Hire in Brazil: A Complete Guide to Hiring Employees in Brazil

Thinking about expanding your team? Learning how to hire employees in Brazil remotely could be one of the smartest moves your company makes in 2026.

Brazil is home to a skilled, multilingual workforce, and labor costs stay well below the U.S. and Western Europe. But Brazil’s employment laws are strict, and compliance is non-negotiable. These laws cover everything from employee benefits and wages to termination, overtime, and social security. 

If you’re building a distributed team, you also need a handle on Brazil’s remote work laws for foreign companies: visa pathways, tax exposure, and how your Brazilian hires actually collaborate with the rest of your organization day to day.

Brazil’s vibrant culture also shapes workplace dynamics. Personal relationships, loyalty, and dedication carry real weight here, and understanding these cultural aspects is essential.

Despite the legal and cultural learning curve, hiring in Brazil for good talent offers real advantages:

• Affordable, skilled labor 
• Multilingual talent pool 
• Strong work ethic 
• Tech expertise and innovation 
• Deep bench of remote-ready professionals

This guide walks through Brazil’s labor regulations, visa pathways, tax exposure, and the practical remote-work setup you’ll need, so you can tap into Brazil’s top talent with confidence.

In this guide: 

Brazil at a Glance: Benefits of Hiring Brazilian Talent

Local Labor Laws in Brazil

•   Work Laws and Regulations
•   Types of Employment Contracts in Brazil

Work Permits, Visas, and the Digital Nomad Pathway

•  Brazil’s Digital Nomad Visa (VITEM XIV)

Brazil Remote Work Laws for Foreign Companies: Tax Nexus and Legal Risk

Payroll, Income Tax, and Compliance in Brazil

 Cost of Hiring Developers in Brazil in 2026

•   Working Hours and Overtime
•   Leave Policies
•   Payroll and Taxes
• Employee Benefits

 Statutory vs. Market-Driven Benefits in Brazil

The Hiring Process in Brazil

•   Developing a Clear Hiring Strategy
•   Sourcing Talent
•   Interviewing and Assessing Candidates
•  Navigating Legal and Contractual Requirements
•   Crafting a Strong Job Offer
•   Onboarding and Integration
•   Boosting Engagement and Retention

Cultural Considerations for Hiring Employees in Brazil

Remote Work Logistics and Tooling for Your Brazilian Team

Security for Remote Teams: BYOD and Endpoint Protection

Employment Termination, Severance, and Risks in Brazil

Employer of Record (EOR) to Hire Employees in Brazil

Frequently Asked Questions 

Hiring Employees in Brazil in 2026

Brazil at a Glance: Benefits of Hiring Brazilian Talent

• Affordability: Hiring skilled labor in the Brazilian market is more affordable than in the U.S., Europe, or even other parts of Latin America. You can get high-quality work without overspending.
• Multilingual Skills: Many Brazilians speak English, Spanish, and of course, Portuguese. That’s a major advantage if your business operates internationally.
• Cultural Diversity: Brazil’s cultural diversity adds fresh perspectives and creativity. Diverse teams often understand global markets better.
• Strong Work Ethic: Brazilians are known for their dedication and resilience. They consistently deliver high-quality work on time.
• Tech Expertise: Brazil’s tech scene is booming. From software developers to cybersecurity experts, you’ll find highly skilled tech professionals to hire in Brazil.
• Innovation: Brazilians excel in creative thinking and innovation. Whether it’s developing new products or crafting unique marketing strategies, you can rely on their ingenuity.
• Time Zone Overlap: Brazil sits in GMT-3, which overlaps comfortably with U.S. Eastern hours and much of the European workday. That makes live collaboration easier than with many other outsourcing hubs.

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Local Labor Laws in Brazil

Hiring employees in Brazil requires navigating specific legal requirements, and this section is your practical guide to Brazilian labor law for employers: the rules that govern hours, wages, contracts, and benefits.

Work Laws and Regulations

Brazil’s labor laws are governed by the Consolidação das Leis do Trabalho (CLT), which regulates working hours, wages, and benefits. Here are some key provisions to know before you hire in Brazil:

• Maximum Working Hours: Employees can work up to 44 hours per week or 8 hours per day.
• Overtime: Overtime is paid at 50% more than the regular wage.
• Minimum Wage: Brazil’s national minimum wage is reviewed every January. See the payroll section below for current 2026 figures alongside developer salary benchmarks, so you’re working from up-to-date numbers.
• Paid Annual Leave: Employees are entitled to 30 calendar days of paid leave per year.
• Maternity Leave: Maternity leave lasts for 120 days, with an option to extend to 180 days.
• Paternity Leave: 5 days of paternity leave are provided.

