A midmarket SaaS company spent three months searching for senior backend engineers in the US. After 47 interviews and two failed offers, they turned to Latin America (LatAm) and hired three engineers in 28 days. The cost savings funded two additional hires.
Demand for LatAm software engineers surged 250% as companies discovered faster timelines and quality talent. The choice comes down to compliance infrastructure versus full talent partnership. Deel provides global EOR services across 150+ countries. Howdy delivers end-to-end recruiting, retention, and employment infrastructure focused on Latin America.
This guide compares pricing models, compliance coverage, IP protection, and onboarding speed using verified 2025-2026 platform data. The analysis targets midmarket tech companies hiring 5-50 engineers who need predictable costs and long-term retention.
Table of Contents
- Quick overview
- Comparison methodology
- Feature-by-feature analysis
- Talent sourcing and vetting quality
- Compliance and IP protection infrastructure
- Retention and employee experience infrastructure
- Onboarding speed and deployment infrastructure
- Service model and long-term partnership approach
- Pricing and total cost of ownership
- Who each platform serves best
- Frequently asked questions
- Final verdict and next steps
Quick overview
Why LatAm engineering hiring matters
US engineering searches stretch 3-6 months while LatAm roles fill in 7-28 days. Companies save 60%+ on total compensation without sacrificing time-zone alignment or technical quality.
LatAm software developers earn $53,000-$63,000 USD annually compared to $85,000-$160,000+ for equivalent US roles. Poor cultural fit and retention failures cost 2-3x annual salary when engineers churn within the first year. Legal pitfalls include worker misclassification, IP assignment gaps, and tax violations.
Choosing the wrong partner risks compliance fines and engineering team disruption.
Snapshot of Deel and Howdy
Deel operates as a global EOR platform providing payroll, compliance, and contract infrastructure across 150+ countries. The company launched in 2019 and serves 35,000+ companies needing employment infrastructure.
Howdy combines recruiting, EOR services, and retention programming specifically for LatAm engineering teams. The company operates 10 dedicated physical offices across Latin America with a 98% retention rate. Performance coaching, psychologist-led vetting, and community programming differentiate Howdy from transactional platforms.
The fundamental difference: Deel provides compliance infrastructure while Howdy delivers a complete talent partnership.
| Feature | Howdy | Deel |
| Best for | End-to-end LatAm talent partnership | Global EOR infrastructure |
| Key feature | 98% retention with physical offices | 150+ country compliance coverage |
| Pricing | $6,000-$11,000/month all-in | EOR fee vary by country plus salary |
Comparison methodology
Data sources and evaluation criteria
Platform documentation, verified pricing data, and compliance resources provide the foundation for this analysis. Howdy's brand materials, blog posts, and payroll records offer transparency into their all-in pricing model. Key criteria include pricing transparency, compliance coverage, talent quality, and retention infrastructure.
Additional factors cover onboarding speed, IP protection, geographic scope, and support models. The evaluation focuses on real-world implementation for midmarket tech companies hiring 5-50 engineers—the range where internal recruiting infrastructure exists but LatAm expertise typically doesn't.
Weighting compliance, retention, and total cost
Compliance and IP protection carry 30% weight because legal risk mitigation determines long-term viability. Retention infrastructure accounts for 25% since churn costs 2-3x annual salary in replacement expenses and productivity loss. Total cost transparency receives 20% weight as hidden fees derail budgets.
Time to productive hire takes 15% because speed impacts product roadmap delivery. Cultural fit and quality round out the final 10%. This weighting reflects midmarket priorities: predictability, quality, and sustainable team building over transactional hiring.
Feature-by-feature analysis
Talent sourcing and vetting quality
Howdy approach
Howdy interviews thousands of candidates annually to identify the top 1% of LatAm talent. Former psychologists serve as recruiters, using structured evaluation frameworks and AI-assisted tools to assess technical ability, communication, and cultural alignment. Companies receive curated shortlists within 7 days on average.
Vetting starts within 24 hours of initial contact, with full recruitment cycles completing in 4-6 weeks. The psychologist-led approach reduces cultural mismatches that create technical debt and team friction. Howdy's recruiting infrastructure handles the entire sourcing process—companies interview pre-vetted candidates rather than sifting through hundreds of applications.
Deel approach
Deel operates as a self-service platform where clients source and vet candidates independently. Once a company identifies a candidate, Deel handles contracts, onboarding, and payroll administration. No recruiting service or talent marketplace comes built into the EOR offering.
