Hire Fintech Developers

Source top Fintech Developers from Latin America with Lupa. Save 70%, get pre-vetted talent in a week, and your team set up in 21 days or less.

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Hire Remote Fintech Developers

Miguel C
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10 years of experience
Full-Time

Meet Miguel: A developer with 10 years of experience turning code into solutions.

Skills
  • Ruby
  • Data Visualization
  • Python
  • C++
  • Docker
Daniela T
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5 years of experience
Full-Time

Meet Daniela, a developer from Ecuador. 5 years in, she’s your go-to for Angular, React, and more.

Skills
  • Angular
  • HTML
  • CSS
  • React.js
  • C++
Mateo G
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12 years of experience
Full-Time

Mateo is a charismatic developer with 12 years of crafting code and building solutions.

Skills
  • Java
  • Spring Boot
  • C++
  • APIs
  • AWS
Valeria R
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5 years of experience
Part-Time

Valeria is a dynamic developer from Costa Rica, mastering Swift to C++ with 5 years' finesse.

Skills
  • Swift
  • Kotlin
  • Angular
  • TypeScript
  • C++
Camila F
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6 years of experience
Part-Time

Camila is a developer from Argentina, crafting digital solutions with 6 years of expertise.

Skills
  • PHP
  • CSS
  • SQL
  • APIs
  • JavaScript
Sebastián R
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11 years of experience
Part-Time

Meet Sebastián, a developer with 11 years of expertise in Kotlin, Swift, AI, and more.

Skills
  • Kotlin
  • Swift
  • AI
  • Machine Learning Basics
  • Data Visualization
Sofía G
This is some text inside of a div block.
5 years of experience
Part-Time

Sofía is a dynamic developer from Colombia, mastering JS, React, and Docker for 5 years.

Skills
  • JavaScript
  • HTML
  • React.js
  • TypeScript
  • Docker
Isabella J
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6 years of experience
Part-Time

Isabella is a skilled developer from Costa Rica, mastering C#, Azure, and Docker.

Skills
  • C#
  • Azure
  • Docker
  • Machine Learning Basics
  • HTML
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Testimonials

"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."

RaeAnn Daly
Vice President of Customer Success, Blazeo

“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”

Phillip Gutheim
Head of Product, Rappi Bank

“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”

Dan Berzansky
CEO, Oneteam 360

Lupa's Proven Process

Your path to hiring success in 4 simple steps:
Day 1
Define The Role

Together, we'll create a precise hiring plan, defining your ideal candidate profile, team needs, compensation and cultural fit.

Day 2
Targeted Search

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.

Day 3 & 4
evaluation

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.

Day 5
Shortlist Delivery

Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.

Book a Free Consultation

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."

RaeAnn Daly
Vice President of Customer Success, Blazeo

“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”

Phillip Gutheim
Head of Product, Rappi Bank

“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”

Dan Berzansky
CEO, Oneteam 360

“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.”

Mateo Albarracin
CEO, Bacu

"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!"

Rogerio Arguello
Accounting and Finance Director, Pasos al Éxito

“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.”

Tania Oquendo Henao
Head of People, Pirani

"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."

Alberto Andrade Chiquete
VP of Revenue, Komet Sales

“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.”

John Vanko
CTO, GymOwners

"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.”

Daniel Ruiz
Head of Engineering, Fuse Finance

"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."

Joaquin Oliva
Co-Founder, EBI

"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."

Kim Heger
Chief Talent Officer, Hakkoda

"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."

Josh Berzansky
CEO, Proven Promotions & Vorgee USA

“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.”

Jeannine LeBeau
Director of People and Operations, Intevity

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!

Mike Bohlander
CTO and Co-Founder, Outgo

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.

Matt Clifford
Founder, Matt B. Clifford Consulting

Fintech Developers Soft Skills

Essential soft skills that define successful Fintech Developers

Communication

Articulate complex tech concepts to non-tech stakeholders

Problem Solving

Navigate obstacles with innovative and efficient solutions

Team Collaboration

Foster cooperation within diverse cross-functional teams

Adaptability

Embrace rapid industry changes and evolving technologies

Time Management

Allocate resources wisely for project deadlines

Empathy

Design with user-centric insights into their financial needs

Fintech Developer Skills

Important technical knowledge that advances your projects

Programming Languages

Skilled in Python, Java, and Kotlin for developing financial applications and systems.

