Nearshore or Offshore? Comparing Latin America and Eastern Europe for Software Projects

Nearshore or Offshore? Comparing Latin America and Eastern Europe for Software Projects

High-Performance Collaboration, Interculturality, Latin America Nearshoring, Nearshore, Nearshore Software Development, Strategic Digital Nearshoring

Written by: Monserrat Raya 

Hand selecting a secure location on a global checklist, representing safe nearshore outsourcing choices for U.S. companies

Introduction

Choosing the right region for software development isn’t just about cost anymore. In 2025, U.S. tech leaders are facing more complex questions: Where will teams communicate better? Which region offers legal security? How fast can new hires ramp up and integrate? While both Latin America and Eastern Europe remain popular destinations, their strengths—and challenges—differ in ways that can make or break a project.

This guide offers a direct comparison between these two regions, helping CTOs and decision-makers evaluate what matters most for long-term delivery success. Whether you’re scaling a startup or optimizing enterprise delivery, the right regional choice can impact everything from product speed to stakeholder trust.

Why This Comparison Matters More Than Ever in 2025

Over the last few years, the global outsourcing landscape has shifted significantly. Eastern Europe—especially countries like Ukraine and Poland—has long been a stronghold for offshore development. But with geopolitical instability, inflation, and shifting workforce trends, many companies are rethinking their exposure.

The war in Ukraine has disrupted delivery for countless teams and brought new risks to IP protection and operational continuity. Additionally, rising costs in cities like Warsaw or Bucharest have narrowed the price advantage many Eastern European teams once held.

Meanwhile, Latin America has quietly risen from a cost-saving option to a nearshore powerhouse. With growing investment in tech education, thriving startup ecosystems, and a deepening relationship with U.S. business culture, LATAM has become more than just “close”—it’s compatible. Countries like Mexico, Colombia, and Brazil are not only turning out more developers than ever, but they’re also aligning with the Agile practices and communication rhythms U.S. companies rely on.

For companies in Austin, Dallas, and other U.S. tech hubs, nearshoring to LATAM offers a strategic alternative with less friction and more collaboration.

Cultural compatibility of Latin American software teams with U.S. companies.
LATAM teams share direct communication and agile-friendly values with U.S. companies.

Developer Talent & Availability

Talent availability is one of the most critical factors when outsourcing software development. Both Latin America and Eastern Europe are known for their deep engineering pools—but how do they truly compare in 2025 in terms of scale, specialization, retention, and readiness to integrate with U.S. teams?

Let’s break it down beyond just numbers.

Developers, Tech Stacks & Annual Attrition by Region
Region
Estimated Developers
Popular Tech Stacks
Annual Attrition Rate
Latin America ~2 million (Statista, 2024) [1] JavaScript, Python, Java, React, AWS 15–20%
Eastern Europe >1.3 million (Stack Overflow, 2023) [2] Java, .NET, C++, Angular, Azure 25–35%
[1] Statista (2024). Estimated number of software developers in Latin America.   [2] Stack Overflow (2023). Global developer population estimates.

Scale vs. Specialization

While Eastern Europe has long been known for deep academic training in disciplines like systems programming, embedded development, and enterprise-level .NET stacks, Latin America’s tech ecosystem has evolved to meet the demands of global startups and product-driven companies. As a result, LATAM developers are more likely to have hands-on experience with: – Agile SaaS delivery models – API-first development – Mobile-first UX – Cloud-native architectures (AWS, GCP, Azure)

In regions like Guadalajara, São Paulo, Medellín, and Buenos Aires, you’ll find engineers accustomed to CI/CD pipelines, version control best practices, and real-world sprint cadences—all things U.S. teams rely on daily.

Education + Workforce Development

LATAM governments and private institutions have heavily invested in workforce digitalization over the last decade. Brazil and Mexico lead in STEM university enrollment, while Argentina and Colombia show significant growth in bootcamp-trained, job-ready developers. For example: – Brazil graduates over 100,000 tech professionals per year – Mexico has launched public-private initiatives like Talent Land and Platzi partnerships – Argentina maintains one of the highest English proficiency levels in the region

By contrast, Eastern Europe continues to benefit from world-class math and engineering programs, especially in Poland, Ukraine, and Romania but many developers are now being pulled into Western European or UK-based contracts, increasing competition and attrition.

Retention + Ramp-Up

Developer attrition is a silent killer in software delivery. LATAM’s average turnover is around 15–20%, thanks in part to stronger retention incentives and better alignment with North American work culture. In contrast, Eastern Europe has seen attrition spike to 25–35%, especially in markets like Ukraine and Belarus due to war and political uncertainty.

Ramp-up time also matters: LATAM developers, used to U.S. time zones and collaboration styles, typically integrate in 2–4 weeks. Eastern European devs, while capable, may need longer onboarding cycles to adapt to communication norms and stakeholder expectations.

Developer Mobility + Market Access

Remote work has become the norm in both regions, but LATAM developers increasingly work with U.S. clients from the start. Many are fluent in async tools (Slack, Jira, GitHub), and familiar with U.S. product-led roadmaps. This reduces the learning curve and accelerates trust.

In short: Latin America is not only growing in numbers; it’s maturing in readiness. The region is producing more developers every year, but more importantly, it’s cultivating talent equipped for Agile delivery, cross-cultural collaboration, and long-term strategic partnerships.”
— Based on insights from Statista, JoinGenius, and The Frontend Company

Cultural Alignment and Communication

Timezone overlap is often underestimated—but it makes or breaks collaboration. LATAM teams typically share 6–8 hours of the U.S. workday, while Eastern Europe only overlaps 2–3 hours for most U.S. teams.

Annual Attrition Rates by Region and Sector (approx.)
Region / Sector
Tech Industry
General Market
Latin America 15–20% 12–15%
Eastern Europe 25–35% 18–22%
India 30–40% 20–25%
U.S. 18–22% 10–12%

Beyond just time zones, cultural fit plays a huge role in software delivery. LATAM teams often share U.S. values around ownership, collaboration, and feedback. Developers in Mexico or Colombia are more likely to speak up in standups, participate in retrospectives, and contribute beyond assigned tasks.

In contrast, Eastern European teams—while highly competent—tend to take a more formal, task-based approach. Feedback may be seen as criticism, and cultural norms can discourage open challenge. This doesn’t mean teams can’t perform—it just means communication expectations need more calibration.

