Why Global Companies Hire Manufacturing Automation Engineers from Brazil

Brazil has emerged as a valuable source of manufacturing automation engineering talent, offering several distinct advantages for global companies looking to enhance their industrial operations and technological capabilities.

• Strong Industrial Engineering Education: Brazil boasts prestigious technical universities with robust engineering programs, particularly at institutions like the University of São Paulo (USP), Federal University of Rio de Janeiro (UFRJ), and the Technological Institute of Aeronautics (ITA). These schools produce engineers with strong foundations in automation principles, PLC programming, and industrial systems integration.
• Experience with Diverse Manufacturing Environments: Brazilian automation engineers often have experience across multiple industries—from automotive and aerospace to food processing and pharmaceuticals—making them adaptable to various manufacturing settings.
• Cost-Effective Expertise: Companies can access highly qualified automation engineering talent at 30-50% lower compensation rates compared to North American or Western European counterparts, while still maintaining high quality standards.
• Practical Problem-Solving Skills: Brazilian engineers typically develop strong troubleshooting abilities due to working in environments where resource optimization and creative solutions are highly valued.
• Cultural Adaptability and Communication: Many Brazilian engineers demonstrate good English language proficiency and adaptability to international work environments, facilitating smooth integration with global teams.

Companies looking to outsource work to Brazil find that manufacturing automation engineers offer a compelling combination of technical expertise, practical experience, and cost advantages, making them valuable assets for industrial automation projects worldwide.

Who Should Consider Hiring Brazilian Manufacturing Automation Engineers

Several types of organizations stand to benefit significantly from incorporating Brazilian manufacturing automation engineering talent into their operations:

Global Manufacturing Companies Expanding Operations

Multinational manufacturers looking to optimize production processes or implement Industry 4.0 technologies can leverage Brazilian automation engineers’ expertise to streamline implementation while managing costs effectively. These engineers bring valuable perspective from Brazil’s diverse manufacturing sector.

Industrial Automation Solution Providers

Companies developing and implementing automation solutions across multiple markets can benefit from Brazilian engineers who understand various industrial control systems and have experience integrating disparate technologies. Their adaptability to different manufacturing environments makes them particularly valuable for solution providers serving diverse client bases.

Manufacturing Technology Startups

Emerging companies developing innovative manufacturing technologies can accelerate product development by tapping into Brazil’s pool of automation talent. These engineers often bring creative problem-solving approaches and can help startups stretch their development budgets further while maintaining quality.

Industrial IoT and Digital Transformation Consultancies

Firms helping traditional manufacturers transition to smart factory models benefit from Brazilian engineers who understand both conventional automation systems and newer IoT technologies. Their experience bridging legacy systems with modern digital solutions is particularly valuable during transformation initiatives.

Food Processing and Consumer Packaged Goods Companies

Organizations in these sectors can leverage Brazilian automation engineers’ specific experience with high-volume production environments, quality control systems, and compliance with international manufacturing standards—areas where Brazil’s large consumer goods industry has developed significant expertise.

Key Skills and Specializations for Manufacturing Automation Engineers

Brazilian manufacturing automation engineers typically possess a diverse range of technical skills and specializations that make them valuable assets for global industrial operations:

Core Technical Competencies

• PLC Programming and Integration: Proficiency with major platforms like Siemens S7, Allen-Bradley, Schneider Electric, and Mitsubishi
• SCADA System Implementation: Experience with systems like Wonderware, Ignition, WinCC, or FactoryTalk
• HMI Development: Design and programming of effective human-machine interfaces for industrial control systems
• Industrial Networking: Configuration and troubleshooting of industrial protocols including Profinet, EtherNet/IP, Modbus, and Fieldbus systems
• Motion Control Systems: Implementation of servo and variable frequency drive applications for precision manufacturing
• Robotics Integration: Programming and integration of industrial robots from manufacturers like ABB, FANUC, and KUKA

Industry 4.0 and Advanced Manufacturing Skills

• Industrial IoT Implementation: Connecting factory equipment to data collection and analysis systems
• Manufacturing Execution Systems (MES): Implementation and configuration of production management software
• Data Analytics for Manufacturing: Using production data to identify optimization opportunities
• Digital Twin Development: Creating virtual representations of physical manufacturing systems
• OEE (Overall Equipment Effectiveness) Optimization: Implementing systems to improve manufacturing efficiency metrics

Brazilian engineers often develop cross-domain expertise due to the country’s diverse industrial base, allowing them to bridge gaps between different automation technologies and manufacturing processes. This versatility makes them particularly valuable for complex automation projects requiring integration of multiple systems.

