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Codebay Rebrands as Nefter: A New Identity for a New Chapter
Codebay Rebrands as Nefter: A New Identity for a New Chapter 150 150 Nefter

Codebay has officially rebranded as Nefter, marking a strategic evolution that better reflects the company’s mission to be the nearshore partner of choice for U.S. tech companies.

Nefter — short for Nearshore Engineers For Tech-Enabled Results — captures our core focus: sourcing, managing, and retaining top-tier engineering talent from Latin America. We connect high-performing developers with ambitious U.S. teams, providing ongoing support throughout the hiring and operational lifecycle.

Our core services remain in place, and are currently being refined to better meet the evolving needs of the market:

  • Technical Talent Sourcing
  • Hiring & Contractor Management
  • Developer Retention & Support

“This rebrand is more than a name change — it’s a reflection of who we’ve become,” said Alberto Garibay, Founder & CEO of Nefter. “Our clients trust us not just to find talent, but to deliver real outcomes. That’s what Nefter stands for.”

The new identity is now live across all channels.

Why “Done-for-You Hiring” Works Better for Fast-Growing Companies
Why “Done-for-You Hiring” Works Better for Fast-Growing Companies 1536 1024 Nefter

When you’re scaling fast, hiring engineers becomes one of your biggest bottlenecks — and one of your biggest risks. Sourcing takes time. Screening takes energy. And legal compliance, contracts, and payroll eat up hours you don’t have.

What if all of that could be handled for you?

At Nefter, we believe the answer isn’t just “more candidates.” It’s a better system. That’s why we offer done-for-you hiring — a model designed for growing companies that need top-tier engineers without the drag of traditional recruiting or the risks of freelance.

Here’s why it works.

Speed without compromise.
Most companies wait 6 to 12 weeks to fill a role. With Nefter, you get 1–3 pre-vetted candidates in less than a week. We’re not pulling random profiles — we’re presenting engineers who already match your stack, your time zone, your team culture. Less interviewing. Faster decisions. Faster results.

We handle everything behind the scenes.
You don’t need to figure out contracts in Argentina, tax obligations in Mexico, or how to pay a developer in Colombia. We do it for you. Nefter contracts directly with the engineer in their local jurisdiction, ensures compliance, manages monthly payments, and handles all admin. You get a single invoice — we take care of the rest.

No guesswork on quality.
Every developer we place is vetted for tech, English, and team compatibility. We don’t rely on platforms or automated filters — we run hands-on code reviews, live interviews, and culture assessments. The result: people who can contribute right away and stay for the long term.

Retention is built into the model.
Most hiring agencies disappear after the placement. We don’t. Our team checks in monthly with both you and the engineer to ensure alignment, motivation, and continuity. If something’s off, we fix it early. That support reduces turnover and helps your team stay focused on building.

Cost-effective without being transactional.
Our model gives you access to elite LATAM talent — often at 30–50% less than U.S. equivalents — without sacrificing quality or commitment. And unlike freelancers, our engineers are full-time and dedicated to your team. No side gigs. No churn.

For companies trying to move fast, hiring shouldn’t be a burden. It should be a force multiplier. That’s what we’ve built at Nefter — a model where you get the talent you need, with none of the usual friction.

If you’re scaling and tired of slow pipelines, contractor headaches, or inconsistent freelancers, we can help.
Book a call — and let’s build your team, without the busywork.

Hiring Senior Developers in LATAM: A 2025 Market Outlook
Hiring Senior Developers in LATAM: A 2025 Market Outlook 150 150 Nefter

As we enter the second half of 2025, one thing is clear: LATAM is no longer an emerging option for hiring senior tech talent — it’s a strategic advantage. What used to be a cost-saving tactic has matured into a full-fledged hiring strategy adopted by startups and enterprises alike.

At Nefter, we’ve spent the last few years helping U.S. companies build engineering teams across Latin America. And based on what we’re seeing in the market, the opportunity to hire experienced, senior-level developers in the region has never been better — but it’s also becoming more competitive.

Here’s what you need to know going into the rest of 2025.

