With more than 180 million users, Brazil has the biggest digital population in Latin America. This equates to an enormous talent pool of IT workers, with estimates indicating that more than 100,000 graduates join the industry each year. To foster successful partnerships within the Brazilian tech landscape, companies must understand cultural differences and adapt to country-specific recruitment methods. Top talent can be attracted through competitive compensation, a strong employer brand, and cultural awareness training. By embracing the unique characteristics of the Brazilian tech landscape, companies can unlock skilled talent, foster innovation, and gain a competitive edge in the global market.

brazil talent

Market Overview

Market Appeal
  • Strong government backing for technological innovation
  • A sizable, well-established tech market with an expanding talent pool.
  • Cost structure that is competitive with that of the US and Europe. 
Most Popular Roles Hired inn Brazil
  • Frontend, backend, and full-stack software developers 
  • Mobile (iOS, Android) developers
  • Data Scientists
  • Data analysts 
  • DevOps engineers
  • Cloud engineers
Skill Density
  • A growing pool of highly qualified IT workers. However, it varies by location and job type. 
  • Reputable colleges and boot camps that support the development of skills.
Cost Advantage when Hiring from Brazil
  • Tech talent typically receives lesser salaries than in the US and Europe.
  • Reduce operating expenses for things like benefits and office space.
Ease of Hire
  • Becoming more and more straightforward with the rise of specialized job boards and agencies.
  • Communication and cooperation are facilitated by shared cultural norms and the US time zone.
Time Zone Overlap
  • Major tech hubs in eastern Brazil coincide with Eastern Standard Time (EST) by three hours.
Avg. Working Week
  • A 40-hour work week is typical, but overtime is frequently required. 
  • Flexible work schedules are growing in popularity.
  • Several annual public and municipal holidays should be taken into account when planning project schedules and communications.
Hiring Methods
  • Online job portals (Cloud Devs, Catho, Indeed, LinkedIn). –
  • Employment firms that focus on hiring IT professionals. 
  • Conferences and professional networking activities. 
  • Collaborations with colleges and boot camps.
Payment Methods
  • Bank transfers are the most typical. 
  • Payroll services offered internationally can streamline the procedure.
  • Some businesses provide relocation packages or stock options.
Gartner Compatibility Index
  • With a score of 62 (out of 100), you may say that you are somewhat compatible with US businesses.
English Proficiency
  • A low average EF EPI score of 53.3, while population-wide variations are common.
  • More people are becoming proficient in English, particularly younger people.
Retention Rates
  • In Brazil, the average rate of employee turnover is approximately 18%. Changes based on the sector, size, and benefits offered to employees.
Global Brands Hiring
  • Google, Amazon, Microsoft, IBM, Apple, Uber, Netflix, Spotify, etc.
Talent Market Capacity
  • Big and expanding, yet there’s more competition for the best talent. It’s critical to have a powerful employer brand and appealing benefits.
Employee Tax
  • A complicated tax code with a wide range of deductions and payments.
  • Collaborating with a nearby tax expert is advised.

Brazil Tech Ecosystem:

International Companies with Offices in Brazil:

  • Tech giants: Google, Amazon, Microsoft, IBM, Meta, Apple, Oracle, Spotify, Uber, Netflix, Airbnb, Nubank (acquired by Itau Unibanco)
  • Other notable companies: Siemens, Bosch, Samsung, Dell, Intel, Mastercard, Visa, HP, Mercado Livre, Salesforce, TikTok, Alibaba

Brazilian Incubators and Accelerators:

FIAP, Inovabra – Brazilian Association of Startups, StartSe – Startup Community, Startup Farm, Brazilian Venture Capital Firms: Monashees, Kaszek Ventures, Redpoint eVentures, Valor Capital Group

Local Unicorns (Companies valued over $1 Billion):

Nubank – Financial Services, Stone Pagamentos – Financial Services, iFood – Food Delivery, Loggi – Logistics, Gympass – Corporate Wellness, MadeiraMadeira – E-Commerce For Furniture and Home Goods, Olist – E-Commerce Marketplace, Nuvemshop – E-Commerce Platform, Easy – Mobile Payments, Creditas – Financial Services

For more information, see The 17 Unicorns Founded in Brazil (2024)

brazil tech infrastructure

Brazil Tech Infrastructure:

Tech Talent Market Capacity:

Demand vs. Supply:

  • Demand: Growing rapidly, with estimates suggesting a shortage of 500,000 IT professionals by 2025 
  • Supply: 630,000 software engineers estimated, but skills may not align with specific needs.
  • Potential Talent Gaps: AI, Big Data, Cybersecurity, Cloud Computing.

