Hire Full Stack Developers

Discover Latin American talent with Lupa: Hire remote Full Stack Developers for 70% less. Pre-vetted candidates in a week, fully set up in 21 days. Build your dream team today!

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Hire Remote Full Stack Developers

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++
Ana M
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7 years of experience
Full-Time

Ana is a dynamic developer from Panama, blending AI and Python with 7 years of expertise.

Skills
  • C++
  • Machine Learning Basics
  • Data Visualization
  • AI
  • Python
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
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
Mariana O
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8 years of experience
Full-Time

Mariana's your go-to dev with 8 years in Java, Docker, Python, Kubernetes, and CSS.

Skills
  • Java
  • Docker
  • Python
  • Kubernetes
  • CSS
João S
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5 years of experience
Full-Time

João is a skilled developer from Brazil, mastering Python, APIs, and SQL with flair.

Skills
  • Python
  • Machine Learning Basics
  • CSS
  • APIs
  • SQL
Nicolás P
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5 years of experience
Part-Time

Nicolás is a charismatic developer crafting digital experiences with 5 years of expertise.

Skills
  • React.js
  • JavaScript
  • HTML
  • CSS
  • C#
Diego L
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12 years of experience
Full-Time

Diego is a seasoned developer from Mexico, mastering Go, Node.js, React, and AWS.

Skills
  • Go (Golang)
  • Node.js
  • HTML
  • React.js
  • AWS
Hire LatAm Talent
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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

Full Stack Developers Soft Skills

Essential soft skills that define successful Full Stack Developers

Communication

Translate complex tech concepts into plain language for non-tech stakeholders

Problem Solving

Analyze challenges and develop intuitive, practical solutions swiftly

Team Collaboration

Enhance team projects by coordinating and sharing ideas effectively

Adaptability

Quickly adjust to evolving technologies and project requirements

Time Management

Meet tight deadlines without sacrificing quality

Empathy

Design user-centered solutions by understanding diverse user needs

Full Stack Developers Skills

Essential technical knowledge that improves your projects

Frontend Development

Expertise in HTML, CSS, and JavaScript frameworks like React and Angular for responsive interfaces.

Backend Development

Skilled in server-side technologies like Node.js, Ruby on Rails, or Django to build robust applications.

Database Management

Proficient in SQL and NoSQL databases for efficient data storage and retrieval.

API Development

Creating and integrating RESTful or GraphQL APIs to enable communication between services.

Version Control Systems

Utilize Git and GitHub for collaboration and managing code changes.

DevOps Practices

Streamlining development with CI/CD pipelines and automated workflows.

How to Write an Effective Job Post for Hiring Full Stack 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: Proficient in JavaScript, Node.js, React, SQL
  • Project Scope: Design and implement full-stack solutions; manage server and client-side logic; ensure performance and security
  • Team size: Work with a cross-functional team of 4 developers

Role Requirements

  • Years of Experience: Minimum of 3 years in full-stack development
  • Core Skills: Strong problem-solving, database management, and UI/UX design
  • Must-Have Technologies: Expertise in Node.js, React, MongoDB

Role Benefits

  • Salary Range: Competitive salary based on experience and skills, $90,000 - $110,000
  • Remote Options: Flexible remote work arrangements available to support work-life balance
  • Growth Opportunities: Access to professional development courses, tech conferences, and career advancement paths

Do

  • Mention compensation package and perks
  • Specify essential technical skills and experience
  • Illustrate team environment and principles
  • Talk about career progression possibilities
  • Keep language simple and appealing

Don't

  • Avoid generic descriptions.
  • Don't overlook essential qualifications.
  • Refrain from making it excessively detailed.
  • Don't skip over company info.
  • Don't exclude salary information.

Top Full Stack Developer Interview Questions

Essential questions for evaluating Full Stack Developers

How do you ensure the quality and scalability of the code you write?

Look for candidates who mention code reviews, testing approaches like unit and integration testing, and using design patterns that promote scalability and maintainability.

Can you give an example of how you've used RESTful services in your projects?

The candidate should describe how they design, build, and consume RESTful APIs, including any frameworks and tools they use.

What frontend frameworks are you most comfortable with, and why?

Listen for hands-on experience with popular frameworks like React, Angular, or Vue.js and their ability to explain their choice related to project needs.

Describe a challenging problem you solved on the backend and how you approached it.

Look for problem-solving skills, their approach to debugging, and the specific backend technologies they employed.

How do you manage version control in your projects?

Ensure they have solid experience with Git, branching strategies, and possibly other tools that integrate with team workflows.

Tell me about a challenging problem you solved in your last project. What was your approach?

