Hiring top developers locally is getting tougher (and pricier) by the day. You are moving fast, budgets are tight, and the talent pool feels… picked over. That is probably why offshore software development in Latin America keeps coming up in conversations, inbox, or LinkedIn feed.
But knowing it is an option isn’t the same as knowing how to do it right. This guide breaks it down: how to find great developers in Latin America, build a strong remote team, and do it all without losing your mind (or your budget).
Offshore Software Development Latin America: Key Things to Remember
| Cost Savings | 50-70% lower than US rates ($25-$70/hour vs $80-$150/hour) |
| Top Destinations | Brazil, Argentina, Mexico, Colombia, Chile |
| Time Zone Advantage | 1-4 hour difference from US (vs 12+ hours for Asia) |
| Talent Pool | 2.75+ million developers with strong English proficiency |
| Specializations | Web development, mobile apps, AI/ML, fintech, cloud computing |
| Cultural Fit | High compatibility with Western business practices |
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5 Reasons Offshore Software Development In Latin America Is On The Rise
Here’s why more and more businesses are choosing Latin America as their go-to region for offshore software development:
1. Time Zone Alignment With The US
One of the biggest advantages of offshore software development in Latin America is the natural overlap with US working hours. Countries like Mexico, Colombia, and Costa Rica share Central or Eastern Time Zones, with 3 to 8 hours of daily overlap with US-based teams. This means no more staying up late for calls or waiting overnight for code reviews because teams can collaborate in real time, just like an in-house setup.
2. Highly Skilled, Cost-Effective Talent
Latin America offers access to a growing pool of well-educated software developers at lower rates than in the US. For example, the average monthly salary for a mid-level developer in Latin America ranges from $3,000 to $5,500, compared to $9,000 to $12,000 in the US (a savings of up to 60%).
Countries like Brazil, Mexico, and Argentina rank highly in tech skills like software engineering, cloud computing, and data science. Many developers in the region also have experience working with US companies, making them technically proficient and culturally aware.
3. Strong English Proficiency
Exceptional English skills in LATAM show up in real metrics. Argentina leads the region, scoring 562 on the EF English Proficiency Index, earning it the only “high proficiency” status in Latin America.
Following close behind are countries like Costa Rica (534) and Uruguay (538), firmly in the “moderate proficiency” category—well-aligned with US business communication standards. These levels translate into clearer collaboration, fewer misunderstandings, and faster project ramp-up.
4. Cultural Compatibility
Latin America shares many workplace values with North America, like collaboration, flexibility, and proactive communication. Developers in countries like Mexico, Colombia, and Argentina are familiar with Agile workflows, US business etiquette, and startup environments, with their widespread exposure to international clients.
5. Growing Tech Ecosystems & Infrastructure
Latin America’s tech landscape is quickly expanding. Venture capital activity in the region surged by 43%, with strong investment in fintech, AI, and cloud computing. It means the talent you hire is immersed in cutting-edge industries, collaborating in startup ecosystems, and building with the latest tools.
🤔 Did You Know?
The US drives 38.5% of global offshore software development spending.
7 Top Countries For Offshore Software Development In Latin America
Now, let’s explore the top countries in Latin America where you can successfully offshore your software development efforts:
1. Mexico
Mexico has well-developed tech hubs like Guadalajara and Monterrey, and a 700,000-skilled developer pool. The country also has free trade agreements like USMCA, which help simplify cross-border collaboration and contracting. Many developers in Mexico are experienced in Agile environments and familiar with the US business culture.
Strengths:
- Reliable high-speed internet and power in major cities
- Access to top-tier universities with strong engineering programs
- Widespread coworking spaces and tech parks in cities like Guadalajara and Mexico City
Best For :
- US companies needing real-time collaboration across Central or Pacific Time
- Startups looking to build a nearshore Agile team without a language barrier
- Mid-to-large companies seeking ongoing product development with strong IP protections
2. Colombia
Colombia has a young and growing developer workforce of 80,000. Cities like Bogotá and Medellín have strong infrastructure, reliable internet, and a growing number of tech startups and innovation hubs. Colombia also ranks high in English proficiency compared to its regional peers, making communication smoother for US-based teams.
