Cloud Engineers

Cloud engineers working from the Philippines, Latin America or Eastern Europe cost $35 to $80 per hour with us, depending on seniority and region. That is billed as one monthly fee covering salary, payroll, benefits, HR administration, a Client Success Manager and an annual learning budget, with no placement or recruiter fee on top. Against a comparable US hire loaded with benefits, payroll tax and recruitment, it lands 50 to 75% lower. We quote the exact monthly figure on a discovery call, because it moves with seniority and specialism.

They own infrastructure the way an in-house engineer would, inside your accounts and on your change process. Typical work is infrastructure as code, CI/CD pipelines, cost control, IAM and secrets, monitoring and alerting, backup and restore testing, and on-call rotation. Migration work is common too, whether that is on-premise to cloud or between providers. What they do not do is run as a separate managed service, because you keep ownership of the architecture and the accounts.

AWS, Azure and Google Cloud, and we match on the platform you already run rather than the one we would prefer. Around them the common ground is Terraform, Kubernetes, Docker, GitHub Actions or GitLab CI, and observability tooling such as Prometheus, Grafana, CloudWatch or Datadog. Multi-cloud and hybrid setups are workable, though we will usually say where the extra complexity is not paying for itself. Tell us the stack on the discovery call and we vet against it.

You interview two pre-vetted candidates within seven working days of your requirements call, and the engineer is typically working about a week after you choose. Local engineering hiring runs a 41-day median, before notice periods. The seven days covers sourcing, technical assessment, live pair programming with a senior Cloud Employee engineer, a CTO interview and cultural fit screening. Scaling works the same way. Salmon Software onboarded eleven engineers in six weeks and CleanLink hired three in two.

Vetting is CTO-led and hands-on rather than a resume screen. Candidates pass an initial screen, a technical assessment, live pair programming with a senior Cloud Employee engineer, a CTO interview, cultural fit screening and reference checks. For infrastructure roles the assessment leans on reasoning about failure, cost and blast radius rather than on recalling console menus. You then interview two pre-filtered candidates rather than a longlist, and interviewing costs you nothing.

Yes, and most do, which is why region choice matters more here than on a daytime build team. Your engineer works your hours as standard, and any coverage outside them is agreed up front rather than assumed. Latin America gives US teams a full daytime overlap, Eastern Europe covers London and US East Coast mornings, and the Philippines suits UK, European and Australian hours. If you need genuine follow-the-sun cover, we will say plainly what a single hire can and cannot cover.

Staff augmentation, so you manage the engineer day to day, they report to you, and your architecture decisions and cloud accounts stay yours. Cloud Employee is the employer of record, which means payroll, benefits, local compliance, equipment and HR run through us while a Client Success Manager checks in on the relationship. If what you want is a vendor who takes the pager and the accountability entirely, this is the wrong model and we will say so on the call.

Yes, and cost work is often how a first hire pays for itself. Typical wins are right-sizing over-provisioned instances, removing orphaned volumes and snapshots, applying savings plans or reserved capacity, moving cold data to cheaper storage classes, and putting spend behind tags and budgets so each team can see its own bill. How much comes back depends entirely on how your environment grew, so we would rather look at it than promise a percentage.

No, one engineer is a normal starting point and there is no minimum. Plenty of teams start with a single cloud engineer to take infrastructure off their product developers, then add a second once the backlog is visible. Several clients have grown from two engineers to six over two years with the original hires still in place. Once you reach four or more, we fund a visit so you can work alongside the team in person.

Our engineers work to your controls, covering IAM least privilege, secrets management, network segmentation, encryption in transit and at rest, and the evidence trails SOC 2 and ISO 27001 audits expect. Because Cloud Employee is the employer of record, we handle employment screening, contracts and local compliance for the engineer. Your own access policy, data residency rules and audit scope stay with you, and our engineers work inside them rather than around them.

You get a two-week money-back guarantee, and free developer replacement if it is not the right fit. After that window you raise it with your Client Success Manager, who works with our on-ground HR team on a performance plan or a replacement at no extra cost. Because we are the employer of record, changing a placement is our administrative problem rather than yours. There is no minimum contract either, since the agreement is one-month rolling from day one, so you are never locked into a year.

You get one named engineer working only for you, full time, rather than a shared pool or someone juggling other clients. Freelancers rarely stay long enough to learn why your infrastructure looks the way it does, and that is where the context is most expensive to lose. Ours join your standups and your repository, and they list your company as their employer on LinkedIn. 97% stay beyond two years, against a US tech median tenure of 1.7 years.