why india & latin america don’t work like they used to

Too many companies are hiring from the same place. Salaries keep rising, almost as high as the U.S. People switch jobs quickly, so you lose talent fast. Many agencies focus on numbers, not quality.

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Latin America & India vs Emerging Markets

Latin America & India

Overcrowded talent pools; too many companies hiring from the same places → harder to find good engineers
Salaries rising close to U.S. levels; high costs for replacement and rehiring
High turnover, frequent job-hopping, wasted training, and instability
Agencies push quantity over quality → poor matches and high turnover
Frequent rehiring, wasted onboarding/training, high salaries without long-term value
Can face cultural and communication challenges; more management overhead
Companies must navigate complex payroll, tax, and compliance issues
High risk of churn and poor ROI

Emerging Markets (Central Asia)

Less crowded; untapped markets with access to loyal, highly skilled engineers
Lower salaries while still maintaining strong technical skill level
Engineers value stable U.S. jobs → longer tenure and stronger team consistency
Carefully vetted candidates with technical and communication skills
Long-term employees mean training investment pays off and costs stay predictable
Strong English and teamwork → easier collaboration with U.S. teams
Truss handles payroll, taxes, compliance, benefits, and equipment
100% risk-free hiring → no payment until the right candidate is found

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Greg Reynolds, CTO

Businessolver