Strengths:
- Expanding fiber-optic internet networks and modern tech parks
- Government-supported training programs in software development and IT
- Accessible international airports and coworking spaces in major cities
Best For:
- US companies seeking affordable yet highly capable nearshore teams
- Businesses prioritizing bilingual communication and overlapping work hours
- Tech firms needing backend, mobile, or full-stack developers for long-term projects
3. Argentina
Argentina is well-known for its highly educated developer base of over 115,000 professionals, strong English proficiency, and competitive pricing. The country has a strong tradition in computer science and mathematics, with top universities producing skilled software engineers.
Cities like Buenos Aires and Córdoba offer solid infrastructure, a thriving tech scene, and cultural alignment with Western business practices.
Strengths:
- High number of STEM graduates from top-ranked universities
- Strong English fluency across the tech sector
- Established tech hubs with reliable internet and modern coworking spaces
Best For:
- Companies looking for skilled developers at lower costs without sacrificing quality
- Startups needing English-fluent engineers for real-time collaboration and async communication
- US and European businesses seeking advanced technical talent in fields like AI, data science, or custom software development
4. Brazil
Brazil has the largest pool of software developers in Latin America, with over 1.2 million software developers, backed by strong technical universities and a mature IT market. Cities like São Paulo and Florianópolis offer well-developed infrastructure, reliable internet, and access to top-tier engineering talent.
Strengths:
- Massive tech workforce with specialization in enterprise software and cloud technologies
- Advanced IT infrastructure and high-speed internet in urban centers
- Vibrant startup ecosystems supported by incubators and accelerators
Best For:
- Enterprises looking to build large, technically skilled dev teams for long-term projects
- SaaS companies needing deep expertise in backend, data, and infrastructure
- Organizations comfortable working through local partners to navigate legal and tax complexity
5. Chile
Chile is one of the most stable and business-friendly countries in Latin America, with a well-developed digital infrastructure and strong government support for innovation. Santiago, the capital, hosts a growing tech scene with 61,000+ skilled developers and modern coworking spaces.
Chile was ranked 59th out of 190 economies, which is the highest among Latin American countries, and this highlights its favorable regulatory environment
Strengths:
- Reliable broadband and fiber-optic internet across major cities
- Strong legal and data protection frameworks for international business
- Government-backed tech initiatives and startup accelerators (e.g., Start-Up Chile)
Best For:
- U.S. companies that prioritize legal stability and data security
- Startups and scale-ups seeking tech talent in a low-risk, well-regulated environment
- Firms building web platforms, mobile apps, or cloud-based solutions with long-term support needs
6. Peru
Peru offers affordable rates and a growing pool of 32,000+ tech talent, driven by increased investment in digital education. Cities like Lima are seeing improved internet infrastructure and expanding tech communities. While the ecosystem is still developing, it presents strong potential for cost-effective, long-term partnerships.
Strengths:
- Improving internet connectivity and access to fiber in urban areas
- Growing number of government and private training programs in tech
- Expanding coworking spaces and tech meetups in Lima and Arequipa
Best For:
- Budget-conscious companies looking for junior to mid-level developers
- Businesses launching MVPs, internal tools, or support platforms
- Agencies or startups seeking scalable support for backend or QA roles
7. Costa Rica
Costa Rica is known for its political stability, high education standards, and excellent digital infrastructure. With over 16,000 developers, strong English proficiency, and a well-developed tech sector, the country supports many multinational companies with advanced IT services.
Strengths:
- High-speed internet and power reliability across major cities like San José
- A strong university system producing skilled software engineers
- Modern coworking spaces, tech hubs, and multinational IT service centers
Best For:
- US companies needing high-trust, nearshore teams with minimal communication barriers
- Tech-driven businesses prioritizing stability, professionalism, and full-time team integration
- Companies outsourcing customer-facing platforms, fintech, or enterprise-grade applications
“Latin America has become go-to for scaling smart. Great talent, real-time collaboration, and none of the timezone chaos.”
Burkhard Berger, Founder & CEO
How Much Does Offshore Software Development In Latin America Cost?
Offshore software development in Latin America costs between $3,000 and $7,500 per month for a full-time developer. Hourly rates range from $15 to $50, depending on experience, skillset, and country.
