Hire API Developers
Source top API Developers with Lupa and slash costs by 70%. Hire pre-vetted Latin American talent and build your team in just 21 days—no hassle, full compliance.
Hire Remote API Developers
Valentina transforms code into seamless solutions. Your go-to for all things dev.
- PHP
- CSS
- JavaScript
- Node.js
- C#
Valeria is a dynamic developer from Costa Rica, mastering Swift to C++ with 5 years' finesse.
- Swift
- Kotlin
- Angular
- TypeScript
- C++
Ana is a dynamic developer from Panama, blending AI and Python with 7 years of expertise.
- C++
- Machine Learning Basics
- Data Visualization
- AI
- Python
Diego is a seasoned developer from Mexico, mastering Go, Node.js, React, and AWS.
- Go (Golang)
- Node.js
- HTML
- React.js
- AWS
Meet Sebastián, a developer with 11 years of expertise in Kotlin, Swift, AI, and more.
- Kotlin
- Swift
- AI
- Machine Learning Basics
- Data Visualization
Meet Daniela, a developer from Ecuador. 5 years in, she’s your go-to for Angular, React, and more.
- Angular
- HTML
- CSS
- React.js
- C++
Sofía is a dynamic developer from Colombia, mastering JS, React, and Docker for 5 years.
- JavaScript
- HTML
- React.js
- TypeScript
- Docker
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
Lupa's Proven Process
Together, we'll create a precise hiring plan, defining your ideal candidate profile, team needs, compensation and cultural fit.
Our tech-enabled search scans thousands of candidates across LatAm, both active and passive. We leverage advanced tools and regional expertise to build a comprehensive talent pool.
We carefully assess 30+ candidates with proven track records. Our rigorous evaluation ensures each professional brings relevant experience from industry-leading companies, aligned to your needs.
Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.
Reviews
"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."
“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”
“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”
“We scaled our first tech team at record speed with Lupa. We couldn’t be happier with the service and the candidates we were sent.”
"Recruiting used to be a challenge, but Lupa transformed everything. Their professional, agile team delivers top-quality candidates, understands our needs, and provides exceptional personalized service. Highly recommended!"
“Lupa has become more than just a provider; it’s a true ally for Pirani in recruitment processes. The team is always available to support and deliver the best service. Additionally, I believe they offer highly competitive rates and service within the market.”
"Highly professional, patient with our changes, and always maintaining clear communication with candidates. We look forward to continuing to work with you on all our future roles."
“Lupa has been an exceptional partner this year, deeply committed to understanding our unique needs and staying flexible to support us. We're excited to continue our collaboration into 2025.”
"What I love about Lupa is their approach to sharing small, carefully selected batches of candidates. They focus on sending only the three most qualified individuals, which has already helped us successfully fill 7 roles.”
"We hired 2 of our key initial developers with Lupa. The consultation was very helpful, the candidates were great and the process has been super fluid. We're already planning to do our next batch of hiring with Lupa. 5 stars."
"Working with Lupa for LatAm hiring has been fantastic. They found us a highly skilled candidate at a better rate than our previous staffing company. The fit is perfect, and we’re excited to collaborate on more roles."
"We compared Lupa with another LatAm headhunter we found through Google, and Lupa delivered a far superior experience. Their consultative approach stood out, and the quality of their candidates was superior. I've hired through Lupa for both of my companies and look forward to building more of my LatAm team with their support."
“We’ve worked with Lupa on multiple roles, and they’ve delivered time and again. From sourcing an incredible Senior FullStack Developer to supporting our broader hiring needs, their team has been proactive, kind, and incredibly easy to work with. It really feels like we’ve gained a trusted partner in hiring.”
Working with Lupa was a great experience. We struggled to find software engineers with a specific skill set in the US, but Lupa helped us refine the role and articulate our needs. Their strategic approach made all the difference in finding the right person. Highly recommend!
Lupa goes beyond typical headhunters. They helped me craft the role, refine the interview process, and even navigate international payroll. I felt truly supported—and I’m thrilled with the person I hired. What stood out most was their responsiveness and the thoughtful, consultative approach they brought.
API Developer Soft Skills
Communication
Convey complex ideas clearly
Problem Solving
Effective analysis and fix of intricate issues
Team Collaboration
Integrate seamlessly within a multidisciplinary team
Adaptability
Quickly adjust to shifting project requirements
Time Management
Meet strict deadlines in various stages of development
Empathy
Anticipate client needs and user expectations
API Developer Skills
API Design and Development
Crafting RESTful and GraphQL APIs to facilitate seamless communication between services.
