Silver.dev vs BairesDev
If you’re hiring engineers in LatAm, the vendor you pick changes the incentives. Here’s a clear breakdown of how we approach quality — and how large, high-volume vendors often operate.
Companies hiring engineers with Silver.dev
A compact comparison
| Category | Silver.dev | BairesDev |
|---|---|---|
| Positioning | Boutique, quality-first | High-volume delivery |
| Pricing mechanics | Market + ~20–30% | Higher markup (often 40–60%+) |
| Incentives | Pay talent well → retention & performance | Markup pressure can reduce talent pay |
| Screening depth | Coding + system design + AI interviews | More automation, faster throughput |
| Transparency | ||
| Portfolio signal | Name-brand startups | Mixed / broad client base |
Notes: the BairesDev column reflects common patterns of large staffing vendors (high volume + markup-driven economics). If you have a specific proposal, the best comparison is bill rate vs talent pay, replacement policy, and buy-out terms.
Quality over Quantity: 50%+ global pass-rate
We do coding, system design and AI fluency interviews to assess talent. 64% of our candidates pass our client technical interviews globally.
Our model: market rates + clear markup
We charge market rates plus a clearmarkup. The point is to keep incentives clean: pay the talent what it takes to retain them, and keep our economics transparent.
If you want to sanity-check portfolio quality, browse placements and open roles.
Screening: why we do real interviews
Hiring engineers is not a keyword-matching problem. We run structured interviews (coding + system design, and AI-related evaluation where relevant) so you’re not stuck in a “try & fire” loop.
The goal isn’t to slow things down — it’s to increase the probability that the first few candidates are actually strong.
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