Senior talent is more available — but also in higher demand.
The shift to remote work post-2020 unlocked global hiring at scale. LATAM saw a surge in upskilling, international exposure, and compensation growth. Senior engineers are now far more experienced in modern architectures, cross-border collaboration, and U.S.-style product cycles.

But with increased visibility comes increased competition. Companies from the U.S., Canada, and Europe are actively recruiting in the region. If you want the best talent, you can’t treat LATAM like a fallback — you have to move fast and act intentionally.

Salary expectations are rising — but still offer strong value.
Senior engineers in top LATAM markets (like Mexico, Brazil, Argentina, and Colombia) are commanding higher rates than they did just a few years ago. This is a reflection of skill level, market awareness, and demand.

Even so, hiring a senior LATAM developer is still 30% to 50% more cost-effective than hiring a U.S.-based equivalent. For companies managing tight budgets or scaling fast, that’s a meaningful difference — especially when you factor in retention and full-time dedication.

The best senior engineers aren’t on job boards.
The most in-demand senior talent rarely applies to job posts. They’re already working full-time, often through trusted partners or referrals. To access them, you need relationships — or someone who has them.

That’s where partners like Nefter come in. We maintain active pipelines of vetted, currently employed senior engineers open to new opportunities under the right conditions — not just whoever happens to be available.

Experience with international teams is now common.
A key difference in 2025: senior LATAM engineers have more global experience than ever before. Many have already worked with U.S. startups, participated in distributed teams, contributed to large-scale products, or led squads remotely. This means less ramp-up, better communication, and smoother integration.

Compliance and legal frameworks are maturing.
Countries across LATAM have improved legal infrastructure and support for remote contracting. When combined with full-service models like Nefter’s — which handles local contracts, payroll, benefits, and retention — hiring senior engineers becomes less risky, more structured, and scalable.

In short, 2025 is the year to take nearshore hiring seriously — especially for senior roles. The region is full of talent, but demand is catching up. The earlier you move, the better your access and leverage will be.

If you’re looking for experienced developers who can lead, architect, and execute — and who are in your time zone — Latin America is your most strategic option.

At Nefter, we help U.S. companies hire and retain senior engineers across LATAM. Pre-vetted. Legally compliant. Fully integrated.
Let’s connect and show you what your next hire could look like.

3 Reasons Your U.S. Startup Shouldn’t Hire Freelancers — And What to Do Instead
3 Reasons Your U.S. Startup Shouldn’t Hire Freelancers — And What to Do Instead 150 150 Nefter

When you’re a U.S.-based startup trying to move fast, shipping product and hiring talent often go hand in hand. And for many founders, freelancers feel like the obvious solution: quick, flexible, and budget-friendly. But here’s the reality — what looks like a shortcut can end up costing you more in the long run.

At Nefter, we’ve worked with dozens of companies who came to us after struggling with freelancers. They didn’t need “help.” They needed committed engineers — the kind who stick around, think critically, and grow with the product.

Here’s why freelancers aren’t the answer for high-performing teams — and what to do instead.

First, freelancers lack long-term alignment. Most freelance developers are juggling multiple projects. Their priority is delivery, not depth. That might work for a one-off landing page, but not for core product development. When you’re building something real, you need someone who understands the product, the business goals, and the why behind every decision. Freelancers are rarely incentivized to think beyond the immediate task.

Second, there’s no ownership or accountability. Freelancers work for you, not with you. They don’t join standups. They don’t offer architecture suggestions. They aren’t around in three months when a bug resurfaces or a feature needs to be iterated. And when they move on (and they will), you’re left filling gaps — both in code and in context.

Third, it kills team velocity. Freelancers are unpredictable. They might disappear for a better gig, miss a deadline, or go radio silent mid-sprint. That lack of continuity breaks your product rhythm. Your team spends time onboarding, re-explaining, cleaning up — and eventually restarting the hiring process. You lose time, morale, and trust in your dev pipeline.

So what’s the alternative?

The answer isn’t going back to a long, expensive local hiring process. It’s nearshoring full-time developers in LATAM through a partner like Nefter. These are engineers who are fully committed to your product, work in your time zone, speak your language (literally and figuratively), and stick around.

