Hire Cloud Infrastructure Engineer in Spain: The Complete Guide for Global Employers

Why Global Companies Hire Cloud Infrastructure Engineers from Spain

Spain has emerged as a competitive source for cloud infrastructure engineering talent, offering several distinctive advantages for global companies:

• Technical Excellence – Spanish universities and technical schools produce highly skilled engineers with strong foundations in computer science, networking, and systems architecture
• Cost-Competitive Expertise – Spanish cloud engineers offer advanced technical capabilities at salary levels typically 20-30% lower than those in Silicon Valley, London, or other premium tech hubs
• Strong Cloud Platform Experience – Many Spanish engineers have extensive hands-on experience with AWS, Azure, Google Cloud, and other major platforms
• Cultural Compatibility – Spanish professionals typically share Western business values while bringing a collaborative work approach that balances independent problem-solving with team integration
• Favorable Time Zone – Spain’s location enables real-time collaboration with both European and American teams during standard business hours
• Growing Tech Ecosystem – Spain’s expanding technology sector provides a rich environment for continuous professional development, with tech hubs in Madrid, Barcelona, and Valencia fostering innovation

Who Should Consider Hiring Spain Cloud Infrastructure Engineers

Several types of organizations can benefit significantly from adding Spanish cloud engineering talent to their teams:

• International Technology Companies looking to establish or expand European engineering presence with skilled professionals who can work across time zones
• SaaS and Cloud-Native Businesses seeking infrastructure specialists to support scalable and reliable platform operations at competitive costs
• Enterprises Undergoing Digital Transformation that need experienced engineers to architect and implement cloud migration strategies
• Financial Services Organizations requiring security-conscious cloud specialists familiar with European compliance frameworks and data sovereignty requirements
• Healthcare Technology Companies looking for engineers experienced with secure, compliant infrastructure for sensitive data
• E-commerce and Retail Platforms that need to build elastic, high-performance cloud architectures to handle seasonal demand and growth
• Managed Service Providers expanding their capabilities to service European clients with engineers who understand regional needs

Key Skills and Specializations for Cloud Infrastructure Engineers

Spanish cloud infrastructure engineers typically possess a comprehensive skill set spanning multiple technologies and domains:

Core Technical Competencies

• Cloud platform expertise (AWS, Azure, GCP)
• Infrastructure as Code (Terraform, CloudFormation, Pulumi)
• Container orchestration (Kubernetes, Docker)
• CI/CD pipeline implementation (Jenkins, GitLab CI, GitHub Actions)
• Network architecture and security
• Monitoring and observability solutions
• Automation and scripting (Python, Bash, PowerShell)

Common Specializations

Many Spanish cloud engineers also bring valuable industry-specific expertise, particularly in sectors like banking, telecommunications, and e-commerce, which have seen significant cloud adoption in Spain.

Experience Levels of Spain Cloud Infrastructure Engineers

Understanding the different experience tiers of Spanish cloud infrastructure engineers helps match candidates to appropriate roles:

Junior Engineers (0-3 years)

These professionals have typically completed relevant technical education and are beginning their cloud careers. They possess fundamental knowledge of cloud platforms and concepts but require guidance on complex implementations. Junior engineers can effectively handle routine infrastructure tasks, assist with deployments, and contribute to monitoring systems. They are often eager to learn and can quickly grow their skills with proper mentoring.

Mid-Level Engineers (3-6 years)

With several years of hands-on experience, mid-level engineers demonstrate solid technical proficiency across major cloud services. They can independently design and implement infrastructure components, troubleshoot complex issues, and contribute to architectural decisions. These professionals typically have experience with Infrastructure as Code, container orchestration, and automation practices. They often specialize in specific areas like networking, security, or performance optimization while maintaining broad knowledge of cloud ecosystems.

Senior Engineers (6-10 years)

Seasoned professionals with comprehensive cloud expertise and significant project experience. Senior engineers can architect complete cloud environments, implement best practices for security and reliability, and lead implementation efforts. They possess deep knowledge of at least one major cloud platform, understand cost optimization strategies, and can mentor junior team members. These engineers often bring valuable experience from previous migrations or large-scale deployments and can translate business requirements into effective technical solutions.

Principal/Lead Engineers (10+ years)

Top-tier professionals with extensive experience designing and managing enterprise-scale cloud infrastructure. They possess strategic vision, can architect multi-region or multi-cloud solutions, and bring significant technical leadership capabilities. Principal engineers typically have expertise across multiple platforms, understand complex compliance requirements, and can optimize infrastructure for maximum business value. They often guide technology selection, establish engineering standards, and influence overall cloud strategy.