Experience Levels of Brazilian Manufacturing Automation Engineers

Entry-Level (0-3 years)

Entry-level manufacturing automation engineers in Brazil typically hold bachelor’s degrees in electrical, mechanical, mechatronics, or control engineering from institutions like USP, UNICAMP, or Federal Institutes of Technology. They have foundational knowledge of automation principles and may have completed internships in industrial settings.

At this stage, engineers typically:

• Perform basic PLC programming and modifications under supervision
• Assist with HMI screen development and basic SCADA configurations
• Support equipment installation and commissioning activities
• Troubleshoot straightforward automation issues on production lines
• Develop technical documentation for automation systems

Many entry-level engineers have experience with at least one major automation platform (often Siemens or Allen-Bradley) and basic understanding of industrial communication protocols.

Mid-Level (3-7 years)

Mid-level automation engineers have developed specialized expertise and can independently handle moderate to complex automation projects. They often have experience across multiple industries or with different types of manufacturing processes.

Engineers at this level typically:

• Design complete automation solutions for production equipment or lines
• Implement complex PLC programs and SCADA systems independently
• Integrate various automation components (robots, vision systems, etc.)
• Configure and optimize industrial networks
• Lead equipment commissioning activities
• Develop standards and methodologies for automation implementation

Many mid-level Brazilian engineers have obtained professional certifications from major automation vendors (Siemens, Rockwell, etc.) and may have specialized in particular industries or technologies.

Senior-Level (8+ years)

Senior automation engineers bring deep expertise and strategic perspective to manufacturing technology implementations. They often have experience with large-scale automation projects and cross-functional leadership.

Engineers at this level typically:

• Architect complete automation systems for complex manufacturing environments
• Lead digital transformation initiatives and Industry 4.0 implementations
• Develop automation standards and best practices for organizations
• Manage technical teams and cross-functional projects
• Interface between technical implementation and business requirements
• Optimize existing automation systems for efficiency, quality, and cost
• Provide expert troubleshooting for complex automation problems

Senior Brazilian automation engineers often have postgraduate qualifications (specialization, MBA, or master’s degrees) and extensive knowledge across multiple automation platforms. Many have experience with both traditional automation and newer technologies like IIoT, cloud integration, and advanced analytics.

Hiring Models to Choose From

When hiring Brazilian manufacturing automation engineers, several models offer different advantages depending on your business requirements, project timeline, and long-term strategy:

Direct Employment

Bringing automation engineers onto your permanent staff provides maximum control over their work and integration with your team. This model works well for ongoing automation needs and strategic roles that require deep company knowledge.

• Best for: Long-term automation strategy, core technical team building
• Advantages: Full control, deeper integration, knowledge retention
• Considerations: Requires legal entity or EOR service, highest commitment level

Project-Based Contracting

Engaging automation engineers for specific projects with defined deliverables and timelines. This model provides flexibility while maintaining focus on specific automation objectives.

• Best for: Discrete automation projects, system upgrades, specialized implementations
• Advantages: Defined scope and budget, access to specialized expertise
• Considerations: Must carefully manage contractor classification, potential knowledge transfer challenges

Staff Augmentation

Adding Brazilian automation engineers to your existing team through staff augmentation companies in Brazil allows you to scale your technical capabilities while maintaining day-to-day management control.

• Best for: Scaling teams quickly, adding specific technical capabilities
• Advantages: Faster scaling, reduced hiring burden, flexibility
• Considerations: Higher hourly/monthly rates, potential integration challenges

Managed Automation Services

Outsourcing complete automation functions to teams that include Brazilian engineers. This model shifts responsibility for results to the service provider while you focus on requirements and outcomes.

• Best for: Complete automation solutions, ongoing support needs
• Advantages: Outcome-based arrangements, reduced management overhead
• Considerations: Less direct control, potential communication layers

Build-Operate-Transfer (BOT)

Working with a provider to build an automation team in Brazil that you’ll eventually bring in-house. This model combines quick startup with long-term control.

• Best for: Establishing new automation capabilities with future in-house plans
• Advantages: Faster team building, reduced initial setup complexity
• Considerations: More complex agreements, transition management required

The optimal hiring model depends on your specific automation needs, timeline, budget constraints, and long-term strategy. Many organizations use a hybrid approach, combining different models for different aspects of their automation requirements.

