-year salary
Is there a monthly or recurring cost?Ours: No. One fee per hire
How long is the guarantee, and does a replacement cost extra?Ours: 90 days; we run the full process again at no cost
Who does the sourcing?Ours: Our own team, from a network of 71,000+ screened engineers
What share of your hires were vetted before the role opened?Ours: 3 in 4 in 2026 Working Paper 01
How long does each step on your side take?Ours: First CV in a median of 4 days; ~1 week to find your perfect fit Working Paper 01
What evidence comes with each candidate?Ours: A vetting report: recorded interviews, scores and AI Score
Who tested the seniority?Ours: Senior BEON engineers in the same stack, in a recorded technical interview
Can we interview the candidates ourselves?Ours: Yes. You run the intro call and make the offer
Who employs the engineer after the offer, and carries the risk?Ours: You do, through your entity, your EOR or a contractor agreement
FAQs
IT recruitment FAQs
What are IT recruitment services?
IT recruitment services find and vet candidates that you hire directly onto your own payroll. BEON recruits senior software engineers in Latin America for full-time, permanent roles, and every candidate comes with a vetting report.
How fast can we hire through BEON?
You'll see the first vetted CV in 4 days and the profile of the engineer you end up hiring in 7.5 (medians for 2026, from the moment the opening is created). From there, the pace is your interviews and your offer. Specialized roles take longer, and we'll tell you up front.
Do we need a legal entity or an EOR in Latin America?
As an employee, yes: your own entity or an Employer of Record. As a contractor, no, but the payments, the contract and the classification risk are yours; see both cases.
Can we interview the candidates ourselves?
Yes. You approve or reject each CV, run the intro call yourself and make the offer.
What roles can you help us hire for?
Backend, full stack, frontend, mobile, DevOps, data, AI and machine learning, and QA automation, mostly at senior and lead level. Every candidate gets an AI Score from the technical interview.
Where are your engineers based?
Across Latin America. Most come from Brazil, Mexico, Argentina and Colombia, with engineers in Costa Rica, Peru, Chile, Uruguay and more. They work US business hours, and their English is evaluated in live interviews.
How do you evaluate seniority?
Senior BEON engineers in the same stack run a coding exercise and a recorded technical interview, scored on twelve points. Recruiters with a psychology background run a recorded soft-skills interview. You get both recordings and the scores in the vetting report.
How do you know the resume and the person are real?
References, background and identity checks run once the contract is signed, and the engagement is subject to all three coming out clean.
How is BEON different from a traditional recruiting agency?
Most agencies send resumes. We send evidence: every candidate comes with recorded interviews, technical scores and an AI Score. The same process staffs our long-term engineering teams, so we live with its results every month, not just on hiring day.
How much does IT recruitment cost?
One fee per hire: 25% of the engineer's first-year salary. There is no monthly or recurring cost.
What salary should we offer a senior engineer in Latin America?
Senior engineers in our interviews asked for a median of $5,500 a month (middle half: $4,500–$6,000). It varies by role and seniority: use the calculator on this page, and we scope the band with you before sourcing.
What if the hire doesn't work out?
If it doesn't work out in the first 90 days, we run the full process again and replace the engineer at no extra cost.
Is this more cost-effective than hiring in the US?
Typically about half the fully loaded cost of an equivalent US hire. For a number by role and country, use our developer cost calculator.
Tell us the role. You'll see the first vetting report in days.
First CV in a median of 4 days.
One fee per hire, a 90-day replacement guarantee, and the engineer on your payroll.