At Nefter, we don’t just place engineers — we embed teammates. Every developer is technically vetted, English-proficient, and selected for culture fit. We handle contracts, payroll, and compliance so you can scale quickly without the friction of global hiring logistics.

Freelancers may feel fast, but they’re rarely the foundation for sustainable growth. If you’re serious about building — and scaling — your product, what you need is commitment, not just code.

Let us help you find an engineer who’s in it for the long haul. Book a call and meet candidates who are ready to join your team full-time.

Why Retention Is the New Recruitment in Remote Teams
Why Retention Is the New Recruitment in Remote Teams 150 150 Nefter

Hiring great engineers is hard. Keeping them is even harder.

In a world where top tech talent has more options than ever, the companies that win aren’t just the ones that hire well — they’re the ones that retain well. This is especially true for remote teams, where relationships, culture, and loyalty require a different kind of effort.

At Nefter, we believe that retention is no longer a support function — it’s a growth strategy. And it’s one that too many companies overlook.

The reality is that replacing a team member isn’t just about rehiring. It’s lost context, lost velocity, and lost trust. Every time a developer leaves, your product slows down. Onboarding someone new takes time. Team dynamics shift. Institutional knowledge disappears. And in competitive markets, the cost of that disruption is massive.

For distributed teams, especially those hiring internationally, the risk of silent disengagement is even higher. Developers can feel isolated, undervalued, or disconnected from the product. When that happens, they don’t always say it out loud — they just slowly pull back, until one day they’re gone.

That’s why at Nefter, we designed our model with post-hire retention built in.

Every engineer we place receives ongoing support from our team. We check in monthly to make sure they feel aligned, motivated, and heard. If there are red flags — burnout, mismatch, miscommunication — we surface them early and help address them before they turn into exits.

It’s not micromanagement. It’s proactive support — so the engineers you hire stay engaged, stay productive, and stay with you longer.

Retention also comes from the right match from the beginning. That’s why we screen every candidate not just for skills and English, but also for culture fit. Do they thrive in startups? Are they autonomous? Are they excited by the kind of product you’re building? These questions matter more than ever — because technical ability is just the baseline.

We’ve also learned that retention improves when engineers feel like part of the team — not just outsourced resources. That means integrating them into your meetings, your roadmap, your decisions. Companies that treat nearshore engineers as real teammates get better outcomes, higher loyalty, and longer-term impact.

In short, hiring is only half the battle. If you’re serious about scaling a remote team, you need a partner who stays involved after the contract is signed.

At Nefter, we don’t just help you hire. We help you build a team that lasts.

If you’re tired of the hire-and-replace cycle, let’s talk. We’ll help you find engineers that stick — and support them every step of the way.

Legal & Compliance Risks When Hiring LATAM Developers (and How to Avoid Them)
Legal & Compliance Risks When Hiring LATAM Developers (and How to Avoid Them) 150 150 Nefter

Hiring remote developers in Latin America can be one of the smartest moves for a U.S. company — faster access to talent, reduced costs, and better time zone alignment. But many founders and CTOs underestimate one thing: legal and compliance risk.

If you’re hiring international talent without a proper structure, you may be exposing your business to hidden liabilities — from tax exposure to IP ownership disputes. And in the long run, those risks can outweigh any initial savings.

Here’s what you need to know — and how to avoid costly mistakes.

The first big red flag is misclassification. Many companies hire LATAM developers as freelancers or independent contractors. It feels easier, faster, and cheaper. But in most countries, if someone works full-time under your direction, with fixed hours and long-term responsibilities, local labor laws may consider them an employee — even if you don’t.

That misclassification can come back to haunt you. You might be responsible for back taxes, benefits, penalties, or even lawsuits. And while it might feel like a small risk for a tiny startup, regulators are paying more attention than ever as remote work goes global.

Another issue is IP ownership. When you work with an international contractor, unless you have proper legal agreements in place, you may not fully own the code or product they create. In the U.S., it’s easy to assume “work for hire” applies — but many LATAM jurisdictions have different laws around intellectual property. Without the right documentation, your IP may not be protected the way you think it is.