Speed depends entirely on the client's internal sourcing capabilities. Companies with established recruiting teams or existing candidate pipelines can move quickly. Organizations lacking LatAm recruiting expertise face the same sourcing challenges they would hiring directly.
| Differentiator | Howdy | Deel |
| Talent vetting | Psychologist-led, top 1% acceptance | Client sources independently |
| Time to shortlist | 7 days average | Not applicable |
| Cultural fit assessment | Structured frameworks included | Client responsibility |
| Recruiting support | Full-service included | Self-service only |
Engineering leaders consistently report that cultural misalignment costs more than technical skill gaps. One CTO noted that a technically strong hire who couldn't collaborate across time zones created more problems than leaving the role open another month.
Compliance and IP protection infrastructure
Howdy approach
Howdy's EOR infrastructure ensures compliance across 7 major LatAm cities, each with unique legal requirements. Compliance experts handle country-specific intricacies including labor law, tax withholding, and benefits administration. IP assignment flows through service agreements with NDAs between the company and individual contributors.
The all-in pricing includes legal and compliance management without separate fees. Physical office presence in 10 cities adds accountability layers that remote-only models cannot match. Companies avoid building internal expertise in Argentine labor law or Mexican tax codes.
Deel approach
Deel provides global EOR coverage across 150+ countries with localized compliance templates. Contracts, payroll, and tax withholding automate per jurisdiction through the platform. IP assignment provisions appear in standard EOR contracts.
The self-service dashboard gives HR teams access to legal documentation and compliance updates. Deel manages regulatory changes across all supported countries, updating contracts and processes as laws evolve. Companies preferring automated compliance infrastructure over hands-on support find Deel's model efficient.
| Differentiator | Howdy | Deel |
| Geographic coverage | 10 LatAm cities with physical presence | 150+ countries globally |
| Compliance model | White-glove with local experts | Automated platform with global templates |
| IP assignment | Service agreement + NDAs | Standard EOR contract provisions |
| Physical oversight | 10 dedicated offices for accountability | Remote-only infrastructure |
Retention and employee experience infrastructure
Howdy approach
Howdy achieves a 98% retention rate through physical offices called Howdy Houses located in 10 cities including Guadalajara, Mexico City, Medellín, Bogotá, Buenos Aires, Lima, and Montevideo. Performance coaches with 10+ years of engineering management experience pair with each hire to provide ongoing mentorship and development. Community-focused workspaces reduce churn by creating in-person collaboration opportunities and social connections.
Regular events, learning programs, and peer networks combat the isolation that drives remote worker turnover. The physical infrastructure differentiates Howdy from purely digital platforms. Engineers gain workspace access, equipment, and a professional community rather than working from home without organizational support.
Deel approach
Deel provides standard EOR benefits and payroll administration through a remote-only model. Employees access a self-service portal for benefits, payments, and documentation. No physical office infrastructure or dedicated coaching programs come included.
Retention depends on the client's internal management and culture-building efforts. Companies must create their own community programming, professional development, and retention strategies. Deel handles the compliance and payment mechanics while clients own the employee experience.
| Differentiator | Howdy | Deel |
| Retention rate | 98% verified | Industry standard (data not available) |
| Performance coaching | 10+ years engineering management experience | Not included |
| Physical offices | 10 dedicated Howdy Houses across LatAm | None (remote-only) |
| Community programming | In-person events and mentorship | Self-service digital tools only |
HR leaders report that remote-only models work well for senior engineers with established networks but struggle with mid-level developers seeking mentorship and community. The isolation factor becomes the primary churn driver after compensation.
Onboarding speed and deployment infrastructure
Howdy handles contracts and logistics enabling new hires to start within days after selection. The full recruitment cycle from initial contact runs 4-6 weeks, with shortlist delivery averaging 7 days. Benefits, equipment, and workspace setup come included in all-in pricing.
Companies skip the sourcing phase entirely since Howdy delivers pre-vetted candidates. The 24-hour vetting start means urgent hiring needs get immediate attention. Physical offices provide day-one workspace access rather than waiting for home office equipment delivery.
Deel enables rapid onboarding once candidates are identified, typically completing EOR setup within days. Automated contract generation and payroll configuration streamline logistics. Total timeline depends entirely on how quickly clients source qualified candidates. Companies with established recruiting teams or existing candidate relationships move fastest.
| Differentiator | Howdy | Deel |
| End-to-end timeline | 4-6 weeks (recruiting + onboarding) | Onboarding only (days after candidate sourced) |
| Time to shortlist | 7 days average | N/A (client sources) |
| Equipment setup | Included in all-in pricing | Client or employee manages |
| Workspace access | Physical offices in 10 cities | Remote-only |
Service model and long-term partnership approach
Howdy approach
Howdy positions as a white-glove talent partner handling recruiting, retention, and team development. The infrastructure-first approach minimizes legal, security, and operational risk while maintaining quality standards. Companies gain a long-term partner rather than a transactional vendor.
