Not parent, but I’ve hired and worked with a lot of great folks from Argentina, Romania, and Ukraine.

Other countries from which I’ve hired fewer, but generally solid, folks are Spain, Poland, Columbia, and Costa Rica.

Usually as contractors. Full-time employment laws in other countries are very, very different from the US.

Other than cheaper rates/salaries, doesn hiring overseas helps with taxes in some way (vs hiring domestically)

Hiring folks on contract was less expensive due to the lack of US domestic taxes (e.g. social security).

With Section 174 changes, though, that's not the case anymore, and I've spent a lot of time understanding that (because of the 15 year amortization). I won't get on my soapbox about Section 174 stuff and derail this thread. Check it out, though!

edit: missing content/context

https://blog.pragmaticengineer.com/section-174/ is a good read on Section 174, for those who might be curious.

Gotcha. Is that making you lean towards hiring domestically now instead of overseas, or is the cheaper rates still worth it at the end of the day?

I haven't read up too much about 174. Are you suggesting contractor pay can't be written off anymore as well, and thus is less attractive, even at a lower dollar/hour cost, than hiring domestically?

Colombia*

Right now I have team members from Ukraine, Croatia, Montenegro, and Romania in Eastern Europe as well as Chile, Argentina, Brazil, and Mexico in LatAm.

Some countries have more stable talent pools than others - Ukrainian engineers tend to be notably high quality while Mexico can be very hit or miss.

It may sound novel and egalitarian to you but the next time there is a layoff you're going to be the most expensive employee at your company...

We hired some great talent from Argentina. Great tech and English skills, and the similar time zone was key.