How to Legally Hire Manufacturing Automation Engineers in Brazil

Hiring manufacturing automation engineers in Brazil requires careful consideration of local labor laws and compliance requirements. There are two primary approaches to legally employing Brazilian talent:

Option 1: Establish a Local Legal Entity

Setting up a Brazilian subsidiary gives you complete control over your local operations but requires significant investment and ongoing compliance management.

Key considerations:

• Timeline: Typically 3-6 months to establish
• Setup costs: $15,000-$30,000 for legal and administrative expenses
• Ongoing requirements: Local director, physical address, accounting compliance
• Compliance obligations: Full employer responsibilities under labour laws in Brazil (CLT)

Advantages: Complete control over employment, intellectual property protection, potential tax benefits for long-term operations

Disadvantages: Significant upfront investment, complex ongoing compliance, administrative overhead

Option 2: Use an Employer of Record (EOR) Solution

An EOR like Asanify allows you to legally hire Brazilian automation engineers without establishing a local entity. The EOR serves as the legal employer while you maintain day-to-day work direction.

Key considerations:

• Timeline: Can hire engineers in as little as 1-2 weeks
• Setup costs: Minimal to none
• Ongoing requirements: Monthly service fee (typically 5-10% of salary)
• Compliance handling: EOR manages all employment compliance, payroll, and benefits

Advantages: Rapid hiring capability, minimal administrative burden, reduced compliance risk

Disadvantages: Service fees, potential limitations on employment practices

For most companies hiring Brazilian manufacturing automation engineers, particularly those without existing operations in Brazil or those seeking a small team, the Employer of Record model provides the optimal balance of speed, compliance, and cost-effectiveness. Asanify’s EOR solution specifically ensures full compliance with Brazil’s complex labor regulations while allowing you to focus on the technical integration of your automation engineering talent.

Step-by-Step Guide to Hiring Manufacturing Automation Engineers in Brazil

Step 1: Define Your Requirements

Begin with a clear definition of the technical expertise and experience you need:

• Specify required automation technologies (PLC platforms, SCADA systems, etc.)
• Define necessary industry experience (automotive, food processing, pharmaceuticals, etc.)
• Clarify required certification levels and formal education
• Determine language proficiency needs (English, Portuguese, Spanish)
• Establish experience level (junior, mid-level, senior) based on project complexity
• Define project-specific knowledge (robotics, machine vision, process automation)

Step 2: Select Your Hiring Model

Based on your business needs, choose the most appropriate approach:

• Evaluate timeline requirements against entity setup vs. EOR options
• Assess project duration to determine employment type (permanent vs. contract)
• Consider team size and scaling needs
• Analyze budget constraints against different hiring options
• Evaluate intellectual property and security requirements

Step 3: Source Qualified Candidates

Brazil offers several effective channels for finding automation engineering talent:

• Specialized technical recruitment agencies with manufacturing automation focus
• Industry-specific job platforms (Vagas.com, Catho, LinkedIn)
• Engineering associations and professional groups (ABDI, IEEE Brazil)
• Technical universities with strong automation programs (USP, UNICAMP, ITA)
• Industry events and automation conferences
• Automation vendor partner networks (Siemens, Rockwell, Schneider partners)

Step 4: Evaluate and Select

Thoroughly assess candidates’ technical capabilities and fit:

• Technical screening focused on specific automation platforms and technologies
• Practical assessments using automation programming challenges
• Panel interviews with technical leads and project stakeholders
• Review of past projects and implementation examples
• Verification of certifications and technical credentials
• Assessment of problem-solving abilities using real-world automation scenarios

Step 5: Onboard Compliantly

Ensure a smooth and legally compliant hiring process:

• Prepare compliant employment contracts meeting Brazilian labor requirements
• Establish clear job responsibilities and performance expectations
• Set up proper payroll and benefits administration
• Create a structured technical onboarding plan for systems and tools
• Establish communication protocols with existing engineering teams
• Use Asanify’s Employer of Record platform to handle all compliance aspects while you focus on technical integration and project alignment

Salary Benchmarks

Understanding the compensation landscape for manufacturing automation engineers in Brazil is essential for creating competitive offers that attract and retain top talent. The following benchmarks provide a general guideline for different experience levels and specializations.