Howdy serves midmarket and enterprise companies prioritizing quality, retention, and predictability over low-cost labor arbitrage. The model works best for organizations lacking internal LatAm recruiting expertise or those wanting to outsource the full talent lifecycle. The company explicitly states they are not an outsourcing agency or self-serve hiring platform.
Deel approach
Deel operates as a self-service EOR and compliance platform for global hiring. The transactional model gives clients autonomy to manage recruiting, culture, and retention independently. Companies handle talent decisions while Deel provides employment infrastructure.
The platform scales to support distributed teams across 150+ countries. Focus on enabling operational flexibility suits companies with strong internal HR capabilities. Organizations wanting control over every aspect of the hiring and management process find Deel's approach appealing.
Pricing and total cost of ownership
Subscription tiers and add-ons
| Engineer level | Howdy all-in monthly | Deel structure |
| Entry/junior | $6,000/month | EOR fee + salary (varies by country) |
| Mid-level | $6,000-$8,500/month | EOR fee + salary (varies by country) |
| Senior | $8,500-$11,000/month | EOR fee + salary (varies by country) |
Benefits administration and equipment setup vary by country and client preferences. Deel does not publicly disclose specific EOR fee ranges, making direct cost comparison difficult without requesting custom quotes. Companies must calculate total costs by combining multiple line items.
Implementation timeline and resource needs
Howdy requires minimal client involvement beyond final interviews. The 4-6 week full recruitment cycle includes sourcing, vetting, and onboarding. Deel requires days to onboard post-candidate sourcing, but total time depends on client recruiting capabilities.
Companies using Howdy need hiring manager availability for final interviews. HR/compliance oversight remains minimal as Howdy handles documentation. No dedicated recruiting team is required.
Companies using Deel need active recruiting teams to source candidates, HR/compliance oversight for documentation review, and hiring manager involvement for interviews. The self-service model assumes internal recruiting infrastructure exists.
Long-term value and ROI metrics
Companies save 60%+ compared to US hiring where equivalent engineers cost $85,000-$160,000+ annually. LatAm mid-level developers earn $53,000-$63,000 base salary, translating to $72,000-$132,000 all-in annually with Howdy's 15% fee. The 98% retention rate prevents churn costs of 2-3x annual salary.
A single prevented departure saves $150,000-$300,000 in recruiting, onboarding, and productivity loss. Over three years, high retention compounds into substantial cost avoidance. Track these KPIs to measure success: time to productive first commit, developer retention rate, cost per engineer all-in, cultural alignment scores, and compliance incident rate.
Who each platform serves best
Ideal company size and team structure
Howdy serves midmarket and enterprise companies hiring 5-50+ engineers who prioritize retention and quality. Teams lacking internal LatAm recruiting infrastructure or compliance expertise benefit most from the white-glove model. Organizations wanting a single partner for the full talent lifecycle avoid vendor fragmentation.
Deel suits companies with established recruiting teams needing only compliance infrastructure. Startups to enterprise requiring multi-region coverage beyond LatAm find the 150+ country footprint valuable. Organizations preferring operational autonomy and unbundled services choose the self-service model.
Industry and use-case alignment
Howdy excels in
Healthcare, fintech, cybersecurity, logistics, SaaS, and industrial sectors building dedicated LatAm engineering hubs find Howdy's model compelling. Companies requiring 98% retention to avoid engineering continuity disruption value the performance coaching and physical offices. Organizations prioritizing cultural fit and long-term partnership over transactional hiring choose the psychologist-led vetting approach.
Teams wanting physical office presence for accountability and community building leverage Howdy's 10-city network. The all-in pricing model appeals to companies seeking budget predictability without tracking multiple vendor fees.
Deel wins in
Companies hiring across 150+ countries needing a single global platform consolidate vendors through Deel. Teams with strong internal recruiting capabilities wanting only compliance infrastructure avoid paying for services they handle internally. Organizations scaling rapidly across multiple regions beyond LatAm's focus require broader geographic coverage.
Businesses preferring self-service tools and operational flexibility choose the unbundled model. Companies comfortable managing culture, retention, and employee experience independently save costs by handling these functions internally.