Then there’s the issue of payments and compliance. Sending money directly via PayPal, Wise, or crypto might feel simple — but it can trigger problems on both sides. Inconsistent payments, lack of local tax reporting, and failure to meet legal standards can create liabilities for your company and stress for the developer. Worse, it makes retention harder — your engineer starts looking for a more stable employer who pays properly.

At Nefter, we’ve designed our model to eliminate all of this friction. When you hire through us, we contract locally with the developer, handle all legal requirements in their country, and issue proper monthly payments. You stay compliant, your team stays focused, and your engineers feel secure.

We also provide clear IP transfer agreements that ensure everything your team builds belongs fully to your company — no gray areas, no guesswork.

Nearshoring only works if it’s built on the right legal foundation. Cutting corners might save a few dollars in the short term, but it’s not worth the risk to your product, your reputation, or your future fundraising.

If you’re serious about building a distributed team in LATAM, do it the right way — with a partner that handles the hard stuff so you can focus on what matters.

At Nefter, we help U.S. companies hire vetted developers in LATAM, with full legal coverage, compliance, and peace of mind.

Let’s talk — and make sure your next hire is secure, compliant, and fully aligned!

How Nearshoring Can Cut Hiring Time by Half (Without Sacrificing Quality)
How Nearshoring Can Cut Hiring Time by Half (Without Sacrificing Quality) 150 150 Nefter

Hiring great engineers is hard — and slow. For most U.S. companies, the typical hiring cycle for a mid- to senior-level developer can take 6 to 12 weeks, sometimes longer. Between sourcing, screening, interviews, offers, negotiations, and notice periods, teams are stuck waiting while projects stall or product roadmaps fall behind.

That’s where nearshoring changes everything.

At Nefter, we’ve seen how tapping into the Latin American talent market doesn’t just reduce costs — it significantly accelerates hiring timelines, without compromising on quality or fit. Here’s why.

First, the talent pipeline is already active. Instead of starting from scratch, we maintain a curated network of vetted engineers across LATAM — people we’ve already assessed for technical skill, English proficiency, and team compatibility. When a client reaches out, we’re not searching — we’re selecting. That alone cuts weeks off the process.

Second, candidates in LATAM tend to have shorter notice periods. Unlike in the U.S. or Europe, where senior engineers might be locked into 30- or even 60-day transitions, many LATAM professionals can start within 1–2 weeks. That’s especially helpful for fast-moving startups and product teams under pressure.

Then there’s alignment and responsiveness. Because LATAM shares overlapping time zones with the U.S., communication is immediate. Interviews can happen the same day. Decisions don’t get delayed across time zones. When both sides are aligned in working hours, the momentum is real — and measurable.

But speed is useless if quality suffers. That’s why our approach at Nefter is based on front-loaded vetting. Every engineer we present has passed technical challenges, live interviews, and language screening. We don’t send stacks of resumes — we send 1–3 people who are already a great fit. That means fewer interviews for your team, faster decisions, and better outcomes.

Another reason nearshoring speeds things up? Less red tape. Traditional recruiting often comes with layers of legal complexity, especially when hiring internationally. But with Nefter, we handle all of that — contracts, local compliance, payments — so you don’t have to pause to figure out legal logistics. You make the decision; we take care of the rest.

Finally, nearshoring removes some of the biggest friction points in hiring: relocation, visas, high salaries, and long-term commitments. Hiring remotely from LATAM offers flexibility without losing consistency — engineers are full-time, committed, and integrated into your team, but you avoid the red tape of immigration or inflated compensation packages.

In short, nearshoring is not just about cost savings — it’s about operational efficiency. It unlocks access to high-quality talent that’s available faster, easier to onboard, and ready to contribute from day one. For companies that need to move quickly, that speed is not a luxury — it’s a competitive edge.

At Nefter, we help U.S. companies build elite engineering teams in Latin America — faster, smarter, and with zero hassle. If you’re tired of slow recruiting cycles, let’s talk. We’ll help you find your next engineer in days, not months.

