Hire Agile Developers
Recruit top Agile Developers with Lupa: Latin American talent at 70% less. Build, manage, and pay your remote team in 21 days, plus seamless compliance.
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Hire Remote Agile Developers
Ana is a dynamic developer from Panama, blending AI and Python with 7 years of expertise.
- C++
- Machine Learning Basics
- Data Visualization
- AI
- Python
Mariana's your go-to dev with 8 years in Java, Docker, Python, Kubernetes, and CSS.
- Java
- Docker
- Python
- Kubernetes
- CSS
Valentina transforms code into seamless solutions. Your go-to for all things dev.
- PHP
- CSS
- JavaScript
- Node.js
- C#
Valeria is a dynamic developer from Costa Rica, mastering Swift to C++ with 5 years' finesse.
- Swift
- Kotlin
- Angular
- TypeScript
- C++
João is a skilled developer from Brazil, mastering Python, APIs, and SQL with flair.
- Python
- Machine Learning Basics
- CSS
- APIs
- SQL
Camila is a developer from Argentina, crafting digital solutions with 6 years of expertise.
- PHP
- CSS
- SQL
- APIs
- JavaScript
Meet Daniela, a developer from Ecuador. 5 years in, she’s your go-to for Angular, React, and more.
- Angular
- HTML
- CSS
- React.js
- C++
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
“We scaled our first tech team at record speed with Lupa. We couldn’t be happier with the service and the candidates we were sent.”
Lupa's Proven Process
Together, we'll create a precise hiring plan, defining your ideal candidate profile, team needs, compensation and cultural fit.
Our tech-enabled search scans thousands of candidates across LatAm, both active and passive. We leverage advanced tools and regional expertise to build a comprehensive talent pool.
We carefully assess 30+ candidates with proven track records. Our rigorous evaluation ensures each professional brings relevant experience from industry-leading companies, aligned to your needs.
Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.
Reviews
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
“We scaled our first tech team at record speed with Lupa. We couldn’t be happier with the service and the candidates we were sent.”
“Lupa has become more than just a provider; it’s a true ally for Pirani in recruitment processes. The team is always available to support and deliver the best service. Additionally, I believe they offer highly competitive rates and service within the market.”
"Highly professional, patient with our changes, and always maintaining clear communication with candidates. We look forward to continuing to work with you on all our future roles."
“Lupa has been an exceptional partner this year, deeply committed to understanding our unique needs and staying flexible to support us. We're excited to continue our collaboration into 2025.”
"What I love about Lupa is their approach to sharing small, carefully selected batches of candidates. They focus on sending only the three most qualified individuals, which has already helped us successfully fill 20+ roles.”
"We hired 2 of our key initial developers with Lupa. The consultation was very helpful, the candidates were great and the process has been super fluid. We're already planning to do our next batch of hiring with Lupa. 5 stars."
"Working with Lupa for LatAm hiring has been fantastic. They found us a highly skilled candidate at a better rate than our previous staffing company. The fit is perfect, and we’re excited to collaborate on more roles."
"We compared Lupa with another LatAm headhunter we found through Google, and Lupa delivered a far superior experience. Their consultative approach stood out, and the quality of their candidates was superior. I've hired through Lupa for both of my companies and look forward to building more of my LatAm team with their support."
“We’ve worked with Lupa on multiple roles, and they’ve delivered time and again. From sourcing an incredible Senior FullStack Developer to supporting our broader hiring needs, their team has been proactive, kind, and incredibly easy to work with. It really feels like we’ve gained a trusted partner in hiring.”
Working with Lupa was a great experience. We struggled to find software engineers with a specific skill set in the US, but Lupa helped us refine the role and articulate our needs. Their strategic approach made all the difference in finding the right person. Highly recommend!
Lupa goes beyond typical headhunters. They helped me craft the role, refine the interview process, and even navigate international payroll. I felt truly supported—and I’m thrilled with the person I hired. What stood out most was their responsiveness and the thoughtful, consultative approach they brought.
Talking about Lupa, I would say: these are the people you want to work with. They understand what consultancies are like. They understand that they could work for a month on a req, only to have it pulled because a client contract didn’t go through. You understand our business model, and that is invaluable.
"We came to Lupa with a need to hire key tech and AI positions in Latin America. Our target when working with them was to find the best of the best in the region and they delivered. Their approach goes beyond what you'd expect from a headhunter with an incredible focus on match quality."
Agile Developer Soft Skills
Collaboration
Work effectively with cross-functional teams, fostering a culture of open communication and shared goals
Adaptability
Quickly adjust to changing project requirements and pivot strategies as needed
Empathy
Understand and share the feelings of team members, promoting a supportive and inclusive environment
Feedback Acceptance
Receive and incorporate constructive criticism to improve both personally and professionally
Time Management
Prioritize tasks effectively to meet deadlines and deliver high-quality work consistently
Conflict Resolution
Address and resolve disagreements within the team in a constructive manner, maintaining a positive work environment
Agile Developer Skills
Programming Languages
Expertise in languages like Python, Java, and C++ to develop software across various platforms.
