Brazil Outsourcing

Outsource to Brazil: Hiring Software Engineers in Brazil

Grow your technology team with confidence by tapping into Brazil's thriving talent pool through Hyperion360. Our Global Staffing & Team Extension Services ensure seamless, efficient, and cost-effective international expansion and outsourcing.

Already found qualified software engineers or other talent to work with in Brazil? Hyperion360 can be your Employer of Record (EOR) in Brazil. Hyperion360 helps you pay your team members anywhere in the world. If we don't have a local entity in a particular country we have a vast network of payroll partners who can help allowing you to hire top talent almost anywhere in the world. Need help finding software engineers? Contact us.


Brazil Hyperion360 Talent Score

Ease of Hiring Developers in Brazil
Cost of Doing Business in Brazil
English Proficiency in Brazil
US-Timezone Overlap with Brazil
Technical Skills in Brazil
Internet Reliability in Brazil
Retention Rate in Brazil
University Quality in Brazil
Quality of Life in Brazil
Political & Economic Stability in Brazil

The Hyperion360 Talent Score for Brazil is determined by evaluating and averaging several key factors that influence the attractiveness and viability of hiring software engineers in the country. These factors are assessed on a scale from 1 to 10, where 10 represents the highest performance or most favorable conditions.

Table of Contents

Hiring Software Engineers in Brazil

Key Facts About Hiring Software Engineers in Brazil

  • Large Talent Pool: Brazil offers a vast talent pool of skilled software developers. As of 2021, around 133,000 people were employed in the Brazilian software market. This number is forecasted to increase to around 150,000 by 2025.
  • Cost-Effective: The relative weakness of the Brazilian Real compared to the US dollar has made hiring workers from Brazil very cost-effective.
  • Quality of Work: Brazil has heavily invested in its IT sector, which has resulted in the growth of skilled, reliable software developers.
  • Time Zone: There is a time difference of only one hour between the US and Brazil’s time zones, making collaborating in real time much easier.
  • Language: While Portuguese is the official language, English proficiency among IT professionals in Brazil is generally high, facilitating communication.
  • Ease of Doing Business: While Brazil is ranked 124th in ease of doing business, the IT sector is well-established and continuously evolving.
  • Innovative Tech Scene: Brazil has an innovative startup scene and robust tech initiatives.
  • Software Market Revenue: In 2021, the Brazilian software market generated over 11 billion U.S. dollars in revenue.
  • Number of IT Companies: In 2021, Brazil had around 7,600 software development and production companies and over 9,300 software distribution and marketing firms.
  • Internet Infrastructure: Brazil boasts a well-developed internet infrastructure with a high penetration rate. Major cities like São Paulo, Rio de Janeiro, and Brasília have robust broadband connectivity, supporting the needs of tech companies and remote work.
  • Universities and Education: Brazil’s top universities, such as Universidade de São Paulo (USP), Universidade Estadual de Campinas (Unicamp), and Universidade Federal do Rio de Janeiro (UFRJ), offer highly regarded computer science and engineering programs. These institutions are known for their rigorous curriculum, research output, and strong ties with the tech industry, producing graduates who are well-prepared for the demands of the global IT market.

Benefits of Hiring Software Engineers in Brazil

  • Exceptional Technical Proficiency: Brazilian software engineers are known for their advanced technical knowledge and problem-solving abilities, proficient in programming languages such as Java, C#, JavaScript, Python, and Ruby.
  • Culture of Innovation and Creativity: Brazil is a leader in the startup ecosystem, fostering a culture where software engineers thrive on innovation and creativity, contributing significantly to Latin America’s tech advancement.
  • Cost-Effective Talent: Hiring software engineers in Brazil is cost-effective, offering a high return on investment due to the diverse talent pool, strong technical education, high English proficiency, and extensive experience with international projects.
  • Flexible Hiring Options: With the help of Hyperion360 companies can hire Brazilian software engineers through various methods like hiring software engineers directly through us or setting up a foreign entity in Brazil through one of our legal partners.
  • Thriving Tech Scene: Brazil’s vibrant tech ecosystem is home to innovative startups and skilled professionals, including several unicorns with billion-dollar valuations, providing a rich environment for collaboration and growth.

