How we built the LATAM IT Salary Guide 2027
The ranges in the guide do not come from a survey. They combine four layers of data: Interfell's own hiring (2,300+ successful hires since 2016), the Simera database (80,000+ profiles across the 19 countries, with self-reported salary expectations), interviews and conversations our team has had with thousands of professionals, and public market sources such as LinkedIn, Stack Overflow, Deel and Get on Board. The Smart Hiring team reviews every range by hand before it is published.
Four layers of data, from our own to public
We start with what we see in real hires and then check it against the market. No single source sets a range on its own: when our data and public data disagree, the range is reviewed by hand.
What companies actually pay
2,300+ hiresSince 2016 we have closed 2,300+ hires for 250+ companies. This layer carries the most weight because it reflects salaries that were offered, negotiated and accepted, not wishes.
- Offers sent and accepted by role, seniority and country.
- Openings filled and unfilled: which roles are hardest to hire, and at what price.
- 210+ active professionals we pay every month across 18 countries.
What the market asks for
80,000+ LATAM profilesInterfell is part of the Simera group, with a network of 2.5M+ professionals. From it we use 80,000+ profiles in the 19 countries of the guide, normalised by role, seniority, country and English level.
- 76,000+ with a salary expectation stated by the professional.
- 37,000+ with a video interview or an assessment.
- 5,000+ candidates screened in 2026 against real openings.
What no dataset shows
Thousands of conversationsThe Smart Hiring team interviews candidates every week. Those conversations explain what a number alone cannot: why a profile accepts or turns down an offer, how much English matters, which stack raises the price and when a professional moves to US clients.
- Technical and English interviews from our hiring processes.
- Conversations with thousands of professionals about their current pay and their ask.
- Every opening reviewed with the client: what is requested and what ends up being paid.
The external check
LinkedIn · Stack Overflow · Deel · Get on BoardWe check our ranges against public information to catch outliers and trends:
- LinkedIn: published job posts and profiles by role and country, and market movement.
- Stack Overflow Developer Survey: salary, stack and experience trends among developers.
- Deel: public reports on global and LATAM hiring and compensation.
- Get on Board: Latin American tech job posts with published salaries.
From data to range: six steps
- One catalogue of 81 rolesEvery profile or job title is mapped to one of the 81 roles in the guide, grouped into 10 families. "React Developer" and "Frontend Engineer" count as the same role.
- The same basis for every figureAll figures are converted to US dollars, gross per month, for a remote contractor working for an international company. They are never mixed with local payroll, which follows different rules.
- Seniority by evidence, not yearsJunior executes defined tasks with supervision. Mid-level works autonomously in their domain. Senior moves the results of the team or the product. Two people with the same years of experience can sit at different levels.
- Countries grouped into three tiersThe 19 countries are grouped by relative cost, supply density and competition for the profile. A role with a small sample in one country leans on the rest of its tier.
- A range, not an averageOutliers (misclassified profiles, off-market expectations) are removed and the range reflects the band where real hires close. When our hiring data and the database disagree, what was actually paid wins.
- External check and human reviewEach range is checked against public sources and reviewed by the Smart Hiring team that hires that profile. Only then is it published.
19 countries in three tiers
Tiers are not a ranking of talent quality. They group countries by market dynamics: relative cost, supply density and competition for the profile.
Brazil · Chile · Costa Rica · Mexico · Puerto Rico · Uruguay
Argentina · Colombia · Dominican Republic · Guatemala · Panama · Peru
Bolivia · Ecuador · El Salvador · Honduras · Nicaragua · Paraguay · Venezuela
Why the guide shows US-market salaries
Salary depends on English level and target market: professionals with advanced English (C1+) working for US companies earn more than those working in Spanish for Latin American companies. The English version of the guide shows the US-market figure, which includes that premium.
| Tier | English premium (C1+) | What it means |
|---|---|---|
| Tier 1 | +15 % | Higher base salaries, so English moves the price less. |
| Tier 2 | +25 % | English is a clear price driver for US-facing roles. |
| Tier 3 | +30 % | In the most affordable countries, English level moves the cost more than changing country does. |
Cost with Interfell: in remote staffing, 80% of the monthly invoice is the professional's pay and 20% is Interfell's fee.
What the guide includes and what it does not
Includes
- 81 roles across tech, data, product, design, sales and operations.
- 3 seniority levels per role.
- 19 Latin American countries in 3 tiers.
- Monthly pay as a remote contractor for international companies.
- Monthly cost with Interfell.
Does not include
- Local payroll salaries with statutory benefits.
- Variable bonuses, commissions or equity.
- C-level roles or profiles outside the catalogue.
- Specific cities: ranges are by country and tier.
How to read the ranges
Ranges are a guide, not a quote. What moves the number most within a range is real seniority, stack and role complexity, how scarce the profile is, English level and how urgent the hire is. For highly specialised roles or countries with thin supply, the range leans on the tier and is wider.
The guide is published yearly and ranges are reviewed at least every quarter. The 2027 edition reflects an average base increase of around 4% over 2026. If a figure does not match what you see, tell us and we will review it.
Use the data, credit the source
You may quote the ranges in articles, reports and presentations as long as you credit Interfell and link to the guide. Suggested format:
Interfell (2026). LATAM IT Salary Guide 2027. https://www.interfell.com/en/salary-guide-latinamerica
About the data in the guide
Where do the salaries in the guide come from?
From four layers: 2,300+ successful hires by Interfell since 2016, 80,000+ LATAM profiles from the Simera database with self-reported salary expectations, our team's interviews and conversations with thousands of professionals, and public sources such as LinkedIn, Stack Overflow, Deel and Get on Board.
Is it a survey?
No. The base is real hires and real profiles that go through our processes. Public sources are used to check the ranges, not to set them.
Are the ranges salary or cost to the company?
Both, shown separately: the guide shows the professional's monthly pay as a remote contractor and, separately, the monthly cost with Interfell.
Why are English-speaking profiles more expensive?
Professionals with C1+ English working for US companies earn a premium of 15% to 30% depending on the country's tier.
How often is it updated?
The guide is yearly and ranges are reviewed at least every quarter. This edition uses data up to October 2026.
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