Hire C# Developers
Discover top C# developers with Lupa. Save 70% by hiring skilled LatAm talent. Build your remote team in 21 days, hassle-free.
Hire Remote C# Developers
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++
João is a skilled developer from Brazil, mastering Python, APIs, and SQL with flair.
- Python
- Machine Learning Basics
- CSS
- APIs
- SQL
Meet Sebastián, a developer with 11 years of expertise in Kotlin, Swift, AI, and more.
- Kotlin
- Swift
- AI
- Machine Learning Basics
- Data Visualization
Mariana's your go-to dev with 8 years in Java, Docker, Python, Kubernetes, and CSS.
- Java
- Docker
- Python
- Kubernetes
- CSS
Diego is a seasoned developer from Mexico, mastering Go, Node.js, React, and AWS.
- Go (Golang)
- Node.js
- HTML
- React.js
- AWS
Valeria is a dynamic developer from Costa Rica, mastering Swift to C++ with 5 years' finesse.
- Swift
- Kotlin
- Angular
- TypeScript
- C++
Valentina transforms code into seamless solutions. Your go-to for all things dev.
- PHP
- CSS
- JavaScript
- Node.js
- C#
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“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”
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
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“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.”
"Recruiting used to be a challenge, but Lupa transformed everything. Their professional, agile team delivers top-quality candidates, understands our needs, and provides exceptional personalized service. Highly recommended!"
“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 7 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.
C# Developer Soft Skills
Communication
Convey complex ideas with clarity and precision.
Problem Solving
Develop creative solutions to challenging problems.
Team Collaboration
Work seamlessly within diverse development teams.
Adaptability
Thrive in dynamic and fast-changing work environments.
Time Management
Efficiently prioritize and manage multiple projects.
Empathy
Understand and address user needs and perspectives.
C# Developer Skills
.NET Framework
In-depth understanding of the .NET ecosystem for building robust applications in the C# programming language.
Object-Oriented Programming
Proficiency in OOP principles such as encapsulation, inheritance, and polymorphism to create scalable software designs.
ASP.NET Development
Skilled in using ASP.NET for developing web applications and services, ensuring efficient and scalable solutions.
Database Integration
Experience with SQL Server or other databases for effective data access and manipulation using ADO.NET or Entity Framework.
Version Control Proficiency
Utilizing Git for managing codebases, ensuring streamlined collaboration and version management.
Software Testing Frameworks
Implementing unit and integration tests using frameworks like MSTest or NUnit for code reliability.
How to Write an Effective Job Post for Hiring C# Developers
Recommended Titles
- Software Developer
- .NET Developer
- Backend Developer
- Full Stack Developer
- Application Developer
- Desktop Developer
Role Overview
- Tech Stack: Proficient in C#, .NET, SQL, RESTful APIs
- Project Scope: Develop robust applications; optimize database queries; implement security best practices
- Team size: Collaborate within a dynamic team of 6 developers
Role Requirements
- Years of Experience: Minimum of 5 years in software development.
- Core Skills: Strong problem-solving, debugging, and API design skills.
- Must-Have Technologies: Expertise in C#, .NET Core, and Azure.
Role Benefits
- Salary Range: Competitive salary based on experience and skills, $90,000 - $130,000.
- Remote Options: Flexible remote work arrangements available to support work-life balance.
- Growth Opportunities: Access to continued education, mentorship programs, and leadership opportunities.
Do
- Specify the salary range and available benefits
- Detail the required skills and qualifications
- Communicate the company culture and values
- Showcase opportunities for growth and advancement
- Use clear and engaging language
Don't
- Don't use generic descriptions.
- Don't overlook technical skills.
- Don't make it overly verbose.
- Don't leave out company insights.
- Don't hide compensation details.
Top C# Developer Interview Questions
Essential questions for evaluating C# Developers
Can you explain the concept of asynchronous programming in C# and why it's important?
Look for an understanding of async and await, as well as why asynchronous operations improve performance by freeing up resources while waiting for tasks to complete.
What are the differences between a struct and a class in C#?
The candidate should highlight that structs are value types stored on the stack, while classes are reference types stored on the heap. This has implications for performance and behavior.
How do you implement dependency injection in a C# application?
Listen for mentions of frameworks like Microsoft.Extensions.DependencyInjection and an understanding of why DI is used to decouple code and improve testability.
Explain what LINQ is and provide an example of its use.
The candidate should describe Language Integrated Query and how it allows querying of collections like arrays and lists. Look for specific method-based or query syntax examples.
Describe a scenario where you would use a delegate in C#.
Look for an explanation of how delegates define callback methods, enabling event-driven programming or passing methods as parameters for flexible code design.
Can you describe a complex project where you had to solve a challenging problem?
Look for a candidate discussing a specific problem, their analytical approach, and how they implemented a solution. Successful outcomes and lessons learned are key indicators of effective problem-solving skills.
How do you approach debugging a C# application when you encounter unexpected behavior?