Types of Employment Contracts in Brazil

In Brazil, different contract types suit different work needs. When hiring, choosing the right employment contract depends on the job duration, role, and commitment required. Here’s a breakdown of the most common types:

Indefinite-Term Contract 

This is the most common contract used for a long-term hire in Brazil. It has no set end date, offering job security and stability. Indefinite-term contracts include full rights and benefits like paid leave, overtime pay, and severance protections, making them ideal for permanent positions.

Fixed-Term Contract 

A fixed-term contract suits temporary or project-based roles. It has a set end date and works well for seasonal work or specific projects. Its limit is two years, and it can only be renewed once.

Intermittent Contract 

This contract is designed for irregular or seasonal work, where the employee is called in as needed. Intermittent contracts are flexible, letting you hire workers for specific projects or peak periods without continuous employment. You only pay for hours worked and provide proportionate benefits.

Part-Time Contract 

For roles that require fewer hours than a full-time position, a part-time contract applies. Employees work less than 44 hours per week, with proportional salary and reduced benefits. This is ideal for businesses needing flexible or reduced hours.

Each contract type comes with specific legal obligations, so understanding which one fits your business needs is crucial for compliance.

Work Permits, Visas, and the Digital Nomad Pathway

If you’re hiring international employees who live outside Brazil, or if a remote team member wants to relocate to Brazil, the right visa depends on the nature of the work. Common options include:

• Temporary Work Visa (VITEM): For short-term assignments, valid for up to two years.
• Permanent Work Visa: For those planning long-term work in Brazil, typically tied to employment with a Brazilian entity.
• Mercosur Visa: Simplifies the process for citizens of Mercosur countries (Argentina, Paraguay, Uruguay, and others).

Brazil’s Digital Nomad Visa (VITEM XIV)

Most guides to hiring in Brazil skip this one, but it’s become one of the most useful tools for companies managing a distributed team. If you already employ someone remotely and that person wants to live in Brazil while continuing to work for you, the VITEM XIV digital nomad visa is the legal pathway that makes it possible.

Created under Normative Resolution CNIg/MJSP No. 45, VITEM XIV lets non-Brazilian remote workers live in Brazil while earning income exclusively from employers or clients based outside the country. To qualify, an applicant needs to show at least $1,500 USD per month in foreign income, or savings of at least $18,000 USD. 

There are two application routes: applying at a Brazilian consulate before traveling, or converting an existing tourist visa to VITEM XIV status once already in the country through the Federal Police’s online system.

The visa runs for one year with one renewal, so most holders plan around a two-year window before moving to a different visa category. It does not permit employment by a Brazilian company. It only covers work for foreign employers or clients, which makes it a fit specifically for internationally distributed teams rather than local Brazilian hires.

Here’s the detail that matters most for employers: the same regulation that created VITEM XIV states that a digital nomad does not create a taxable presence for their employer in Brazil, as long as the employee has no authority to sign contracts on the company’s behalf and doesn’t work out of a company-owned office or fixed installation in the country. 

That carve-out is one of the more employer-friendly rules in Brazil’s immigration framework, and it’s worth building into your remote work policy if anyone on your team is considering a move to Brazil.

Brazil Remote Work Laws for Foreign Companies: Tax Nexus and Legal Risk

Hiring in Brazil gets more complicated the moment you skip an Employer of Record and start paying someone directly. The risk here isn’t hypothetical, and Brazilian tax authorities take it seriously.

Brazilian law doesn’t use the English term “permanent establishment,” but the underlying concept applies all the same. If your company maintains a fixed place of business in Brazil, or if an employee there has the authority to negotiate and sign contracts on your behalf, tax authorities can treat your company as having a taxable presence in the country. 

That can trigger corporate tax obligations, back taxes, and penalties, sometimes calculated retroactively to when the arrangement began.

