BLOG
Case Study
Best Platforms for Enterprise LATAM Hires in 2026
June 17, 2026
TL;DR: If you're hiring at enterprise scale — multiple roles, multiple departments, long-term retention — the list gets short fast. Athyna is the only platform here built to handle all of it, with proven results: 43% savings for a Fortune 500 biopharma, $1.69M saved and 100% retention for a major US telecom. The others solve pieces of the problem. Use this guide to figure out which piece you're missing.
Most LATAM hiring platforms were built for startups. The sales pitch sounds the same, but when you need 15 roles across three departments with a structured onboarding process and a 5-day turnaround, the gaps show up fast.
The real enterprise challenge: it's not just finding talent. It's finding a partner who can operate inside your complexity without adding to it.
This guide covers the five platforms worth evaluating if you're hiring at enterprise scale in LATAM, what each one does well, and where the tradeoffs are.
Before comparing platforms, it helps to define what "enterprise-ready" actually means in this context. Startup hiring tools optimize for speed on a single role. Enterprise hiring has a different set of requirements entirely.
A platform built for enterprise needs to handle:
Most platforms check two or three of these boxes. The best ones check all of them. Here's how the top five stack up.
Athyna is the platform purpose-built for teams that need to scale fast without sacrificing quality or getting buried in process. It uses AI precision to match vetted global talent to enterprise teams, with an average time-to-candidate of 3 business days.
What sets Athyna apart at the enterprise level isn't just speed. It's the ability to operate inside enterprise complexity: multiple departments, existing HR structures, compliance requirements, and the expectation that new hires ramp quickly and stick around.
Two case studies illustrate this clearly.
A Fortune 500 biopharma company came to Athyna needing a coordinated hiring push across Medical Affairs, Digital Strategy, and Operations. Not one role. Six different roles, simultaneously, in a highly regulated industry. Athyna delivered vetted candidates within 5 days, built a centralized onboarding hub to get each new hire up to speed quickly, and scaled to 25+ active global team members. The result: 43% average annual savings vs. local hires, with talent tenure of 2+ years and counting.
A major US telecom enterprise with 11,000+ employees needed a full software development team to tackle a growing engineering backlog. Athyna built a 14-person global tech team covering Software Developers, AI Engineers, Network Engineers, Platform Engineers, and more. Average time to first candidate: 3 days. Retention after year one: 100%. Total annual savings: $1,697,760, a 58% reduction vs. local hiring costs.
Best for: Enterprise teams hiring across multiple departments, regulated industries, and organizations that need a long-term talent partner rather than a transactional vendor.
BairesDev is a nearshore outsourcing firm that builds and manages dedicated engineering teams across LATAM. It's one of the more established names in enterprise tech staffing and operates more like a managed services provider than a hiring platform.
If your organization needs a fully managed software delivery team with project oversight included, BairesDev can deliver that. The tradeoff is that you're getting a vendor-managed team, not talent that integrates directly into your organization's culture and systems.
Best for: Enterprises that need managed project delivery or staff augmentation for defined engineering workstreams, and are comfortable with an outsourcing model rather than direct integration.
Watch out for: Less flexibility for cross-functional roles outside engineering. Talent is managed by BairesDev, not embedded as your own team members.
Deel is primarily an employer of record (EOR) and global payroll platform. It doesn't source or vet talent for you, but once you've found someone, Deel handles the legal and compliance infrastructure to actually employ them across 110+ countries, including most of LATAM.
For enterprises with existing talent pipelines or internal recruitment teams who just need the compliance layer handled, Deel is a strong fit. It's also useful when you're hiring across multiple LATAM countries simultaneously and need a single platform to manage local labor law, benefits, and payroll.
Best for: Enterprises that already have a sourcing strategy and need compliance, payroll, and EOR infrastructure across multiple LATAM countries.
Watch out for: Deel doesn't find your talent. If sourcing is the problem, you'll need to pair it with a platform like Athyna.
Revelo is a talent platform focused specifically on Brazilian tech talent, with compliance and local employment infrastructure baked into the hiring process. It's a reasonable option if your enterprise hiring is concentrated in Brazil and you want a platform that combines talent sourcing with local payroll management.
The scope is narrower than most enterprise programs require. Revelo works well for tech roles in Brazil, but doesn't offer the same breadth across LATAM or the cross-functional coverage that larger enterprise programs typically need.
Best for: Enterprises with a specific focus on Brazilian tech talent who want sourcing and compliance bundled together in one platform.