Many U.S. managers worry about cultural friction when outsourcing. Here’s why it matters.

Cost Comparison: Is One Region Actually Cheaper?

At first glance, Eastern Europe may appear slightly cheaper—but total cost of delivery tells a different story. When you factor in handoff delays, rework, and developer turnover, Latin America often provides better value.

Average Hourly Rates by Seniority – LATAM vs Eastern Europe
Seniority
LATAM (USD/hr)
Eastern Europe (USD/hr)
Junior $20–35 $25–40
Mid-Level $35–50 $40–60
Senior $55–75 $60–85

Hidden cost alert: Time zone drag, long feedback loops, and low visibility into progress can add 10–15% more time to offshore sprints. LATAM’s overlap enables same-day iteration, improving velocity and predictability.

Retention also plays a role. High churn in Eastern Europe—driven by startup migration and regional competition—can increase costs related to onboarding, ramp-up, and knowledge loss.

Understand the real cost of hiring developers

Legal, IP, and Risk Factors

In 2025, legal and geopolitical risks are top of mind for CTOs and compliance leaders. LATAM offers growing maturity in contract enforceability, IP protection, and data compliance—especially in Mexico and Colombia.

Legal & Compliance Overview – Latin America vs Eastern Europe
Criteria
Latin America
Eastern Europe
Contract enforceability U.S.-style contracts common Varies (esp. Ukraine, Belarus)
GDPR/Data Compliance Moderate–High High (EU standard)
Political Risk (2025) Low–Moderate Moderate–High
NDA / Work-for-Hire Adoption Common in Mexico/Colombia Varies widely

Eastern Europe’s alignment with EU law is a strength—but also a risk in unstable regions. Countries like Ukraine face real infrastructure risks. LATAM, while still maturing, has shown strong improvements in legal clarity, especially with partners operating under U.S.-compliant models.

Agile Delivery: Who’s Really Built for Speed?

Both regions have adopted Agile, but delivery rhythms and team structures vary.

Latin America tends to: – Prioritize collaboration across roles (QA, DevOps, Product) – Embrace pair programming, async updates, and demos – Match Agile ceremonies to U.S. cadences

Eastern Europe teams are often technically strong but may favor hierarchical structures or less feedback-oriented planning.

Retention & Partnership: Latin America vs Eastern Europe
Criteria
Latin America
Eastern Europe
Average Engagement Length 3–5 years (Scio clients) 1–3 years
Client Retention 95–98% 75–85%
Approach to Partnerships Long-term, integrated, collaborative Transactional, resource-driven

Agile is not just process—it’s participation. LATAM teams often integrate with U.S. product workflows more naturally, enabling smoother iterations and faster course correction.

Choose a nearshore partner that thinks like your team — Latin American software engineers aligned with U.S. culture for faster, low-friction delivery.
Which Region Fits Your Strategy?

Final Verdict: Which Region Fits Your Strategy?

No region is a silver bullet—but for U.S. companies prioritizing collaboration, clarity, and agility, LATAM checks more strategic boxes.

Best Region For… LATAM vs Eastern Europe
Best Region For…
LATAM
Eastern Europe
Timezone Collaboration Strong Weak
Agile Communication Style Strong Moderate
Legal Compatibility (U.S.) High Moderate
Lowest Base Hourly Rate Higher Lower
Retention & Continuity High Low

Ultimately, the right choice comes down to what your team values most: cost, speed, cultural fit, or long-term reliability. If you’re looking for a development partner that operates in your time zone, communicates with clarity, and integrates seamlessly into your Agile workflows, Latin America stands out as a strategic match for U.S. companies in 2025.

Want to explore how a culturally aligned, high-performing LATAM team could support your roadmap?
Let’s connect and talk about how Scio can help you scale with confidence.

1. Is Latin America better than Eastern Europe for software development?

It depends on your priorities. Eastern Europe may offer slightly lower hourly rates and deep technical expertise, but Latin America provides stronger cultural alignment, better timezone overlap, and often faster team integration. For U.S. companies, LATAM is often the better fit for Agile delivery and long-term collaboration.

2. What region offers better legal protection for IP and contracts?

Eastern Europe offers EU-level protections, but enforceability varies by country. In contrast, Latin American countries like Mexico and Colombia offer clear IP clauses, U.S.-style NDAs, and increasing contract transparency through U.S.-based providers.

3. How do communication styles differ between regions?

LATAM teams tend to be more collaborative, proactive, and fluent in Agile ceremonies like standups and retrospectives. Eastern European teams may lean more formal, with less spontaneous feedback. Both can deliver well—if expectations are aligned early.

4. Which region has more developers ready to work with U.S. companies?

Both regions have over 1 million active developers, but Latin America has stronger presence in product-driven roles and startup-ready environments. Developers are often trained with U.S. standards in mind and work on distributed teams from early in their careers.

5. What’s the biggest hidden cost when choosing Eastern Europe?

Time zone drag and turnover. Limited overlap with U.S. hours delays decisions and slows QA cycles. Higher attrition also creates re-onboarding costs and lost domain knowledge over time.

6. Are Latin American software teams ready for enterprise-level projects?

Absolutely. Teams in Mexico, Brazil, and Colombia are delivering for fintechs, healthcare, and government clients. They’re using modern stacks, CI/CD pipelines, and Agile practices to support large-scale transformation efforts.

How Latin American Teams Align Culturally with U.S. Companies

How Latin American Teams Align Culturally with U.S. Companies

Communication & Collaboration, Dev Practices, High-Performance Collaboration, Interculturality, Latin America Nearshoring, Nearshore, Nearshore Software Development

Written by: Monserrat Raya 

Latin American software team celebrating cultural alignment with puzzle pieces — nearshore collaboration for U.S. tech companies in Austin and Dallas.

Introduction

When choosing a nearshore software development partner, many U.S. tech leaders begin by comparing rates, time zones, or resumes. But one of the most important and often underestimated factors is cultural alignment. It’s not just about speaking the same language or being in the same time zone. It’s about how teams communicate, collaborate, take ownership, and adapt.

In today’s hybrid and distributed world, cultural fit is a strategic enabler. And for companies based in tech hubs like Austin or Dallas, working with Latin American teams can feel like an extension of their own internal squads. This alignment impacts more than morale it accelerates outcomes, minimizes rework, and fosters innovation.

Let’s explore what makes cultural alignment such a powerful driver for successful software outcomes and why LATAM teams are uniquely positioned to deliver it.

