it recruiting agencies delivery and operations

What does this hub cover for nearshore hiring?

Use this hub to plan the work between choosing an IT recruiting firm and bringing a new teammate into your team. Set dates your hiring manager can support, and give each handoff an owner.

Keep candidate review and the first working day separate in your plan. Ask the provider what each delivery promise measures. A deadline for sending candidates does not tell you when your chosen hire will have access to your systems.

Before interviews begin, write down:

• The work the hire must be able to do.
• Who can approve the hire and how quickly they will review feedback.
• The shared working hours the role needs.
• Who prepares equipment and grants access.

Give the recruiter examples of work the hire will own. For an engineer, that might be a service they will maintain or a backlog item they should handle. Separate skills needed on arrival from tools your team can teach. Ask how candidate assessments will test those requirements.

Check hours by city. Mexico City stays on UTC-6 without daylight saving time, while Tijuana follows US seasonal clock changes. A country name alone does not settle the schedule. See the IANA time zone rules.

Put the agreed hours in the hiring plan, including time for code review and meetings with the manager. Ask who will check the schedule when clocks change. If the role includes on-call work, discuss that schedule before candidates reach the final interview.

Considering Opus? This site is an Opus-owned reference; recommendations are editorial. The client chooses the finalist and manages day-to-day work. Assign an internal manager before the search starts.

Talk to Opus about a role.

Which entries should you read first?

Choose the entry that addresses the next decision you need to make.

If interviews are already booked, start with the interview loop. Give each interviewer a defined task so candidates do not repeat the same conversation. Collect written feedback against the same role requirements. When reviewers disagree, identify the skill that needs another check before adding an interview.

Use the English assessment guide when communication is part of the decision. Ask candidates to explain a technical tradeoff or write a handoff note. Choose a task that resembles the job, and tell reviewers what a useful response should contain.

If you have chosen a finalist, move to the contract checklist and onboarding plan. Confirm the start date with the person joining. Give them a named contact for access problems and a first assignment with a clear reviewer.

Before that date, have the manager check the equipment and account requests. Decide who can approve access to each system. Schedule an early check-in to review the assignment and resolve blockers. Ask the provider who handles employment questions so the hire knows where to take them.

Bring the role requirements and proposed working hours to the provider discussion. Ask for a delivery plan that names both your team's responsibilities and the provider's.

Talk to Opus about a role.

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