For more information, see Statista

Immigration Policies:

  • Obtaining Work Visas: Quite a complicated procedure that calls for particular documentation and a rationale for preferring to hire international talent over domestic.
  • Types of visas: permanent for long-term employment and temporary for certain projects.
  • Timeframe: This may take months, depending on the specific circumstances and type of visa.

For more information, see The Startup Ecosystem of Brazil

Brazil Leave Policies:


  • Legal Minimum: 30 days per year, paid.
  • Typical Practice: Many businesses provide longer than the required minimum; typically 35–40 days. Some might provide different vacation times according to tenure. 
  • Tip: Splitting the vacation into at least 15 consecutive days is required. Employers have the right to demand early notice of vacation time.

Sick Leave:

Paid Leave: 15 days, not cumulative, each year. You can use it without a medical certificate for up to two days.

Unpaid Leave: There is no upper limit, but after 15 days, the employer may request a medical certificate.

Tip: Collective bargaining agreements allow employers to provide additional paid sick leave options.

Parental Leave:

  • Maternity Leave: 126 paid days with a guarantee of a job upon return. May be paid less and prolonged for a maximum of 180 days.
  • Paternity Leave: 20 paid days with a guarantee of a job upon return.
  • Tip: Similar rules apply to paternity and adoption leave. Employers may provide paid parental leave benefits in addition to those mandated by law.

For more information on the leave legislation, see Consolidation of Labor Laws

Common Benefits:

Health Insurance:

  • Public Option: All citizens and residents are eligible for free basic healthcare through Sistema Único de Saúde (SUS). Wait times and the caliber of the service can differ, though. For more information, see the Bazilian Country Profile on the World Health Organization.
  • Private Option: Numerous businesses provide employer-sponsored health insurance policies that are more comprehensive and give quicker access to private medical providers.

Retirement Plans:

  • Mandatory System: Basic pension benefits are provided upon retirement by the INSS (National Institute for Social Security).
  • Private Pension Plans: Plans with a voluntary contribution structure that may provide a larger retirement income. For more information, see THE BRAZILIAN PENSION SYSTEM
  • Employer Contributions: Companies usually pay 8% of employees’ salaries into the INSS, and some may also pay into private pension plans.

Transportation Benefits:

  • Vale Transporte: coupons financed by the government that are usable on buses, subways, and trains.
  • Private Transportation Allowances: Certain firms provide set reimbursements for using work vehicles or for fuel. For more information, see ABRH – Brazilian Human Resources Association.

Other Benefits:

  • Meals: Some employers provide meal coupons or free or heavily discounted meals served on the job site.
  • Gym Memberships: Businesses may provide discounted or free gym memberships, as well as savings on fitness programs.
  • Childcare: A few employers provide childcare vouchers or on-site daycare services.
  • Life Insurance: Plans for employer-sponsored life insurance are provided by some companies.

Holiday Schedule in Brazil 2024:

National Holidays:

  • New Year’s Day: January 1st
  • Good Friday: April 5th
  • Tiradentes Day: April 21st (observed on Monday, April 22nd if Sunday)
  • Labor Day: May 1st
  • Independence Day: July 4th
  • Republic Proclamation Day: November 15th
  • Christmas Day: December 25th

Regional Holidays:

Carnival, Holy Saturday, and Saints’ and Religious Holidays are celebrated in various cities, with some originating on Mondays after Sundays to honor specific saints.

Impact on Work Schedules and Business Operations:

  • National Holidays: Most businesses close on these days, and many workers take the day off. There can be a time limit on public services.
  • Regional Holidays: These are observed in some areas, and companies may close or have shortened hours.
  • Carnival: Depending on the city, companies may have shortened hours or close entirely during the celebrations.
  • Religious Holidays: May have an impact on certain businesses or religious groups.

The dates of carnivals change, so make sure to confirm the celebrations in your location. Check the dates of any applicable religious and regional holidays where you are. To minimize interruptions, plan project deadlines, meetings, and delivery around holidays. Give clients and staff ample notice about holiday closures and modified operations. For more information, see Brazilian Public Holidays.