Watch out for: Limited geographic reach outside Brazil. Not well-suited for enterprise programs that span multiple LATAM markets or non-tech functions.
Toptal markets itself as the top 3% of global freelance talent, and for certain senior individual contributor roles, that positioning holds up. If your enterprise needs a highly specialized contractor for a defined project, Toptal's vetting process is rigorous, and the quality bar is genuinely high.
The model is fundamentally freelance and project-based, which creates friction for enterprise teams building long-term capacity. You're not building a team. You're engaging individual contractors, typically at premium rates, for defined scopes of work.
Best for: Enterprises with a specific need for a senior specialist (a fractional CTO, a lead ML engineer, a principal designer) on a project basis.
Watch out for: Pricing makes it expensive for volume hiring. The freelance model doesn't suit teams building long-term, integrated global headcount.
Andela started as an African talent fellowship and has grown into a global enterprise talent marketplace with over 110,000 engineers across Africa, Latin America, Eastern Europe, and Asia. Its LATAM presence has expanded significantly, with Brazil, Mexico, and Argentina now among its fastest-growing supply regions, driven by demand for US time zone overlap.
What works at enterprise scale:
Where it falls short for enterprise programs:
The model is still primarily engineering-focused. If your enterprise program spans marketing, operations, finance, or cross-functional roles, Andela's bench doesn't cover it. You're also working within their talent network rather than building a team that integrates as your own headcount.
Best for: Enterprise engineering that needs specialists at scale, and is comfortable with a marketplace model.
Watch out for: Limited scope outside technical roles. If your enterprise hiring program spans departments, you'll hit the ceiling of what Andela can deliver.
Lemon.io is a vetted developer marketplace that connects companies with pre-screened engineers, primarily from Eastern Europe and LATAM, within 48 hours. It's built for speed on defined projects, with a rigorous internal vetting process that includes coding challenges, interviews, and background checks before any developer hits the platform.
The honest positioning: Lemon.io was designed for startups and SMBs, and that's still where it performs best. It's gaining traction with larger teams for specific project-based needs, but it's not an enterprise hiring program in the traditional sense.
What works:
Where it falls short for enterprise:
The platform is optimized for single-role, project-based engagements. Multi-team programs, structured onboarding at scale, long-term retention infrastructure, and cross-functional hiring are outside what Lemon.io was built to handle. Some enterprise buyers have also flagged matching inconsistencies at higher volumes.
Best for: Enterprise teams with a specific, well-scoped engineering project that needs a vetted developer fast, without the overhead of a full hiring program.
Watch out for: This is a freelance marketplace model. If you need integrated headcount with long-term retention, performance management, and multi-role coordination, you'll outgrow it quickly.
The right platform depends on what kind of hiring problem you're actually solving. Here's a quick decision framework:
The honest answer for most enterprise programs: if you need to hire across functions, at volume, with quality that holds up over time, Athyna is the only platform on this list built to do all of that. The others solve parts of the problem. Athyna solves the whole thing.
The telecom case makes this concrete. A team of 14, across 8 different technical roles, 100% retention after year one, $1.69M in annual savings. That's not a one-off placement. That's an enterprise hiring program.
If you're evaluating LATAM hiring for an enterprise program, the first conversation matters. Athyna works directly with your team to understand your structure, your roles, and your timeline before a single candidate is presented.
Average time to first vetted candidate: 3 business days.
Start hiring with Athyna and see what enterprise-scale LATAM hiring actually looks like.
.webp)
Digital Strategist at Athyna, aka the SEO girl.
.svg)
Enterprise-ready platforms can handle more than one role or team at a time, support structured onboarding, and fit into existing HR and compliance workflows. The best options also offer consistent quality at volume, not just strong one-off placements.
Athyna is built for multi-role, multi-team hiring with enterprise-level complexity. It combines AI precision, vetted talent, structured onboarding, and retention support, which makes it a stronger fit than platforms built mainly for startups or single-role project work.
Enterprise teams can typically see vetted candidates in 3 business days, depending on role complexity. That speed matters when you are coordinating hiring across departments and need a process that keeps momentum without sacrificing quality.
Athyna supports hiring across all, including tech, marketing, operations, and finance. That cross-functional coverage is useful for enterprise teams that need more than a single-role solution and want one platform that can support multiple hiring needs at once.
Enterprise choose Athyna because it combines speed, quality, and retention in one platform. It is designed for teams that need to scale hiring across functions, onboard efficiently, and build long-term talent capacity in LATAM.
