Hire Spring Developers.
Discover top Spring Developers with Lupa. Hire elite LatAm talent for 70% less. Full team setup in 21 days. Save time and costs—start today!
Hire Remote Spring Developers
Valentina transforms code into seamless solutions. Your go-to for all things dev.
- PHP
- CSS
- JavaScript
- Node.js
- C#
João is a skilled developer from Brazil, mastering Python, APIs, and SQL with flair.
- Python
- Machine Learning Basics
- CSS
- APIs
- SQL
Mateo is a charismatic developer with 12 years of crafting code and building solutions.
- Java
- Spring Boot
- C++
- APIs
- AWS
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++
Isabella is a skilled developer from Costa Rica, mastering C#, Azure, and Docker.
- C#
- Azure
- Docker
- Machine Learning Basics
- HTML
Valeria is a dynamic developer from Costa Rica, mastering Swift to C++ with 5 years' finesse.
- Swift
- Kotlin
- Angular
- TypeScript
- C++
Camila is a developer from Argentina, crafting digital solutions with 6 years of expertise.
- PHP
- CSS
- SQL
- APIs
- JavaScript
"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.
Spring Developer Soft Skills
Communication
Explain complex technical concepts to both technical and non-technical stakeholders effectively
Problem Solving
Develop innovative solutions to complex software issues and challenges
Team Collaboration
Work harmoniously within cross-functional teams to achieve project goals
Adaptability
Quickly adjust to new technologies and evolving project requirements
Time Management
Prioritize tasks efficiently to meet tight deadlines and deliver quality results
Critical Thinking
Analyze problems thoroughly to make informed decisions and improvements
Spring Developer Skills
Java Programming
Strong command of Java, essential for building robust applications with the Spring framework.
Spring Framework
In-depth understanding of Spring Boot, Spring MVC, and Spring Security for application development.
RESTful APIs
Creating scalable REST APIs for web services, essential for modern web applications.
Database Management
Expertise in relational databases like MySQL and PostgreSQL, along with ORM tools like Hibernate.
Maven and Gradle
Utilizing build automation tools to manage project dependencies and streamline builds.
Testing Frameworks
Experience with JUnit and Mockito for unit testing and ensuring application reliability.
How to Write an Effective Job Post for Hiring Spring Developers
Recommended Titles
- Java Developer
- Software Engineer
- Backend Developer
- Full Stack Developer
- Microservices Developer
- Cloud Engineer
Role Overview
- Tech Stack: Proficient in Java, Spring Boot, Microservices
- Project Scope: Build scalable backend systems; optimize application performance; ensure seamless integration with front-end
- Team size: Collaborate within a diverse team of 10 developers
Role Requirements
- Years of Experience: Minimum of 3 years in Spring development.
- Core Skills: Strong understanding of design patterns, testing frameworks, and system architecture.
- Must-Have Technologies: Expertise in Spring Framework, Hibernate, and RESTful APIs.
Role Benefits
- Salary Range: Competitive salary based on experience and skills, $90,000 - $130,000.
- Remote Options: Flexible remote work arrangements to support work-life balance.
- Growth Opportunities: Opportunities for career advancement, workshops, and tech conferences.
Do
- Specify salary and perks
- Detail essential skills and experience
- Articulate company ethos and principles
- Emphasize career advancement
- Employ clear and compelling wording
Don't
- Don't use unclear terms.
- Don't skip key skills.
- Don't make it overly detailed.
- Don't leave out company info.
- Don't overlook salary details.
Top Spring Developer Interview Questions
Essential questions for evaluating Spring Developers
Can you explain the difference between Spring Bean scopes, and when to use each one?
Look for the candidate's understanding of scopes like singleton, prototype, request, session, and application. They should explain scenarios where each is appropriate, reflecting awareness of how scope impacts performance and shared state.
How does Spring's dependency injection work and why is it beneficial?
The candidate should articulate how Spring manages dependencies, differentiating between constructor and setter injection. They should highlight benefits like loose coupling and easier testing, demonstrating practical knowledge of DI's advantages.
Describe a project where you used Spring Boot. What advantages did it provide?
Listen for specifics about using Spring Boot's auto-configuration, starter dependencies, and embedded server. The response should reflect awareness of how Spring Boot simplifies setup and aids rapid development.
How do you handle transaction management in Spring?
Expect an answer covering @Transactional annotation, understanding of propagation behaviors, and when to use programmatic vs. declarative transactions. Look for insights into maintaining data integrity and performance implications.
What are some common security measures you implement with Spring Security?
Check for mention of authentication, authorization, password encoding, and CSRF protection. They should illustrate familiarity with security filters and configuration, indicating they can safeguard an application effectively.
Can you describe a challenging project where you had to solve a technical problem with Spring Framework?
Look for a detailed explanation of the candidate's process: understanding the problem, evaluating solutions, implementing a solution, and reflecting on the outcome. Assess their ability to approach complex technical challenges logically and effectively.
How do you approach debugging a Spring Boot application that isn't behaving as expected?
Listen for methodical problem-solving strategies, such as using logs, breakpoints, and understanding application flow. A strong candidate will demonstrate patience and proficiency with Spring Boot-specific debugging tools and techniques.
Give an example of a situation where you had to balance multiple priorities while working on a Spring-based project. How did you handle it?
Evaluate the candidate’s time management and prioritization skills. Look for examples showing how they maintain focus on critical features without compromising quality, ensuring project milestones are met.
Have you ever improved the performance of a Spring application? What was the problem, and what did you do?