What “Cultural Fit” Really Means in Software Projects

When people hear “cultural fit,” they often think about personality. But in software development, it’s about execution: Do teams share expectations around accountability, feedback, communication cadence, and quality? Do they know when to take initiative and when to align?

A culturally aligned team will: – Clarify requirements early and often – Ask questions without hesitation – Own delivery—not just execute tasks – Raise blockers and propose alternatives proactively

These aren’t soft skills—they’re delivery accelerators. When developers are comfortable bringing up concerns, making suggestions, and iterating openly, velocity improves. That’s why a team’s mindset can have a bigger impact on your product than their stack.

Real story: One U.S.-based fintech struggled with repeated ghosting and lack of initiative from an offshore team in Eastern Europe. After switching to a LATAM partner, their new devs joined retros, spoke up in planning, and started suggesting architectural improvements within weeks.

Learn about the common concerns when outsourcing to Latin America.

Comparison of Latin America and Eastern Europe software development cultures — nearshore alignment with U.S. companies.
Latin America shares more cultural similarities with U.S. teams than Eastern Europe, making nearshore software development smoother and more collaborative.

How Latin America Compares: Culture, Context, and Compatibility

Compared to teams in Asia or Eastern Europe, Latin American software teams share more than geography with U.S. companies they often share work philosophies, collaboration norms, and expectations about autonomy.

Key cultural similarities:

  • Direct communication (vs. indirect or hierarchical)
  • Ownership-driven engineers
  • Agile-friendly structure (standups, feedback, sprints)
  • Comfort with ambiguity and prototyping
  • Less need for over-documentation

While teams in India may wait for task-based assignments, and Eastern Europe may value independence but avoid proactive feedback, LATAM teams tend to land right in the sweet spot: collaborative, self-managed, and product-aware.

And when timezone overlap lets everyone work in real time, the result isn’t just fewer delays—it’s faster learning, clearer accountability, and a stronger product culture.

According to the Stack Overflow Developer Survey, LATAM developers report higher comfort with collaborative problem-solving and pair programming compared to many offshore peers.

Cultural Compatibility Snapshot

Cultural and collaboration traits by region for software teams
Region
Communication Style
Collaboration Style
Feedback Receptiveness
Agile Readiness
U.S. Direct Open + proactive High High
Latin America Direct/Neutral Open + team‑driven High High
Eastern Europe Reserved Task/goal‑focused Medium Medium
India Hierarchical Task‑based Low–medium Medium

Agile Mindset + LATAM: A Surprisingly Natural Fit

Agile isn’t just a process it’s a mindset. And LATAM developers have proven to thrive in environments where feedback is fast, ownership is expected, and flexibility is necessary.

Whether you’re building in two-week sprints or operating in Kanban, the teams that win are the ones who: – Embrace changing requirements – Participate in retrospectives – Raise concerns before they become blockers – Treat QA, DevOps, and design as collaborators—not dependencies

Latin America’s emerging tech hubs have embraced this approach. Cities like Guadalajara, Medellín, and Córdoba are producing developers who are not only technically strong but fluent in product thinking.

In fact, many LATAM engineers are trained with Agile principles from the start—through coding bootcamps, project-based university work, and real-world collaboration with U.S. companies. That makes adaptation faster and onboarding easier.

Explore the software development trends that enable cross-border Agile.

Stressed software engineer by a window — signs of cultural misalignment in software teams; nearshore context for U.S. companies in Austin and Dallas.
Red flags like silent standups, passive feedback, and blame‑heavy QA point to cultural misalignment. Culturally aligned LATAM nearshore teams help U.S. companies move faster with fewer delays.

Where Things Go Wrong: Signs of Cultural Misalignment

Cultural misalignment isn’t always loud. Sometimes it shows up in the small moments:

  • Developers go silent when they hit a blocker
  • Standups feel like status reporting, not discussion
  • Feedback is accepted passively, but nothing changes
  • QA becomes a blame game instead of a shared goal

These issues aren’t just frustrating—they slow everything down. A lack of psychological safety can lead to communication breakdowns, finger pointing, and delays that hurt your roadmap.

As Harvard Business Review points out, distributed teams succeed when members feel safe to speak up, challenge assumptions, and ask for help.

Even if the talent is strong, without alignment you’re constantly translating—not collaborating.

What to Look for When Evaluating a Nearshore Team’s Cultural Readiness

When interviewing a nearshore partner—or evaluating a current one—go beyond tech skills. The best aligned teams:

  • Talk about how they work, not just what they build
  • Mention retros, async updates, demos, and customer empathy
  • Show curiosity during onboarding, not hesitation
  • Treat ambiguity as a creative challenge—not a threat
Pro tip: Ask these in your next vendor evaluation call:
  • “How does your team handle changing priorities in the middle of a sprint?”
  • “When was the last time a dev pushed back on a requirement, and what happened?”
  • “How do your teams track and communicate blockers in real-time?”

See how our nearshore model solves for cultural misalignment

Final Thoughts: Choose a Team That Thinks Like Yours—Not Just Codes for You

Cultural alignment isn’t fluff it’s a core ingredient in any successful outsourcing relationship. When your dev team acts like part of your internal squad—proactive, communicative, and accountable you build faster, with less friction.

Nearshore software teams in Latin America offer more than just timezone convenience or affordability. They bring collaboration, ownership, and a shared mindset that aligns with how U.S. companies work. And with partners like Scio, that alignment is intentional—not accidental.

If you’re still wondering what else U.S. managers worry about when outsourcing—we’ve covered that too.

Ready to work with a team that truly fits your culture?
At Scio, we believe cultural alignment isn’t a bonus—it’s the foundation. Our teams don’t just code. They collaborate, challenge assumptions, and help move your product forward—like true partners.

Let’s talk and explore how we can build something great together.

Wooden blocks with question marks and lightbulb — FAQs about cultural alignment in Latin American software development teams for U.S. companies.
Frequently asked questions about cultural alignment in Latin American software teams — helping U.S. tech leaders choose the right nearshore partner.

Frequently Asked Questions (FAQs)

1. Are Latin American software developers culturally aligned with U.S. teams?

Yes—more than most offshore regions. LATAM developers often share similar values around ownership, direct communication, and agile collaboration. They’re comfortable speaking up, challenging assumptions, and participating actively in retros and daily standups. This cultural proximity makes onboarding smoother and helps distributed teams move faster with less friction.