This risk shows up most often in two scenarios:

1. Hiring a “contractor” who behaves like an employee. Brazil’s CLT has strict anti-misclassification rules. If a contractor works fixed hours, takes direction from your managers, and has no other clients, Brazilian labor courts can reclassify that person as a CLT employee retroactively, which means back pay for the 13th-month salary, paid leave, FGTS contributions, and social security, plus fines.
2. Letting a remote employee generate revenue or sign deals from Brazil. Sales work, contract negotiation, or ongoing client-facing responsibilities performed from Brazil can create a taxable presence even without a formal office.

An Employer of Record sidesteps both problems. The EOR becomes the legal employer in Brazil, so your company never establishes the fixed presence or contract-signing authority that triggers nexus. Hiring directly and registering your own Brazilian entity is a legitimate alternative too, but budget time and legal counsel for entity registration, a CNPJ, and ongoing CLT compliance.

If you’re weighing hiring Brazilian contractors, tax implications should be the first thing your legal team checks, not the last. A compliance review upfront is far cheaper than a retroactive tax assessment two years in.

Read more: How to Do Taxes When Hiring a Freelancer

Payroll, Income Tax, and Compliance in Brazil

Cost of Hiring Developers in Brazil in 2026

As of 2026:

• National minimum wage: R$1,621/month (about $310 to $320 USD).
• Software developer base salaries (CLT, full-time): roughly R$5,000/month for junior roles up to more than R$20,000/month for senior specialists and tech leads, or about $1,000 to $4,000 USD monthly in base pay.

All-in employer cost

Once you add Brazil’s mandatory contributions (INSS, FGTS, 13th-month salary, vacation bonus), total employer cost typically runs 45% to 50% above base salary. That pushes senior full-time developer costs to roughly $6,000 USD a month all-in, and junior roles closer to $2,500 USD.

Freelance and contract developer rates

For foreign companies hiring Brazilian developers directly on an hourly basis, expect a range of about $20 to $80 USD per hour depending on seniority. Mid-level contractors cluster around $30 to $40/hour, and senior generalists sit at a median of roughly $35 to $45/hour, with strong seniors topping out around $65/hour. 

Specialists in in-demand stacks (machine learning, Rust, React Native) command a premium, typically $55 to $65/hour, based on 2026 marketplace data from Lemon.io. That’s roughly in line with what mid-to-senior contractors charge in Central and Eastern Europe (Poland and Romania run about $40 to $70/hour for senior talent), rather than matching lower-cost junior European rates, so don’t expect Brazilian specialist talent to come cheap just because generalist rates are lower.

For comparison, U.S.-based freelance software developers typically charge $70 to $150+ per hour depending on seniority, with senior specialists well above that. That puts realistic savings from hiring in Brazil in the 40% to 55% range for developer roles, not the flat, round numbers older guides tend to quote.

Working Hours and Overtime

The standard workweek is 44 hours, with no more than 8 hours per day. Overtime is paid at least 50% above the regular rate. Employees are entitled to a 30-minute break for every 4 hours worked.

Leave Policies

Brazil has generous leave policies:

• Annual Leave: 30 days of paid leave after 12 months of work.
• Sick Leave: Employees are entitled to paid sick leave for the duration of their illness, as long as a medical recommendation is provided. There’s no strict limit on the number of sick days, though illnesses requiring more than 15 consecutive days of leave must be reported to Social Security for further evaluation and potential extended benefits.
• Maternity Leave: 120 days of paid leave, with an option to extend.
• Paternity Leave: 5 days of paid leave for new fathers.

Payroll and Taxes

Payroll in Brazil runs monthly, with payments at the end of each month. Employers handle several tax obligations, including:

• Income Tax (IRRF): The IRRF (Imposto de Renda Retido na Fonte) is deducted directly from an employee’s paycheck by the employer. Rates are progressive, ranging from 7.5% to 27.5% depending on income bracket.
• Social Security Contributions: Employers contribute around 20% of social security contributions, while employees contribute between 7.5% and 14%, based on their earnings.
• Severance Fund (FGTS): Employers contribute 8% of monthly salary to this fund, which supports workers in case of job loss.

To avoid penalties, stay on top of payroll deadlines and tax contributions, and consult local legal and accounting professionals for compliance with tax regulations.

Employee Benefits

Full-time employees in Brazil are entitled to a range of key benefits, including social security, paid time off, sick leave, disability leave, parental leave, a pension, and a mandatory 13th-month salary.

