Build High-Performing TeamsAcross Time Zones
The best talent isn't always in your city. We help Series A and B startups hire async-first engineers, product managers, and GTM talent from the US, LATAM, and beyond — without sacrificing quality, speed, or culture fit.
3–5 weeks
Avg. time-to-hire
US + LATAM
Primary talent markets
100%
Remote-ready candidates
90-day
Placement guarantee
Roles We Place in Remote & Distributed Teams
From individual contributors to team leads — across engineering, product, and go-to-market functions
Senior Software Engineer
Full-stack, backend, and frontend engineers with proven async communication skills and a track record of delivering in distributed environments.
Key Skills:
React, Node.js, Python, Go, TypeScript
DevOps / Platform Engineer
Infrastructure engineers who thrive in remote-first setups, managing cloud systems, CI/CD pipelines, and on-call rotations across time zones.
Key Skills:
AWS, GCP, Kubernetes, Terraform, CI/CD
Product Manager
PMs experienced in leading distributed product teams — skilled at async documentation, cross-timezone stakeholder alignment, and remote sprint execution.
Key Skills:
Roadmapping, Async-first, Stakeholder Mgmt
Engineering Manager
Engineering leaders who know how to build trust, maintain team cohesion, and drive delivery without the benefit of in-person proximity.
Key Skills:
Remote Team Leadership, Agile, 1:1s
Sales & Customer Success
GTM talent who close deals and retain customers entirely through digital channels — experienced with async CRM workflows and remote-first sales motions.
Key Skills:
Outbound, Salesforce, Async Selling
Machine Learning Engineer
ML engineers who contribute to model development, evaluation pipelines, and production systems from anywhere in the world.
Key Skills:
PyTorch, LLMs, MLOps, RLHF
How We Screen for Remote Readiness
Not every strong candidate thrives in a distributed environment. We assess for the specific traits that predict remote success.
Async Communication Assessment
We evaluate how candidates communicate when there's no one to tap on the shoulder. Strong remote performers write clearly, document proactively, and don't block on synchronous answers.
- •Written communication exercise during screening
- •Review of past documentation, PRDs, or RFCs
- •Scenarios on handling ambiguity without real-time input
Self-Direction & Ownership
Remote work rewards autonomy. We look for candidates who set their own priorities, surface blockers early, and deliver without constant oversight.
- •Behavioral interviews on independent project delivery
- •Evidence of proactive problem-solving without prompting
- •Reference checks specifically on remote performance
Time Zone & Overlap Fit
We map each candidate's working hours against your team's core overlap windows. We never place someone whose schedule creates a collaboration bottleneck.
- •Explicit overlap requirements defined upfront
- •Candidate flexibility and schedule confirmed in screening
- •US, LATAM, and European time zone coverage available
Remote Work Track Record
Past behavior is the best predictor of future performance. We prioritize candidates with verifiable remote experience — not just a claim that they "prefer remote."
- •Verified history of remote roles (1+ years preferred)
- •References from remote managers and teammates
- •Home office setup and tooling assessment
Why Remote Hiring Requires a Different Approach
Your Talent Pool Is Global — Your Process Should Be Too
Limiting hiring to a single metro area means competing for the same 500 candidates as every other funded startup. Opening to remote expands your addressable talent pool by 10x — but only if your sourcing, screening, and onboarding processes are built for it. We've done this for dozens of startups.
LATAM Talent Is Underutilized and Exceptional
Latin America has a deep bench of senior engineers, PMs, and designers who are US-timezone-compatible, English-proficient, and significantly more cost-competitive than their US counterparts — without sacrificing quality. Rheaction has an established LATAM network built over years of placements.
Remote Mis-hires Are Expensive and Hard to Detect
A bad remote hire doesn't just underperform — they go undetected longer, create invisible blockers, and damage team morale in ways that are harder to course-correct than in an office. Our remote-specific screening process is designed to surface these risks before an offer is made.
We Help You Build the Infrastructure, Not Just Fill the Role
Beyond sourcing, we advise on remote onboarding checklists, async communication norms, and distributed team rituals. If you're building your first remote team, we'll help you avoid the structural mistakes that cause remote hires to fail — regardless of how talented they are.
World-Class Talent. US-Compatible Hours.
Latin America is one of the most underutilized talent markets for US startups. Senior engineers, PMs, and designers with US startup experience — at 30–50% below SF/NYC rates, with 4–8 hours of daily overlap.
Argentina
Time Zone
EST −1 / PST −4
US Overlap
6–8 hrs with EST
Top Roles
Backend, ML/AI, Fintech
Deep engineering talent pool, strong CS university ecosystem
Brazil
Time Zone
EST −1 to −3
US Overlap
5–7 hrs with EST
Top Roles
Full-stack, Mobile, Design
Largest tech talent market in LATAM, world-class product designers
Colombia
Time Zone
EST −0 (no DST)
US Overlap
8–9 hrs with EST
Top Roles
Engineering, DevOps, QA
Same time zone as EST year-round — zero scheduling friction
Mexico
Time Zone
CST / EST −1
US Overlap
7–8 hrs with EST
Top Roles
Full-stack, Sales, GTM
Strong bilingual talent, US-adjacent culture, fast onboarding
Chile
Time Zone
EST −1 / PST −4
US Overlap
6–8 hrs with EST
Top Roles
Backend, Cloud, Data Eng.
Highly educated workforce, strong startup ecosystem in Santiago, stable economy
Uruguay
Time Zone
EST −1 (no DST)
US Overlap
7–9 hrs with EST
Top Roles
Full-stack, Security, QA
Top-ranked tech infrastructure in LATAM, strong English proficiency, boutique talent pool
Salary Benchmarks: US vs. LATAM
| Role | SF / NYC | Denver / Austin | LATAM | Savings vs. SF |
|---|---|---|---|---|
| Senior Software Engineer | $180–220k | $150–180k | $80–110k | 40–55% |
| Staff Engineer | $220–280k | $180–220k | $110–140k | 45–55% |
| Engineering Manager | $230–290k | $190–230k | $120–160k | 40–50% |
| VP of Engineering | $320–400k | $260–320k | $160–220k | 40–50% |
| Product Manager | $170–210k | $140–170k | $70–100k | 45–55% |
| UX / Product Designer | $150–190k | $120–150k | $60–90k | 45–60% |
Figures represent total annual compensation (base + bonus) in USD. LATAM rates vary by country, seniority, and company stage. Data based on Rheaction placements and market benchmarks as of 2025.
Ready to Hire Beyond Your Zip Code?
Whether you're building your first remote team or scaling a distributed org, we'll help you find the right people — wherever they are. Book a call and we'll share our LATAM talent benchmarks and a remote hiring timeline.
Typical time-to-hire: 3–5 weeks | Async-first screening included | 90-day guarantee
We work on both contingency (pay on placement) and retained (exclusive focus for senior and leadership roles) engagements. We'll recommend the right model on our first call.