Hire Remote Talent in Brazil

Hiring in Brazil begins with posting on LinkedIn, Catho, OCC, and infojobs.com.br. Brazil has the largest tech market in Latin America with 500,000+ developers. The recruitment process typically includes initial screening, technical assessment, and team interviews. Notice periods are typically 30 days after probation. Most Brazilian professionals are accustomed to Western business practices due to significant multinational presence. Offer letters must specify salary in clear terms—include all benefits, bonuses, and legal requirements. The CLT (Consolidação das Leis do Trabalho - labor code) requires detailed employment contracts. Background checks are standard. Employer registration with CNPJ is required. FGTS (Fundo de Garantia do Tempo de Serviço) fund setup with an authorized institution is mandatory. For remote hires, clear documentation of remote work arrangements and communication protocols is important. Employment contracts should address IP ownership clearly and comply with CLT standards. Many Brazilian professionals have international experience and language skills, especially in tech hubs like São Paulo.

Brazil's employment laws are governed by the CLT (labor code) and are comprehensive and employee-friendly. The FGTS fund requires monthly deposits of 8% of salary into a dedicated fund for employee severance savings—employer manages this registration. "13th salary" (décimo terceiro) is mandatory, paid in two installments. Social contributions total approximately 29-31% (employer contributes approximately 13-16%). Employees receive 30 days of annual vacation plus statutory holidays. Maternity leave of 120 days is guaranteed with full pay. Probation periods maximum 3 months (or 6 months for senior positions). Employment contracts must be in Portuguese, in writing, and follow CLT specifications. The 2017 labor reform allowed some flexibility (flexible hours, home office, etc.) but core protections remain. Termination of indefinite-term contracts requires just cause—unjustified termination results in FGTS withdrawal penalty plus severance. Fixed-term contracts are limited. The CLT presumes employment relationship if there's subordination, non-eventuality, and payment—contractor classification is heavily scrutinized. "PJ" (legal entity) arrangements are reviewed extensively. Misclassification results in substantial back payments. Courts heavily favor employees in disputes. Remote workers receive full CLT protections. CAGED registration (employment record) is mandatory for all hires and terminations. Regional labor courts enforce CLT strictly.