Hiring Models to Choose From

Several employment models are available when hiring cloud infrastructure engineers from Spain, each with distinct advantages and considerations:

Model Comparison for Cloud Engineering Teams

Choosing the right model depends on your specific needs:

• Direct Employment provides maximum control and integration but requires significant legal infrastructure
• Contractor Arrangements offer flexibility but come with compliance risks and potential team integration challenges
• Staff Augmentation enables rapid scaling but typically at higher costs
• Outsourcing works for discrete projects but may not be ideal for core infrastructure teams
• Employer of Record balances control with compliance, eliminating the need for a legal entity while maintaining direct management

For organizations looking to build long-term relationships with Spanish cloud engineers without establishing a legal entity in Spain, the Employer of Record model often provides the optimal combination of control, compliance, and cost-effectiveness.

How to Legally Hire Cloud Infrastructure Engineers in Spain

Legally employing cloud infrastructure engineers in Spain requires navigating specific regulatory requirements. Organizations have two primary approaches:

Option 1: Entity Setup

Establishing a legal entity in Spain allows direct employment but involves significant commitment:

• Entity Formation – You’ll need to register a business in Spain, typically as an S.L. (Sociedad Limitada) or S.A. (Sociedad Anónima)
• Tax Registration – Obtain necessary tax identification numbers and register with Spanish tax authorities
• Social Security Registration – Register with the Spanish Social Security system as an employer
• Banking Setup – Establish Spanish corporate bank accounts
• Legal Representation – Appoint legal representatives in Spain
• Compliance Systems – Implement payroll, benefits, and compliance management systems

Option 2: Employer of Record (EOR)

Using an Employer of Record like Asanify offers a significantly more efficient solution:

• No Entity Required – Hire without establishing a legal presence in Spain
• Rapid Deployment – Onboard engineers in days rather than months
• Compliance Management – EOR handles all legal employment requirements
• Risk Mitigation – Reduced exposure to regulatory and employment risks
• Payroll & Benefits – Fully managed compensation and benefits administration
• Contract Management – Compliant employment contracts and documentation

For most organizations hiring cloud infrastructure engineers in Spain without an existing presence, the Employer of Record model provides the optimal balance of speed, compliance, and cost-effectiveness.

Step-by-Step Guide to Hiring Cloud Infrastructure Engineers in Spain

Follow these steps to successfully recruit and onboard qualified cloud infrastructure engineers from Spain:

Step 1: Define Your Requirements

• Clarify the specific cloud platforms and technologies your infrastructure requires
• Determine required experience level and specializations
• Establish language requirements (Spanish, English, others as needed)
• Define working hours and collaboration expectations
• Set competitive compensation range based on Spanish market standards

Step 2: Select Your Hiring Model

• Evaluate hiring models based on your organization’s needs and timeline
• Consider regulatory requirements and compliance implications
• Assess long-term strategy and potential team growth
• Calculate total costs including employment, compliance, and administration
• For most companies without a Spanish entity, an EOR solution offers the best balance

Step 3: Source Qualified Candidates

• Post positions on tech-specific job boards popular in Spain (InfoJobs, Tecnoempleo)
• Utilize professional networks like LinkedIn and GitHub
• Partner with technical recruitment agencies specializing in cloud skills
• Engage with Spanish tech communities and cloud user groups
• Leverage referrals from existing team members or industry connections

Step 4: Evaluate and Select Candidates

• Review technical qualifications, certifications, and project experience
• Conduct technical interviews focused on cloud architecture and implementation
• Implement practical assessments or coding challenges for hands-on skills
• Verify cloud platform certifications and previous project success
• Assess cultural fit and communication capabilities for remote collaboration

Step 5: Onboard Successfully

• Prepare compliant employment contracts (or partner with Asanify to handle this)
• Ensure proper work authorization and documentation
• Provide access to necessary systems, tools, and documentation
• Create structured onboarding program covering technical and organizational aspects
• Establish clear communication channels and performance expectations

With Asanify’s Employer of Record solution, Steps 2 and 5 become significantly streamlined. Our platform handles all legal documentation, contract preparation, and compliance requirements while you focus on finding the right technical talent and integrating them into your engineering teams.