Average Monthly Developer Rates (Full-Time, 40 hrs/week)
| Experience Level | Monthly Rate (USD) |
|---|---|
| Junior Developer | $2,000 – $3,500 |
| Mid-Level Developer | $3,500 – $5,500 |
| Senior Developer | $5,500 – $7,500+ |
Average Hourly Rates by Experience
| Experience Level | Hourly Rate (USD) |
|---|---|
| Junior Developer | $12 – $20/hour |
| Mid-Level Developer | $20 – $35/hour |
| Senior Developer | $35 – $50+/hour |
Country-Specific Monthly Averages (Mid-Level Developer)
| Country | Monthly Rate (USD) |
|---|---|
| Mexico | $3,500 – $5,500 |
| Colombia | $3,000 – $5,000 |
| Argentina | $3,000 – $4,500 |
| Brazil | $3,500 – $5,500 |
| Peru | $2,800 – $4,500 |
Offshore Software Development Latin America Hiring Guide: Step-by-Step Process
To work with the right offshore developers in Latin America, follow these steps:
1. Define Your Hiring Needs
This is the first and most important step because it lays the foundation for everything that follows. Taking the time to get your specific needs now will make the rest of the hiring process faster, smoother, and far more effective.
Here’s how to do it effectively:
Start by asking yourself:
- What problem or goal will this developer help solve?
- What kind of project is it—short-term, ongoing, or long-term product development?
- Will they work independently or closely with an in-house team?
Key Factors to Consider:
- Role type: Do you need a front-end developer, back-end engineer, full-stack dev, DevOps, QA, or mobile app specialist?
- Tech stack: What specific programming languages, frameworks, or tools are required (e.g., React, Node.js, Python, AWS)?
- Experience level: Are you looking for a junior who can follow direction or a senior developer who can lead and make architectural decisions?
- Time commitment: Is the position full-time, part-time, hourly, or project-based?
- Working hours: Do you need them to be online during your business hours for real-time collaboration?
- Team structure: Will they be joining an existing team or starting a new initiative?
- Budget range: What’s your maximum budget? Will you pay hourly or on a fixed monthly or project basis?
2. Choose A Hiring Model
This decision shapes how you source, manage, and pay your offshore developers, and it directly impacts flexibility, cost, and control. Choose the model that fits your timeline, budget, and how hands-on you want to be:
- Freelancers: You hire individual developers directly—usually through platforms—to complete specific tasks or projects on a flexible basis.
- Best for: Short-term tasks, one-off projects, or tight budgets
- Best for: Short-term tasks, one-off projects, or tight budgets
- Staff Augmentation: You bring in external developers from an agency to work alongside your internal team as if they were your own employees.
- Best for: Scaling your in-house team with external help
- Best for: Scaling your in-house team with external help
- Dedicated Development Teams (via outsourcing firms): An agency provides a full team that manages and delivers your project from start to finish, often with their own processes and leadership.
- Best for: End-to-end project execution with less direct management
- Best for: End-to-end project execution with less direct management
- Employer of Record (EOR): A third-party company legally employs the developer on your behalf, handling payroll, contracts, and compliance while you manage their work.
- Best for: Long-term hires without opening a local entity
3. Select Countries Based On Priorities
Not all Latin American countries offer the same advantages when it comes to offshore development. Some have stronger infrastructure, others offer better rates, and a few stand out for specialized skills or time zone compatibility. Choosing the right country helps you find developers who match your needs, work style, and budget:
- Define your top priorities, like time zone overlap, cost, English fluency, or talent availability.
- Match those priorities to country strengths. For example, Mexico for overlap, Argentina for English, Brazil for scale.
- Shortlist 2–3 countries that best align with your needs to keep options open.
- Research each market through hiring platforms, salary benchmarks, or local partners.
- Start with a pilot hire to test quality, communication, and fit before committing long-term.
4. Find A Trusted Partner Or Platform
Finding the right developers is easier and less risky when you go through a trusted hiring partner or platform. The right partner helps you navigate contracts, onboarding, and local nuances. A good match can save you weeks of trial-and-error and help you scale confidently.
- Use vetted platforms or agencies with a LATAM focus.
- Ask for case studies or client references.
- Review their vetting process and make sure they screen for more than just technical skills.
- Choose a partner that stays involved post-hire to help with replacements, feedback, or team scaling.
- Avoid generic platforms when quality matters.
