Specialized recruitment in technology, software, and IT

The market for technology talent in Mexico is one of the most competitive in the country, driven especially by the pressure of remote work for foreign companies. Our IT recruitment team specializes in genuine technical assessment (not textbook questions), validation of modern stacks, a deep understanding of seniority based on demonstrable experience, and up-to-date knowledge of salary ranges by skill, city, and work model (on-site, hybrid, remote).

Recruit tech talent See our methodology

Technology roles we recruit

Full-stack developers

React/Next.js, Node.js, TypeScript, Python/Django, Ruby on Rails, Go, .NET — junior to staff.

DevOps and SRE

AWS, GCP, Azure, Kubernetes, Terraform, CI/CD, observability, SRE.

Data engineers / scientists

Snowflake, Databricks, dbt, Airflow, advanced SQL, Python, MLOps.

Cybersecurity

SOC, pentesters, blue team, CISO, IAM, cloud security, GRC.

Product and UX

Product managers, product designers, UX researchers, UI engineers.

Technical leadership

Engineering managers, heads of engineering, CTOs, VPs of technology.

Why tech recruitment requires specialized consultants

A generalist recruiter can rarely assess whether a software candidate truly knows the difference between strict equality and loose equality in JavaScript, understands when to use Redis vs. Postgres as a cache, or has real experience with distributed systems. Quality technical assessment requires three things: (1) recruiters with a technical background who can hold substantive conversations; (2) validation through practical tests (live coding, system design, take-home) reviewed by senior engineers; (3) verification of past achievements through technical references, not just HR references.

At Mexican People HR we maintain a network of technical reviewers by stack who validate candidates before we present them to you. This dramatically reduces your internal evaluation time and raises the quality of the finalist.

Frequently asked questions

We answer the most common questions from HR leaders.

How competitive is hiring senior developers in Mexico?

It is highly competitive. Senior developers with modern stacks and C1-level English are in high demand from U.S. and European companies hiring remotely, which pushes salaries upward. Retaining this talent requires competitive packages: salary ranges above the traditional Mexican market, stock options or long-term incentives, schedule flexibility, and a hybrid or remote model.

How much does it cost to recruit a senior developer?

Typical fees: 15-25% of the gross annual salary. For very scarce profiles (staff engineers, AI researchers, CTOs) this can rise to 25-33%. We also work on a consultant hourly basis or monthly retainers for clients with a high volume of tech hiring.

Do you run technical assessments with live coding?

Yes. We apply technical assessment in two formats: (1) a take-home challenge reviewed by senior engineers, ideal for evaluating code quality and design; (2) live coding with a technical peer, ideal for evaluating real-time problem solving. The format is agreed with the client based on seniority and stack.

Do you handle remote hiring for foreign companies?

Yes. We work with companies in the U.S., Canada, Europe, and Latin America that hire Mexican talent under EOR models, cross-border staffing, or direct international hiring. We advise on the tax framework, withholdings, and compliance.

Do you cover AI/ML positions?

Yes. We have specialists in recruiting AI/ML engineers, data scientists, MLOps, AI researchers, and product managers focused on AI. It is a very scarce market and time-to-fill tends to be longer (45-90 days), but the candidate pool is growing rapidly.