Brazil Talent Hubs:

  • São Paulo:

Brazil’s largest talent pool is home to the prestigious college USP which draws top tech talent from a wide range of industries. It is a center for finance, consulting, and IT and is home to large enterprises, fintech startups, and financial behemoths. International communities, a thriving nightlife, and a diversified cultural scene all encourage creativity and teamwork.

  • Rio de Janeiro:

A thriving hub for media, entertainment, and design that draws top talent and encourages innovation in digital applications. An expanding ecosystem of startups is being fostered and investors are drawn in by incubators and accelerators such as FIRJAN. A relaxed vibe and stunning natural surroundings provide for a perfect work-life balance.

  • Campinas:

Reputable research institutions like UNICAMP and CPqD are located here, drawing personnel with expertise in innovation and R&D. The robust presence of Embraer and other aircraft firms, promotes competence in allied domains like manufacturing and engineering. Offers a lower cost of living than São Paulo while maintaining a good infrastructure and facilities.

  • Florianópolis:

“Floripa Tech City,” a burgeoning digital area, is drawing startups and businesses with financial, AI, and software expertise. Beautiful setting with a vibrant surfing culture that fosters a laid-back work attitude. provides tax advantages and other incentives to entice tech businesses, so promoting additional expansion and advancement.

Summary: Brazil has a variety of talent hubs, each with unique strengths. São Paulo attracts a diverse talent pool from universities and financial giants, while Rio de Janeiro has a thriving design, media, and entertainment scene. Campinas is a research powerhouse, while Floriópolis is a tech oasis. The best fit depends on specific needs, and exploring these hubs can help businesses tap into Brazil’s diverse talent.


Payment Methods:

Salary and Benefits Payments:

Traditional Options:

  • Bank Transfers: Direct deposits into Brazilian employee bank accounts can be made via SWIFT. Itaú, Bradesco, Santander, and Banco do Brasil are well-known banks.
  • Payroll Providers: Payroll outsourcing services are a popular choice among US businesses looking to simplify operations and guarantee adherence to Brazilian laws.

Modern Solutions:

Payment Solutions: Use flexible and convenient systems such as Payoneer, PayPal, or Wise to make secure overseas payments quickly.

Emerging Trends:

  • Cryptocurrency: Ethereum and Bitcoin dominated the Brazilian crypto scene as of 2021. Well-known exchanges include Foxbit, BitcoinTrade, and Mercado Bitcoin. Before pursuing this option, be aware of the current legal and regulatory environment around cryptocurrencies in Brazil.
  • Digital Wallets: Increasingly common, they provide quicker and easier access to money. Mercado Pago, iti Itaú, PicPay, and Nubank are popular choices.

Frequency: Monthly or bi-weekly, depending on the company. For more information, visit the Central Bank of Brazil

Tax Deductions and Contributions:

  • Mandatory salary deductions for social security and benefits are made by the INSS (National Institute for Social Security).
  • Income tax is withheld at the source using a progressive system that is based on pay bands.
  • Employer payments of up to 8% of employee income are placed into a personal account that becomes available in the event of retirement or termination.
  • Private Social Security Plans that are optional. Those provide supplemental retirement benefits and authorization to have employee contributions withheld from salaries.

Tip: Companies are responsible for withholding and remitting taxes. Payroll outsourcing services are common for smaller businesses. Employer contributions are equivalent to 8% of employee salary and optional private social security plans offer additional retirement benefits.

Talent Acquisition:

Job Boards and Platforms:

  • CloudDevs: A developing online network and job board in Brazil catering exclusively to cloud specialists. links businesses with qualified and experienced cloud engineers, architects, and developers.
  • Catho: The biggest generalist job platform that draws a wide range of users.
  • LinkedIn: A site for professional networking that might be helpful for niche searches.
  • Infojobs: Well-liked for jobs involving technology and IT.

Headhunting Agencies:

  • Michael Page: An international player with experience in many fields, including technology.
  • Robert Half: Well-known for placing executives at the senior level in a variety of sectors.
  • Korn Ferry: specializes in leadership roles and executive search.
  • Amrop Search: Well-established in Brazil, serving a range of industries.
  • Antal International: Provides specialized services for hiring computer professionals.

Networking Events and Conferences:

  • CIAB Febraban Tech: Important business and technology gathering.
  • Campus Party: Global tech gathering that draws creators and programmers.
  • RD Summit: Well-known conference for software development.
  • DevOpsDays: An international conference series centered around DevOps methodologies.

