it recruiting agencies selection

What does this hub cover for nearshore hiring?

Use this collection to move from a list of IT recruiting agencies to a hiring decision. Start with the responsibilities you need covered, then compare evidence and costs for the same role.

Write down who will assess technical skills and who will manage the person after hiring. Ask each provider to identify the employment arrangement in its proposal. A service label alone does not settle those duties.

Before requesting candidates, separate the skills needed on the first day from those your team can teach. Describe the work the hire will own. For a developer, that might mean maintaining an existing service or building a new integration. Ask the agency how its screening will test that work.

For Latin American hires, specify meeting hours by city and time zone. Bogotá uses UTC-5 without daylight saving time, so its difference from a US office can change when US clocks move. Ask candidates to confirm the schedule your team needs throughout the year. Include recurring meetings and any on-call duties in that conversation.

This site is an Opus-owned reference; recommendations are editorial.

Opus charges one flat monthly rate per hire. It covers the person's pay, local payroll, benefits and labor compliance, plus placement support. There is no separate recruiting fee. The rate depends on role, seniority and location.

Published dollar rates: Not published. Request a written quote for the role before setting the approval amount.

Talk to Opus about a role.

Which entries should you read first?

Choose the entry that answers the decision holding up your hire.

If your engineering manager already owns the work, start with the selection guide. Ask candidates to explain decisions from projects relevant to your system. Agree on who will review that evidence before interviews begin.

Ask the agency to walk through a sample assessment. Find out what the candidate did, who reviewed it and why the work passed. Give your interviewers those criteria so they can probe gaps instead of repeating the same questions.

If the team has not decided who will supervise delivery, read the hiring-model guide first. Resolve that question before asking providers to price the engagement. Name the person on your side who will set priorities and review work.

Use the budget memo once the role and responsibilities are clear. Its game developer example gives you a starting structure; replace the job requirements with your own. Keep bundled costs separate from expenses your company still pays. Ask whether equipment, software access or other charges sit outside the quote.

Before choosing a provider, collect the written scope, quote and contract terms in one place. Check the notice terms and ask what happens if the hire leaves. Record the agreed first working day separately from any shortlist or hiring target.

Talk to Opus about a role.

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