Version Control Systems
Utilize Git and GitHub for collaboration and managing code changes.
Software Testing
Implementing unit, integration, and system tests to ensure quality and reliability.
Cloud Services
Leveraging AWS, Azure, or Google Cloud for scalable software solutions.
DevOps Practices
Streamlining development with CI/CD pipelines and automated workflows.
Additional Technical Capabilities
- Automated testing frameworks
- Continuous integration tools
- Microservices architecture
- Cloud platforms
- Containerization
How to Write an Effective Job Post for Hiring Agile Developers
Recommended Titles
- Scrum Master
- Product Owner
- Frontend Developer
- Backend Developer
- Full Stack Developer
- DevOps Engineer
- UX Designer
- QA Engineer
Role Overview
- Tech Stack: Proficient in Kotlin/Swift, Firebase, RESTful APIs
- Project Scope: Develop and maintain key app features; integrate user feedback; ensure UI/UX consistency
- Team size: Collaborate within a lean team of 5 developers
Role Requirements
- Years of Experience: Minimum of 5 years in app development.
- Core Skills: Proficiency in project management, debugging, and API integration.
- Must-Have Technologies: Expertise in Kotlin, Python, and Flutter.
Role Benefits
- Salary Range: Competitive salary based on experience and skills, $80,000 - $120,000.
- Remote Options: Flexible remote work arrangements available to support work-life balance.
- Growth Opportunities: Access to continued education, mentorship programs, and leadership opportunities.
Do
- Mention salary expectations and perks offered
- Outline essential skills and experience needed
- Communicate company environment and ethos
- Emphasize potential for career progression
- Utilize clear and compelling wording
Don't
- Don't be ambiguous about the role.
- Don't overlook necessary experience.
- Don't overload with unnecessary details.
- Don't skip including company culture.
- Don't hide the compensation package.
Top Agile Developer Interview Questions
Essential questions for evaluating Agile Developers
How familiar are you with Agile methodologies like Scrum or Kanban, and how have you applied them in previous projects?
Look for candidates who have hands-on experience with Agile frameworks. They should be able to explain how they contributed to sprint planning, daily stand-ups, and retrospectives, showing they can effectively work in and contribute to an Agile team.
Can you describe a time when you had to adjust your work in response to a change in project requirements?
Listen for examples where the candidate utilized Agile principles to pivot efficiently. It's essential they demonstrate flexibility and a proactive approach to addressing changing priorities without sacrificing quality.
How do you handle delivering features incrementally without compromising on code quality?
Strong candidates will have strategies for maintaining code quality, such as implementing continuous integration/continuous deployment (CI/CD) processes, writing tests, and participating in code reviews.
What tools do you use for Agile project management and collaboration?
Candidates should mention familiarity with tools like Jira, Trello, or Confluence for tracking progress and collaboration. Their ability to leverage these tools effectively is key to ensuring smooth project execution within Agile teams.
Have you ever contributed to improving the Agile processes in your team?
Look for initiative here. Candidates who have suggested or implemented improvements demonstrate a strong understanding of Agile methodologies and a commitment to continuous improvement, both personally and organizationally.
Describe a time when you encountered a challenging technical problem. How did you approach it?
Look for a structured approach to problem-solving. Candidates should discuss identifying the issue, exploring solutions, and implementing the best one. Consider if they reflect on their process and results.
How do you handle unexpected changes or pivots in a project?
Assess their flexibility and adaptability. A strong candidate will explain how they reprioritize tasks, communicate changes effectively, and maintain project momentum.
Explain how you collaborate with team members to solve complex problems.
Consider their communication and teamwork skills. Are they open to others’ ideas? Do they effectively facilitate discussions to reach a solution?
How do you ensure continuous improvement in your problem-solving skills?
Look for a commitment to learning and growth. Candidates should mention self-assessment, seeking feedback, and keeping up with industry trends.
Tell me about a time you disagreed with a team solution. How did you handle it?
Examine their ability to handle conflict constructively. They should describe how they communicated their perspective, invited dialogue, and worked towards a consensus.
How do you handle conflict within a team?
Look for candidates who demonstrate problem-solving skills and a collaborative approach. They should emphasize understanding different perspectives and working towards a solution that benefits the team.
Can you provide an example of how you've adapted your communication style to fit your team?
Seek candidates who show awareness of their team’s dynamics and mention specific strategies they’ve used, such as adjusting their approach for different team members to ensure effective communication.
Describe a time when you led a team through a challenging project.
Candidates should showcase their leadership skills by explaining how they motivated the team, allocated tasks, and managed progress while maintaining morale under pressure.
How do you manage stress during tight deadlines?
Look for candidates who prioritize time management and demonstrate resilience. They should mention how they stay focused, organized, and maintain a positive outlook to meet deadlines.