Why U.S. Companies Are Turning to LATAM for Tech Talent
Why U.S. Companies Are Turning to LATAM for Tech Talent 150 150 Nefter

The U.S. tech industry is facing a growing talent shortage, and fast-moving companies are starting to look beyond traditional hiring models. One of the most effective strategies gaining momentum is hiring software engineers in Latin America. At Nefter, we work directly with U.S. startups and scaling teams, and we’ve seen a clear shift toward nearshoring as a smarter, faster, and more sustainable way to build high-performing engineering teams.

One of the biggest advantages of hiring in LATAM is the time zone alignment. Unlike offshore regions like India or Eastern Europe, Latin America operates in similar or overlapping time zones with the U.S. This makes real-time collaboration possible — no more delayed feedback loops, middle-of-the-night standups, or 24-hour waiting periods for a code review. Teams can work together seamlessly throughout the day, just like they would in the same city.

But it’s not just about time zones. The quality of talent in LATAM is world-class. Countries like Mexico, Brazil, Argentina, and Colombia are producing highly skilled software engineers who are experienced in modern tech stacks, familiar with Agile methodologies, and accustomed to working in international teams. At Nefter, we’ve seen firsthand how these engineers match — and often exceed — the technical and cultural expectations of U.S. companies.

English proficiency is another area where LATAM engineers excel. Many professionals in the region are fluent or highly proficient in English, especially those working in tech. When we vet talent at Nefter, we evaluate not just technical skills but also communication and culture fit. This ensures that every developer we place is able to collaborate effectively with U.S. teams from day one.

There’s also the economic factor. Hiring in LATAM typically costs 30–50% less than hiring the same role in the U.S. — not because of lower quality, but because of regional differences in cost of living and salary expectations. This cost-efficiency allows startups to extend their runway and mid-sized companies to scale faster, without compromising on the quality of talent they bring in.

Beyond technical skills, what truly sets LATAM engineers apart is their cultural alignment and strong work ethic. Many have already worked with U.S. or European teams and understand the expectations around ownership, delivery, and team dynamics. They’re proactive, engaged, and eager to contribute meaningfully — qualities that are hard to filter for, but essential in a distributed team.

Of course, cross-border hiring comes with its own set of challenges — contracts, local labor laws, payments, and compliance. That’s exactly where Nefter comes in. We don’t just help you find great engineers — we handle all the logistics: local contracts, payroll, legal compliance, and monthly check-ins to support retention. It’s full-stack team building, without the friction.

Nearshoring isn’t just a workaround for the talent gap — it’s a strategic advantage. U.S. companies that adopt this model early are building more resilient, more diverse, and more cost-effective teams. The future of hiring isn’t across the ocean — it’s just a few hours south.

At Nefter, we help U.S. companies find, hire, and retain exceptional engineering talent across Latin America. If you’re ready to explore what’s possible, book a call — and let’s build something great together.

What Makes a Great Nearshore Engineer (And How to Spot One)
What Makes a Great Nearshore Engineer (And How to Spot One) 150 150 Nefter

Hiring remotely opens the door to global talent — but it also makes it harder to spot the difference between a “good” developer and a great one. Especially when you’re hiring nearshore, the pool of qualified engineers is large and growing fast. So, how do you know who’s truly exceptional?

At Nefter, we’ve evaluated hundreds of engineers across Latin America. And while every role is different, the best nearshore developers consistently share a set of traits that go beyond just technical ability.

Here’s what to look for — and how we filter for it.

1. Strong communication in real time
It’s not enough to write clean code. Great nearshore engineers can communicate clearly, proactively, and comfortably — especially in live conversations. They don’t just respond to questions; they ask smart ones. They can explain their thinking. They keep stakeholders in the loop. And they do it in English, confidently.

In our vetting process, we include live, unscripted interviews focused on both technical reasoning and interpersonal clarity. This helps us filter out candidates who rely too heavily on asynchronous communication or who may struggle in fast-paced, collaborative environments.

2. Ownership over tasks and outcomes
Top nearshore engineers don’t wait for detailed instructions. They take initiative, make decisions, and own their deliverables. This is especially important for U.S.-based startups and growth teams, where ambiguity is part of the job.