Candidates should demonstrate a methodical approach, such as isolating issues, reviewing code, using debugging tools, and testing solutions. An articulate process shows their capability in handling code issues effectively.
Tell us about a time when you had to learn a new technology or tool quickly to solve a problem.
An ideal candidate should highlight their adaptability and eagerness to learn. Pay attention to how they utilized this new knowledge to overcome the challenge, showing both resourcefulness and a growth mindset.
How do you prioritize tasks when faced with tight deadlines and multiple issues?
Assess the candidate’s ability to manage time and resources effectively. Good problem solvers should explain their criteria for prioritization and how they manage stress without compromising quality.
What steps do you follow when you're tasked with optimizing a slow-performing application?
Look for a detailed problem-solving process, including identifying bottlenecks, considering scalability, testing improvements, and consulting documentation or external sources if necessary. Strong problem solvers detail both analysis and execution.
Can you describe a time you worked as part of a team on a challenging project?
Look for examples where the candidate effectively collaborated with others, contributed to team goals, and resolved conflicts constructively.
How do you ensure clear communication with non-technical team members?
Assess the candidate’s ability to explain complex concepts in simple terms and adapt their communication style to their audience.
Describe a situation where you took the lead to achieve a more efficient outcome.
Evaluate their initiative, ability to guide and motivate others, and how they balance leadership with being a team player.
How do you handle constructive criticism on your work?
Consider their openness to feedback, willingness to learn, and how they apply feedback to improve their skills and deliverables.
Can you share a stressful situation at work and how you managed it?
Look for resilience, problem-solving abilities, and effective strategies for maintaining performance under pressure.
- Poor Communication Skills
- Inability to Adapt to Feedback
- Weak Problem-Solving Skills
- Consistently Misses Deadlines
- Unwillingness to Learn
Build elite teams in record time, full setup in 21 days or less.
Book a Free ConsultationWhy 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 Free Consultation
Top C# Developer Interview Questions
Essential questions for evaluating C# Developers
Can you explain the concept of asynchronous programming in C# and why it's important?
Look for an understanding of async and await, as well as why asynchronous operations improve performance by freeing up resources while waiting for tasks to complete.
What are the differences between a struct and a class in C#?
The candidate should highlight that structs are value types stored on the stack, while classes are reference types stored on the heap. This has implications for performance and behavior.
How do you implement dependency injection in a C# application?
Listen for mentions of frameworks like Microsoft.Extensions.DependencyInjection and an understanding of why DI is used to decouple code and improve testability.
Explain what LINQ is and provide an example of its use.
The candidate should describe Language Integrated Query and how it allows querying of collections like arrays and lists. Look for specific method-based or query syntax examples.
Describe a scenario where you would use a delegate in C#.
Look for an explanation of how delegates define callback methods, enabling event-driven programming or passing methods as parameters for flexible code design.
Can you describe a complex project where you had to solve a challenging problem?
Look for a candidate discussing a specific problem, their analytical approach, and how they implemented a solution. Successful outcomes and lessons learned are key indicators of effective problem-solving skills.
How do you approach debugging a C# application when you encounter unexpected behavior?
Candidates should demonstrate a methodical approach, such as isolating issues, reviewing code, using debugging tools, and testing solutions. An articulate process shows their capability in handling code issues effectively.
Tell us about a time when you had to learn a new technology or tool quickly to solve a problem.
An ideal candidate should highlight their adaptability and eagerness to learn. Pay attention to how they utilized this new knowledge to overcome the challenge, showing both resourcefulness and a growth mindset.
How do you prioritize tasks when faced with tight deadlines and multiple issues?
Assess the candidate’s ability to manage time and resources effectively. Good problem solvers should explain their criteria for prioritization and how they manage stress without compromising quality.
What steps do you follow when you're tasked with optimizing a slow-performing application?
Look for a detailed problem-solving process, including identifying bottlenecks, considering scalability, testing improvements, and consulting documentation or external sources if necessary. Strong problem solvers detail both analysis and execution.
Can you describe a time you worked as part of a team on a challenging project?
Look for examples where the candidate effectively collaborated with others, contributed to team goals, and resolved conflicts constructively.
How do you ensure clear communication with non-technical team members?
Assess the candidate’s ability to explain complex concepts in simple terms and adapt their communication style to their audience.
Describe a situation where you took the lead to achieve a more efficient outcome.
Evaluate their initiative, ability to guide and motivate others, and how they balance leadership with being a team player.
How do you handle constructive criticism on your work?
Consider their openness to feedback, willingness to learn, and how they apply feedback to improve their skills and deliverables.
Can you share a stressful situation at work and how you managed it?
Look for resilience, problem-solving abilities, and effective strategies for maintaining performance under pressure.
- Poor Communication Skills
- Inability to Adapt to Feedback
- Weak Problem-Solving Skills
- Consistently Misses Deadlines
- Unwillingness to Learn
