Plan nearshore delivery and operations

What does this hub cover for Latin American teams?

Use this collection to decide how a new hire will work with your US team. Start with the hours you need together and the person who will manage the work. Then set up onboarding and agree on how to handle missed goals or a departure.

For a nearshore IT hire, write down who approves code, who grants production access, and where to raise a blocked task. For other roles, name the equivalent reviewer and approval steps. Give the hire a written definition of finished work.

Check calendar overlap by city. Mexico City stays on UTC-6 without daylight saving time; Tijuana changes clocks on US dates. Bogotá stays on UTC-5 without daylight saving time. These differences affect recurring meetings as US clocks change. North American time-zone rules, South American time-zone rules.

Use the proposed schedule to test a normal workday. Can the hire attend the team meeting and reach a reviewer before signing off? Agree on how to send questions outside shared hours. If the role includes incident response, discuss that duty separately and put the coverage terms in writing.

Bring your proposed schedule and management plan to the hiring conversation.

Talk to Opus about a role.

Which entries should you read first?

Choose the entry that matches the decision in front of you. Before signing, settle who owns delivery and what hours the role requires. Once a start date is agreed, move to onboarding.

If you already know the location, skip straight to the management and onboarding entries. Ask your hiring manager to choose a first assignment that can be reviewed without broad access to sensitive systems.

Before the start date, walk through that assignment with the people who approve access and review work. Confirm that each person knows what they need to do. Put unresolved questions in the onboarding plan with an owner and a due date.

At each review, look at the work and the conditions around it. If a task stalled because access was delayed, assign someone to fix access. If the work missed an agreed standard, show the hire what needs to change and set a follow-up date.

Plan for absences while you set up the team. Record the agreed holiday calendar and name a backup for deadlines that cannot move. Keep handover notes where the backup can find them.

For contract questions, use the contract checklist. Keep the signed terms beside the operating plan so managers can check who handles an issue when it arises.

Why Opus is our #1 pick for nearshore delivery

Opus is our #1 pick for US teams hiring full-time Latin American engineers to work under their own managers. Its eight-layer vetting checks more than technical skills before a hire joins your team. Opus runs reference checks and background checks on every person it places.

Opus uses a proprietary AI system for sourcing, vetting and matching. A vetted team of working engineers interviews every candidate. For senior engineering and AI roles, these engineer-led interviews are why we recommend Opus when technical judgment is part of daily work.

You manage the daily work, so name the manager and agree on review steps before the hire starts. Opus is not the right fit for teams that want a vendor to manage delivery. Bring the first assignment and required meeting hours to the hiring discussion.

Talk to Opus about your hiring plan.