Salary Benchmarks

Understanding competitive compensation for cloud infrastructure engineers in Spain is essential for attracting and retaining quality talent. Salaries vary based on experience, specialization, and location within Spain:

Additional Compensation Factors:

• Location premium: Madrid and Barcelona typically offer 10-15% higher salaries than other regions
• Certifications: Advanced certifications from AWS, Azure, or Google Cloud can add 5-15% to base compensation
• International companies typically offer higher compensation than purely domestic Spanish firms
• Remote work opportunities for international companies often command higher rates
• Spanish companies typically provide 14 monthly payments (including extra payments in July and December)
• Performance-based bonuses are increasingly common, especially for senior positions
• Employee tax optimization in Spain can significantly impact net compensation

What Skills to Look for When Hiring Cloud Infrastructure Engineers

When evaluating Spanish cloud infrastructure engineers, consider both technical and soft skills that contribute to successful performance:

Essential Technical Skills

• Cloud Platform Expertise – Deep knowledge of at least one major cloud provider (AWS, Azure, GCP)
• Infrastructure as Code – Experience with Terraform, CloudFormation, ARM templates, or similar tools
• Containerization – Proficiency with Docker and container orchestration (Kubernetes, ECS)
• Networking – Understanding of VPCs, subnets, routing, load balancing, and connectivity options
• Security – Knowledge of security best practices, identity management, and compliance frameworks
• Automation – Scripting abilities with languages like Python, Bash, or PowerShell
• CI/CD – Experience with continuous integration and deployment pipelines
• Monitoring & Observability – Familiarity with monitoring tools and performance optimization

Valuable Specialized Skills

• Database Management – Experience with cloud-native and traditional database solutions
• Disaster Recovery – Knowledge of backup, replication, and recovery strategies
• Cost Optimization – Ability to implement and maintain cost-effective cloud resources
• Serverless Architecture – Experience with functions-as-a-service and event-driven design
• Edge Computing – Understanding of CDN, edge functions, and distributed computing models
• Compliance Knowledge – Familiarity with regulatory frameworks like GDPR, ISO 27001, etc.
• Multi-Cloud Design – Experience working across multiple cloud providers

Important Soft Skills

• Problem-solving – Analytical thinking and troubleshooting abilities
• Communication – Clear technical communication across languages and time zones
• Documentation – Ability to create clear, comprehensive technical documentation
• Collaboration – Experience working in distributed, cross-functional teams
• Adaptability – Willingness to learn new technologies and approaches
• Time Management – Self-direction and ability to manage priorities
• Business Acumen – Understanding how infrastructure decisions impact business outcomes

Certifications to Value

• AWS: Solutions Architect, DevOps Engineer, SysOps Administrator
• Azure: Azure Administrator, Azure Solutions Architect, DevOps Engineer
• Google Cloud: Professional Cloud Architect, Professional DevOps Engineer
• Kubernetes: CKA (Certified Kubernetes Administrator), CKAD (Developer)
• HashiCorp: Terraform Associate or Professional
• Security: CISSP, AWS Security Specialty, Azure Security Engineer

Legal and Compliance Considerations

Employing cloud infrastructure engineers in Spain involves navigating several regulatory and compliance requirements:

Employment Law Compliance

• Employment Contracts – Spanish law requires detailed written contracts specifying position, compensation, working hours, and other terms
• Working Hours – Standard 40-hour workweek with restrictions on overtime and required rest periods
• Probation Periods – Typically 2-6 months depending on position level and contract type
• Termination Rules – Specific notification requirements and potential severance obligations
• Non-compete Clauses – Subject to strict limitations and usually require compensation

Tax and Social Security Obligations

• Income Tax Withholding – Employers must withhold personal income tax (IRPF) at appropriate rates
• Social Security Contributions – Mandatory employer contributions of approximately 29.9% of salary
• Employee Contributions – Approximately 6.35% of salary must be withheld from employee compensation
• Annual Reporting – Various tax and social security filing requirements throughout the year
• Benefits Taxation – Specific rules regarding taxation of bonuses and benefits

Data Protection and Intellectual Property

• GDPR Compliance – Engineers handling personal data must adhere to strict EU data protection regulations
• IP Rights – Employment contracts should clearly establish intellectual property ownership
• Confidentiality – Explicit confidentiality provisions are essential for cloud infrastructure roles
• Cross-border Data Transfers – Special considerations for engineers working with international systems

Remote Work Regulations

• Remote Work Agreements – Specific documentation required for remote or hybrid arrangements
• Equipment Provision – Employer obligations regarding work tools and connectivity
• Health and Safety – Requirements for ensuring proper work conditions at home
• Expense Reimbursement – Rules regarding payment of remote work-related expenses

Managing these complex compliance requirements can be challenging for international employers. Asanify’s Employer of Record service handles all these legal aspects, ensuring your engineering team is employed in full compliance with Spanish regulations while minimizing your administrative burden and compliance risk.