Look for a structured problem-solving approach. Candidates should explain the problem clearly, steps taken to address it, and highlight collaboration if it involved a team effort.

Can you describe a time when you had to learn a new framework or technology quickly to solve a problem?

Evaluate the candidate’s ability to adapt and learn. They should demonstrate resourcefulness in acquiring knowledge and applying it effectively within a short timeframe.

How do you prioritize tasks when faced with multiple problems to solve?

Assess how the candidate manages time and prioritizes tasks. Look for a logical approach to managing workload, such as evaluating urgency and impact, and effective communication strategies.

Give an example of a time when you faced a technical roadblock. How did you overcome it?

Focus on resilience and creativity in problem-solving. Candidates should convey how they identified causes, sought help if necessary, and applied innovative solutions to overcome obstacles.

How do you ensure a problem you’ve fixed doesn’t occur again in future projects?

Look for a commitment to quality assurance. The candidate should describe processes like code review, documentation, and implementing automated tests to prevent recurrence.

Can you describe a time when you had to work closely with a difficult team member?

Look for candidates who demonstrate empathy and understanding. They should focus on resolving the conflict while maintaining professional relationships.

How do you handle communication within a team when working on a complex project?

Seek candidates who proactively share updates and listen to others. They should be clear, concise, and open to feedback.

Describe a situation where you had to lead a project. What approach did you take?

Focus on candidates who show initiative and collaboration. They should balance delegation with mentoring and motivate the team effectively.

How do you prioritize tasks when under pressure to meet tight deadlines?

Look for candidates who demonstrate strong organizational skills and decision-making. They should prioritize effectively and remain calm under pressure.

Can you give an example of how you managed stress during a challenging project?

Identify candidates who have healthy coping strategies. They should detail how they maintain productivity and morale even when challenges arise.

  • 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.

Table of contents
Ready to hire remote talent in Latin America?

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Book a Free Consultation
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Joseph Burns
Founder

Top Full Stack Developer Interview Questions

Essential questions for evaluating Full Stack Developers

How do you ensure the quality and scalability of the code you write?

Look for candidates who mention code reviews, testing approaches like unit and integration testing, and using design patterns that promote scalability and maintainability.

Can you give an example of how you've used RESTful services in your projects?

The candidate should describe how they design, build, and consume RESTful APIs, including any frameworks and tools they use.

What frontend frameworks are you most comfortable with, and why?

Listen for hands-on experience with popular frameworks like React, Angular, or Vue.js and their ability to explain their choice related to project needs.

Describe a challenging problem you solved on the backend and how you approached it.

Look for problem-solving skills, their approach to debugging, and the specific backend technologies they employed.

How do you manage version control in your projects?

Ensure they have solid experience with Git, branching strategies, and possibly other tools that integrate with team workflows.

Tell me about a challenging problem you solved in your last project. What was your approach?

Look for a structured problem-solving approach. Candidates should explain the problem clearly, steps taken to address it, and highlight collaboration if it involved a team effort.

Can you describe a time when you had to learn a new framework or technology quickly to solve a problem?

Evaluate the candidate’s ability to adapt and learn. They should demonstrate resourcefulness in acquiring knowledge and applying it effectively within a short timeframe.

How do you prioritize tasks when faced with multiple problems to solve?

Assess how the candidate manages time and prioritizes tasks. Look for a logical approach to managing workload, such as evaluating urgency and impact, and effective communication strategies.

Give an example of a time when you faced a technical roadblock. How did you overcome it?

Focus on resilience and creativity in problem-solving. Candidates should convey how they identified causes, sought help if necessary, and applied innovative solutions to overcome obstacles.

How do you ensure a problem you’ve fixed doesn’t occur again in future projects?

Look for a commitment to quality assurance. The candidate should describe processes like code review, documentation, and implementing automated tests to prevent recurrence.

Can you describe a time when you had to work closely with a difficult team member?

Look for candidates who demonstrate empathy and understanding. They should focus on resolving the conflict while maintaining professional relationships.

How do you handle communication within a team when working on a complex project?

Seek candidates who proactively share updates and listen to others. They should be clear, concise, and open to feedback.

Describe a situation where you had to lead a project. What approach did you take?

Focus on candidates who show initiative and collaboration. They should balance delegation with mentoring and motivate the team effectively.

How do you prioritize tasks when under pressure to meet tight deadlines?

Look for candidates who demonstrate strong organizational skills and decision-making. They should prioritize effectively and remain calm under pressure.

Can you give an example of how you managed stress during a challenging project?

Identify candidates who have healthy coping strategies. They should detail how they maintain productivity and morale even when challenges arise.

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

Frequently Asked Questions

Ready To Hire Remote Full Stack Developers In LatAm?

Book a Free Consultation