Brazil has the largest professional talent base in Latin America, and US companies hire there for senior engineering, data, product and finance roles more than anywhere else in the region. Hiring Brazilian professionals well, though, takes more than posting a job ad in English.
Brazil has its own employment models, some of the most detailed labor legislation in the region and a candidate market where the best people are rarely applying. A recruitment process designed for the US tends to lose them.
This guide covers why companies hire in Brazil, how to employ someone there legally, what it costs and how to recruit candidates who are not actively looking.
Why Companies Hire Brazilian Professionals
Brazil is the largest economy in Latin America, with mature tech ecosystems in São Paulo, Florianópolis, Belo Horizonte, Recife, Campinas and Porto Alegre. Its strengths are senior software engineering, data science, product management and finance professionals with international experience.
"Brazilian talent has an excellent reputation in terms of quality and commitment. They're in high demand," says Marcela Navarro Alday, COO of Combine.
Three practical factors make Brazil easy to work with from the US:
Time zone: Brasília time is UTC-3 all year, since Brazil ended daylight saving time in 2019. That is one to two hours ahead of US Eastern time.
Cost: senior developers in São Paulo typically earn between USD 40,000 and 65,000 per year, 40% to 55% less than an equivalent US hire.
Experience with US companies: many Brazilian professionals in tech and finance already work with North American teams, tools and processes.
More on salaries, benefits and hiring rules is in the country guide to hiring in Brazil.
How to Employ Someone in Brazil
The employment model is the first decision, and in Brazil it carries more weight than in most of the region.
CLT employment
The CLT (Consolidação das Leis do Trabalho) is Brazil's labor code, and a CLT contract is formal employment. It comes with mandatory benefits:
A 13th salary, one extra month of pay each year.
Thirty days of paid vacation, plus a bonus of one third of the monthly salary.
FGTS, a severance fund to which the employer deposits 8% of the monthly salary.
Employer social security contributions on payroll.
A CLT contract can start with a trial period of up to 90 days. After that, ending it without cause requires notice of 30 days plus 3 days per year worked, up to 90 days, and a penalty of 40% of the FGTS balance.
PJ contractors
Many Brazilian tech professionals work as PJ (pessoa jurídica): they open their own company and invoice the client. It is simpler and cheaper than CLT, but it carries real risk. If the relationship looks like employment, with subordination, regular hours, personal service and ongoing pay, a labor court can reclassify it as CLT employment and order back payment of the benefits above.
Employer of Record
An Employer of Record (EOR) employs the professional under a CLT contract on your behalf and handles payroll, benefits and compliance, so you do not need a Brazilian entity. For most US companies making their first hires in Brazil, it is the fastest compliant route. Combine runs this model as outsourcing.
How to Recruit Brazilian Professionals
Treat timing as part of the offer
Marcela Navarro Alday points to timing as the factor that most often makes or breaks a hire. A rushed process leads to poor fits; a slow one loses strong candidates to faster offers. Plan the stages and decision dates before sourcing starts.
Go after people who are not applying
The strongest professionals in Brazil, especially in tech, are usually employed and not browsing job boards. A job post on LinkedIn alone reaches the active minority. Reaching the rest takes direct sourcing through networks and referrals, and a process built for how candidates in Brazil decide, not a copy of a US funnel.
Sell the opportunity
Many candidates will not have heard of your company before the first message, and they are comparing your offer with brands they have known for years. Recruiting in this market works like sales: explain the project, the team, the growth path and why the role is worth leaving a stable job for.
Build a real relationship with candidates
Candidates notice when they are treated as one file in a pile. Transparency on salary, stages and feedback keeps them engaged through the process.
"I am extremely transparent. I show the benefits and advantages of the position. I try to demonstrate a different perspective they haven't considered. We build a partnership," says Alday.
Work with local recruiters
Local recruiters bring an existing network, know what a competitive offer looks like in each city and can run a process candidates trust. That shortens the search and reduces drop-off between interview and offer.
Frequently Asked Questions
Can a US company hire employees in Brazil without a local entity?
Yes. With an Employer of Record, the EOR is the legal employer in Brazil and handles the CLT contract, payroll and benefits, while the professional works full time for the US company.
What is the difference between CLT and PJ in Brazil?
CLT is formal employment under Brazil's labor code, with mandatory benefits such as the 13th salary, paid vacation and FGTS. PJ is a contractor relationship in which the professional invoices through their own company. PJ is cheaper, but it can be reclassified as employment if it works like a job.
How much does it cost to hire a developer in Brazil?
Senior developers in São Paulo typically earn between USD 40,000 and 65,000 per year, before employer costs. The total cost depends on the employment model; the LATAM salary bands break it down by role.
How long does it take to hire in Brazil?
With a specialized partner, first interviews usually happen 7 to 14 days after kickoff. The start date then depends on the candidate's notice period, which is usually 30 days for someone leaving a CLT job.
Is Brazil better than Mexico or Colombia for hiring?
It depends on the role. Brazil leads on senior engineering and data, Mexico on bilingual sales and frontend, and Colombia on mid-level backend and FP&A. The full comparison is in which LATAM country to hire from.
Hiring in Brazil With Combine
Combine Global Recruitment was founded in Brazil, operates in more than 40 countries and has completed more than 800 placements, with Direct Hire, Outsourcing and Executive Search under one structure.
Book a call to plan your first hire in Brazil.