Security Protocols
Implementing OAuth, JWT, and other authentication/authorization methods to secure APIs.
Data Serialization
Proficient in JSON, XML, and protocol buffers for data interchange between systems.
API Documentation
Utilizing Swagger and Postman for clear, comprehensive API documentation and testing.
Performance Optimization
Enhancing API responsiveness and scalability through caching and load balancing.
Integration Patterns
Employing webhooks, SDKs, and middleware for smooth API and service integrations.
How to Write an Effective Job Post for Hiring API Developers
Recommended Titles
- Frontend Developer
- Backend Developer
- Full Stack Developer
- DevOps Engineer
- Mobile App Developer
- Data Engineer
Role Overview
- Tech Stack: Proficient in Kotlin/Swift, Firebase, RESTful APIs
- Project Scope: Develop and maintain key app features; integrate user feedback; ensure UI/UX consistency
- Team size: Collaborate within a lean team of 5 developers
Role Requirements
- Years of Experience: Minimum of 5 years in app development.
- Core Skills: Proficiency in project management, debugging, and API integration.
- Must-Have Technologies: Expertise in Kotlin, Python, and Flutter.
Role Benefits
- Salary Range: Competitive salary based on experience and skills, $80,000 - $120,000.
- Remote Options: Flexible remote work arrangements available to support work-life balance.
- Growth Opportunities: Access to continued education, mentorship programs, and leadership opportunities.
Do
- Offer details on salary and perks
- Specify necessary qualifications and expertise
- Share insights about company culture and ethos
- Point out potential for career advancement
- Utilize clear and captivating language
Don't
- Avoid unclear descriptions.
- Don't overlook necessary qualifications.
- Steer clear of overly long postings.
- Don't skip mentioning the company info.
- Don't neglect to specify salary expectations.
Top Api Developer Interview Questions
Essential questions for evaluating API Developers
Can you explain the difference between REST and SOAP APIs?
Look for an understanding of how REST is typically stateless, uses standard HTTP, and is generally easier to integrate and scale, whereas SOAP is protocol-based, more rigid, has built-in error handling, and is often used in enterprise environments requiring ACID compliance.
What methods are typically used in RESTful services, and when would you use each?
Expect the candidate to mention HTTP methods like GET (retrieve), POST (create), PUT (update), DELETE (remove) and PATCH (partial update), explaining scenarios in which each would be used, showcasing their practical understanding.
How do you ensure the security of an API?
Listen for knowledge of authentication protocols like OAuth, JWT, API keys, encryption, rate limiting, and secure data transmission practices to gauge their ability to build secure APIs.
What tools do you use for API testing and why?
They should mention tools like Postman, Swagger, or Insomnia and emphasize automated testing for reliability, regression testing, and their approach to creating comprehensive test cases.
Can you discuss a challenging API integration you've worked on?
Look for specifics about the challenge, their problem-solving approach, and the outcome. This will give insight into their technical ability, creativity, and resilience under pressure.
Describe a time when you had to troubleshoot a critical issue in an API. How did you handle it?
Look for details on how the candidate identified and isolated the problem, as well as their approach to testing and implementation of the fix. This reveals their technical expertise and problem-solving process.
How do you prioritize bug fixes when there are multiple issues reported at once?
The candidate should mention criteria like impact on users, severity, and resource availability. This shows their ability to manage tasks and focus on what's most important.
Can you give an example of a time you optimized an API for performance? What steps did you take, and what were the results?
Look for specific examples of optimization techniques like caching or data compression. Results and metrics are key to understanding their impact on performance.
How do you approach learning a new technology or tool required for solving an API problem?
Check for their resourcefulness and continuous learning mindset. Effective candidates will discuss utilizing documentation, online resources, and hands-on practice.
Explain a situation where you had to balance feature requests with system limitations. What strategy did you use?
Look for their ability to assess feasibility, communicate effectively with stakeholders, and find innovative solutions or compromises. This demonstrates strategic thinking.
Can you describe a time when you had to communicate a complex technical concept to a non-technical team member? How did you ensure they understood?
Look for clarity in the candidate's explanation process, their ability to tailor their language for different audiences, and the steps they took to verify comprehension.
How do you handle stress, especially when working on tight deadlines or multiple projects?
Pay attention to their methods for stress management, such as prioritization, maintaining work-life balance, and proactive problem-solving strategies.
Describe a situation where you had to collaborate with a difficult team member. How did you handle it?