Blockchain Technology

Understanding of blockchain and smart contracts for secure financial transactions.

API Development

Designing RESTful and GraphQL APIs for seamless integration with banking networks.

Data Security

Implementing encryption and secure protocols to protect sensitive financial data.

Regulatory Compliance

Ensuring software adherence to industry standards and regulations like PCI-DSS.

Machine Learning

Utilize ML algorithms for fraud detection and personalized financial services.

How to Write an Effective Job Post for Hiring Fintech Developers

This is an example job post, including a sample salary expectation. Customize it to better suit your needs, budget, and attract top candidates.

Recommended Titles

  • Frontend Developer
  • Backend Developer
  • Full Stack Developer
  • DevOps Engineer
  • Mobile App Developer
  • Data Engineer

Role Overview

  • Tech Stack: Experienced in Python, React Native, and AWS
  • Project Scope: Build secure payment systems, optimize mobile app performance, ensure compliance with financial regulations
  • Team Size: Work within a multidisciplinary team of 6 professionals

Role Requirements

  • Years of Experience: Minimum of 4 years in fintech development
  • Core Skills: Strong background in security protocols, API management, and data analysis
  • Must-Have Technologies: In-depth knowledge of Python, SQL, and React

Role Benefits

  • Salary Range: Competitive salary based on experience, $85,000 - $130,000
  • Remote Options: Flexible work-from-home policy to encourage productivity
  • Growth Opportunities: Opportunities for advancement, innovation labs, and cross-training programs

Do

  • Mention compensation details and perks
  • Specify necessary expertise and credentials
  • Outline the company’s mission and ethos
  • Emphasize career development prospects
  • Employ clear and inviting wording

Don't

  • Don't use vague language.
  • Don't ignore required skills.
  • Don't make it too lengthy.
  • Don't omit company details.
  • Don't forget salary range.

Top Fintech Developer Interview Questions

Essential questions for evaluating Fintech Developers

Can you describe your experience with payment processing integration?

Look for candidates who can detail specific platforms they've worked with (e.g., Stripe, PayPal) and discuss the challenges and solutions they encountered during integration.

What programming languages are you proficient in for fintech development?

The candidate should mention languages like Python, Java, or C#, which are commonly used in fintech. Probe for depth in these languages, not just familiarity.

How do you ensure the security of sensitive financial data?

Seek details on secure coding practices, data encryption, and experience with compliance standards like PCI-DSS. They should demonstrate proactive measures to protect data.

Are you familiar with blockchain technology? How have you used it in a project?

Listen for knowledge of blockchain fundamentals and any hands-on project experience. A candidate should explain how blockchain was applied effectively in a real scenario.

Have you worked with financial APIs? Can you provide an example?

Expect concrete examples, such as using Plaid or Open Banking APIs. They should explain the purpose of these integrations and the impact on the project outcomes.

Can you describe a challenging problem you solved in a previous fintech project?

Look for candidates who can clearly articulate the problem, their approach to solving it, the tools or methods they used, and the impact of their solution. This demonstrates logical thinking and resourcefulness.

How do you prioritize tasks when working on multiple fintech projects simultaneously?

Seek candidates who can explain their prioritization process, such as using frameworks or tools. This shows their ability to manage time effectively and make strategic decisions under pressure.

Have you ever had to pivot completely from your original plan during a project? How did you handle it?

Gauge if the candidate is adaptable by assessing their ability to recognize a plan isn't working, devise alternative strategies, and learn from the experience.

Describe a time when a fintech solution you worked on failed. What did you learn from it?

Evaluate if the candidate can take ownership of failures, extract valuable lessons, and apply them to future projects, showcasing resilience and a growth mindset.

How do you approach learning new technologies or trends in the fintech space?

Determine if the candidate stays current with industry developments and continuously enhances their skills, indicating initiative and a proactive approach to professional growth.

Can you describe a time when you had to collaborate with a team to complete a project?

Look for examples where the candidate highlights their ability to communicate effectively with team members, resolve conflicts, and contribute to a shared goal. Assess their understanding of their role within a team dynamic.

How do you handle feedback, both positive and critical, to improve your work?