5. Create A Clear, Localized Job Description
A well-written job description helps the right candidates find you. When hiring in Latin America, you’ll attract stronger applicants by being clear, specific, and culturally aware. A localized job post sets expectations, shows respect for their context, and reduces confusion later.
- Use plain, concise English — Avoid idioms, jargon, or slang that might not translate well.
- Include key details up front — State the role, tech stack, time zone requirements, working hours, and whether it’s full-time, part-time, or project-based.
- Clarify remote expectations — Mention if they need to be online during your working hours or if there’s flexibility.
- Highlight what sets your company apart — Include culture, values, tools used, and how you support remote teams.
- Specify what success looks like — Outline goals, responsibilities, and performance expectations so applicants can self-assess their fit.
Here’s a customizable Latin American software developer job description template you can use:
| [Job Title] – Remote (Latin America) Location: Remote – Must be based in Latin America Type: [Full-Time / Part-Time / Contract] Time Zone Requirement: [e.g., 4-hour overlap with EST] About Us [1–2 short sentences about your company: What you do, who you serve, and your mission. Mention your remote-friendly culture if relevant.] What You’ll Do As a [Job Title], you’ll work closely with our [engineering/product/design] team to [brief goal]. You’ll be responsible for: – Building and maintaining [features, tools, APIs, etc.] – Collaborating during daily standups and sprint planning – Reviewing code, contributing to architecture decisions – Testing, debugging, and shipping clean, reliable code – Communicating clearly across time zones Requirements – [X]+ years of experience with [Tech Stack] – Comfortable with [Tools, e.g., Git, Jira, Slack, etc.] – Fluent in English (written and spoken) – Able to work [#] hours overlapping with [Time Zone] – Experience working with remote teams is a plus Nice to Have – Experience in [industry or product type] – Familiarity with [additional tools/languages] – Understanding of Agile workflows Why You’ll Love Working With Us – Fully remote and async-friendly – Competitive compensation based on LATAM market – Growth opportunities and clear feedback loops – Inclusive team culture that values communication and autonomy How to Apply: Send your resume, GitHub/portfolio link, and a short note about your experience with [specific tech or project type] to [email address or application link]. |
6. Screen Candidates Thoroughly
Resumes can look impressive, but they don’t always tell the full story. Thorough screening helps you avoid costly mis-hires by verifying technical skills, communication abilities, and remote-readiness. The goal is to find developers who fit how your team operates.
- Start with a structured application review. Check for relevant project experience, contributions to real-world products, and clarity in communication.
- Use a technical assessment that mirrors real work. Give a take-home test or live coding session that reflects the kind of work they’ll do on your team.
- Evaluate communication during the process. Pay attention to how they explain problems, follow instructions, and ask questions.
- Ask about remote experience and time zone availability. Confirm they’ve worked remotely before and are comfortable collaborating across time zones and tools.
- Check references when possible. A quick call with a past manager can confirm strengths, weaknesses, and overall reliability.
7. Conduct Interviews & Culture Fit Checks
A well-structured interview helps you gauge problem-solving ability and alignment with your values. Here are the questions to ask:
Problem-solving & ownership:
- Can you walk me through how you solved a challenging bug or technical issue?
- When working on a feature, how do you balance speed with code quality?
- Have you ever disagreed with a proposed solution? What did you do?
Communication & collaboration:
- How do you stay in sync with a remote team across time zones?
- What tools have you used for async collaboration, and which do you prefer?
- How do you handle unclear requirements or last-minute changes?
Remote work readiness:
- Describe your ideal remote work routine. How do you stay productive?
- What’s your setup like (internet, hardware, workspace)?
- Have you worked with teams in the US or across multiple time zones before?
Remote work readiness:
- Describe your ideal remote work routine. How do you stay productive?
- What’s your setup like (internet, hardware, workspace)?
- Have you worked with teams in the U.S. or across multiple time zones before?
Culture & Values Fit
- What kind of team environment brings out your best work?
- What do you value most in a manager or teammate?
- How do you handle feedback and learning new systems quickly?
8. Handle Legal & Contractual Details
Hiring offshore developers in Latin America comes with legal responsibilities, especially if you’re working across borders. Without the right contracts, payment terms, and compliance steps, you risk misunderstandings, IP issues, or even legal trouble. Taking care of this upfront protects both you and your developer and builds a foundation of trust.
