This article is part of our Complete Guide to Hiring Tech Talent in Brazil.
Hiring your first Brazilian developer looks straightforward until you hit the details: contract structure, technical vetting, payment, compliance. Here’s the process broken into steps, plus the points where foreign companies most often get stuck.
Step 1: Define the Role and Hiring Model
Before sourcing starts, decide:
- Seniority and stack (see our role-by-role hiring guides if you’re unsure how to evaluate candidates)
- Contract structure — PJ (contractor) or CLT via EOR (formal employment). See our PJ vs. CLT guide
- Budget range, informed by real Brazilian salary data, not US-market assumptions
Step 2: Sourcing and Technical Screening
HUNT IT conducts active headhunting across specialized tech communities, conducting rigorous technical and behavioral pre-screening before presenting top candidates within 5 business days.
Step 3: Client Interviews
We recommend 2 to 3 streamlined interview rounds: an initial cultural/technical vetting by HUNT IT, followed by a live technical interview and final cultural fit chat with your engineering team.
Step 4: Contract and Compliance
Once you’ve selected a candidate, the contract structure matters more than most foreign companies expect:
- If hiring PJ, the contract should clearly define scope, deliverables, and payment terms — and avoid language that implies fixed hours or direct subordination (see the misclassification risk noted in our PJ vs. CLT guide)
- If hiring CLT via EOR, the EOR partner handles the formal employment contract, payroll, and mandatory benefits
If you prefer formal employment payroll, HUNT IT works seamlessly with leading global EOR providers (Deel, Remote, Oyster) to manage compliant local contracts.
Step 5: Payment and Ongoing Management
Payments are remitted monthly in USD via international bank transfer or contractor platforms like Deel and Wise directly to the candidate’s business account.
Where Foreign Companies Usually Get Stuck
- Skipping technical validation: assuming a strong resume or a staffing agency’s word is enough, without an independent technical check
- Misjudging English proficiency: not confirming communication fit before the offer, then discovering a language gap during onboarding
- Treating PJ contracts like informal freelance work: without proper scope and deliverable definitions, which increases misclassification risk
- Underestimating time-to-hire expectations: assuming it takes as long as a US search, when a well-run process can be significantly faster
How Long Does It Actually Take?
At HUNT IT, our standard delivery window is 5 business days for first qualified candidates, with a 95% interview approval rate — meaning the vast majority of candidates we present make it to client interview stage.
Frequently Asked Questions
Do I need a Brazilian legal entity to hire remotely?
No local entity is required if hiring via B2B PJ contractor agreements or using an EOR provider.
How many candidates will I see before making a decision?
HUNT IT typically presents 3 to 5 pre-screened, highly qualified candidates per role, achieving a 95% interview approval rate with clients.
What happens if the hire doesn’t work out?
Yes! HUNT IT provides a 90-day replacement guarantee for international hires.
Start Your Brazilian Hiring Process
HUNT IT handles sourcing and technical validation end-to-end, so you only meet candidates who are already vetted for the role. Talk to our team to get started.