2. How do Latin American software teams compare to Eastern Europe or Asia in communication style?

While Eastern Europe tends to lean toward autonomy and Asia often defaults to hierarchical or task-based interactions, LATAM teams generally mirror U.S. communication habits. They’re more open to feedback loops, iterative planning, and async updates. This makes day-to-day collaboration easier, especially in agile environments.

3. What are the signs of good cultural alignment in a nearshore development team?

Look for signs like:
– Proactive communication
– Transparent feedback cycles
– Participation in retrospectives
– Comfort with changing priorities
– Ownership over outcomes, not just tasks
If your team feels like they “get it” without overexplaining—cultural alignment is working.

4. What timezone advantages do Latin American teams offer U.S. companies?

Most LATAM countries operate in CST or EST, overlapping 100% of the U.S. workday. This means no waiting overnight for answers, faster sprint feedback, and the ability to run live reviews or debugging sessions without scheduling headaches. Compared to offshore teams with 10–12 hour differences, LATAM allows for real-time collaboration.

5. How can cultural misalignment slow down a software project?

Poor alignment leads to misunderstanding requirements, passive communication, and missed opportunities for iteration. For example, if a developer avoids flagging a blocker or doesn’t clarify vague specs, your sprint can stall. Even with great talent, cultural disconnects increase rework and reduce delivery velocity.

6. How do I evaluate cultural readiness when choosing a nearshore software partner?

Beyond reviewing technical skills, ask:
– Do they discuss ceremonies like retros, demos, and pair programming?
– Can they describe how they handle ambiguity or shifting priorities?
– Do they show curiosity about your business context—not just your codebase?
These questions help reveal whether the team is just coding—or truly collaborating.

Bonus Table: U.S. vs. LATAM vs. Other Regions (Cultural Fit Overview)

Bonus Table: U.S. vs. LATAM vs. Other Regions (Cultural Fit Overview)
Criteria
U.S. In-House
LATAM (Nearshore)
Eastern Europe
Asia (Offshore)
Timezone Overlap Full Full / Partial Limited Minimal
Direct Communication Style High High Medium Low
Agile Fluency (Scrum, CI/CD, etc.) High Medium–High Medium–High Medium
Ownership Mentality Strong Strong Varies Varies
Feedback & Retros Participation Always Common Less frequent Rare
Cultural Compatibility (U.S.-style) Native High Moderate Low

“They have programmers in Mexico?”: The story of remote work at Scio with CEO and Founder Luis Aburto (Part 1)

“They have programmers in Mexico?”: The story of remote work at Scio with CEO and Founder Luis Aburto (Part 1)

Interculturality, Latin America Nearshoring, Nearshore Software Development, Outsourced Engineering Team, Scio, Software Development, Strategic Digital Nearshoring, Success Stories

By Scio Team 
Luis Aburto, CEO and Founder of Scio, a nearshore software development company in Mexico, specializing in remote teams for U.S. tech companies.
When it comes to working remotely and managing a hybrid working model, nothing is better than hearing it from someone doing it since 2003. So we sat down with Luis Aburto, CEO and Founder of Scio to find out what worked, what didn’t, what is Nearshore development, and the long road from emails to agile methodologies. Enjoy!
As a potential client, if I wanted to work with Nearshore developers, I would like to know how they can maintain cohesion in the team. Anyone can say “I’ll find you a developer” and then open LinkedIn, but that doesn’t make you a recruiter.

It’s not about just finding resources, it’s about building high-performing teams of people who integrate well, and I’d like to see how they achieve that and motivate their collaborators to strive for a well-done job. That’s what I would look for in a Nearshore company.

Scio started all the way back in 2003, and in the years since, it refined a unique perspective on software development, remote hybrid work, and what’s next for a programmer interested in joining an industry at the forefront of innovation and adaptability. But how did it all begin?

Luis Aburto, CEO and Founder of Scio, a nearshore software development company in Mexico, specializing in remote teams for U.S. tech companies.
Luis Aburto, CEO & Founder of Scio, on building nearshore software teams for U.S. companies—especially in Texas.

Nearshore: A new way to develop software

Well, at the end of the 90s, very few organizations in the US realized that software development could be done in Mexico. Clients had the idea that “IT outsourcing” was something you did in India, and nowhere else you could get these kinds of services.

One of the first companies to talk about “Nearshore development” was Softtek, which started to promote this model around 1998 or so. At the time, the attitude was something like “Seriously? They have programmers in Mexico?”, and certain friction existed towards the idea of outsourcing development here.

Now, since Scio began, our focus has been working with North American clients so, by definition, we have been doing remote work since day one. Sure, we occasionally visited clients to discuss the stages of a project, collect requirements, and present advances, but collaboration has mainly been remote, through conference calls and the like.

Technology wasn’t what it is now. Skype was the most advanced thing then, but Internet speeds gave us barely enough quality to do videoconferences, so we used phone landlines and conference speakers to make calls. It sounds quaint nowadays, I think, but it helped us start developing efficient ways to collaborate remotely.

It all happened exclusively at the office, too. Today it is very common to have a good broadband connection with optical fiber at home, but in ’03, dedicated Internet connections for businesses were barely enough, so if you worked from home, sending your code to a remote server somewhere and trying to integrate it with the code written by the office team was a very slow process, and not efficient at all.

Vintage office desk with a typewriter, invoices, and coins—illustrating the pre-Cloud era of software development and Scio’s early remote-work context serving U.S. clients from Mexico.
Early nearshore realities: collaborating with U.S. clients from Mexico before Cloud DevOps—foundations that shaped Scio’s modern remote delivery.
Also, we didn’t have stuff like GitHub or Azure DevOps, where everybody can send their code to the Cloud and run tests from there, so even if your clients were remote, you needed to be at the office to access your Source Code Repository with reasonable speed.

Internet speeds eventually started to get better and the possibility of working from home became more feasible. Around 2012 we started by implementing a policy where you could choose one day to work remotely per week, so by the time this pandemic got here, everyone already had a computer and good Internet plans, so it wasn’t a very radical change for us. We just leaped from doing it a single day of the week to doing it daily.

And yes, I do mean “this” pandemic because it isn’t the first one Scio has gone through. Back in 2009, we had the Swine Flu (AH1N1) in Mexico, and we had to completely shut down because going home and working from there couldn’t be done by everyone. The infrastructure necessary wasn’t there yet, so you couldn’t ask the team to work remotely overnight, even for a short while.

