Find a Headhunter in Ecuador for executive or IT recruitment

As a result of the work-from-home (WFH) phenomenon thrust upon the business world by the pandemic, remote work is here to stay. Perhaps no profession has benefitted more than IT/tech professionals. These days software developers, designers, engineers, full-stack developers, etc., are all hot-ticket jobs.

Tech professionals in Ecuador and other parts of Latin America can make a tidy living freelancing their services out to companies in the US and Europe. When it comes to IT recruitment in Ecuador, businesses must have a plan not only to find but also retain the best tech talent in what is an increasingly global labor pool. That’s why in this article we will tell you how to take advantage of a headhunter for excecutive or IT recruitment in Ecuador.

With such a highly competitive market for tech talent, businesses might consider hiring the services of a headhunter in Ecuador, or any other jurisdiction for that matter. There is no shortage of headhunters in the small Andean nation, so knowing how to select the right one is crucial. 

What to look for in a headhunter in Ecuador?

Whether your business needs top-table senior management or IT recruitment in Ecuador, you need to know a few things about people before bringing a headhunter on board, especially if your business is new to the jurisdiction. How you go about this could be a key factor that makes or breaks your company formation in Ecuador. Seek a headhunter who:

  • Really listens and understands your needs
  • Is a natural, efficient, and culturally-aware communicator
  • Is a specialist in your specific industry
  • Has headhunting experience that speaks for itself
Headhunter & IT Recruitment in Ecuador: Technical Business Analyst top skills

Headhunter in Ecuador: Top 4 desirable characteristics

Here are the top 4 desirable characteristics to look out for when seeking a headhunter for your company:

  1. Find a headhunter who listens first, and talks second – Does the person you’re considering really listen to you, and wait until you’re done speaking to ask pointed questions that get to the heart of the business need? Or are they just waiting for their turn to speak so they can give a mini-speech about why they are so qualified for the role? This is something you’ll need to suss out of your headhunter in Ecuador.
  2. Choose a headhunter who is aware of how different cultures operate – Headhunters and IT recruitment professionals in Ecuador, aside from being bilingual, must understand the business and cultural differences between Latin America and the US/much of Europe. Businesspeople from the US, for example, like to receive frequent updates – much more so than many Latin American businesspeople would consider necessary. If a headhunter doesn’t understand the differences between two distinct business cultures, then friction and misunderstandings will no doubt ensue.
  3. Find a headhunter with industry experience – A good headhunter may be a generalist who’s so well connected in Ecuador that if they don’t know an ideal candidate for the position you’re trying to fill, they will know someone who does. A great headhunter is well connected and is also a specialist in a certain field; an industry insider with access to networks, connections, and resources they have cultivated from years in the role.
  4. Find a headhunter in Ecuador with a reputation that speaks for itself – Have they persuaded some high-ranking VPs or executive-level officials to switch teams in the past? Have they poached talent from big-name corporations like Coca Cola, Microsoft, or Alphabet Inc? If the headhunter you’re considering hiring is vague about their past “successes,” then chances are they haven’t got the job done and you should look elsewhere.

Speaking of differences, it’s important to note the subtle but important differences between a headhunter and a business that specializes in IT recruitment in Ecuador. In a small but tightly-knit business environment like Ecuador, we can boil it down thus: seek out headhunters to help fill senior-level tech talent or high-level/C-suite positions; seek out recruiters to help fill entry-level tech talent and middle management-type roles.

Headhunter & IT Recruitment in Ecuador – Average labor income 2021- 2022

Top 5 ways to attract and retain tech talent

Be sure your company is employing these five strategies when searching for the best tech talent and IT recruitment in Ecuador:

  1. Make sure employees feel valued – Millennials and Gen-Z grew up being constantly praised, so make this a part of your company culture. Young tech talent won’t stay at a business long if they don’t feel appreciated, regardless of how much they’re being paid.
  2. Cast a wider net by committing to diversity – When seeking tech talent, make sure you’re searching in the biggest possible labor pool by using inclusive language that appeals to people from diverse ethnic backgrounds, cultures, and geographies.
  3. Generate buzz about your business online – By increasing your company’s engagement on social media, you are creating a community of people from which you can draw talent. Social media can be an effective way to carry out IT recruitment in Ecuador.
  4. Make the interview process friendly – Job interviews don’t need to be stuffy or overly serious, so mix up the prodding, thought-provoking questions with light and friendly small talk. Candidates share their experiences with fellow job seekers so make sure it’s a positive one.
  5. Offer a competitive salary/other perks – Paying your tech talent handsomely goes without saying. Be sure to pay slightly more than your competitors and make no secret of it. Remember that tech workers grew accustomed to WFH during the pandemic, and many will want to continue this work arrangement. 