Specialization Premiums

Certain specializations command salary premiums in the Brazilian market:

• Industry 4.0/IIoT Expertise: +15-25% over base salary range
• Robotics Integration Specialists: +10-20% over base salary range
• Pharmaceutical/Regulated Industry Experience: +10-15% over base salary range
• Advanced Process Control/DCS Specialists: +15-20% over base salary range
• Machine Vision Systems: +10-15% over base salary range

Regional Variations

Salaries vary significantly by region within Brazil:

• São Paulo Metropolitan Area: Base salary + 10-20% premium
• Curitiba/Automotive Corridor: Base salary + 5-10% premium
• Rio de Janeiro: Base salary + 5-10% premium
• Belo Horizonte/Mining Region: Base salary (reference level)
• Northeast/Emerging Industrial Centers: Base salary – 5-15%

Note: Total employment costs for Brazilian employees typically add 70-85% on top of base salary when accounting for mandatory benefits and employer contributions. When using an Employer of Record service, this is usually included in the quoted rates.

What Skills to Look for When Hiring Manufacturing Automation Engineers

Technical Skills

Core Automation Technologies

• PLC Programming: Look for proficiency in leading platforms (Siemens S7, Allen-Bradley, Schneider) with ladder logic, structured text, and function block programming capabilities
• HMI/SCADA Development: Experience designing intuitive interfaces and implementing supervisory control systems
• Industrial Networking: Knowledge of protocols like Profinet, EtherNet/IP, Modbus, and OPC UA
• Motion Control: Understanding of servo systems, VFDs, and coordinated motion applications
• Electrical Design: Ability to create and interpret electrical schematics and panel designs

Advanced Manufacturing Technologies

• Robotics Integration: Programming and integration experience with industrial robots
• Machine Vision: Implementation of visual inspection and guidance systems
• IIoT Technologies: Knowledge of sensors, edge computing, and cloud connectivity for manufacturing data
• Database Integration: Experience connecting automation systems to SQL, historian, or other data repositories
• Manufacturing Analytics: Skills in extracting, processing, and visualizing production data

Industry-Specific Knowledge

• Manufacturing Processes: Understanding of relevant production methods for your industry
• Regulatory Requirements: Familiarity with standards applicable to your manufacturing environment (GMP, ISO, etc.)
• Quality Systems: Experience implementing automated quality control and validation
• Production Efficiency: Knowledge of OEE, lean manufacturing, and continuous improvement methodologies

Soft Skills and Problem-Solving Abilities

Critical Thinking and Troubleshooting

• Systematic Debugging: Ability to diagnose complex automation issues methodically
• Root Cause Analysis: Skills in identifying underlying issues rather than just symptoms
• Creative Problem-Solving: Capacity to develop innovative solutions to automation challenges
• System Thinking: Understanding how individual components affect the overall automation system

Project and Implementation Skills

• Project Planning: Experience mapping out automation implementation phases and dependencies
• Documentation: Thorough documentation habits for programs, configurations, and systems
• Testing Methodologies: Structured approach to validation and verification of automation systems
• Commissioning Experience: Skills in bringing new systems online efficiently and methodically

Collaboration and Communication

• Cross-Functional Teamwork: Ability to work effectively with mechanical engineers, production staff, and IT
• Technical Communication: Skill in explaining complex automation concepts to varied audiences
• Remote Collaboration: Experience working with distributed teams across locations
• Stakeholder Management: Ability to align automation solutions with business needs and expectations

When evaluating Brazilian automation engineers, prioritize those who demonstrate a balance of technical depth in your specific automation technologies and the adaptability to learn new systems. Look for candidates who can articulate how they’ve solved complex automation problems in the past and how they approach the integration of different technologies in manufacturing environments.

Legal and Compliance Considerations

Hiring manufacturing automation engineers in Brazil requires careful attention to the country’s robust labor laws and compliance requirements to avoid legal risks and ensure a positive employment relationship.