Other things changed once we could implement this “Home Office Day” policy, mainly realizing this was not a “lost” day of work. The response to it was great, as you could keep in contact with the team without getting lost in a “black hole” of not knowing what was going on, and do other stuff if your tasks allowed it.

Eventually, we had a couple of team members that, for personal reasons, left the office to work remotely full-time. The spouse of one of them got a job in Guadalajara and he didn’t want to leave us, so asked if we would be okay with this arrangement. After some time seeing how well this worked out, we fully opened to the idea of hiring more people remotely, to the point we had four full-time collaborators in Guadalajara on a co-working space we rented so they wouldn’t feel alone.

Computer screens with programming code reflected on eyeglasses, symbolizing Scio’s transition from email-based workflows to agile methodologies for U.S. clients.
Scio’s shift from email-heavy workflows to agile practices transformed collaboration with U.S. tech companies.

A technology leap

For our clients, things worked a little differently too. Back in the early 2000’s, collaboration happened a lot through email, where you had these long chains of messages that contained whole project proposals and development plans.

You can still do that of course, but it’s more common nowadays to just say “hey, let’s have a quick call, I’ll explain this and you can give me your feedback” to arrive at a decision, than having to compose an email, read it, discuss it with every relevant person, take note of all the stuff that wasn’t clear, and respond back and forth during the whole dev cycle.

This was our very early collaboration flow until agile methodologies became the norm. Soon our teams had daily scrum meetings with clients, with the key difference that, instead of a call of 10 or 15 participants joining from home, you had a meeting between two boardrooms: on one side of the call was the team at Scio, and on the other, our counterparts at the client’s office.

Everyone gave their status and comments, and once we finished, further exchanges were done by email or phone calls. We canceled several phone lines last year, by the way, when we realized they hadn’t been used in years. In the beginning, we needed lots of lines for every team to keep in touch with their respective clients, but now Zoom, Hangouts, Microsoft Teams, and Slack offer plenty of more convenient options to do so. Shortly before the COVID-19 pandemic, this was still our collaboration dynamic, with two meeting rooms giving their respective status, and anyone working from home for the day joining the call.

Developer working remotely on a laptop during a video call, showing Scio’s bilingual nearshore collaboration with U.S. tech teams.
Scio’s remote-ready developers in Mexico work seamlessly with U.S. teams thanks to strong English skills and cultural alignment.
But now that everyone is working remotely, barriers have started to diminish, both in culture and in attitude. In the US you are probably already working with people in California, Texas, or New York, so working with someone in Mexico doesn’t feel different, as long as the language skills of the person are good.

The newer generations of developers and engineers have a better level of English now than just a few years ago. Maybe because there are more opportunities to get acquainted with the language; earlier you had to go to very specific stores to get books and other materials in English, which wasn’t cheap, and without stuff like YouTube and Netflix, the type of content you could get to practice was very limited.

This evolution of the software developers, when you are not limited to local options as long as you have the necessary skills to collaborate with a remote team, is very notable. The people we used to hire outside of Morelia were the ones willing to move here, and the process of seeking out people to explicitly be remote collaborators was gradual until we developed a whole process to assess which ones fit Scio’s culture the best.

Team meeting in a bright office, illustrating the importance of soft skills in Scio’s nearshore software development teams for U.S. companies.
At Scio, strong communication and collaboration skills are as valuable as technical expertise when working with U.S. clients.

Soft skills: The key to a good team

In that sense, I think soft skills will have more weight in the long run than purely technical skills. Someone with an average technical level, but who is proactive, knows how to communicate, and can identify priorities is someone who brings more value to a team than a technology wizard that doesn’t play along and keeps themself isolated, or assumes stuff instead of validating it.

You would think social skills are irrelevant for someone working remotely when they are actually critical to collaborate effectively. Some people prefer to not interact with others and would rather just get instructions on what to do, but this only works for well-defined tasks in which it is very clear what you are trying to accomplish.

I know this is the optimal way to collaborate for those developers who are less interested in social aspects, but it doesn’t work for projects that require innovation, creativity, and problem solving, with complex workflows involving tons of people whose input is important at every step.

This is why, I think the “introvert programmer” stereotype is something of a myth, at least nowadays. This profession is moving towards a place where the most valuable persons are the ones with a well-rounded profile, capable of communicating with the business sponsors, his or her coworkers, and final users, and not only those who are super-gifted in their programming skills.

People in software, as a whole, are becoming more versatile, and the ones capable of connecting are going to be more visible and be considered more valuable, getting more opportunities in their careers. This is what I can say about the path that the people at Scio have followed so far. From now on, collaboration is a priority because remote work makes it more important than ever, and motivating and stimulating this collaboration, indeed this cohesion, is what will differentiate good Nearshore companies from the best ones.

Building a Strong Start: Why a Thoughtful Onboarding Strategy for Nearshore Teams Matters 

Building a Strong Start: Why a Thoughtful Onboarding Strategy for Nearshore Teams Matters 

High-Performance Collaboration, Interculturality, Remote Work

By Isleen Hernández, Human Capital Administrator at Scio
Professional onboarding session between a woman and a new team member, symbolizing nearshore team integration.
As a Human Capital Administrator working at Scio for more than 8 years, I’ve had the privilege of welcoming dozens of talented professionals into our nearshore teams. Over time, I’ve learned that the first few weeks of a new hire’s journey can shape their entire experience with the company. That’s why developing a successful onboarding strategy isn’t just a task on my checklist; it’s a commitment I take personally.

Why Onboarding Nearshore Teams Requires Special Attention

Nearshore teams bring incredible value to organizations: they offer cultural alignment, time zone compatibility, and access to skilled talent. However, they also face unique challenges, including distance, communication gaps, and the risk of feeling disconnected from the core team.

A well-designed onboarding strategy helps bridge that gap. It ensures that every new team member, regardless of location, feels seen, supported, and set up for success from day one.

Person selecting onboarding icons on a digital screen, representing HR strategy and new hire integration.
A visual representation of onboarding strategy as a critical step for nearshore team success.

What Makes a Great Onboarding Strategy?

Here are a few principles I always keep in mind when designing onboarding experiences for our nearshore colleagues:

1. Start Before Day One

Pre-boarding is just as important as onboarding. I make sure new hires receive a welcome package, access to essential tools, and a clear agenda for their first week. This helps reduce anxiety and builds excitement.