Scaling, support, and future roadmap
Howdy plans global expansion beyond LatAm while growing the physical office network. White-glove support includes dedicated coaches and local compliance experts in 7 cities. Deel's specific roadmap and SLA details are not publicly available, though the platform continues expanding country coverage and compliance features.
Frequently asked questions
How quickly can my team onboard each platform?
Howdy delivers shortlists within 7 days with full recruitment cycles completing in 4-6 weeks. Deel onboards candidates within days once identified, but total timeline depends on client sourcing speed. Howdy includes recruiting while Deel requires pre-identified candidates.
How do the platforms handle IP protection and compliance?
Howdy uses service agreement IP assignment with NDAs and local compliance experts in 7 cities. Deel provides standard EOR contract IP provisions with global compliance templates. Both deliver compliant employment, but Howdy adds physical oversight through office presence.
What's included in Howdy's 15% all-in fee?
The 15% fee covers workspace access across 10 physical Howdy Houses, benefits, equipment, payroll, compliance, and performance coaching. Recruiting, vetting, onboarding, and retention programming come included. Companies pay one transparent rate without tracking separate line items.
Does Deel provide recruiting or just EOR services?
Deel provides EOR infrastructure covering contracts, payroll, and compliance only. Clients source candidates independently before engaging Deel. No recruiting, vetting, or talent marketplace exists within the platform.
Can I combine both tools in a hybrid strategy?
Combining platforms creates vendor fragmentation and potential cost duplication. Howdy provides recruiting plus EOR while Deel offers EOR only. A hybrid approach makes sense only when hiring beyond LatAm requires Deel's broader geographic coverage.
What if retention doesn't hit 98% for my team?
Howdy's 98% retention rate reflects their overall performance across clients. Individual results depend on company culture, management practices, and role clarity. The performance coaching and physical offices provide retention infrastructure, but companies must still create compelling work and clear career paths.
How do I measure retention and quality uplift?
Track retention rate using Howdy's 98% as a benchmark. Monitor time to productive commit and cultural fit scores through regular team surveys. Calculate cost avoidance by multiplying prevented churn by 2-3x annual salary. Compare velocity metrics before and after LatAm team integration.
Should I choose EOR or set up a legal entity in LatAm?
EOR offers speed, simplicity, and reduced risk, while entities provide control and long-term flexibility. Companies hiring 5-20 engineers typically benefit from EOR models. Organizations planning 50+ hires or requiring deep customization may justify entity setup costs and complexity.
Final verdict and next steps
| Feature | Howdy | Deel |
| Recruiting + vetting | ✅ Top 1%, psychologist-led, 7-day shortlist | ❌ Client sources independently |
| Retention infrastructure | ✅ 98% rate, coaching, 10 physical offices | ⚠️ Standard EOR (client manages culture) |
| All-in pricing | ✅ $6K-$11K/month transparent (15% fee) | ⚠️ EOR fee + salary varies by country |
| Geographic scope | ⚠️ LatAm-focused (10 cities) | ✅ 150+ countries globally |
| Onboarding speed | ✅ 4-6 weeks end-to-end with recruiting | ✅ Days (after client sourcing) |
| Performance coaching | ✅ 10+ years engineering management experience | ❌ Not included |
When Howdy is the clear choice
Midmarket and enterprise teams lacking internal LatAm recruiting infrastructure gain immediate access to top 1% talent through psychologist-led vetting. Companies prioritizing retention save 2-3x annual salary in churn costs through the 98% retention rate delivered by performance coaching and physical offices. Organizations needing cultural fit vetting and long-term partnership models avoid the risks of transactional hiring.
Teams building dedicated LatAm engineering hubs in Howdy's 10 office cities benefit from workspace access and community programming. Businesses valuing transparent all-in pricing over unbundled fee structures eliminate budget surprises. The choice becomes clear when retention, quality, and predictability matter more than operational control.
Deel complements Howdy only when hiring beyond LatAm requires additional geographic coverage. For LatAm-focused engineering teams, Howdy's end-to-end model delivers superior retention and quality outcomes.
Book a demo with Howdy
Companies building LatAm engineering teams gain speed, quality, and retention through Howdy's infrastructure-first approach. Physical offices in 10 cities provide accountability and community that remote-only platforms cannot match. Performance coaches with 10+ years of engineering management experience ensure your hires succeed long-term.
Book a demo with Howdy to start building your LatAm engineering team with a partner focused on retention, not just recruitment.