Common Challenges Global Employers Face

When hiring cloud infrastructure engineers from Spain, international employers often encounter several challenges:

Complex Employment Regulations

Spain’s labor laws provide strong employee protections and impose specific obligations on employers. Navigating these regulations, particularly regarding contracts, working hours, and termination procedures, can be challenging without local expertise. Mistakes in compliance can lead to significant legal and financial consequences.

Contractor Misclassification Risks

Many companies attempt to engage Spanish engineers as independent contractors to avoid establishing an entity. However, if the working relationship resembles employment (regular hours, direct management, exclusive work), Spanish authorities may determine these are misclassified employees, resulting in substantial penalties and back taxes.

Cross-Cultural Communication

While many Spanish engineers speak English, communication styles and work expectations may differ from what your organization is accustomed to. These differences can impact collaboration, particularly in remote work settings where non-verbal cues are limited.

Time Zone Management

Though Spain’s time zone works well for European and American collaboration, coordinating with teams in Asia or Australia can create challenges. Establishing clear communication protocols and reasonable meeting schedules is essential for effective global teamwork.

Remote Onboarding and Integration

Bringing Spanish engineers into distributed teams requires thoughtful onboarding processes. Without structured integration approaches, remote team members may struggle to understand company culture, technical standards, and implicit expectations.

Working with Asanify as your Employer of Record significantly mitigates these challenges. Our specialized knowledge of Spanish employment practices ensures compliant hiring while our experience with international teams helps bridge cultural and operational gaps. By handling the complex legal and payroll requirements, Asanify enables you to focus on the technical value your Spanish cloud infrastructure engineers bring to your organization.

Best Practices for Managing Remote Cloud Infrastructure Engineers in Spain

Effectively managing Spanish cloud infrastructure engineers in distributed teams requires thoughtful approaches to communication, collaboration, and technical alignment:

Establish Clear Communication Protocols

• Define primary communication channels for different purposes (daily updates, technical discussions, emergencies)
• Schedule regular video meetings that respect both time zones
• Document technical discussions and decisions in shared repositories
• Implement asynchronous communication methods for non-urgent matters
• Consider cultural communication preferences in meeting structures

Implement Structured Documentation Practices

• Maintain comprehensive, up-to-date technical documentation
• Establish clear documentation standards for infrastructure components
• Utilize visual diagrams for complex architectures
• Create runbooks for common operational procedures
• Ensure documentation accessibility across time zones

Foster Technical Collaboration

• Implement pair programming or peer review processes across locations
• Create shared development environments for collaborative troubleshooting
• Use infrastructure as code repositories with clear contribution guidelines
• Establish common coding and architecture standards
• Provide opportunities for cross-team knowledge sharing

Support Professional Development

• Allocate time and resources for continuing education
• Support cloud certification efforts
• Encourage participation in Spanish and international tech communities
• Provide access to training platforms and resources
• Create opportunities to work with new technologies and approaches

Implement Effective Remote Team Practices

• Create opportunities for social interaction beyond work discussions
• Recognize and accommodate Spanish holidays and work customs
• Establish clear work hours and availability expectations
• Provide necessary tools and equipment for productive remote work
• Schedule occasional in-person meetings when possible

Measure Performance Appropriately

• Define clear, measurable objectives for infrastructure improvement
• Focus on outcomes rather than activity or hours worked
• Implement monitoring for infrastructure reliability and performance
• Conduct regular feedback sessions with specific examples
• Recognize achievements and contributions visibly across the organization

Why Use Asanify to Hire Cloud Infrastructure Engineers in Spain

Asanify provides a comprehensive Employer of Record solution specifically optimized for technology companies hiring cloud infrastructure engineers from Spain:

Tech Industry Expertise

• Deep understanding of cloud engineering roles and requirements
• Experience with tech industry compensation structures
• Knowledge of appropriate contract terms for technical positions
• Familiarity with remote work arrangements common in tech