2. Create a Human Connection

We assign a dedicated onboarding buddy, someone who has been in their shoes and can answer questions, offer guidance, or simply be a friendly face. This small gesture goes a long way in making people feel part of the team.

3. Make Culture Tangible

Company culture can be hard to grasp from a distance. That’s why we include interactive sessions with leadership, virtual team-building activities, and storytelling moments that reflect our values in action.

 4. Set Clear Expectations

We walk through role responsibilities, performance metrics, and communication norms early on. Clarity helps people feel confident and aligned with their team’s goals.

5. Gather Feedback and Iterate

Every onboarding experience is a chance to learn. I always schedule check-ins at the 30-, 60-, and 90-day marks to gather feedback and make improvements.

Smiling employee enjoying remote onboarding session at a coffee shop.
A positive onboarding experience sets the tone for long-term engagement in nearshore teams.

The Ripple Effect: Experience, Loyalty, and Retention

When onboarding is done right, the results speak for themselves. New hires feel welcomed, valued, and empowered. They’re more likely to engage deeply with their work, build strong relationships, and stay with the company longer.

In fact, I’ve seen firsthand how a thoughtful onboarding process can reduce turnover rates significantly. People don’t just stay because of the job, they stay because they feel connected to a purpose, a team, and a company that invests in their success.

Final Thoughts

Onboarding isn’t a one-size-fits-all process, especially when working with nearshore teams. It requires empathy, structure, and a genuine desire to create meaningful experiences. For me, it’s one of the most rewarding parts of my role, because when we get it right, everyone wins.

Isleen Hernández

Isleen Hernández

Human Capital Administrator

Mexico vs. India vs. Eastern Europe: Nearshore Pros & Cons in 2025 

Mexico vs. India vs. Eastern Europe: Nearshore Pros & Cons in 2025 

Interculturality, Nearshore

Written by: Monserrat Raya 

Digital world map with network connections across continents, representing global software outsourcing regions: Mexico, India, and Eastern Europe.

Choosing where to outsource software development in 2025 is no longer just about finding the lowest hourly rate. For U.S. tech leaders, the real challenge is identifying a region that offers the right mix of cost-efficiency, collaboration, legal protection, and product velocity.

As noted in the Accelerance 2025 Global Software Outsourcing Guide, the most successful companies now evaluate outsourcing partners not just on cost, but on strategic alignment, delivery maturity, and legal safeguards.

With Mexico rising as a nearshore favorite, and India and Eastern Europe remaining dominant offshore hubs, this guide compares the pros and cons of each region across eight strategic dimensions—from Agile alignment to IP risk. Whether you’re a CTO, engineering leader, or procurement executive, this analysis will help you choose the best-fit outsourcing region for your goals in 2025 and beyond.

Why Choosing the Right Outsourcing Region Matters in 2025

Strategic Value vs. Just Cost Savings

While cost savings have traditionally driven outsourcing decisions, companies now prioritize strategic value—including time-to-market, product quality, and cultural alignment. According to Harvard Business Review, focusing solely on cost can undermine innovation and increase hidden risks in software delivery. Nearshore outsourcing offers real-time collaboration and easier integration with U.S. teams, enhancing both velocity and innovation.

Risk Tolerance in a Geopolitical World

Geopolitical stability is no longer optional. As global supply chains become more volatile, regions with favorable trade agreements and stable political environments help reduce risks around compliance, data security, and business continuity. For example, Mexico’s participation in the USMCA provides clear legal protections and dispute resolution mechanisms that benefit U.S. organizations outsourcing development to the region.

Quick Overview: Nearshore vs. Offshore in 2025

Definitions and Key Differences

  • Nearshore: Outsourcing to nearby or neighboring countries (e.g., Mexico), offering time zone compatibility and cultural proximity.
  • Offshore: Outsourcing to distant locations (e.g., India), often involving communication delays and higher coordination overhead.

Trends Driving Demand for Nearshoring

According to the 2025 Guide to Nearshore vs Offshore, companies are shifting to nearshoring for:

  • Better alignment with Agile methodologies
  • Legal and data protection within U.S. trade frameworks
  • Cost efficiency with fewer hidden communication or rework costs

Region Comparison Table: Mexico vs. India vs. Eastern Europe

Criteria 🇲🇽 Mexico 🇮🇳 India 🇪🇺 Eastern Europe
Cost $25–$50/hour $20–$40/hour $30–$60/hour
Talent Availability Growing, modern tech hubs Massive, established Deep expertise in AI, DevOps
English Proficiency High in tech roles Very high in IT Varies by country
Cultural Fit Strong U.S. alignment Moderate Moderate to strong
Time Zone U.S. overlap 9–12 hours ahead 6–9 hours ahead
Retention High, regional stability Mixed (some attrition) High in Tier-2 cities
Legal/IP Risk Low (USMCA protections) Moderate Moderate (EU-aligned)
Ease of Travel Short, direct flights Long-haul flights Moderate (visa dependent)
Person interacting with virtual search interface comparing regions, symbolizing decision-making in software outsourcing between Mexico, India, and Eastern Europe.

Extended Comparison by Key Criteria

Cost Efficiency vs. Total Engagement

India remains highly cost-effective on paper, with rates starting around $20/hour. However, the total cost of engagement often tells a different story. Factors such as project rework, asynchronous communication, time zone lags, and increased project management overhead can drive the true cost significantly higher. According to Deloitte’s Global Outsourcing Survey, companies increasingly evaluate outsourcing by value delivered per sprint, not just hourly savings.

By contrast, Mexico and Eastern Europe offer higher hourly rates ($30–$60/hour), but deliver faster alignment, fewer blockers, and reduced total lifecycle cost through real-time collaboration, lower attrition, and higher developer accountability—especially when working with experienced partners like Scio’s nearshore software teams in Mexico.

Developer Retention and Engagement

Talent continuity is one of the most overlooked yet mission-critical outsourcing factors. High turnover leads to knowledge loss, re-training costs, and team morale issues. Mexico stands out with lower attrition rates compared to India’s Tier-1 cities, where developers often switch roles every 12–18 months due to aggressive recruitment.

Scio’s model emphasizes full-time, career-path-driven engagements, promoting long-term retention, product familiarity, and ownership—factors that contribute directly to sprint velocity and product consistency.

Pro tip: Long-term developer engagement is now a key metric in Agile delivery success, especially for startups and product-led growth (PLG) companies.