• Social Security: Employees are covered under Brazil’s social security system (INSS), which provides protection in cases of illness, disability, retirement, or death.
• Paid Time Off: Full-time employees are entitled to at least 30 days of annual leave with vacation pay, which can be split into multiple periods depending on the agreement with the employer.
• Sick Leave: Employers pay for the first 15 days. After that, social security takes over and provides compensation for longer-term illnesses.
• Disability Leave: In the event of a work-related injury or illness, employees can take disability leave, during which the INSS provides financial support based on the employee’s contributions.
• Parental Leave: Maternity leave in Brazil is 120 days, and paternity leave is 5 days, both fully paid by the employer. Some employers offer extended leave under government programs.
• Pension: Employees contribute to the national pension system through social security, which provides a pension upon retirement based on years worked and contributions made.
• 13th-Month Salary: This is a legally mandated bonus paid to all full-time employees, equivalent to one month’s salary and typically paid in two installments at the end of the year.

Statutory vs. Market-Driven Benefits in Brazil

Employee benefits in Brazil fall into two main categories: statutory (mandatory) and non-statutory (optional).

• Statutory benefits are required by law and governed by the Instituto Nacional do Seguro Social (INSS). These include overtime pay, social security, paid holidays, annual leave, maternity and paternity leave, sick and disability leave, and pensions.
• Non-statutory benefits aren’t mandated by the government. Employers offer them as additional perks to attract and retain talent, including supplemental health insurance, meal vouchers, or professional development opportunities, at the company’s discretion.

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The Hiring Process in Brazil

Hiring top talent in Brazil requires a strategy that aligns with local practices, cultural expectations, and legal requirements. Here’s a comprehensive guide to attracting, assessing, and onboarding employees in Brazil.

1. Developing a Clear Hiring Strategy

A successful hiring process starts with a clear strategy tailored to the Brazilian job market. Begin by creating comprehensive job descriptions that list the role’s responsibilities and required skills, and also emphasize your company’s culture, values, and opportunities for career growth.

Brazilian professionals, particularly younger workers, are often drawn to companies that showcase a strong commitment to employee well-being, work-life balance, and long-term development.

Key Components for Job Descriptions: 

• Role-specific duties and responsibilities 
• Required qualifications and technical skills 
• Company culture, mission, and values 
• Growth and career advancement opportunities 
• Benefits package, including health coverage, paid leave, and flexible work arrangements

Read more: How to Create a Remote Work Culture That’s Supportive, Positive & Fun

2. Sourcing Talent

Attracting the right candidates in Brazil means leveraging multiple recruitment channels. Local job boards, professional networks, and partnerships with educational institutions all help reach a diverse pool of talent.

Regional differences can shape your approach too. Cities like São Paulo and Rio de Janeiro are major hubs for professional talent, while other regions may need more specialized outreach.

Common Talent Sourcing Methods: 

• Local Job Boards: Popular portals like Vagas.com and Catho are widely used by Brazilian professionals. 
• Professional Networks: LinkedIn remains a powerful platform for sourcing candidates and building relationships in Brazil. 
• University Partnerships: Partnering with top universities and technical institutions helps attract emerging talent, particularly for internships or entry-level roles. 
• Recruitment Agencies: For specialized or high-level roles, a recruitment agency familiar with the local market can streamline the process.

Read more: 37 Upwork Alternatives in 2026: Better Freelance Sites for Top Talent

3. Interviewing and Assessing Candidates

Interviews in Brazil typically run through multiple stages, involving HR representatives, direct supervisors, and sometimes higher-level executives. It’s important to evaluate both technical skills and cultural fit throughout.

Interviewing Best Practices: 

• Behavioral and Situational Questions: Use questions that help assess how a candidate has handled real-world challenges. 
• Technical Assessments: For technical roles, incorporate practical tests or case studies to gauge proficiency. 
• Cultural Fit: Brazil values personal relationships and team dynamics, so assess how well a candidate aligns with your company’s culture and values.

Read more: 20+ Web Developer Interview Questions & Answers

4. Navigating Legal and Contractual Requirements

Before making a formal offer, confirm compliance with Brazil’s employment laws. Employment agreements must outline worker rights, salary, benefits, and working conditions in accordance with the CLT.

Consult with a legal professional or an Employer of Record to manage these administrative details.

5. Crafting a Strong Job Offer

Once you’ve made your selection, present the job offer clearly. Highlight salary, health benefits, paid leave, and opportunities for professional development. Brazilian employees place significant weight on these factors when deciding whether to accept a job.