Employment Contract Requirements

Brazilian employment contracts must comply with the Consolidation of Labor Laws (CLT) and include:

• Employment Type: Standard employment contracts are indefinite-term; fixed-term contracts are permitted only in specific circumstances
• Probationary Period: Can be established for up to 90 days
• Working Hours: Standard is 8 hours daily and 44 hours weekly; engineering roles often use flexible arrangements
• Compensation Structure: Must clearly define base salary and any variable components
• Job Description: Detailed outline of roles and responsibilities
• Intellectual Property Provisions: Critical for automation engineers creating proprietary solutions

Mandatory Benefits

All formal employees in Brazil are entitled to:

• 13th Salary: An additional month’s salary paid at year-end
• Paid Vacation: 30 calendar days after each 12-month period, plus a ⅓ vacation bonus
• FGTS: Employer must contribute 8% of monthly salary to the employee’s severance fund
• Transportation Voucher: Required if the employee uses public transportation
• Meal Allowance: While not legally required, it’s standard for professional positions
• Health Insurance: Not legally mandated but standard for technical professionals

Work Permits for Foreign Companies

If you don’t have a Brazilian entity:

• Using an Employer of Record like Asanify eliminates the need for work permits as they serve as the legal local employer
• The EOR ensures all employment is compliant with labor laws in Brazil while you maintain operational control

Intellectual Property Protection

For automation engineers who develop proprietary systems:

• Ensure employment contracts contain robust IP assignment clauses
• Consider additional confidentiality and non-disclosure agreements
• Specify that all work product belongs to the employer
• Be aware that Brazilian IP law has some differences from US/EU frameworks

Termination Requirements

Brazilian law provides significant protection to employees:

• Notice Period: Minimum 30 days, increasing with tenure
• Severance Payments: Include proportional 13th salary, vacation pay, and potentially a 40% FGTS penalty
• For-Cause Termination: Strictly limited to specific serious infractions
• Layoffs: Mass terminations may require union negotiations

Asanify’s Employer of Record service manages these complex compliance requirements, ensuring that your hiring of Brazilian automation engineers meets all legal standards while protecting your business interests. Our platform handles the intricate aspects of Brazilian employment law, allowing you to focus on integrating these valuable technical resources into your automation projects.

Common Challenges Global Employers Face

Navigating Complex Labor Laws

Brazil’s labor code (CLT) is comprehensive and highly protective of employees. Foreign employers often struggle with requirements around working hours, overtime calculations, mandatory benefits, and termination procedures. The legal framework differs significantly from North American or European standards, creating compliance risks for companies without local expertise.

Solution: Using an Employer of Record like Asanify ensures full compliance with Brazilian labor laws while eliminating the need to develop this specialized knowledge internally.

Managing Tax and Payroll Complexity

The Brazilian tax system is notoriously complex, with multiple layers of federal, state, and municipal taxes affecting employment. Engineering salaries require specific calculations for social security contributions, income tax withholding, and various other mandatory payments. Incorrect calculations can result in significant liabilities and penalties.

Solution: Asanify’s platform automatically handles all tax calculations, withholdings, and reporting requirements, ensuring compliance while simplifying your administrative burden.

Language and Communication Barriers

While many Brazilian automation engineers have good English skills, technical nuances can be lost in translation. Documentation practices, technical terminology, and communication styles may differ from what your organization is accustomed to, potentially creating misalignment on project requirements or specifications.

Solution: Establish clear communication protocols, use visual documentation where possible, and leverage Asanify’s bilingual support to bridge any language gaps.

Time Zone and Remote Collaboration Challenges

Brazil operates in time zones ranging from GMT-2 to GMT-5, which can create coordination challenges with teams in North America, Europe, or Asia. Effective collaboration on complex automation projects often requires synchronous communication, which becomes difficult across significant time differences.

Solution: Implement a combination of asynchronous collaboration tools and scheduled overlap hours to ensure effective technical communication.

Intellectual Property Protection

For automation engineering roles involving proprietary systems or innovative solutions, ensuring proper intellectual property protection under Brazilian law is crucial. Standard IP clauses from other jurisdictions may not provide adequate protection under local regulations.

Solution: Asanify provides employment contracts with robust IP protection clauses specifically adapted to Brazilian legal requirements, ensuring your automation innovations remain properly protected.

Equipment and Software Licensing Issues

Automation engineers need access to specific development environments, simulation tools, and programming software. Navigating international licensing restrictions, export controls on certain technologies, and ensuring proper access to required tools can become complicated when employing engineers in Brazil.

Solution: Develop a clear technology provision strategy that accounts for licensing requirements and export control regulations before onboarding technical staff.

By partnering with Asanify’s Employer of Record service, you can mitigate many of these challenges while gaining the advantages of Brazilian automation engineering talent. Our platform handles the complex compliance aspects of employment while you focus on the technical collaboration and project outcomes.