Determine if the candidate is open to constructive criticism and willing to adapt their approach based on feedback. Look for a focus on growth and continuous improvement.

Describe a situation where you had to lead a team through a challenging problem. What was your approach?

Seek evidence of leadership qualities such as decision-making, delegation, and motivating others. Assess their ability to navigate challenges and keep the team focused on the solution.

How do you manage stress and maintain productivity under pressure?

Evaluate their stress management techniques and capacity to remain effective during high-pressure situations. Consider their ability to prioritize tasks and maintain a positive mindset.

Give an example of how you adapted your communication style to work effectively with different stakeholders.

Look for adaptability in the candidate's communication approach. Ensure they can tailor their messaging to connect with different audiences, demonstrating empathy and understanding.

  • Poor Communication Skills
  • Inability to Receive Feedback
  • Lack of Problem-Solving Ability
  • Consistently Missing Deadlines
  • Unwillingness to Learn

Why 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.

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Joseph Burns
Founder

Top Fintech Developer Interview Questions

Essential questions for evaluating Fintech Developers

Can you describe your experience with payment processing integration?

Look for candidates who can detail specific platforms they've worked with (e.g., Stripe, PayPal) and discuss the challenges and solutions they encountered during integration.

What programming languages are you proficient in for fintech development?

The candidate should mention languages like Python, Java, or C#, which are commonly used in fintech. Probe for depth in these languages, not just familiarity.

How do you ensure the security of sensitive financial data?

Seek details on secure coding practices, data encryption, and experience with compliance standards like PCI-DSS. They should demonstrate proactive measures to protect data.

Are you familiar with blockchain technology? How have you used it in a project?

Listen for knowledge of blockchain fundamentals and any hands-on project experience. A candidate should explain how blockchain was applied effectively in a real scenario.

Have you worked with financial APIs? Can you provide an example?

Expect concrete examples, such as using Plaid or Open Banking APIs. They should explain the purpose of these integrations and the impact on the project outcomes.

Can you describe a challenging problem you solved in a previous fintech project?

Look for candidates who can clearly articulate the problem, their approach to solving it, the tools or methods they used, and the impact of their solution. This demonstrates logical thinking and resourcefulness.

How do you prioritize tasks when working on multiple fintech projects simultaneously?

Seek candidates who can explain their prioritization process, such as using frameworks or tools. This shows their ability to manage time effectively and make strategic decisions under pressure.

Have you ever had to pivot completely from your original plan during a project? How did you handle it?

Gauge if the candidate is adaptable by assessing their ability to recognize a plan isn't working, devise alternative strategies, and learn from the experience.

Describe a time when a fintech solution you worked on failed. What did you learn from it?

Evaluate if the candidate can take ownership of failures, extract valuable lessons, and apply them to future projects, showcasing resilience and a growth mindset.

How do you approach learning new technologies or trends in the fintech space?

Determine if the candidate stays current with industry developments and continuously enhances their skills, indicating initiative and a proactive approach to professional growth.

Can you describe a time when you had to collaborate with a team to complete a project?

Look for examples where the candidate highlights their ability to communicate effectively with team members, resolve conflicts, and contribute to a shared goal. Assess their understanding of their role within a team dynamic.

How do you handle feedback, both positive and critical, to improve your work?

Determine if the candidate is open to constructive criticism and willing to adapt their approach based on feedback. Look for a focus on growth and continuous improvement.

Describe a situation where you had to lead a team through a challenging problem. What was your approach?

Seek evidence of leadership qualities such as decision-making, delegation, and motivating others. Assess their ability to navigate challenges and keep the team focused on the solution.

How do you manage stress and maintain productivity under pressure?

Evaluate their stress management techniques and capacity to remain effective during high-pressure situations. Consider their ability to prioritize tasks and maintain a positive mindset.

Give an example of how you adapted your communication style to work effectively with different stakeholders.

Look for adaptability in the candidate's communication approach. Ensure they can tailor their messaging to connect with different audiences, demonstrating empathy and understanding.

  • Poor Communication Skills
  • Inability to Receive Feedback
  • Lack of Problem-Solving Ability
  • Consistently Missing Deadlines
  • Unwillingness to Learn

Frequently Asked Questions

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