Benefits of Outsourcing to Brazil

Brazil stands as Latin America’s largest economy and the ninth-largest worldwide. The country offers:

  • A Robust Market: Brazil’s diverse economy spans mining, agriculture, manufacturing, and a rapidly growing service sector.
  • Strategic Trade Access: As a founding member of MERCOSUR , Brazil provides direct access to key Latin American markets. Membership in BRICS enhances its strategic global positioning.
  • Advanced Infrastructure: Brazil boasts extensive transportation networks, including one of the world’s largest highway systems, robust railways, and 175 maritime ports.

Common Pitfalls of Hiring Software Engineers in Brazil

Navigating the Brazilian business environment can present several challenges:

  • Complex Tax System: Brazil’s tax system is known for its complexity and higher-than-average tax burden. Hyperion360 can handle all of this for you.
  • High Cost of Doing Business: Understanding and mitigating the “Custo Brasil” or “Brazilian Cost” is crucial. Hire software engineers directly through Hyperion360 to avoid the high cost of setting up your own entity in Brazil.
  • Government Preferences and Corruption: The Brazilian government tends to favor domestic partners, and navigating the procurement process can be daunting. Let Hyperion360 handles it for you.
  • Talent Competition: The demand for skilled software engineers in Brazil is high, leading to intense competition. Hyperion360’s comprehensive staffing solutions give you access to top-tier talent quickly and efficiently, helping you stay ahead in the competitive market.
  • Cultural and Language Barriers: While many Brazilian engineers are proficient in English, cultural differences can affect communication and project management. Hyperion360’s team extension services bridge these gaps, facilitating smoother interactions and integration with your existing teams.

Hyperion360’s tailored solutions address these challenges, enabling you to successfully hire and manage software engineers in Brazil with confidence and ease.

Business Etiquette in Brazil

Understanding cultural nuances is vital for successful business interactions in Brazil. Here’s a detailed guide to help you navigate these intricacies effectively:


  • Handshakes: Greet and leave colleagues with a firm handshake. This is customary for both men and women. When attending a meeting, address all colleagues individually when saying hello and goodbye.
  • Cheek Kissing: It’s common for women to greet each other with a kiss on both cheeks.

Communication Style

  • Expressive and Emotive: Brazilians often use an expressive and emotive communication style, speaking their minds freely and incorporating physical touch, such as pats on the back or arm touches, during conversations.
  • Interruption: Interruptions during conversations can be considered acceptable.

Timekeeping and Punctuality

  • Relaxed Approach: Brazilians have a more relaxed attitude towards time. Meetings may not start or end on time, and the agenda can be flexible. Arrive on time, but expect a possible delay from your Brazilian counterparts.
  • Networking: Meetings often begin and end with small talk, reflecting the importance of relationship building.

Value on Relationships

  • Personal Connections: Building interpersonal connections and trust is crucial. Brazilians negotiate with people, not companies, so developing a positive relationship is necessary for successful business dealings.

Hierarchical Structure

  • Decision-Making: Brazilian businesses are hierarchical. Decisions are typically made by the highest-ranking person. Respect for titles and positions is important.
  • Respect for Rank: Address colleagues by their professional titles unless invited to do otherwise.

Business Meetings

  • Small Talk: Meetings are relaxed and start and end with small talk. This is viewed as an opportunity for networking and relationship building.
  • Networking Focus: Use meetings to build and strengthen relationships, as this is often seen as important as the business agenda itself.