Brazil Work Culture:

Hierarchy and Decision-Making:

  • Vertical Organizations: Anticipate well-established leadership positions and hierarchies. Executives have a lot of power, and decisions are frequently made at the top down.
  • Respect for Authority: Although direct conflict is typically avoided, respect for superiors is essential. In public, openly challenging decisions may be viewed as impolite.
  • Building Consensus: Although leaders have the last say in choices, it is nevertheless important to have cooperative conversations and solicit advice from pertinent parties.

Communication and Collaboration:

  • Direct and Indirect Communication: It is possible to combine direct and indirect communication. Positive reinforcement is frequently highlighted, while constructive criticism can be expressed delicately.
  • Non-Verbal Communication: Understanding the unsaid message is greatly aided by non-verbal clues such as gestures and body language.
  • Relationship Building: Trust and productive cooperation require colleagues to have solid personal relationships with one another. Socializing and networking are crucial parts of the professional world.

Work-Life Balance and Overtime:

  • Robust Family Values: Remote work and other flexible work arrangements are becoming more and more popular, and Brazilian culture places a high priority on family.
  • Formal Work Hours: A standard workweek consists of forty hours, although to fulfill deadlines, overtime is occasionally required.
  • Leisure Culture: Brazilians place a high value on having fun and taking pauses during the day. A little slower tempo than in other cultures is to be expected.

brazli developers

Employment Termination:

Notice Period Requirements:

Employment in Brazil is commonly regarded as “at-will,” which allows any party to end the agreement at any time and for any reason as long as they give the other party enough notice. For more information, read Employment Laws – Brazil  Employment Laws in Brazil

Notice Period: Minimum notice times differ according to length of employment:

  • A year and up: thirty days’ notice.
  • 30 days plus 3 days a year after the first year for 1–5 years.
  • Five years later: ninety days’ notice.

Employers may opt to provide financial compensation to their staff members in place of a notice period.

Severance Pay Regulations:

  • Severance Pay Is Mandatory: All fired employees are entitled to severance pay unless they were fired for cause.

Calculation: Based on the latest wage received, severance pay is equal to one month’s income for every year of service. Reductions in force without cause are subject to an additional 1/3 month payment.

  • Fundo de Garantia do Tempo de Serviço (FGTS): Each month, employers donate 8% of their employees’ salaries to the FGTS fund. Employees who are fired receive all FGTS money that has accrued, plus an extra 40% if they were fired without reason.

Dispute Resolution Mechanisms:

  • Labor Courts: Workers who are the victims of wrongful terminations or other conflicts may bring legal action in labor courts. These courts are specialized and usually provide workers with free legal aid.
  • Trade Unions: In the event of a problem at work, a union may represent its members in talks or court.
  • Arbitration and Mediation: Although they are not required, alternative dispute resolution procedures like arbitration or mediation can be utilized to settle disputes more quickly and informally.

Frequently Asked Questions

Why Should I consider hiring tech talent from Brazil?

Brazil has a burgeoning talent pool of people with a wide range of technological domain-specific skill sets. A cost-effective solution is provided by competitive salaries when compared to the US and Europe, and a constant influx of highly qualified graduates into the industry is guaranteed by the vast population of digital natives.

What are the common challenges of hiring in Brazil?

One of the most common and the first obstacles is to overcome legal complications and cultural differences. The process can be made easier by collaborating with regional recruitment firms and providing culturally sensitive programs to your hiring team. Effective collaboration also requires adjusting communication methods and comprehending time-zone overlaps when it comes to working with Brazilian tech talent.

What are the typical costs associated with hiring in Brazil?

In general, Brazil pays tech talent less than the US and Europe does. But there are other factors to consider such as taxes, recruitment fees, and possible relocation expenses. When working with local specialists, they help ensure transparency and cost-effectiveness throughout the process. 

What are the most common methods of hiring tech talent in Brazil?

Using online job portals, partnering with specialty recruiters, participating in business gatherings, and working with colleges/ boot camps are common strategies. However, it is important to build and maintain a powerful employer brand that appeals to the Brazilian tech landscape.

What are some cultural considerations when working with Brazilian tech talent?

There can be minor variations in hierarchical structures, communication techniques, and punctuality standards. Bridging these variations and ensuring an effective working relationship can be achieved via investing in cultural awareness training, fostering open communication, and respecting individual preferences.

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