English Proficiency & Communication

While technical English is high across India and parts of Eastern Europe, Mexico shines in cross-functional and client-facing communication, especially in bilingual environments. This clarity becomes essential in Agile contexts, where daily standups, retrospectives, and backlog grooming require more than code fluency—they demand shared understanding.

According to the EF English Proficiency Index, Mexico ranks “high proficiency” in business and tech hubs like Morelia, Guadalajara and Monterrey, making it a strong nearshore alternative for teams that value fluid, low-friction collaboration.

Agile Maturity & Project Management

Agile methodologies require more than just sprints and standups—they depend on cultural alignment, time zone overlap, and product ownership mindset. Mexico’s proximity and shared business norms support genuine Agile execution, not just ceremony-based workflows.

In contrast, India often blends Agile with legacy Waterfall practices, especially in larger firms, unless frameworks are strictly enforced. Eastern Europe varies, with countries like Poland and Romania embracing Agile more fully than others.

Legal Frameworks and Data Compliance

For U.S. companies dealing with sensitive data—HIPAA, PCI-DSS, GDPR, or CCPA—compliance frameworks and legal enforceability are non-negotiable.

  • Mexico, through the USMCA , offers IP and data protection standards that are directly aligned with U.S. law. This reduces jurisdictional friction in the event of contract disputes or IP theft.
  • India, while improving with new data protection regulations, still has uneven contract enforcement and remains a gray area for U.S. companies concerned with cross-border intellectual property.
  • Eastern Europe, particularly EU members, adheres to GDPR, offering robust data controls, but may still present friction when U.S. law conflicts with EU legal standards.

Deep Dive: Mexico for Nearshore Software Development

Key Advantages

  • Real-time collaboration across U.S. time zones — ideal for Agile standups and sprint cycles.
  • Legal alignment under USMCA, offering enforceable contracts and strong IP/data protection.
  • Cultural compatibility and bilingual communication, reducing miscommunication.
  • Proximity and fast travel from U.S. cities (2–4 hours, visa-free).
  • Thriving tech hubs in Morelia, Guadalajara and Monterrey, specializing in SaaS, fintech, and cloud native.
  • High retention through full-time models like Scio’s nearshore teams.

Challenges

  • High demand for top-tier talent — experienced partners are key.
  • Infrastructure in rural areas still maturing.
  • Scaling very large teams (>50 devs) may require staggered onboarding.

Best Use Cases

  • Agile software development with daily collaboration.
  • MVP/startup launches with tight feedback loops.
  • UX/UI-driven platforms requiring rapid iteration.
  • Compliance-sensitive apps (HIPAA, PCI, CCPA).
  • Long-term maintenance and feature expansion.

Deep Dive: Eastern Europe as a Tech Hub

Strengths

  • Strong academic pipelines in AI, ML, and DevOps.
  • High-quality engineering in Poland, Romania, and Ukraine.
  • GDPR compliance supports handling of sensitive user data.

Challenges

  • Legal jurisdictions differ — U.S. firms need detailed contracts.
  • Political and economic uncertainty in some countries.
  • Partial time zone overlap may hinder Agile processes.

Best Fit Scenarios

  • High-specialization projects (e.g., blockchain, cybersecurity).
  • U.S./EU firms with EU presence for easier legal alignment.
  • Distributed teams familiar with asynchronous workflows.

Decision Matrix: What to Prioritize

Your Priority Best Region Why
Agile collaboration & fast iteration 🇲🇽 Mexico Time zone alignment, cultural fit, high retention
Lowest hourly cost 🇮🇳 India Competitive pricing, vast workforce
Deep tech specialization 🇪🇺 Eastern Europe Strong in AI, ML, cybersecurity
IP protection & legal compliance 🇲🇽 Mexico / 🇪🇺 EU USMCA in Mexico; GDPR in Europe
Onsite access & travel ease 🇲🇽 Mexico Short flights, no visa required for U.S. teams
Business hands playing Jenga on a wooden table, representing the balance of risks and strategy in choosing a nearshore or offshore software partner.

Final Thoughts: Go Beyond the Spreadsheet

Choosing a dev partner in 2025 means balancing more than just budget. You need speed, security, and seamless collaboration.

Scio’s nearshore model is designed to support product-driven companies that prioritize quality, not just cost. With Mexican-based teams embedded in your time zone and process, we deliver:

  • Full-time engineers with long-term commitment
  • U.S.-style delivery + Agile coaching
  • Contracts enforceable under US/Mexico law
  • Real-time collaboration every sprint

Let’s talk about how to scale your dev team the smart way this year.

FAQs: Nearshore vs Offshore Software Development in 2025

What are the biggest challenges of outsourcing to India in 2025?

While India remains a top global outsourcing destination, U.S. tech leaders face several ongoing challenges in 2025:

  • Time zone misalignment: With a 10–12 hour difference, real-time Agile ceremonies like daily standups, sprint planning, and backlog grooming become difficult to coordinate.
  • High developer attrition: Rapid turnover in cities like Bangalore and Hyderabad impacts team continuity, causing onboarding and knowledge transfer issues.
  • Weaker IP enforcement: Although India has data protection laws evolving, U.S.-based NDAs and IP agreements may be harder to enforce compared to nearshore partners operating under USMCA.

If your product roadmap depends on tight feedback loops and legal clarity, nearshore options like Mexico may be a better strategic fit.

Is Eastern Europe better than Mexico for software outsourcing?

It depends on your project scope, goals, and timeline. Here’s how they compare:

  • Eastern Europe (e.g., Poland, Romania, Ukraine) is strong in cybersecurity, enterprise software, and AI/ML, making it a top choice for specialized or R&D-intensive applications.
  • However, it also brings legal complexity for U.S. firms unfamiliar with EU compliance, and time zone overlap is only partial.
  • Mexico, by contrast, offers:
    • Full U.S. business hour alignment
    • Lower attrition and stronger cultural compatibility
    • Contractual protections under the USMCA

    For Agile product development, real-time collaboration, and legal simplicity, Mexico typically provides better nearshore value in 2025.

Final Thoughts: Go Beyond the Spreadsheet

Choosing a dev partner in 2025 means balancing more than just budget. You need speed, security, and seamless collaboration.

Scio’s nearshore model is designed to support product-driven companies that prioritize quality, not just cost. With Mexican-based teams embedded in your time zone and process, we deliver:

  • Full-time engineers with long-term commitment
  • U.S.-style delivery + Agile coaching
  • Contracts enforceable under US/Mexico law
  • Real-time collaboration every sprint

Let’s talk about how to scale your dev team the smart way this year.