What is your approach to giving and receiving feedback?
Ideal candidates will value open communication and growth. They should express a willingness to give constructive feedback thoughtfully and accept feedback to improve their work.
- Poor Communication Skills
- Inability to Receive Feedback
- Lack of Problem-Solving Ability
- Consistently Missing Deadlines
- Unwillingness to Learn
Build elite teams in record time, full setup in 21 days or less.
Book a Consultation CallWhy We Stand Out From Other Recruiting Firms
From search to hire, our process is designed to secure the perfect talent for your team
Local Expertise
Tap into our knowledge of the LatAm market to secure the best talent at competitive, local rates. We know where to look, who to hire, and how to meet your needs precisely.
Direct Control
Retain complete control over your hiring process. With our strategic insights, you’ll know exactly where to find top talent, who to hire, and what to offer for a perfect match.
Seamless Compliance
We manage contracts, tax laws, and labor regulations, offering a worry-free recruitment experience tailored to your business needs, free of hidden costs and surprises.
Lupa will help you hire top talent in Latin America.
Book a Consultation Call
I help companies hire exceptional talent in Latin America. My journey took me from growing up in a small town in Ohio to building teams at Capital One, Meta, and eventually Rappi, for which I moved from Silicon Valley to Colombia and had to recruit a local tech team from scratch. That’s where I realized traditional recruiting was broken, and how much available potential there was in Latin American talent. Almost ten years later, I still work closely with Latin American professionals, both for my company and for clients. They know US business culture, speak great English, work in the same time zones, and bring strong skills and dedication at a better cost. We have helped companies like Rappi, Globant, Capital One, Google, and IBM build their teams with top talent from the region.
Top Agile Developer Interview Questions
Essential questions for evaluating Agile Developers
How familiar are you with Agile methodologies like Scrum or Kanban, and how have you applied them in previous projects?
Look for candidates who have hands-on experience with Agile frameworks. They should be able to explain how they contributed to sprint planning, daily stand-ups, and retrospectives, showing they can effectively work in and contribute to an Agile team.
Can you describe a time when you had to adjust your work in response to a change in project requirements?
Listen for examples where the candidate utilized Agile principles to pivot efficiently. It's essential they demonstrate flexibility and a proactive approach to addressing changing priorities without sacrificing quality.
How do you handle delivering features incrementally without compromising on code quality?
Strong candidates will have strategies for maintaining code quality, such as implementing continuous integration/continuous deployment (CI/CD) processes, writing tests, and participating in code reviews.
What tools do you use for Agile project management and collaboration?
Candidates should mention familiarity with tools like Jira, Trello, or Confluence for tracking progress and collaboration. Their ability to leverage these tools effectively is key to ensuring smooth project execution within Agile teams.
Have you ever contributed to improving the Agile processes in your team?
Look for initiative here. Candidates who have suggested or implemented improvements demonstrate a strong understanding of Agile methodologies and a commitment to continuous improvement, both personally and organizationally.
Describe a time when you encountered a challenging technical problem. How did you approach it?
Look for a structured approach to problem-solving. Candidates should discuss identifying the issue, exploring solutions, and implementing the best one. Consider if they reflect on their process and results.
How do you handle unexpected changes or pivots in a project?
Assess their flexibility and adaptability. A strong candidate will explain how they reprioritize tasks, communicate changes effectively, and maintain project momentum.
Explain how you collaborate with team members to solve complex problems.
Consider their communication and teamwork skills. Are they open to others’ ideas? Do they effectively facilitate discussions to reach a solution?
How do you ensure continuous improvement in your problem-solving skills?
Look for a commitment to learning and growth. Candidates should mention self-assessment, seeking feedback, and keeping up with industry trends.
Tell me about a time you disagreed with a team solution. How did you handle it?
Examine their ability to handle conflict constructively. They should describe how they communicated their perspective, invited dialogue, and worked towards a consensus.
How do you handle conflict within a team?
Look for candidates who demonstrate problem-solving skills and a collaborative approach. They should emphasize understanding different perspectives and working towards a solution that benefits the team.
Can you provide an example of how you've adapted your communication style to fit your team?
Seek candidates who show awareness of their team’s dynamics and mention specific strategies they’ve used, such as adjusting their approach for different team members to ensure effective communication.
Describe a time when you led a team through a challenging project.
Candidates should showcase their leadership skills by explaining how they motivated the team, allocated tasks, and managed progress while maintaining morale under pressure.
How do you manage stress during tight deadlines?
Look for candidates who prioritize time management and demonstrate resilience. They should mention how they stay focused, organized, and maintain a positive outlook to meet deadlines.
What is your approach to giving and receiving feedback?
Ideal candidates will value open communication and growth. They should express a willingness to give constructive feedback thoughtfully and accept feedback to improve their work.
- Poor Communication Skills
- Inability to Receive Feedback
- Lack of Problem-Solving Ability
- Consistently Missing Deadlines
- Unwillingness to Learn