Streamlined Hiring Process

• Rapid onboarding of engineering talent (typically 1-2 weeks)
• Compliant employment contracts tailored for tech roles
• Smooth transition from contractor to employee status
• Guidance on competitive offers for Spanish tech talent

Complete Compliance Management

• Guaranteed compliance with Spanish labor laws
• Management of tax withholding and social security contributions
• Handling of mandatory benefits and allowances
• Risk mitigation for cross-border employment

Comprehensive Employment Services

• Full payroll processing including bonuses and equity compensation
• Administration of expense reimbursements
• Management of paid time off and leave entitlements
• Handling of supplementary benefits common in tech
• Support for equipment provision and home office allowances

Ongoing HR Support

• Day-to-day HR assistance for your engineering team
• Management of employment changes and amendments
• Support for performance management processes
• Guidance on Spanish workplace practices and expectations
• Assistance with eventual offboarding if needed

Scalable Global Solution

• Ability to quickly add team members as your engineering needs grow
• Consistent employment experience across multiple countries
• Single platform for managing your international tech workforce
• Transparent pricing with no hidden costs
• Ongoing compliance updates as regulations change

With Asanify, you can focus on building exceptional cloud infrastructure while we handle all the complex legal, administrative, and compliance aspects of employing engineers in Spain.

FAQs: Hiring Cloud Infrastructure Engineers in Spain

What qualifications should I look for in Spanish cloud infrastructure engineers?

Look for candidates with relevant technical education (Computer Science, Engineering, IT) combined with cloud platform certifications from AWS, Azure, or Google Cloud. Valuable certifications include AWS Solutions Architect, Azure Administrator, GCP Professional Cloud Architect, and Kubernetes Administrator (CKA). Experience with Infrastructure as Code (Terraform, CloudFormation) and container orchestration is highly desirable. For senior roles, seek engineers with proven experience in designing scalable, secure cloud architectures and implementing automation workflows.

How does the Spanish cloud talent market compare to other European countries?

Spain offers an attractive balance of technical quality and cost-effectiveness compared to other European markets. While perhaps not as mature as the UK or German markets in terms of cloud adoption, Spain has experienced rapid growth in cloud expertise over the past five years. Spanish engineers often bring strong computer science fundamentals combined with practical cloud implementation experience. Many have international experience or education, contributing to their adaptability in global teams. Compensation rates are typically 20-30% lower than in London, Amsterdam, or Berlin for comparable skills.

What is the typical notice period for cloud engineers in Spain?

Standard notice periods in Spain range from 15 days to 3 months, depending on seniority and contract terms. For most cloud infrastructure engineers, 30 days is typical, while senior architects or team leads may have 60-day notice periods. These longer notice periods should be factored into your recruitment timeline. Unlike some countries, notice periods in Spain are strictly enforced, and engineers are generally expected to work through their notice rather than take garden leave.

Can Spanish cloud engineers work fully remotely for our organization?

Yes, Spanish cloud engineers can work remotely for international organizations, though specific employment compliance requirements must be met. You’ll need proper employment contracts under Spanish law, mandatory social security enrollment, and compliance with working time regulations. Remote work arrangements should be clearly documented. Spanish engineers typically adapt well to remote collaboration due to the inherently distributed nature of cloud infrastructure management. Many have experience with international teams and asynchronous workflows.

How do Spanish working hours and vacation policies affect engineering teams?

Spanish employees are entitled to a minimum of 30 calendar days of paid vacation annually (22-23 working days) plus 14 public holidays. Standard working hours are 40 per week, often structured around a 9:00-18:00 schedule with a lunch break. For international teams, be aware that Spanish engineers may take longer summer vacations (often 2-3 consecutive weeks in July or August) and observe regional holidays that vary by province. Planning team schedules and project deadlines should account for these patterns to maintain continuous coverage.

What are the key employment benefits expected by cloud engineers in Spain?

Beyond mandatory benefits (social security, paid vacation, public holidays), competitive packages for cloud engineers typically include private health insurance, meal subsidies, and professional development allowances. Remote work equipment allowances, flexible hours, and home office stipends are increasingly common and highly valued. Performance bonuses linked to project success or infrastructure reliability metrics are standard in tech roles. Many engineers also expect support for cloud certifications and conference attendance as part of their professional development.

How can I verify the cloud skills of Spanish engineering candidates?