- Work with a local legal advisor or use platforms like Deel, Remote, or Oyster to create agreements that meet local labor and tax laws.
- Include clear clauses for intellectual property ownership, confidentiality, and non-disclosure in every contract.
- Agree on rates, currency, billing cycle (weekly/monthly), and payment methods (e.g., Wise, Payoneer, Deel) from the start.
- If you want to offer long-term employment without setting up a legal entity, an EOR can hire and pay developers on your behalf, ensuring local compliance.
- Keep signed agreements, invoices, and payment receipts organized in a central, shared folder (Google Drive, Notion, or your HR platform).
😱 This Might Surprise You
Latin America has around 2 million software developers.
How To Set Up An Offshore Software Development Team In Latin America: 5 Key Strategies
Follow these steps to build a strong, smooth-working relationship with your Latin American development team:
1. Align On Communication Tools & Expectations Early
Clear communication is the backbone of any successful offshore collaboration. Without it, even the most talented developers can get misaligned on goals, timelines, and priorities. Latin American teams often work in similar time zones, but without shared tools and expectations, you risk unnecessary delays and confusion.
- Choose your primary tools upfront (Slack for messaging, Zoom for calls, Jira or Trello for task management) and stick to them.
- Set expectations for response times and availability, like core hours for meetings and daily check-ins or standups.
- Document everything, from meeting notes to process updates, so everyone stays on the same page—even across locations.
2. Onboard Like They’re In-House
Treating your Latin American team like an extension of your in-house staff builds trust, improves engagement, and helps them ramp up faster. When they understand your product, team dynamics, and goals, they contribute more effectively right from the start.
Here’s a week-by-week onboarding guide:
| Focus Area | Activities | |
|---|---|---|
| Week 1 | Orientation & Team Integration | – Intro to company mission, values, and culture – Meet key team members – Set up accounts and tools |
| Week 2 | Product & Process Familiarization | – Walkthrough of product, users, and roadmap – Overview of workflows (Agile, Scrum, etc.) – Review codebase and documentation |
| Week 3 | Small Tasks & Paired Work | – Assign simple bug fixes or tasks – Pair programming with senior devs – Begin joining daily standups |
| Week 4 | Independent Work & Feedback Loops | – Take ownership of a small feature or module – Participate in planning meetings – Get feedback on work and communication |
| Week 5+ | Full Integration & Continuous Improvement | – Fully own assigned areas – Join sprint reviews and retrospectives – Set ongoing learning or performance goals |
3. Designate A Local Or Internal Point Of Contact
A single point of contact (POC) helps streamline communication, resolve blockers fast, and maintain alignment across time zones:
Actionable tips:
- Assign a team lead or manager who regularly checks in with the offshore team and relays updates.
- Make the POC accessible during overlapping hours to handle feedback, clarify tasks, and resolve issues quickly.
- Use the POC to relay cultural or workflow nuances so offshore developers feel supported, not isolated.
4. Adjust For Time Zones Without Losing Overlap
One of the biggest advantages of offshore development in Latin America is the close time zone alignment with US and Canadian teams. But without intentional scheduling, you can still miss out on real-time collaboration. Overlap keeps projects moving and avoids long delays.
| Country | Main Cities | Time Zone (Standard Time) | Overlap With US Time Zones |
|---|---|---|---|
| Mexico | Mexico City, Guadalajara | UTC -6 (CST) | Good overlap with Central, Mountain, and Pacific |
| Colombia | Bogotá, Medellín | UTC -5 | Strong overlap with Eastern and Central |
| Peru | Lima | UTC -5 | Strong overlap with Eastern and Central |
| Argentina | Buenos Aires, Córdoba | UTC -3 | Partial overlap with Eastern (2–4 hours behind) |
| Brazil | São Paulo, Rio de Janeiro | UTC -3 to -4 (varies) | Partial overlap with Eastern/Central |
| Chile | Santiago | UTC -4 | 1–2 hours ahead of Eastern, workable with early starts |
| Uruguay | Montevideo | UTC -3 | Partial overlap with Eastern |
| Ecuador | Quito | UTC -5 | Strong overlap with Eastern and Central |
| Costa Rica | San José | UTC -6 | Matches Central, overlaps well with Pacific |
| Guatemala | Guatemala City | UTC -6 | Matches Central, overlaps well with Pacific |
5. Set Measurable Goals & Define Ownership
When everyone knows exactly what success looks like, teams move faster and take more pride in the outcome:
- Break down projects into clear milestones with deadlines and link them to specific team members.