By understanding and respecting these cultural nuances, you can foster better relationships and ensure successful business interactions in Brazil. Hyperion360’s tailored solutions help you navigate these cultural intricacies with ease, enabling seamless integration and collaboration with your Brazilian team.

Employment Agreements

In Brazil, while an employment agreement or contract is not mandatory, it is strongly recommended. A written contract helps define key conditions clearly, ensuring both parties are aligned and protected. Essential elements to include in the contract are:

  • Remuneration: Specify salary and any additional compensation.
  • Job Description: Outline roles, responsibilities, and expectations.
  • Working Hours: Define standard working hours and any flexibility.
  • Place of Work: Mention the primary workplace and any remote work possibilities.
  • Probationary Period: State the duration and conditions of the probation.
  • Contract Type: Indicate whether the contract is fixed-term or indefinite-term.
  • Company Policies: Include relevant workplace policies and guidelines.
  • Travel and Transfers: Detail the conditions and possibilities for travel or relocation.

Without a written employment contract, these provisions might not be legally enforceable. Additionally, some terms are automatically recognized under Brazilian law, such as:

  • The minimum wage
  • Annual leave entitlement and vacation bonus
  • 13th-month salary
  • The Brazilian Government Severance Indemnity Fund Law (FGTS)
  • A remunerated weekly day off
  • Social Security payment requirements
  • Benefits provided by collective bargaining agreements

Probationary Periods in Brazil

The maximum probationary period in Brazil is 90 days, which can be divided into two periods that total 90 days and extended only once. This allows employers to assess the suitability of the software engineer within a defined timeframe.

Brazil Payroll Laws

Tax Due Date

Individual taxes in Brazil are due by May 31, following the calendar year for the tax period.

Payroll Cycle

The payroll cycle in Brazil is generally monthly, though biweekly payments are also common.

Working Hours

The federal constitution mandates working hours to be eight hours per day and 44 hours per week.

Minimum Wage and Salaries

The minimum wage in Brazil is R$1,412 per month, with daily and hourly rates corresponding to R$64.18 and R$6.42, respectively. Some states may have higher regional minimum wages, which must be observed.

Bonus Payments

Brazilian labor law requires a 13th-month salary, paid in two installments—one by November 30 and the other by December 20. Additionally, employees are entitled to a vacation bonus of one-third of a month’s salary.


Overtime work, defined as any hours worked beyond eight per day, is compensated at a minimum rate of 150% of the regular hourly wage. If overtime is worked on Sundays or holidays, the rate increases to 200%. Certain positions, such as managerial roles and those working outside typical office environments, may be exempt from overtime pay requirements.

Taxes and Social Security in Brazil

Tax Thresholds in Brazil

In Brazil, individuals are considered tax residents if they stay in the country for more than 183 days in a calendar year. Tax residents are subject to tax on their worldwide income.

As of 2024, the Brazilian income tax brackets are as follows:

  • Up to 25,344 BRL annually: 0.00%
  • 25,344 – 33,919.8 BRL annually: 7.50%
  • 33,919.8 – 45,012.60 BRL annually: 15.00%
  • 45,012.60 – 55,980 BRL annually: 22.50%
  • 55,980 BRL and above annually: 27.50%

For non-residents, a flat rate of 25% is applied, taxed exclusively at the source on their Brazilian-sourced income.

Corporate Tax Rate in Brazil

As of 2024, the corporate tax rate in Brazil is:

  • General Corporate Income: 15% to 34%, depending on the annual income and additional surcharges.