During interviews, we look for signs of autonomy — stories of solving problems independently, making architecture suggestions, or leading initiatives. Great developers show not just what they did, but why they did it.

3. Familiarity with Agile and startup velocity
You don’t want someone who only functions in rigid corporate structures. The best nearshore engineers thrive in startup-like environments: fast iteration, changing priorities, and tight feedback loops.

That’s why we screen for real-world Agile experience and ask scenario-based questions. Can they pivot quickly? Can they work with partial specs? Are they used to launching and improving in cycles? These are critical indicators of success on dynamic teams.

4. Technical versatility, not just specialization
Yes, you want someone who knows your stack. But the best engineers bring more than just checklist skills. They understand the bigger picture. They can troubleshoot across systems. They can learn quickly and adapt to new tools or architectures.

Our technical evaluations test not only specific knowledge but also problem-solving, pattern recognition, and systems thinking. We want to know how an engineer approaches challenges — not just whether they’ve memorized syntax.

5. Cultural alignment and reliability
Finally, great nearshore engineers are people you can trust. They show up. They communicate honestly. They adapt to your company culture. They act like part of the team — not an outside contractor.

At Nefter, culture fit is a core part of our process. We match engineers not just to roles, but to companies. A technically excellent candidate won’t succeed if their style doesn’t mesh with your team.

In short: the best nearshore engineers are more than coders. They’re collaborators, problem-solvers, and owners. And when you find them, they make your entire team better.

If you’re ready to meet nearshore engineers who check every box, we’re here to help. At Nefter, we connect U.S. companies with pre-vetted LATAM developers who are skilled, reliable, and ready to contribute from day one.
Let’s talk.

Inside the Nefter Vetting Process: How We Assess Tech, English, and Culture Fit
Inside the Nefter Vetting Process: How We Assess Tech, English, and Culture Fit 150 150 Nefter

One of the biggest pain points in hiring is sifting through endless resumes only to find that most candidates aren’t quite right. Either they fall short technically, struggle to communicate clearly, or simply don’t fit the way your team works.

At Nefter, we believe that effective hiring starts with rigorous vetting — not just for hard skills, but for communication and team compatibility. That’s why we built our entire model around one goal: only send you engineers who are ready to contribute from day one.

Here’s how we do it.

Our process starts with technical evaluation. Every candidate we consider goes through a hands-on assessment tailored to their stack — from React and Node.js to Python, Java, or DevOps roles. These aren’t generic quizzes. We use real-world challenges designed by senior engineers to test problem-solving, code quality, and practical understanding of modern development practices.

But strong code isn’t enough.

Next, we move to live interviews. We want to see how a candidate thinks, communicates, and collaborates in real time. Can they walk through their decisions? Can they explain trade-offs? Do they ask thoughtful questions? This stage reveals how they’ll perform in a team environment — not just in isolation.

Then comes English and communication screening. All of our clients are U.S.-based, so fluent, clear communication is essential. We evaluate verbal and written English, responsiveness, and clarity in technical discussions. If a candidate can’t confidently explain their code or ideas in English, they won’t make it through.

Finally, we assess culture and team fit. This is where many hiring pipelines fail. Technical skills alone don’t guarantee success — the best engineers are those who align with how your company operates. Are they proactive? Do they work well in fast-paced, startup-style environments? Do they take ownership or wait for instructions? We evaluate these traits carefully.

This full-stack vetting process means we don’t flood you with resumes. Instead, we send 1 to 3 candidates who are already vetted across all key dimensions: technical excellence, communication, and collaboration style. That means fewer interviews for you, faster hiring decisions, and a much higher hit rate.

And once a developer joins your team, we stay involved. Our support team checks in monthly with both you and the engineer to ensure everything stays aligned — not just at the start, but throughout the relationship.

The result? Less friction. More trust. And developers who don’t just meet expectations — they raise the bar.

If you’re tired of hiring platforms that send volume over quality, let us show you what it feels like to work with a partner that takes vetting seriously.

At Nefter, we don’t just connect you with engineers — we build teams you can count on. Let’s talk and find your next great hire.

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