FAQs: Nearshore vs Offshore Software Development in 2025

What are the biggest challenges of outsourcing to India in 2025?

While India remains a top global outsourcing destination, U.S. tech leaders face several ongoing challenges in 2025:

  • Time zone misalignment: With a 10–12 hour difference, real-time Agile ceremonies like daily standups, sprint planning, and backlog grooming become difficult to coordinate.
  • High developer attrition: Rapid turnover in cities like Bangalore and Hyderabad impacts team continuity, causing onboarding and knowledge transfer issues.
  • Weaker IP enforcement: Although India has data protection laws evolving, U.S.-based NDAs and IP agreements may be harder to enforce compared to nearshore partners operating under USMCA.

If your product roadmap depends on tight feedback loops and legal clarity, nearshore options like Mexico may be a better strategic fit.

Is Eastern Europe better than Mexico for software outsourcing?

It depends on your project scope, goals, and timeline. Here’s how they compare:

  • Eastern Europe (e.g., Poland, Romania, Ukraine) is strong in cybersecurity, enterprise software, and AI/ML, making it a top choice for specialized or R&D-intensive applications.
  • However, it also brings legal complexity for U.S. firms unfamiliar with EU compliance, and time zone overlap is only partial.
  • Mexico, by contrast, offers:
      • Full U.S. business hour alignment
      • Lower attrition and stronger cultural compatibility
      • Contractual protections under the USMCA

For Agile product development, real-time collaboration, and legal simplicity, Mexico typically provides better nearshore value in 2025.

Why is nearshoring to Mexico trending among U.S. tech companies in 2025?

Nearshore outsourcing to Mexico has surged due to the growing demand for proximity, legal certainty, and development agility. Companies no longer base decisions solely on hourly rates. Key drivers include:

  • Time zone alignment with U.S. for real-time standups and reviews
  • Cultural and language compatibility, especially with bilingual engineers
  • IP protection and legal enforceability under the USMCA trade agreement
  • High developer retention, ensuring long-term continuity
  • Lower travel friction, with 2–4 hour flights and no visa restrictions

Learn more in our nearshoring guide for 2025.

What are the top advantages of nearshore software development in Mexico?

Mexico combines the best of both worlds for U.S. tech companies:

  • Real-time collaboration: Same business hours enable Agile success.
  • Legal & IP protection: Contracts are fully enforceable under North American frameworks.
  • Cultural alignment: Shared work styles, holidays, and communication norms make team integration seamless.
  • Proven tech ecosystems: Cities like Guadalajara and Monterrey specialize in SaaS, fintech, and cloud-native solutions.
  • Full-time, long-term team engagement: Models like Scio’s strategic nearshoring reduce attrition and boost ownership.

Business professional pointing to a digital interface representing cloud computing, collaboration, and software integration—symbolizing nearshore development in Mexico.

How does nearshore outsourcing compare to offshore in terms of scalability and quality?

  • Scalability: India can scale large teams quickly due to volume, but Mexico offers sustainable growth with less turnover and better continuity.
  • Quality: Eastern Europe excels in niche tech quality (AI, DevOps), while Mexico offers well-rounded Agile execution, faster iteration, and smoother stakeholder communication.
  • Risk mitigation: Nearshore models reduce geopolitical, legal, and delivery risk.

If you’re scaling a product-centric, Agile team — nearshore development in Mexico provides a stronger foundation for both quality and velocity.

Ready to Choose the Right Region for Your Development Team?

Whether you’re launching a new product, scaling an Agile team, or seeking better alignment with U.S. business hours and compliance standards, Scio can help you build a tailored outsourcing strategy that aligns with your goals for 2025 and beyond.

Contact us today to explore how our nearshore software development teams in Mexico can give your project the collaboration, quality, and speed it deserves.

Adapting to the Future: Flexibility in Tech Isn’t Optional Anymore 

Adapting to the Future: Flexibility in Tech Isn’t Optional Anymore 

High-Performance Collaboration, Interculturality, Remote Work

By Helena Matamoros, Human Capital Manager at Scio
Top view of a person holding a black clock next to a blank notebook and laptop—symbolizing hybrid work, time autonomy, and modern work flexibility.
As someone who’s spent the last few years helping tech teams thrive at Scio, I’ve witnessed a dramatic shift in how we define “work.” Today, flexibility is no longer a perk; it’s a strategic foundation, especially for companies building nearshore teams or expanding globally.

Hybrid Work Is the New Normal

At Scio, we embraced the hybrid work model early not as a temporary fix, but as a long-term evolution. By allowing team members to choose the environment where they perform best, we’ve not only improved work-life balance but also unlocked new levels of performance and creativity.

For tech companies anywhere in the U.S. looking to build high-performing teams in Latin America, flexibility is key to attracting and retaining top talent.
A man participating in a video call with a distributed remote team—symbolizing trust, autonomy, and communication in hybrid work.

Beyond Remote: Flexibility Means Trust

It’s not just about location. True flexibility is built on trust, autonomy, and outcome-based leadership. We’ve invested in tools for asynchronous collaboration and immersive communication to support a distributed workforce across LATAM.

The result? Teams that feel connected, regardless of time zone. People who are empowered, engaged, and motivated to do their best work.

A More Inclusive Way to Lead

Shifting to flexible work requires a new mindset. One that prioritizes inclusion, psychological safety, and leadership that listens. For us at Scio, that’s meant helping our clients build teams, not just fill roles.

Because when every voice is heard, whether from Monterrey, Mexico City, or right here in Texas, innovation accelerates.

Why It Matters for Nearshore Growth

For U.S. companies looking to scale through nearshoring, flexibility isn’t optional, it’s your competitive edge. Hiring beyond borders means designing workplaces that work across cultures and contexts.

And that’s what we do at Scio:
We help companies build strategic nearshore software teams that are trusted, bilingual, aligned, and easy to work with.
A diverse group of hands connecting colorful gears—symbolizing collaboration, unity, and the collective future of hybrid work.

Let’s Keep the Conversation Going

If you’re navigating this shift in your own organization, whether you’re in HR or leading tech teams; I’d love to hear from you. What has flexibility looked like for your company? What challenges have you faced?

Let’s connect and shape the future of work together.

Suggested Reading

Helena Matamoros

Helena Matamoros

Human Capital Manager