Social Security Rates in Brazil

In 2024, the social security rates for employees are:

  • Employees: 7.50% to 14.00% of their gross salary
  • Employers: 20.00% to 26.80% of the employee’s gross salary

Employer Payroll Contributions in Brazil

Employers in Brazil are responsible for several additional payroll contributions, which include:

  • Social Security (INSS): 20.00% to 26.80% of the employee’s salary (applied on income up to 2,000 BRL)
  • Work Accident Insurance (RAT/FAT): 2.00% of the employee’s salary
  • Employees Severance Indemnity Fund (FGTS): 8.00% of the employee’s salary
  • Terceiros (3rd party institution): 5.8% of the employee’s salary (applied on income up to 338,880 BRL annually)
  • Vacation bonus: 2.78% of the employee’s salary
  • Total Employment Cost: 36.58% – 41.08% + 176 ARS

Collective Bargaining Agreement (CBA)

The majority of companies in Brazil are subject to a CBA which requires additional benefits to be given to workers including:

  • Meal Vouchers: 20-50 BRL per working day
  • Grocery Vouchers: 130 BRL per month (mandatory in some CBAs and for lower income)
  • Transportation Vouchers: ~ 350 BRL per month (sum will vary according to transportation distance)

Employee Payroll Contributions in Brazil

Employees in Brazil also contribute to their social security as follows:

  • Up to 1,412.00 BRL: 7.50% Social Security contribution
  • 1,412.01 BRL to 2,666.68 BRL: 9.00% Social Security contribution
  • 2,666.68 BRL to 4,000.03 BRL: 12.00% Social Security contribution
  • 4,000.04 to 7,786.02 BRL: 14.00% Social Security contribution
  • Total Employee Cost: 7.50% – 14.00%

Health Insurance in Brazil

Brazil introduced its public healthcare system, the Sistema Único de Saúde (SUS), in 1988 under a new constitution. Since 1990, Brazil has expanded its public health system to offer free, universal medical care to anyone legally living in the country. The SUS ensures that all residents have access to essential healthcare services at no cost. However, the public healthcare system often struggles with overcrowding and long wait times, leading many to seek additional private health insurance.

Private healthcare in Brazil offers higher-quality services and shorter wait times compared to the public system. Many individuals and companies opt for private health insurance to access private hospitals and clinics, which provide superior facilities and care. This dual system allows individuals the flexibility to choose their preferred level of care based on their needs and financial capability.

Pension in Brazil

Brazil’s pension system requires employees to meet certain eligibility criteria for old-age retirement benefits, which vary by gender:

  • Women: Must be at least 62 years old with a minimum of 180 months (15 years) of social security contributions.
  • Men: Must be at least 65 years old with a minimum of 240 months (20 years) of social security contributions.

The old-age retirement pension is calculated at 70% of the employee’s salary plus an additional 1% for every 12 months of contributions, up to a maximum of 100%.

Annual Paid Leave

Brazilian labor law guarantees employees annual paid leave of 30 days if they have worked at least one year and have not been unjustifiably absent. The leave is reduced based on unjustifiable absences as follows:

  • 0-5 days: 30 days of leave
  • 6-14 days: 24 days of leave
  • 15-23 days: 18 days of leave
  • 24-32 days: 12 days of leave

Employees receive their usual monthly salary plus a one-third vacation bonus, with payment made two days before the leave begins.

Parental and Maternity Leave

  • Maternity Leave: 120 days of paid leave, extendable to 180 days through employer participation in a tax benefit program. The employer pays the employee and is reimbursed by Brazil’s Social Security system.
  • Paternity Leave: 5 days of paid leave, with an option to extend to 20 days if the employer participates in a federal tax benefit program.

Sick Leave

Employees are entitled to up to 15 consecutive days of sick leave, paid by the employer at the full salary. Any additional sick days are covered by Brazil’s National Institute of Social Security (INSS).

Regional and National Holidays

Brazil observes several national holidays, including:

  • New Year’s Day (January 1)
  • Martyr’s Day (April 21)
  • Labor Day (May 1)
  • Independence Day (September 7)
  • Patron’s Day (October 12)
  • All Souls’ Day (November 2)
  • Proclamation of the Republic Day (November 15)
  • Christmas Day (December 25)

Movable holidays such as Carnival, Good Friday, and Corpus Christi are also observed in various regions.

