Introduction
Leveling guides are an excellent tool for H.R. departments looking to prepare a clear roadmap when recruiting talent for their companies. The demand for developers in the market and a lack of technical knowledge can make it difficult to pinpoint the best criteria to recognize tech talent.
Our leveling guide allows H.R. professionals to narrow their search by improving how they can evaluate their requirements, write efficient job descriptions, and recognize a candidate's skill set when they find one.
LATAM is changing how U.S. companies are Building remote teams by offering a broader talent pool at better rates, ideal time zones, and contractor perks. However, being unprepared can make recognizing talent take longer than intended or, worst, hiring the wrong developer.
Awana's technical recruiters and H.R. professionals created The job leveling matrix for engineers in LATAM to help companies take their first steps toward hiring top talent from the region correctly.
“Our job leveling matrix is a free resource that allows the company to classify a role, and understand its different professional branches and hierarchies.” - Ana Camila, HR Specialist and Consultant at Awana
How Awana's leveling guide helps H.R.
Optimizing an H.R. department's recruitment and hiring processes is essential to navigating LATAM's talent hub. This leveling guide will give you a unique insight into what hard and soft skills you can expect to find in LATAM.
Developers' career paths in LATAM can vary depending on their skills, experience, and professional goals. In general, there are three main levels that developers progress through: entry-level, technical path, and managerial path.
At the entry-level, developers are responsible for fulfilling basic programming tasks. They may be considered junior developers, but they play a crucial role in building tech projects through a team-like mindset. They learn the fundamentals of coding, work under the guidance of more experienced developers, and gradually improve their skills.
As developers gain more knowledge and experience, they can progress to the technical path. This level is for developers who have acquired technical and complex coding skills. They are responsible for designing software architectures, optimizing code, and introducing new technologies to the team. They also serve as mentors for entry-level developers, sharing their expertise and guiding them in their professional growth.
The top-level roles in the developer career path are considered to be on the managerial path. Developers in managerial roles are responsible for overseeing projects' roadmaps and ensuring their successful completion. They may hold positions such as project managers, where their seniority is crucial in coordinating the efforts of the team and ensuring everything runs smoothly. In addition to technical skills, they also need strong leadership and communication abilities to effectively manage teams and stakeholders.
The seniority and role of developers entail increasing responsibilities and expectations. As they progress in their careers, developers are often expected to take on more complex projects, lead teams, and make strategic decisions. Their seniority also comes with the responsibility of ensuring the quality and efficiency of the projects they work on.
Understanding the career paths and responsibilities of developers in LATAM is essential for H.R. departments looking to hire top talent from the region. By recognizing the different levels and roles, companies can better evaluate candidates, write accurate job descriptions, and provide clear pathways for professional growth within the organization. This knowledge allows both H.R. teams and developers themselves to navigate their careers successfully and contribute to the growth and success of the company.
“It is very important that HR teams have a clear job leveling so that they can properly structure internal processes and define the functions, skills, rewards, benefits, and expected results of a specific role. And in the same way, this allows collaborators to clearly understand the pathways they can take in their own professions and inside a company."
Ana Camila Rosero
HR Specialist and Consultant at Awana
H.R. departments can improve their speed and efficiency in finding, hiring, and onboarding candidates for their teams by downloading our Job Leveling Matrix For Engineers in LATAM before they start. Other companies benefit directly from leveling guides when building their tech team, knowing which candidates have leadership duties and which work together to finish projects.