Best Practices for Managing Remote Manufacturing Automation Engineers in Brazil

Establish Clear Technical Documentation Standards

Automation engineering requires precise documentation of programs, configurations, and systems. When working with remote Brazilian engineers:

• Define standardized documentation formats for PLC programs, HMI designs, and network configurations
• Implement version control systems appropriate for automation software
• Create bilingual templates for critical documentation when necessary
• Establish naming conventions and organization structures for project files
• Schedule regular documentation reviews to ensure adherence to standards

Create Effective Technical Communication Channels

Facilitating clear communication about complex automation concepts requires structured approaches:

• Use video calls for complex technical discussions where visual explanation is beneficial
• Implement screen sharing and remote access tools for collaborative troubleshooting
• Create dedicated channels for different project aspects (electrical, programming, HMI)
• Utilize visual collaboration tools for system architecture discussions
• Record technical meetings for asynchronous review and reference

Bridge Time Zone Differences

With Brazil being 1-6 hours ahead of North American time zones:

• Establish core collaboration hours where teams are simultaneously available
• Create clear protocols for asynchronous updates and handoffs
• Use project management tools that support time-shifted collaboration
• Schedule critical design reviews and technical discussions during overlap hours
• Adjust meeting schedules to fairly distribute off-hours commitments across teams

Implement Effective Remote Testing Procedures

Automation projects require rigorous testing, which becomes more complex in remote scenarios:

• Establish virtual testing environments and simulation capabilities where possible
• Create detailed test plans with explicit acceptance criteria
• Utilize video documentation of physical testing when remote engineers can’t be present
• Implement remote access to test equipment and development systems when security allows
• Schedule collaborative commissioning sessions with clear protocols

Provide Access to Required Development Tools

Ensure Brazilian automation engineers have everything they need:

• Secure appropriate licenses for automation development software (Siemens TIA Portal, Rockwell Studio 5000, etc.)
• Establish VPN access to development environments and testing systems
• Provide adequate hardware for running simulation environments locally when needed
• Create cloud-based development environments where appropriate
• Establish procedures for requesting additional tools or licenses

Respect Cultural Differences While Maintaining Standards

Building effective relationships with Brazilian engineers:

• Allow time for relationship building alongside technical discussions
• Be aware that Brazilian communication may be more contextual and less direct
• Recognize important Brazilian holidays and their impact on project timelines
• Understand that feedback and problem discussions may require more diplomatic approaches
• Maintain clear technical standards while being flexible on communication styles

Create Opportunities for Knowledge Exchange

Remote automation engineers benefit from ongoing learning:

• Schedule regular technical knowledge-sharing sessions across teams
• Create a centralized knowledge base for automation standards and best practices
• Support participation in relevant training and certification programs
• Facilitate connections between Brazilian engineers and their global counterparts
• Document lessons learned from projects for organizational knowledge retention

Why Use Asanify to Hire Manufacturing Automation Engineers in Brazil

Asanify offers a comprehensive Employer of Record (EOR) solution specifically designed to help global companies hire and manage manufacturing automation engineers in Brazil without the complexity and risk of establishing a local entity.

Rapid and Compliant Hiring

Our platform enables you to:

• Hire Brazilian automation engineers in as little as 1-2 weeks instead of months
• Create fully compliant employment contracts that protect your intellectual property
• Navigate complex local regulations without establishing a Brazilian entity
• Ensure all hiring practices meet Brazilian labor law requirements
• Scale your automation team up or down as project needs evolve

Comprehensive Employment Management

Asanify handles all aspects of employment administration:

• Precise payroll processing with all required tax calculations and withholdings
• Administration of all mandatory benefits (13th salary, FGTS, vacation pay)
• Management of voluntary benefits attractive to technical professionals
• Handling of work hour tracking and overtime calculations
• Processing of expense reimbursements and allowances

Risk Mitigation and Compliance Assurance

Our platform protects your organization from common pitfalls:

• Asanify assumes all legal employer responsibilities and associated risks
• Continuous monitoring of changing labor regulations to maintain compliance
• Expert handling of any employment disputes or regulatory inquiries
• Proper classification of technical roles according to Brazilian standards
• Compliant termination management if employment needs to end

Technical Talent Management Support

We provide specialized assistance for engineering roles:

• Guidance on market-appropriate compensation for automation specializations
• Support for technical onboarding processes
• Advice on benefits packages attractive to engineering talent
• Management of certification and professional development allowances
• Insights into retention strategies for technical professionals

