As the pandemic has changed the way we work around the world, Latin Americans are looking for ways to get hired by foreign companies.
THE Bloomberg line explore the new directions Latinos are taking to achieve new IT jobs, working mostly in his hometown. So they probably won’t need to relocate or get many benefits, just the added value of competitive salaries to spend locally.
English is the most important skill a person can have to earn a better salary these days, according to Alexander Torrenegra, a Colombian-American entrepreneur and investor who wrote “Remote: The Why and How Guide to Building Successful Remote Teams.”
“A software developer who speaks English can earn three to four times more money than a software developer who does not speak English. It is therefore a fundamental language.
To be hired abroad, the candidate can use the LinkedIn. Torrenegra says his startup Torre, in addition to bringing the workforce closer to employers, helps companies solve remote work issues, such as setting wages.
The Unicorn Payroll and Compliance deel says that social networks such as LinkedIn are a powerful tool for networking and attracting recruiters from all over the world. Deel also stresses the need to be fluent Englishbecause most opportunities require this skill.
“If the professional comes from technological fieldthe chances of getting the dream job in a foreign company become even greater,” he says.
While remote work is becoming popular, there are still many questions that these companies need to answer as remote work takes over the world. Should they set a different salary per country or set an overall salary? Who pays the taxes? How do employees get a computer? Does the company have to send a computer to the person?
The Brazilian Willame Figueredo, project manager of a IT consultingsays that to fill a vacancy in a foreign companyLatin American professionals must have – in addition to English – a level of maturity and experience that is worthwhile.
“Foreign companies generally don’t hire people without experience. However, the market is content to hire people from South America because with the money that a Californian company pays for a good developer in the United States, it manages to hire three equally good developers who will make a fortune in their country, since they work remotely”
It’s bad for local businesses, but good for those professionals – as long as the Brazilian currency remains undervalued – and Figueredo says it will never be possible to compete with offers coming from abroad. “A mediocre salary for an American developer of US$5,000 can give a Brazilian the possibility of having a salary of more than 25,000 reais per month – 20 times more than the minimum wage in 2022.”
Foreign companies: higher salaries
Daniel Koganas, senior front-end developer, adds that devaluation of the real makes it easier to hire foreign companies because it is almost unfair for Brazilian companies to compete with each other in terms of remuneration.
“A developer salary below average in the US, Canada or Europe already pays more than most companies in Brazil. And many outside companies offer ‘paid PJ’, with benefits similar to what we would have under a CLT scheme, including, for example, health insurance, paid time off and scholarships,” he says. .
André Gustmão is the CTO of Warren, broker start and competitor of XP. He says training professionals in-house is one option to ensure they don’t leave for foreign companies, but it can’t be the only strategy.
“This change allows foreign companies to hire in Latin America and I think it’s a positive thing, because we have more and more Brazilians able to provide cutting-edge technology like any developer in the world” .
This means that the technology companies Latin Americans are beginning to compete with Silicon Valley companies for talent. While the CTO calls the wage premium “a bit unfair”, he says regional businesses can benefit from offering jobs.
“People who work with technology work a lot. They have to work with something that they see as a proposition, a result. Many foreign companies that hire technology professionals in Latin America are outsourced, they do not have their own product, so the relationship between the developer and the product is not close. It is therefore not only a question of training the developers, but also of bringing proposals, impact, a sense of work that is worth it.
Gusmão says that people who working with technology are looking for alternative workplaces, some have even gone to live in the countryside. “Workers are looking to change their way of life and we understand and accept that, we think it makes sense.”
Pedro Gil from the HRTech Intera team said that the HR area discussed cultural selection processes, which were already used by companies in Brazil.
“At the end of the day, recruiters should be a bit sentimental about what it’s like to work in Brazil, for a Brazilian company, and develop the local market, which can be better explored, and grow with the company. This call sometimes still makes sense to some people,” he explains.
In a survey to understand remote work done with its customer base, Intera said 66.8% of candidates responded that the work model directly affects productivity and 64% consider flexibility important; 63% reported improved quality of life, physical and emotional well-being with remote work, 40.2% reported gains in task organization; 39.6% like the adaptability, 22.3% value the time spent with their children and 19.7% mention the importance of relationships with colleagues for the adoption of the work model.
Thiago Veloso, marketing manager at Crawly bootsays the company adopted a weekly four-day trip precisely to attract developers to a contested environment.
“A differentiator of the corporate culture is to marry a culture sought by the developer with the collaborators, to understand what the daily life is, precisely because it is distant. We talk to handle everything from gear to sanity. I believe that the culture keeps the person in the company more than the salary”.
Pierre Lucena, president of the Porto Digital innovation hub, says the case of Brazilian companies losing workers to foreign companies “is in the minority”, and it’s not yet clear whether the work will remain remote.
“Brazil no longer loses people abroad because of the laws of the countries themselves. So, for example, Germany has 400,000 vacancies for developers, but it cannot hire foreigners. Brazil can’t hire Colombians, because they have to have a contract to work in the country, and if you do it as a legal entity, you import a service, that’s an even bigger problem from a point from a tax point of view,” he said. .
For him, Brazil lacks a major national project for the formation of human capital in technological field. “In 2019, we trained 39,000 people in the technology and we have 70,000 new jobs per year,” he said.
Lucena is more concerned about Brazilians who leave the country to work abroad and those who wish to leave the country. “This talent search is dramatic throughout Brazil. We must improve urban quality. Nobody goes to Portugal to make a great career there, people leave Brazil because they are looking for a better quality of life”.
–This text was translated by Bianca Carlos, localization specialist at Bloomberg Línea.