Common FAQs when finding a headhunter in Ecuador

In our experience, these are the common questions and doubtful points of our clients.

1. Why hire talent in Ecuador?

Ecuador offers an attractive proposition for tech recruitment in the Latin American market. Its strategic equatorial location provides easy access, while a diverse geography includes the Andes, Amazon Rainforest, and Pacific coastline. The economy is on the rise, driven by sectors like oil, agriculture, and tourism, with a growing focus on technology and innovation. A youthful population with a median age of 28, along with improving English proficiency, contributes to a dynamic talent pool. Ecuador’s universities and technical institutes provide education relevant to the tech industry, and the lower cost of living compared to many Western countries makes it cost-effective. While Ecuador may be less prominent than some Latin American counterparts, it presents an emerging tech talent market worthy of consideration. 

2. Can I hire top tech talent in Ecuador? 

Yes, you can certainly hire top tech talent in Ecuador. While it may not be as well-known as some other tech hubs, Ecuador has been making strides in developing its tech industry and cultivating a pool of skilled professionals.

3. What is the level of English for professionals in Ecuador?

The level of English proficiency among professionals in Ecuador can vary widely. In major cities like Quito and Guayaquil, you are more likely to find professionals with better English skills, especially among younger generations and those working in international or tech-focused industries. In the tech industry specifically, professionals may have a better command of English, as it is often a requirement for working on international projects or collaborating with foreign companie

4. How many software developers are there in Ecuador?

Ecuador’s tech industry is steadily growing, albeit on a relatively modest scale. There are arround 17,000 developers in the country.

Biz Latin Hub can help you with headhunter & IT in recruitment Ecuador

At Biz Latin Hub, we provide integrated market entry and back-office services throughout Latin America and the Caribbean, with offices in Bogota and Cartagena, as well as over a dozen other major cities in the region. We also have trusted partners in many other markets.

Our unrivalled reach means we are ideally placed to support multi-jurisdiction market entries and cross-border operations.

As well as knowledge about headhunters in Ecuador & IT recruitment in Ecuador, our portfolio of services includes hiring & PEO accounting & taxation, company formation, bank account opening, and corporate legal services.

Contact us today to find out more about how we can assist you in finding top talent, or otherwise do business in Latin America and the Caribbean.

If this article on headhunters in Ecuador & IT recruitment in Ecuador was of interest to you, check out the rest of our coverage of the region. Or read about our team and expert authors.

Biz Latin Hub’s Snapshot of Employment Law in Ecuador


The working week is a maximum of 40 hours long, with each working day lasting no longer than eight hours. Additional or supplementary hours worked must be paid accordingly.


There are many different types of contract in Ecuador, however there are three main ones used:

Indefinite contracts
Indefinite contracts are the most commonly used type of contract in Ecuador, running until both parties mutually agree to termination. To unilaterally terminate such a contract an employer must demonstrate just cause to the relevant authorities or pay the employee compensation. Indefinite contracts must be in writing, and in 2023 must pay a wage of at least $450 per month, while any stipulated trial period cannot last longer than 90 days

Temporary contractsTemporary contracts may be provided in circumstances that warrant them, such as for maternity leave or extended sick leave cover. A temporary contract may only last a maximum of 180 days within a 365 day period, and should the employee continue to work beyond that, the contract is automatically converted into an indefinite contract. The employer must be able to provide documentation to demonstrate the need for employing someone on a temporary basis. Termination occurs when the period of employment stated in the contract comes to an end. Temporary contracts must be in writing and in 2023 must include a salary of at least $450 per month.