Seamless Technology Platform

Our intuitive platform simplifies management:

• Centralized dashboard for all employment documentation and activities
• Digital onboarding process for engineers to provide required information
• Transparent reporting on all employment costs and statutory contributions
• Simple approval workflows for time off, expenses, and benefits
• Multilingual support for both employers and employees

By partnering with Asanify, you can quickly access Brazil’s rich pool of manufacturing automation engineering talent while avoiding the complexity, cost, and risk of establishing a local entity. Our specialized knowledge of employing technical professionals in Brazil ensures you can build and manage your automation team efficiently and compliantly, allowing you to focus on your core manufacturing technology objectives rather than administrative complexities.

FAQs: Hiring Manufacturing Automation Engineers in Brazil

What qualifications do Brazilian manufacturing automation engineers typically have?

Brazilian automation engineers typically hold bachelor’s degrees in Electrical Engineering, Mechatronics Engineering, Control and Automation Engineering, or similar fields from institutions like USP, UNICAMP, or Federal Institutes of Technology. Many senior engineers have postgraduate specializations in industrial automation, robotics, or manufacturing systems. Professional certifications from major automation vendors (Siemens, Rockwell, Schneider) are common, and some engineers hold PMP or Lean Six Sigma certifications. The strongest candidates combine formal education with hands-on experience in specific industrial environments.

How much does it cost to hire a manufacturing automation engineer in Brazil?

Total employment costs for manufacturing automation engineers in Brazil range from approximately $20,000 to $70,000 annually depending on experience level, specialization, and location. This includes base salary plus mandatory benefits and employer contributions, which add roughly 70-80% to base salary costs. Senior specialists with niche expertise (such as pharmaceutical automation or Industry 4.0 implementation) command premium rates. Using an Employer of Record service like Asanify typically adds 5-10% to these costs while eliminating entity setup expenses and compliance risks.

What’s the typical hiring timeline for automation engineers in Brazil?

When using an Employer of Record like Asanify, you can hire Brazilian automation engineers within 1-2 weeks after candidate selection. The recruitment process itself typically requires 3-6 weeks for mid to senior-level positions, as finding engineers with specific automation platform experience and industry knowledge often requires thorough searching. In contrast, establishing a Brazilian entity to hire directly would extend this timeline by an additional 3-6 months for legal setup before you could make your first hire.

Do Brazilian automation engineers generally speak English?

English proficiency varies among Brazilian automation engineers. Those from multinational companies, top universities, or who have worked on international projects typically have good professional English skills. Approximately 50-60% of mid to senior-level automation engineers can communicate effectively in English, though technical documentation and detailed specifications may require more attention to clarity. Engineers from São Paulo, Curitiba, and other major industrial centers generally have better English skills due to more frequent international business exposure.

What are the common PLC and SCADA platforms used in Brazil?

Brazilian manufacturing facilities predominantly use Siemens (S7 series, TIA Portal), Allen-Bradley (ControlLogix, CompactLogix), and Schneider Electric (Modicon) for PLC systems. For SCADA, common platforms include Siemens WinCC, Wonderware, Elipse, and Ignition. Larger operations often employ Emerson DeltaV or Honeywell Experion for process industries. When hiring, it’s important to match the engineer’s experience with your specific platform requirements, as deep expertise in one system doesn’t always transfer seamlessly to others despite underlying concept similarities.

How do we protect intellectual property when hiring Brazilian automation engineers?

To protect IP, ensure employment contracts include robust confidentiality, non-disclosure, and IP assignment clauses specifically adapted to Brazilian law. Asanify’s contracts include comprehensive IP protection provisions that comply with local regulations. Additionally, implement technical measures like secure development environments, access controls, and code repositories. Be aware that Brazilian IP law has some differences from US or European frameworks, particularly regarding employee inventions, making proper contractual protections essential.

What are the termination requirements for employees in Brazil?

Brazilian labor law provides significant protection for employees. Termination without cause requires providing notice (30+ days depending on tenure), payment of proportional 13th salary and vacation, and a 40% fine on the employee’s FGTS balance. Termination with cause is only permitted in specific serious circumstances defined by law. Using Asanify’s EOR service ensures all terminations are handled in full compliance with Brazilian regulations, significantly reducing legal risks associated with employment separation.

Can we hire Brazilian automation engineers as contractors instead of employees?