6. Onboarding and Integration

A well-planned onboarding process sets new hires up for success. This should go beyond paperwork and focus on integrating the employee into the company culture and ensuring they understand their role and responsibilities.

Best Practices for Onboarding: 

• Initial Training: Help the new hire understand their role, the company’s operations, and its values. 
• Mentorship and Support: Pairing new employees with mentors or a “buddy” fosters a smoother transition. 
• Regular Check-ins: Schedule meetings in the first few weeks to gather feedback, address concerns, and ensure the employee feels supported.

7. Boosting Engagement and Retention

Employee retention is key to maintaining a productive workforce. Offering growth opportunities, recognizing achievements, and fostering a positive work environment help ensure long-term satisfaction.

Key Retention Strategies: 

• Career Development: Provide clear pathways for promotions and skill development.
• Recognition and Rewards: Regularly acknowledge employee contributions to keep motivation high. 
• Work-Life Balance: Offering flexible work arrangements and showing empathy for personal needs is especially valued in Brazil.

Cultural Considerations for Hiring Employees in Brazil

Understanding Brazil’s cultural values is essential for working effectively with Brazilian employees, helping you foster productive relationships and a cohesive team environment.

Formality and Hierarchy 

Brazilian workplaces often have a clear hierarchy, with decisions passing through multiple levels of management. Superiors are expected to provide guidance, and employees tend to show respect for authority. Criticism is best handled privately to avoid embarrassment.

Communication Styles 

Personal relationships are highly valued in Brazilian work culture. Meetings often begin with small talk to build rapport, and this shouldn’t be rushed. Communication is typically warm and indirect, so speak clearly and avoid jargon.

Collaboration and Flexibility 

Brazilians value flexibility at work. Plans may change, and adaptability is crucial. Patience matters too, since processes can move more slowly due to the hierarchical nature of decision-making.

Loyalty and Commitment 

Long-term relationships carry real weight in Brazil, and retaining employees is supported through mentorship and professional development. Instead of quickly replacing underperforming staff, focus on guiding their growth and commitment.

Retaining Staff 

Public recognition and career advancement opportunities help retain employees. Benefits like flexible work arrangements, paid leave, and work-life balance also boost satisfaction and loyalty.

Respect for Cultural Norms 

Respecting Brazil’s cultural norms is essential for building motivated teams. Brazilians expect empathy in the workplace. Embrace flexibility, accommodate family-related needs, and stay mindful of holidays and traditions to create a positive work environment.

Remote Work Logistics and Tooling for Your Brazilian Team

Managing a distributed team well isn’t only about legal compliance, but about giving people the right tools to collaborate across time zones, languages, and company cultures.

Brazil’s GMT-3 time zone overlaps comfortably with U.S. Eastern and much of the European workday, which makes live collaboration easier than with many other outsourcing regions. Even so, most distributed teams run best on a mix of asynchronous and live communication.

For asynchronous updates and documentation: 

• Loom for quick video walkthroughs when a written message would take too long to explain 
• Slack for day-to-day team communication, organized into channels by project or function 
• Notion for documentation, onboarding guides, and a shared source of truth on process and decisions

For project management: 

• Linear for engineering teams tracking sprints, bugs, and feature work 
• Notion, or a similar tool, for cross-functional project tracking outside engineering

For virtual collaboration and workshops: 

• Miro or FigJam for brainstorming, retros, and any session that benefits from a shared visual space

The specific stack matters less than the habit behind it. Write things down, default to async when you can, and save live meetings for decisions that genuinely need a real conversation. Brazilian professionals, like most remote-first teams, respond well to clear documentation and predictable rhythms rather than a constant stream of ad hoc calls.

Security for Remote Teams: BYOD and Endpoint Protection

Every new remote hire is a new endpoint outside your office network. That’s true whether your Brazilian hire is a full-time CLT employee or a contractor working from their own laptop.

A modern BYOD (bring your own device) policy should cover, at minimum:

• Endpoint security software like CrowdStrike or SentinelOne, installed on any device that touches company data, company-issued or personal.
• Mobile device management (MDM) to enforce encryption, remote wipe capability, and OS update requirements on both company-owned and personal devices used for work.
• Access controls, including multi-factor authentication and role-based permissions, so a lost or compromised device doesn’t expose more than it needs to.
• Data residency awareness, since Brazil’s data protection law, the LGPD, sets its own rules for handling personal data, similar in spirit to Europe’s GDPR.

