Hire Spring Boot Developers

Connect with skilled Spring Boot developers from LatAm. Cut hiring costs by 70%, access pre-vetted talent, and get fully set up remotely in just 21 days.

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Hire Remote Spring Boot Developers

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
Valentina R
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6 years of experience
Full-Time

Valentina transforms code into seamless solutions. Your go-to for all things dev.

Skills
  • PHP
  • CSS
  • JavaScript
  • Node.js
  • C#
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#
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
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
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
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
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"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
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Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.

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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

Spring Boot Developer Soft Skills

Valuable soft skills that characterize confident Spring Boot Developers

Ownership

Take responsibility for backend service reliability and deployment readiness

Team Collaboration

Work with frontend and DevOps teams to deliver end-to-end microservices

Problem Solving

Diagnose issues in dependency injection, data flow, and service logic

Discipline

Maintain structured, testable code aligned with Spring best practices

Initiative

Proactively enhance service performance, security, and documentation

Adaptability

Handle updates in libraries, frameworks, and deployment tools quickly

Spring Boot Developer Skills

Smart technical insight that supports your team’s goals

Microservices Architecture

Design distributed systems using Spring Boot for modular, scalable backend services.

Spring Data JPA

Implement database operations with JPA and Hibernate through Spring Boot integration.

RESTful API Development

Create clean and efficient REST endpoints using Spring MVC and controller annotations.

Security Integration

Secure apps using Spring Security for authentication, authorization, and JWT tokens.

Auto Configuration

Leverage Spring Boot’s auto-configuration for rapid app setup and deployment.

Unit & Integration Testing

Write test suites with JUnit and Mockito to ensure service reliability and code quality.

How to Write an Effective Job Post to Hire Spring Boot 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

  • Java Backend Developer
  • Spring Framework Engineer
  • Microservices Developer
  • Spring Cloud Developer
  • REST API Developer
  • Enterprise Java Engineer

Role Overview

  • Tech Stack: Proficient in Java, Spring Boot, RESTful APIs, and Microservices architecture.
  • Project Scope: Design and implement scalable backend services; ensure integration with front-end components.
  • Team Size: Work within a backend team of 5–7 developers.

Role Requirements

  • Years of Experience: Minimum of 3 years in Java backend development.
  • Core Skills: Strong understanding of object-oriented programming, API development, and database management.
  • Must-Have Technologies: Spring Boot, Hibernate, SQL, Git.

Role Benefits

  • Salary Range: $104,000 – $313,000 annually, based on experience and location.
  • Remote Options: Remote work opportunities available.
  • Growth Opportunities: Opportunities to work on enterprise-level applications and microservices.

Do

  • Specify salary range and backend project scope
  • List Spring Boot, Java, and microservices expertise
  • Showcase agile, scalable development environment
  • Emphasize opportunities in cloud-native platforms
  • Use clear and enterprise-level phrasing

Don't

  • Avoid vague references to Java frameworks.
  • Skip over microservices and you're missing the mark.
  • Neglecting Spring ecosystem experience is a red flag.
  • Make sure to detail API and security needs.
  • Omitting salary range weakens your offer.

Top Spring Boot Developer Interview Questions

Screening questions for Spring Boot Developers

How do you handle configuration management in a Spring Boot application?

A candidate should be able to discuss using application.properties or application.yml files and might mention profiles for different environments like dev, test, and prod. Look for mentions of managing sensitive information with tools like Spring Cloud Config or HashiCorp Vault.

Can you explain how Spring Boot handles dependency management?

Listen for the candidate’s understanding of the Spring Boot Starter dependencies that simplify dependency management. They should mention how Spring Boot provides default versions of libraries, which reduces compatibility issues. Experience with Maven or Gradle is a plus.

What techniques do you use to handle errors and exceptions in Spring Boot?

The candidate should highlight the use of @ControllerAdvice and @ExceptionHandler for global exception handling. They might also mention ResponseEntity for more detailed responses. Knowledge of custom exceptions demonstrates a deeper understanding.

Describe your approach to testing Spring Boot applications.

Look for mentions of unit testing with JUnit and integration testing with Spring Boot's @SpringBootTest. They may also discuss Mockito for mocking dependencies. A focus on test-driven development (TDD) or behavior-driven development (BDD) frameworks is noteworthy.

How do you optimize the performance of a Spring Boot application?

Candidates should discuss using caching strategies with @Cacheable and EhCache or Redis, optimizing database queries, and profiling tools like Spring Boot Actuator. Consideration of asynchronous processing with @Async is also a crucial point.

Can you describe a time when you had to troubleshoot a complex issue in a Spring Boot application?

Look for specific examples where the candidate used debugging tools and diagnostic methods to identify and resolve the problem. They should demonstrate analytical skills and effective communication to isolate issues.

How do you handle performance issues in Spring Boot applications?

The candidate should explain methods for monitoring and profiling applications, such as using Spring Boot Actuator or external tools. Look for a structured approach to diagnose and optimize performance.

Describe a challenging bug you've encountered in a RESTful API developed with Spring Boot. How did you resolve it?

Seek answers showing how the candidate breaks down the problem, tests hypotheses, and applies debugging skills. They should emphasize persistence and a methodical approach.