While it’s possible to engage automation engineers as contractors, Brazilian authorities strictly enforce proper classification, and misclassification risks are significant. For ongoing work relationships with set hours and work direction, employment is typically the legally appropriate model. If you need flexible project-based engagement, Asanify can help structure compliant arrangements while minimizing misclassification risks. Our EOR solution provides employment flexibility similar to contracting but with full legal compliance.

How do Brazilian labor laws affect working hours and overtime for automation engineers?

Standard working hours in Brazil are 8 hours daily and 44 hours weekly. Engineering roles often use flexible arrangements, but all overtime must be properly compensated (minimum 50% premium on weekdays, 100% on Sundays/holidays). Remote work arrangements require specific documentation, including written agreements covering hours, equipment, and expense reimbursement. Time tracking is mandatory, and automation projects requiring extended hours during commissioning or emergencies must follow strict overtime regulations.

What benefits are typically provided to automation engineers in Brazil?

Beyond mandatory benefits (13th salary, 30 days paid vacation with 1/3 bonus, FGTS contributions), competitive packages for automation engineers typically include private health insurance, dental plans, meal allowances, life insurance, and education/certification allowances. Some companies offer profit-sharing plans or performance bonuses for completing automation projects successfully. Companies seeking to attract top automation talent often include additional benefits like flexible work arrangements and technology stipends.

How can Asanify help with hiring manufacturing automation engineers in Brazil?

Asanify provides a complete Employer of Record solution that allows you to hire Brazilian automation engineers without establishing a legal entity. We handle all aspects of employment compliance, including contracts, payroll, benefits administration, and tax filings, while you maintain day-to-day direction of the engineers’ work. Our platform simplifies onboarding, time tracking, expense management, and other administrative tasks, allowing you to focus on the technical integration of your automation team. With Asanify, you can hire engineers in as little as 1-2 weeks with full legal compliance and significantly reduced administrative burden.

What regions in Brazil have the strongest automation engineering talent?

The strongest concentrations of automation engineering talent are found in São Paulo state (particularly around the capital and Campinas), Curitiba (Paraná), and the ABC industrial region. These areas host major manufacturing operations and technical universities with strong automation programs. Specialized talent pools exist in Minas Gerais (mining automation), Rio Grande do Sul (agricultural and automotive automation), and Rio de Janeiro (oil and gas automation). When seeking specific industry experience, targeting engineers from regions with relevant industrial concentrations often yields better results.

What is the typical notice period for Brazilian automation engineers?

The standard notice period is 30 days, but for engineers with specialized knowledge, employment contracts often specify longer periods (60-90 days) to allow for proper knowledge transfer and project transition. Senior automation engineers implementing critical systems may have even longer notice requirements. When hiring through Asanify, we can help negotiate appropriate notice terms that balance business continuity needs with candidate expectations while ensuring compliance with Brazilian labor regulations.

Conclusion

Hiring manufacturing automation engineers from Brazil offers global companies a compelling combination of technical expertise, practical experience, and cost advantages. Brazilian engineers bring valuable skills in PLC programming, SCADA implementation, robotics integration, and Industry 4.0 technologies, along with experience across diverse manufacturing environments. Their problem-solving abilities, developed in resource-conscious settings, often translate to innovative and efficient automation solutions.

However, navigating Brazil’s complex labor laws and compliance requirements presents significant challenges for foreign employers. The country’s robust employee protections, comprehensive benefits requirements, and intricate tax regulations create potential pitfalls for companies without specialized local knowledge. Establishing a legal entity in Brazil requires substantial investment and ongoing administrative overhead, making it impractical for many organizations seeking to access this talent pool.

Asanify’s Employer of Record solution provides an optimal path for hiring Brazilian manufacturing automation engineers without these complexities. Our platform enables you to:

• Hire qualified automation engineers in days rather than months
• Ensure full compliance with all Brazilian labor regulations
• Protect your intellectual property through properly structured employment agreements
• Manage payroll, benefits, and tax requirements with complete accuracy
• Scale your engineering team according to project needs without fixed overhead
• Focus on technical integration and project outcomes rather than administrative complexities

With the right approach to hiring and managing Brazilian automation talent, your organization can accelerate manufacturing technology initiatives, implement advanced automation solutions, and enhance your competitive position in global markets. Asanify provides the expertise and infrastructure needed to access this valuable talent pool quickly, compliantly, and cost-effectively.

Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant  or Labour Law  expert for specific guidance.