None of this needs to be complicated. Most MDM and endpoint security platforms already support Brazil, and rolling out a lightweight BYOD policy at the same time you extend an offer is far easier than retrofitting security after the fact. Build it into your onboarding checklist alongside the CLT paperwork, not as an afterthought.

Employment Termination, Severance, and Risks in Brazil

Termination of employment in Brazil is governed by strict regulations outlined in the CLT. Employers must follow these rules carefully to avoid legal complications and potential wrongful termination claims.

Termination Without Cause

When dismissing an employee without cause, employers must provide either a notice period of 30 to 90 days, depending on tenure, or pay compensation in lieu of notice. Severance funds are mandatory and include the employee’s accrued rights, such as FGTS contributions.

Termination With Cause

For serious misconduct, employers may terminate an employee with cause, meaning no notice period or severance pay is required. Proper documentation and evidence of misconduct are critical to avoid legal issues.

Resignation

In the event of resignation, Brazilian employees must provide 30 days’ notice. They’re entitled to receive all outstanding wages, including accrued leave, at the time of departure.

Avoiding Wrongful Termination

To minimize the risk of wrongful termination claims, employers should:

• Ensure thorough documentation of performance issues or disciplinary actions
• Provide written warnings when addressing problems
• Comply with all labor laws to ensure full legal adherence. Seek advice from a local employment lawyer when needed.

Employer of Record (EOR) to Hire Employees in Brazil

Hiring employees in Brazil can be challenging due to complex work laws, and as covered above, hiring directly without the right structure can expose your company to permanent establishment risk. An Employer of Record removes that risk by acting as the legal employer, managing payroll, compliance, and administrative tasks while ensuring full adherence to Brazilian employment laws.

Some of the top EOR providers operating in Brazil are preferred partners of Arc. By partnering with these leading EOR companies, Arc enables employers to focus on growing their teams without taking on the legal exposure of navigating Brazilian employment law alone.

Frequently Asked Questions 

Can a foreign company hire employees in Brazil directly?

Not without a local structure. A foreign company needs a CNPJ (Brazil’s corporate tax ID) to register an employee under the CLT, so most companies either set up a Brazilian entity or work through an Employer of Record.

Do I need an Employer of Record to hire in Brazil? 

It’s not a legal requirement, but most companies use one anyway. An EOR becomes the legal employer, which removes the CNPJ requirement and sharply reduces your permanent establishment risk.

What is Brazil’s minimum wage in 2026? 

R$1,621 per month, roughly $310 to $320 USD depending on the exchange rate, effective January 1, 2026.

How much does it cost to hire a software developer in Brazil? 

Full-time CLT salaries run about R$5,000 to R$20,000+ a month depending on seniority (roughly $1,000 to $4,000 USD), plus 45% to 50% more once mandatory contributions are added. Freelance rates typically run $20 to $80 an hour.

What is the VITEM XIV Digital Nomad Visa, and who qualifies? 

It lets remote workers live in Brazil while earning income from employers or clients based outside the country. Applicants need at least $1,500 USD in monthly foreign income or $18,000 USD in savings, and the visa runs for one year with one renewal.

What happens if I misclassify a Brazilian contractor as an employee? 

Brazilian labor courts can reclassify a contractor as a CLT employee retroactively if they work fixed hours, take direction from your managers, and have no other clients. That triggers back pay for benefits like the 13th-month salary, FGTS, and social security, plus fines.

How much notice is required to terminate an employee in Brazil? 

For termination without cause, 30 to 90 days depending on tenure, or pay in lieu of notice. Employees who resign must give 30 days’ notice themselves.

Hiring Employees in Brazil in 2026

Hiring remote talent in Brazil remains one of the smartest moves for companies seeking a highly skilled workforce without local hiring costs. Whether you’re building a tech team, adding marketing support, or expanding into new markets, Brazil offers deep talent across industries, backed by a legal framework that’s more manageable than it looks once you know the moving pieces.

Get the fundamentals right: labor law compliance, an updated view of market rates, the right visa pathway if someone on your team wants to relocate, and a remote work setup that covers both collaboration and security. Do that, and you’ll be well on your way to building a team that sticks around.

And if you’d rather skip the administrative lift, Arc’s EOR partners handle the legal employment side so you can focus on the work.

Ready to take the next step?

Sign up for Arc or schedule a consultation with our experts today. Let’s hire in Brazil and explore its talent pool together.