- Use KPIs or success metrics (like feature delivery timelines or bug resolution rates) to track performance.
- Give developers full ownership of features or modules, so they feel responsible for outcomes.
“Offshoring to Latin America helps scale quickly while staying aligned across time zones and team culture.”
Christian Cabaluna, Senior Recruiter
5 Common Risks When Hiring Offshore Developers In Latin America
Below are some common challenges you might run into with offshore development in Latin America:
1. Regional Developer Shortages During Peak Demand
During periods when US or global companies ramp up hiring, demand for top Latin American developers can outpace supply, especially for in-demand skills like cloud engineering or AI. This creates sudden shortages in specific regions or tech stacks, making it harder to secure qualified talent quickly.
How to avoid it: Build relationships with multiple hiring partners or agencies in advance, and consider sourcing from a mix of countries to reduce overreliance on a single talent pool.
2. Lack Of Legal Clarity Around Independent Contractors
Labor laws in some Latin American countries don’t clearly distinguish between contractors and full-time employees, particularly when work is long-term or closely managed. This can expose your business to misclassification risks, fines, or forced employment benefits if local authorities audit the relationship.
How to avoid it: Work with a local legal advisor or an Employer of Record (EOR) service to ensure contracts are compliant with country-specific labor laws and clearly define the nature of the engagement.
3. Misalignment In Agile Methodologies & Workflows
Agile practices vary across teams and regions. Some developers may follow the terminology but apply different sprint rhythms, planning styles, or ownership structures. This can cause confusion, delays, or duplicated work when expectations aren’t aligned from the start.
How to avoid it: Establish your preferred agile workflow early on, provide clear onboarding around roles and responsibilities, and run a few trial sprints to align practices before full-scale development begins.
4. Limited Access To High-Speed, Stable Internet In Smaller Cities
While major Latin American tech hubs have reliable infrastructure, smaller cities or rural areas can suffer from inconsistent internet speeds and power outages. This affects developers’ ability to join calls, push code, or meet deadlines during long work sessions or team syncs.
How to avoid it: Ask candidates about their home office setup, test connectivity during interviews, and prioritize hiring talent from regions with strong infrastructure or co-working access.
5. Talent Retention Issues Because Of US Company Poaching
Skilled Latin American developers are increasingly targeted by US companies offering higher pay, stock options, or full-time remote roles. Once you’ve trained and integrated a developer, they may be lured away by more competitive offers, and sometimes with little notice.
How to avoid it: Offer competitive compensation, growth opportunities, and a strong team culture. Plus, regularly check in on job satisfaction and consider retention bonuses or longer-term contracts to keep top talent engaged.
🔎 This Is Interesting
Offshore teams boost productivity by 20-30%.
Conclusion
Offshore software development in Latin America is a solid strategy if you want real-time collaboration, skilled talent, and pricing that doesn’t punch you in the budget. Start small, but start smart. Test with one hire or a small team. Choose a country that matches your priorities. Don’t just compare rates. Look at reliability, communication, and how they work, not just what they know.
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FAQs
Can I find senior or specialized developers in Latin America?
Yes, Latin America has a growing pool of senior engineers and specialists in fields like AI, DevOps, and mobile. Many have worked with US companies and bring both technical depth and remote collaboration experience.
How long does it take to hire a developer in Latin America?
With a reliable partner or platform, you can hire a vetted Latin American developer within 1 to 2 weeks. Timelines may vary based on skillset, availability, and your internal decision-making speed.
Do I need to speak Spanish or Portuguese when offshoring in Latin America?
No. Most developers who work with international teams speak English fluently, especially in countries like Argentina, Colombia, and Chile. Language rarely becomes a barrier when hiring through vetted platforms or agencies.
What industries are Latin American developers most experienced in?
Developers in LATAM commonly work in fintech, eCommerce, healthtech, edtech, and SaaS. Many have built products for startups and scale-ups, giving them relevant experience with modern tools, APIs, and cloud platforms.