What Attracts LATAM Tech Talent More: Salaries or Perks?

When recruiting top tech talent in Latin America, many startup founders and recruiters wonder whether a competitive salary or attractive perks have a stronger pull. Remote hiring in LATAM is growing, so understanding what truly motivates tech professionals to accept or decline offers can help companies save time and resources.

At Get on Board, we analyze employer and candidate data to understand what drives acceptance rates and talent movement. Here, we compare how traditional salaries and perks influence the attraction of remote developers across Latin America and explore strategies startups can use to optimize offers without overspending on base pay.

💰 Why Salaries Remain Important but Aren't the Only Factor

A strong salary remains a key consideration when candidates assess job offers; it signals financial stability, professional worth, and long-term planning ability.

Our data shows that Latin American developers expect salaries aligned with the global tech market and their experience level.

• Financial Security: Competitive pay meets both essential and aspirational needs, helping candidates feel valued and supported.
• Market Benchmarks: Salaries below market rates tend to reduce acceptance rates, as candidates can now compare offers worldwide thanks to remote work.
• Retention: While perks can improve satisfaction, salary often plays a larger role in a developer's decision to stay or move on.

However, startups frequently face budget limits, making constant salary increases challenging. This is when perks become a strategic advantage.

🎁 How Perks Enhance Your Offers

Non-monetary benefits are gaining traction as effective tools to attract and keep skilled talent within LATAM's remote tech scene. Perks communicate company values, culture, and a commitment to employee well-being beyond just salary.

• Flexible Hours & Work-Life Balance: Giving developers control over their schedules respects their autonomy and natural rhythms—something deeply valued in LATAM.
• Remote Work Stipends: Support for home office setups, internet, or coworking spaces reduces obstacles and shows practical backing for remote employees.
• Upskilling & Career Growth: Access to courses, certifications, or mentorship programs helps developers feel invested in, increasing loyalty and productivity.
• Health & Wellness Benefits: Wellness reimbursements, mental health resources, and insurance provide meaningful security beyond base salary.

Our Popular perks report details the exact benefits remote Latin American tech candidates find most appealing. Many revolve around flexibility and growth opportunities rather than material gifts.

Offering perks that align with what professionals truly value can make your hiring strategy more effective without stretching salaries beyond sustainable levels.

Rethinking your perks strategy toward what tech talent genuinely appreciates can improve hiring outcomes. Our article on rethinking perks explores how startups with limited budgets can leverage targeted benefits for maximum effect.

Overall, a balanced offer combining a competitive salary and carefully selected perks tailored to your team's needs creates a strong environment for attracting and keeping talent.

We suggest founders and recruiters in LATAM:

• Assess what your candidates value by surveying current and potential hires.
• Provide salaries aligned with market expectations while adding perks that convey genuine support.
• Adopt flexible policies and development opportunities that strengthen your company’s culture.
• Regularly revisit your packages using data-driven insights such as those offered by Insights Pro.

This approach allows you to maximize recruitment investments while building a strong employer brand sought after by Latin America's top remote developers.

Explore which perks will set your offers apart by unlocking regional insights with Insights Pro, a comprehensive resource for staying competitive in Latin America's tech hiring market.