Employment Benefits in Brazil

The National Institute for Social Security (INSS) administers Brazil’s government benefits programs, which include old-age retirement pensions, disability benefits, illness and injury benefits, and parental leave. The INSS collects contributions from employers and employees to maintain these social security benefits.

Termination and Notice Period in Brazil

Employers must provide notice of termination without cause as follows:

  • Notice Period: Minimum of 30 days, with an additional 3 days for each year of service, up to a maximum of 90 days. Employers may opt to provide pay in lieu of notice.

For resignations, the notice period is 30 days. In cases of mutual consent for termination, notice periods are halved.

Upon termination without cause, the employer must pay 40% of the accumulated balance in the employee’s Unemployment Compensation Fund, plus an additional 10% tax paid to the government.

Understanding these aspects of employment benefits in Brazil helps you navigate the complexities of hiring and managing staff. With Hyperion360, you can ensure compliance with local regulations while optimizing your global staffing strategy. Enhance your workforce with top Brazilian talent today!

Work-from-Home Arrangements and Remote Work in Brazil

In response to the growing trend of remote work, Brazil has implemented regulations to support flexible working arrangements:

  • Legal Framework: Brazilian labor laws, specifically the CLT (Consolidation of Labor Laws), allow for remote work arrangements, provided that both the employer and employee agree to the terms.
  • Work Environment: Employers are responsible for ensuring that remote employees have a suitable work environment and necessary equipment.
  • Health and Safety: Employers must ensure that remote workers adhere to health and safety standards, including ergonomics and regular breaks.
  • Communication: Clear communication channels and regular check-ins are essential for remote work arrangements.

With Hyperion360 you don’t have to worry about compliance with local regulations for your Brazilian team.

How Hyperion360 Can Help You Hire Software Engineers in Brazil

Navigating the complexities of hiring and managing software engineers in Brazil can be challenging, but Hyperion360 simplifies the process with our comprehensive global staffing services. When you partner with Hyperion360, you pay us directly, and we take on all the legal and compliance risks, managing every aspect of HR, benefits, payroll, and local taxes.

Our Services Include:

  • Assuming Legal and Compliance Risk: Hyperion360 hires the software engineers directly, eliminating the legal risks of complying with Brazilian law for your company.
  • Managing HR Functions: We handle all HR-related tasks, from recruitment and onboarding to managing paid leave and termination, ensuring a smooth and efficient process.
  • Administering Benefits: Hyperion360 oversees employee benefits, including health insurance, retirement plans, and other statutory benefits, ensuring your workforce is well-supported and highly engaged.
  • Efficient Payroll Management: Our services include managing payroll cycles, payroll taxes, and bonus payments seamlessly. We handle all payroll processing, ensuring accuracy and timely payments for your software engineers.
  • Handling Local Taxes: The monthly fee you pay us for software engineers is inclusive of local payroll taxes, benefits, legal, HR, accounting, etc. so you can focus on your core business operations.

Benefits of Partnering with Hyperion360:

  • Access to Top Talent: Leverage our network to access a pool of highly skilled software engineers in Brazil, ensuring you hire the best talent for your needs.
  • Streamlined Processes: Our integrated approach simplifies the hiring and management process, reducing administrative burdens and allowing you to focus on strategic business goals.
  • Cost-Effective Solutions: By managing HR, benefits, payroll, and compliance, we help you save time and resources, offering a cost-effective solution for expanding your team in Brazil.
  • Comprehensive Support: From recruitment to ongoing management, Hyperion360 provides full support to ensure your Brazilian workforce is effectively managed and aligned with your business objectives.

With Hyperion360, you can confidently expand your tech team in Brazil, leveraging our expertise to overcome common pitfalls and maximize the benefits of hiring skilled software engineers in this dynamic market.

Ready to hire software engineers in Brazil? Contact us to learn more about how Hyperion360 can support your global staffing needs.

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