What strategies do you use to ensure scalability in your Spring Boot applications?

Look for an understanding of design patterns, microservices architecture, and cloud-based solutions. The candidate should discuss scalability planning and practical steps taken in past projects.

When faced with a deadline, how do you manage unexpected issues in your Spring Boot project?

The candidate should demonstrate prioritization skills, effective time management, and the ability to balance quality with speed. They should share experiences showing clear communication with stakeholders under pressure.

Can you describe a time when you had to work closely with a team to achieve a common goal? What role did you play?

Look for candidates who value collaboration and have experience with charting team roles, setting objectives, and giving credit to others for successes.

How do you handle communication in a project with multiple stakeholders?

Seek responses that demonstrate clear, proactive communication skills, including regular updates, active listening, and adapting communication styles to different audiences.

Tell us about a time when you had to lead a project. How did you motivate your team?

Focus on candidates who can articulate their leadership style, share specific motivational techniques, and illustrate how they guided a team to success.

How do you manage stress when you're faced with tight deadlines or unexpected challenges?

Assess whether they utilize effective stress management techniques like prioritization, seeking support, or maintaining a work-life balance.

Give an example of a conflict you resolved within your team. What was the outcome?

Look for candidates who can address conflicts constructively, using empathy and problem-solving skills to reach a positive resolution.

  • Inefficient Code Practices
  • Resistance to Team Collaboration
  • Neglecting Security Measures
  • Ignoring Best Practices
  • Failure to Document Code

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 Spring Boot Developer Interview Questions

Screening questions for Spring Boot Developers

How do you handle configuration management in a Spring Boot application?

A candidate should be able to discuss using application.properties or application.yml files and might mention profiles for different environments like dev, test, and prod. Look for mentions of managing sensitive information with tools like Spring Cloud Config or HashiCorp Vault.

Can you explain how Spring Boot handles dependency management?

Listen for the candidate’s understanding of the Spring Boot Starter dependencies that simplify dependency management. They should mention how Spring Boot provides default versions of libraries, which reduces compatibility issues. Experience with Maven or Gradle is a plus.

What techniques do you use to handle errors and exceptions in Spring Boot?

The candidate should highlight the use of @ControllerAdvice and @ExceptionHandler for global exception handling. They might also mention ResponseEntity for more detailed responses. Knowledge of custom exceptions demonstrates a deeper understanding.

Describe your approach to testing Spring Boot applications.

Look for mentions of unit testing with JUnit and integration testing with Spring Boot's @SpringBootTest. They may also discuss Mockito for mocking dependencies. A focus on test-driven development (TDD) or behavior-driven development (BDD) frameworks is noteworthy.

How do you optimize the performance of a Spring Boot application?

Candidates should discuss using caching strategies with @Cacheable and EhCache or Redis, optimizing database queries, and profiling tools like Spring Boot Actuator. Consideration of asynchronous processing with @Async is also a crucial point.

Can you describe a time when you had to troubleshoot a complex issue in a Spring Boot application?

Look for specific examples where the candidate used debugging tools and diagnostic methods to identify and resolve the problem. They should demonstrate analytical skills and effective communication to isolate issues.

How do you handle performance issues in Spring Boot applications?

The candidate should explain methods for monitoring and profiling applications, such as using Spring Boot Actuator or external tools. Look for a structured approach to diagnose and optimize performance.

Describe a challenging bug you've encountered in a RESTful API developed with Spring Boot. How did you resolve it?

Seek answers showing how the candidate breaks down the problem, tests hypotheses, and applies debugging skills. They should emphasize persistence and a methodical approach.

What strategies do you use to ensure scalability in your Spring Boot applications?

Look for an understanding of design patterns, microservices architecture, and cloud-based solutions. The candidate should discuss scalability planning and practical steps taken in past projects.

When faced with a deadline, how do you manage unexpected issues in your Spring Boot project?

The candidate should demonstrate prioritization skills, effective time management, and the ability to balance quality with speed. They should share experiences showing clear communication with stakeholders under pressure.

Can you describe a time when you had to work closely with a team to achieve a common goal? What role did you play?

Look for candidates who value collaboration and have experience with charting team roles, setting objectives, and giving credit to others for successes.

How do you handle communication in a project with multiple stakeholders?

Seek responses that demonstrate clear, proactive communication skills, including regular updates, active listening, and adapting communication styles to different audiences.

Tell us about a time when you had to lead a project. How did you motivate your team?

Focus on candidates who can articulate their leadership style, share specific motivational techniques, and illustrate how they guided a team to success.

How do you manage stress when you're faced with tight deadlines or unexpected challenges?

Assess whether they utilize effective stress management techniques like prioritization, seeking support, or maintaining a work-life balance.

Give an example of a conflict you resolved within your team. What was the outcome?

Look for candidates who can address conflicts constructively, using empathy and problem-solving skills to reach a positive resolution.

  • Inefficient Code Practices
  • Resistance to Team Collaboration
  • Neglecting Security Measures
  • Ignoring Best Practices
  • Failure to Document Code

Frequently Asked Questions

Ready To Hire Remote Spring Boot Developers In LatAm?

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