Brazil
Primary hub: São Paulo. Founder-led recruitment across SAP / Cybersecurity.
[ 2 OPEN ROLES ]
About Brazil tech talent.
Why we hire in Brazil.
Brazil is the largest tech market in Latin America, and the clock is its headline advantage. São Paulo sits at UTC-3 year-round, with no daylight saving shift since Brazil abolished it in 2019, which puts a Brazilian team one to two hours ahead of US Eastern: a near-total shared workday, against India's 9 to 12 hour gap. Western European clients get a solid shared afternoon of four to five hours. Supply is strongest in full-stack and cloud engineering, with a growing SAP base around manufacturing and finance.
The honest part is that the pool is tighter than the headlines suggest. Brasscom's talent study projected demand for some 797,000 tech professionals between 2021 and 2025 against roughly 53,000 new tech graduates a year, an annual shortfall around 106,000. So when you hire developers in Brazil, you are not dipping into idle abundance; you are competing with a hot domestic market for the same senior engineers. Sourcing reach and screening rigour decide the outcome, not pool size.
The talent clusters, and knowing where saves weeks. São Paulo is the financial and startup capital and home to most of Brazil's unicorns, but Florianópolis (product engineering), Recife with the Porto Digital tech park, Campinas, Belo Horizonte and Curitiba all carry serious engineering communities. A Brazil search that only works São Paulo leaves strong candidates on the table. Technical teams in the major hubs work in English; Portuguese is the first language, so we screen English directly, per role, rather than trusting either the national average or a vendor's "everyone is fluent."
One structural detail that trips up foreign employers: the CLT versus PJ employment distinction. CLT is full formal employment with social charges and a 13th salary; PJ means the developer invoices through their own company, and misclassifying a de-facto employee carries real back-charge risk, with the model under Supreme Federal Court review as of 2026. We flag it in every Brazilian mandate and plan the engagement model before sourcing starts, with local legal advice.
How an engagement runs.
The same three steps in every region — Brazil included.
- 01
Brief
Send the role. You get a reply within 24 hours with timing, fit, and an honest market read — even if the answer is "wrong shop."
- 02
Shortlist
Two to four active searches at a time, so each one moves at offer speed. Three CVs that fit beats thirty that don't.
- 03
Interview to offer
Direct with the founder end-to-end — the same email thread from intro to placement, no account-manager hand-off.
Time zones and overlap windows.
How working hours line up with our other regions.
Primary zone
UTC-03
UTC-03, no DST. Near-total overlap with US East, 4-5 hour shared afternoon with Europe.
Currently hiring in Brazil.
2 active roles in Brazil.
What we recruit for here.
Practice areas with active mandates in Brazil.
Reading on Brazil hiring.
The founder's field guide to hiring in Brazil.
Hiring in Brazil? Let's talk.
Founder-led, multi-regional. Reply within 24 hours — either with timing and a fit read, or with a polite redirect to who you actually need.