Watch for a candidate who can identify bottlenecks, like memory issues or inefficient queries, and apply appropriate optimizations. Their answer should reflect a systematic approach to diagnosing and improving performance.
Describe a time you had to quickly learn a new Spring feature to solve a problem. What was your approach?
Consider their ability to learn and adapt quickly. The best candidates will have strategies for staying updated with the latest in Spring technologies and effectively applying new knowledge to resolve issues.
Can you describe a time when you had to work closely with a team to accomplish a challenging project?
Look for examples where the candidate demonstrates effective collaboration, describes their role clearly, and shares the outcome. Strong candidates should also articulate how their teamwork contributed to the project's success.
How do you typically handle communication breakdowns within a team?
A good response should include proactive communication strategies, steps to resolve misunderstandings, and a focus on maintaining a positive team dynamic. Candidates should show a willingness to address issues constructively.
Describe your approach to leading a project or initiative where your decision-making impacted the outcome.
Assess whether the candidate can make informed decisions, rally a team around a shared vision, and reflect on their leadership style. They should balance confidence in their decisions with openness to team input.
Tell us about a stressful situation at work and how you managed it.
Effective stress management includes staying calm under pressure, prioritizing tasks, and seeking solutions. Evaluate whether the candidate used any stress-reduction techniques or teamwork to address the situation.
How do you ensure clear and effective communication when discussing technical concepts with non-technical stakeholders?
Strong candidates should demonstrate the ability to simplify complex ideas, tailor their communication style to the audience, and ensure mutual understanding. Look for examples of successful communication across diverse teams.
- Poor Understanding of Core Concepts
- Inability to Work in a Team
- Struggling with Debugging
- Not Documenting Code
- Resistance to New Technologies
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 Spring Developer Interview Questions
Essential questions for evaluating Spring Developers
Can you explain the difference between Spring Bean scopes, and when to use each one?
Look for the candidate's understanding of scopes like singleton, prototype, request, session, and application. They should explain scenarios where each is appropriate, reflecting awareness of how scope impacts performance and shared state.
How does Spring's dependency injection work and why is it beneficial?
The candidate should articulate how Spring manages dependencies, differentiating between constructor and setter injection. They should highlight benefits like loose coupling and easier testing, demonstrating practical knowledge of DI's advantages.
Describe a project where you used Spring Boot. What advantages did it provide?
Listen for specifics about using Spring Boot's auto-configuration, starter dependencies, and embedded server. The response should reflect awareness of how Spring Boot simplifies setup and aids rapid development.
How do you handle transaction management in Spring?
Expect an answer covering @Transactional annotation, understanding of propagation behaviors, and when to use programmatic vs. declarative transactions. Look for insights into maintaining data integrity and performance implications.
What are some common security measures you implement with Spring Security?
Check for mention of authentication, authorization, password encoding, and CSRF protection. They should illustrate familiarity with security filters and configuration, indicating they can safeguard an application effectively.
Can you describe a challenging project where you had to solve a technical problem with Spring Framework?
Look for a detailed explanation of the candidate's process: understanding the problem, evaluating solutions, implementing a solution, and reflecting on the outcome. Assess their ability to approach complex technical challenges logically and effectively.
How do you approach debugging a Spring Boot application that isn't behaving as expected?
Listen for methodical problem-solving strategies, such as using logs, breakpoints, and understanding application flow. A strong candidate will demonstrate patience and proficiency with Spring Boot-specific debugging tools and techniques.
Give an example of a situation where you had to balance multiple priorities while working on a Spring-based project. How did you handle it?
Evaluate the candidate’s time management and prioritization skills. Look for examples showing how they maintain focus on critical features without compromising quality, ensuring project milestones are met.
Have you ever improved the performance of a Spring application? What was the problem, and what did you do?
Watch for a candidate who can identify bottlenecks, like memory issues or inefficient queries, and apply appropriate optimizations. Their answer should reflect a systematic approach to diagnosing and improving performance.
Describe a time you had to quickly learn a new Spring feature to solve a problem. What was your approach?
Consider their ability to learn and adapt quickly. The best candidates will have strategies for staying updated with the latest in Spring technologies and effectively applying new knowledge to resolve issues.
Can you describe a time when you had to work closely with a team to accomplish a challenging project?
Look for examples where the candidate demonstrates effective collaboration, describes their role clearly, and shares the outcome. Strong candidates should also articulate how their teamwork contributed to the project's success.
How do you typically handle communication breakdowns within a team?
A good response should include proactive communication strategies, steps to resolve misunderstandings, and a focus on maintaining a positive team dynamic. Candidates should show a willingness to address issues constructively.
Describe your approach to leading a project or initiative where your decision-making impacted the outcome.
Assess whether the candidate can make informed decisions, rally a team around a shared vision, and reflect on their leadership style. They should balance confidence in their decisions with openness to team input.
Tell us about a stressful situation at work and how you managed it.
Effective stress management includes staying calm under pressure, prioritizing tasks, and seeking solutions. Evaluate whether the candidate used any stress-reduction techniques or teamwork to address the situation.
How do you ensure clear and effective communication when discussing technical concepts with non-technical stakeholders?
Strong candidates should demonstrate the ability to simplify complex ideas, tailor their communication style to the audience, and ensure mutual understanding. Look for examples of successful communication across diverse teams.
- Poor Understanding of Core Concepts
- Inability to Work in a Team
- Struggling with Debugging
- Not Documenting Code
- Resistance to New Technologies