Technical verification should include multiple assessment approaches: review of certifications from major cloud providers; practical technical interviews covering architecture design and implementation; hands-on assessments using infrastructure as code or cloud configuration exercises; and detailed discussions about previous projects with specific examples of challenges and solutions. For infrastructure roles, scenario-based questions about scalability, security, and disaster recovery often reveal true expertise. Reference checks with previous employers are also valuable for confirming practical experience.

What challenges might arise when integrating Spanish cloud engineers into our global team?

Common integration challenges include communication styles (Spanish engineers may be more direct in feedback than some cultures expect), time zone coordination (particularly with Asia-Pacific teams), different expectations around documentation comprehensiveness, and adapting to company-specific tools or workflows. Language barriers can occasionally arise for complex technical discussions, though most Spanish cloud professionals have good professional English skills. Creating clear onboarding processes, providing detailed documentation, and scheduling regular video meetings can help address these challenges.

What legal entity options do I have for hiring cloud engineers in Spain?

You have three main options: (1) Establish a Spanish legal entity (typically an S.L. or S.A.) which provides maximum control but involves significant setup and maintenance; (2) Use an Employer of Record service like Asanify which eliminates the need for an entity while ensuring full compliance; or (3) Engage engineers as independent contractors, though this carries significant misclassification risks for roles with regular duties and supervision. For most organizations hiring a small team of cloud engineers, the EOR model offers the optimal balance of control, compliance, and cost-effectiveness.

How are bonuses typically structured for cloud infrastructure engineers in Spain?

Cloud infrastructure engineering bonuses in Spain typically combine individual performance metrics with company results. Common structures include: quarterly or annual bonuses representing 10-20% of base salary; performance metrics tied to infrastructure reliability, cost optimization, or project delivery; company performance components based on overall business results; and special project bonuses for major migrations or architecture implementations. Bonus terms must be clearly documented in employment contracts to be legally enforceable.

What are the termination requirements if an engineer doesn’t meet expectations?

Spanish employment law provides specific termination procedures based on the reason for separation. For performance-based termination, you must document performance issues and typically provide improvement opportunities. Proper notice periods must be observed. Severance compensation is required in most cases, typically 20 days of salary per year of service for justified dismissals or 33 days per year for unjustified dismissals, subject to certain caps. Working with an Employer of Record like Asanify ensures these complex termination requirements are handled correctly to minimize legal risks.

Can we convert existing Spanish contractor relationships to proper employment?

Yes, converting contractors to employees is not only possible but advisable to mitigate misclassification risks, which are particularly scrutinized for technical roles with ongoing work relationships. The conversion process requires establishing compliant employment contracts and enrolling engineers in mandatory social security and benefits systems. This transition typically results in increased costs (employer contributions and benefits) but eliminates substantial legal risks. Asanify can facilitate this conversion process smoothly, ensuring proper classification while maintaining continuity for your infrastructure operations.

What equipment and tools are typically provided to remote cloud engineers in Spain?

For remote cloud infrastructure engineers, employers typically provide: high-performance laptops configured for development and cloud management; additional monitors for enhanced productivity; secure VPN access to company systems; licensed software tools for infrastructure management and monitoring; cloud platform access with appropriate security controls; collaboration tools for team communication; and often a home office setup allowance for desk, chair, and ergonomic accessories. Spanish labor law increasingly recognizes employer responsibility for providing suitable equipment for remote work arrangements.

Conclusion

Hiring cloud infrastructure engineers from Spain offers global companies access to skilled technical talent at competitive rates. Spanish engineers bring strong technical foundations, growing cloud platform expertise, and valuable experience with European compliance frameworks. Their favorable time zone position and cultural compatibility with Western business practices make them excellent additions to international teams.

However, navigating the complexities of Spanish employment law, understanding appropriate compensation structures, and ensuring full compliance with local regulations presents significant challenges for foreign employers. From proper employment contracts to tax withholding requirements, the administrative burden can be substantial without local expertise.

Using an Employer of Record solution like Asanify eliminates these challenges while providing a cost-effective, flexible approach to building your Spanish cloud engineering team. Our comprehensive service handles all legal, administrative, and compliance aspects of employment, allowing you to focus on the technical value your infrastructure engineers bring to your organization.

Whether you’re hiring your first Spanish cloud engineer or expanding an existing team, Asanify provides the expertise and infrastructure you need to do so successfully, compliantly, and efficiently. With our support, you can confidently tap into Spain’s growing pool of cloud talent to strengthen your infrastructure capabilities and drive your technology initiatives forward.

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.