Occasional contracts
An occasional contract can be provided to cover emerging or extraordinary needs that are not linked to a company’s core business activities. An occasional contract may only last a maximum of 30 days with a 365 day period, and should the employee continue to work beyond that, the contract is automatically converted into an indefinite contract. The employer must be able to provide evidence to demonstrate the need for employing someone on an occasional basis. Termination occurs when the period of employment stated in the contract comes to an end. Occasional contracts must be in writing and in 2021 must include a salary of at least $400 per month.
Termination and severance

Under Ecuadorian law, an employee is obliged to provide at least 15 days of advance notice of their intention to vacate their role. In the event that the employer wishes to unilaterally terminate the contract without just cause, they must provide the employee with any outstanding salary, as well as compensation of unused vacation and public holiday allowance. (​​The equivalent of three salaries)

On top of that, the employee must receive a proportion of the two annual bonuses that they are entitled to, based on how much of the year they have worked, as well as indemnification totaling three months of salary. Should the termination of their employment also involve eviction, they are entitled to another payment equal to 25% of a monthly salary.

At the end of the financial year in which their employment was terminated, the employee must also receive a proportion of the profit share they were eligible for, also based on how much of the year they worked.

Only during an employee's probation period, or in the event of them being guilty of misconduct or any other behavior prohibited under the terms of their contract – as proven through a proper process carried out through the Ministry of Labor – can an employee have their contract terminated without compensation.


Statutory vacation allowance /  Paid Time Off leave (PTO): 

Workers who have completed one year of work for the same employer are entitled to 15 consecutive days of leave. After five years of service, employees accrue one additional day of PTO per year, with an additional day added for each subsequent year of service. In the event an employee vacates their role before completing a full year of service, they should be paid for the proportionate number of days of vacation that they had accrued. For example, if an employee leaves after eight months (two thirds of a year), they will be entitled to 10 days of pay for vacation accrued.

Maternity and paternity leave: 
New mothers are entitled to 12 weeks of paid maternity leave when they have a child. In the case of multiple births, the period is extended by an additional ten days. New fathers are entitled to 10 days of paid paternity leave. In the case of a multiple birth or birth by caesarean section, the leave is extended by a further five days.

Sick leave: 
Without reduction of remuneration, an employer must grant an employee any time required due to a medical illness, as long as a qualified doctor certifies the recovery time.

In the event of the death of a spouse or common-law partner, parent, sibling, child, or any relative to the second degree (grandparent, grandchild, aunt, uncle, niece, nephew, or half-sibling), an employee is entitled to three days of paid leave.

Employee Deductions:
A total of 9.45% of an employee’s salary is deducted to contribute to social security. Income tax is imposed progressively, with no income tax applied to salaries of up to $14,400 per year, and the top band seeing a tax rate of approximately 19.6% on the first $115,000 earned per year, and a rate of 35% on any earnings in excess of that figure.
Employer Contributions:
The employer must contribute the equivalent of 11.5% of an employee’s salary towards social security.
Profit Sharing:

Companies must share 15% of net annual profits with eligible employees. This expense is tax deductible when determining the taxable base.
Snapshot of the Employment Law in Ecuador by Biz Latin Hub. PEO Ecuador. Headhunter & IT Recruitment in Ecuador

The information provided here within should not be construed as formal guidance or advice. Please consult a professional for your specific situation. Information provided is for informative purposes only and may not capture all pertinent laws, standards, and best practices. The regulatory landscape is continually evolving; information mentioned may be outdated and/or could undergo changes. The interpretations presented are not official. Some sections are based on the interpretations or views of relevant authorities, but we cannot ensure that these perspectives will be supported in all professional settings.
Craig Dempsey
Craig Dempsey

Craig is a seasoned business professional in Latin America. He is the Managing Director and Co-Founder of the Biz Latin Hub Group that specializes in the provision market entry and back office services. Craig holds a degree in Mechanical Engineering, with honors and a Master's Degree in Project Management from the University of New South Wales. Craig is also an active board member on the Australian Colombian Business Council, and likewise also active with the Australian Latin American Business Council.

Craig is also a military veteran, having served in the Australian military on numerous overseas missions and also a former mining executive with experience in various overseas jurisdictions, including, Canada, Australia, Peru and Colombia.

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