Assess their ability to maintain professionalism, their approach to conflict resolution, and their emphasis on finding common ground.
Have you ever taken on a leadership role, even unofficially? What did you learn from that experience?
Look for examples of initiative, how they motivated and inspired the team, and insights gained from leading without formal authority.
How do you ensure your team stays aligned and motivated during long projects?
Consider their strategies for maintaining communication, setting clear goals, and recognizing team efforts to sustain morale.
- Weak Security Practices
- Inflexibility to Change
- Inadequate Documentation
- Overlooking Error Handling
- Ignoring Scalability Concerns
Build elite teams in record time, full setup in 21 days or less.
Book a Free ConsultationWhy We Stand Out From Other Recruiting Firms
From search to hire, our process is designed to secure the perfect talent for your team
Local Expertise
Tap into our knowledge of the LatAm market to secure the best talent at competitive, local rates. We know where to look, who to hire, and how to meet your needs precisely.
Direct Control
Retain complete control over your hiring process. With our strategic insights, you’ll know exactly where to find top talent, who to hire, and what to offer for a perfect match.
Seamless Compliance
We manage contracts, tax laws, and labor regulations, offering a worry-free recruitment experience tailored to your business needs, free of hidden costs and surprises.
Lupa will help you hire top talent in Latin America.
Book a Free Consultation
Top Api Developer Interview Questions
Essential questions for evaluating API Developers
Can you explain the difference between REST and SOAP APIs?
Look for an understanding of how REST is typically stateless, uses standard HTTP, and is generally easier to integrate and scale, whereas SOAP is protocol-based, more rigid, has built-in error handling, and is often used in enterprise environments requiring ACID compliance.
What methods are typically used in RESTful services, and when would you use each?
Expect the candidate to mention HTTP methods like GET (retrieve), POST (create), PUT (update), DELETE (remove) and PATCH (partial update), explaining scenarios in which each would be used, showcasing their practical understanding.
How do you ensure the security of an API?
Listen for knowledge of authentication protocols like OAuth, JWT, API keys, encryption, rate limiting, and secure data transmission practices to gauge their ability to build secure APIs.
What tools do you use for API testing and why?
They should mention tools like Postman, Swagger, or Insomnia and emphasize automated testing for reliability, regression testing, and their approach to creating comprehensive test cases.
Can you discuss a challenging API integration you've worked on?
Look for specifics about the challenge, their problem-solving approach, and the outcome. This will give insight into their technical ability, creativity, and resilience under pressure.
Describe a time when you had to troubleshoot a critical issue in an API. How did you handle it?
Look for details on how the candidate identified and isolated the problem, as well as their approach to testing and implementation of the fix. This reveals their technical expertise and problem-solving process.
How do you prioritize bug fixes when there are multiple issues reported at once?
The candidate should mention criteria like impact on users, severity, and resource availability. This shows their ability to manage tasks and focus on what's most important.
Can you give an example of a time you optimized an API for performance? What steps did you take, and what were the results?
Look for specific examples of optimization techniques like caching or data compression. Results and metrics are key to understanding their impact on performance.
How do you approach learning a new technology or tool required for solving an API problem?
Check for their resourcefulness and continuous learning mindset. Effective candidates will discuss utilizing documentation, online resources, and hands-on practice.
Explain a situation where you had to balance feature requests with system limitations. What strategy did you use?
Look for their ability to assess feasibility, communicate effectively with stakeholders, and find innovative solutions or compromises. This demonstrates strategic thinking.
Can you describe a time when you had to communicate a complex technical concept to a non-technical team member? How did you ensure they understood?
Look for clarity in the candidate's explanation process, their ability to tailor their language for different audiences, and the steps they took to verify comprehension.
How do you handle stress, especially when working on tight deadlines or multiple projects?
Pay attention to their methods for stress management, such as prioritization, maintaining work-life balance, and proactive problem-solving strategies.
Describe a situation where you had to collaborate with a difficult team member. How did you handle it?
Assess their ability to maintain professionalism, their approach to conflict resolution, and their emphasis on finding common ground.
Have you ever taken on a leadership role, even unofficially? What did you learn from that experience?
Look for examples of initiative, how they motivated and inspired the team, and insights gained from leading without formal authority.
How do you ensure your team stays aligned and motivated during long projects?
Consider their strategies for maintaining communication, setting clear goals, and recognizing team efforts to sustain morale.
- Weak Security Practices
- Inflexibility to Change
- Inadequate Documentation
- Overlooking Error Handling
- Ignoring Scalability Concerns
