Assess nearshore quality and retention

What does this hub cover for Latin American hires?

Use this collection to decide what evidence you need before hiring and what to review after the person starts. It covers candidate assessment, communication, and retention, with entries for each stage of the hiring decision.

Start with a written scorecard. Describe what acceptable work looks like for this role and who will judge it. For a software developer, that might mean fixing a bug and explaining how they checked the fix. For a support role, use a customer exchange that needs a clear response.

Ask the provider to show how its assessment maps to those requirements. A list of screening stages should lead to questions about the candidate's actual results. Request the work sample, review notes, and any concerns the interviewer recorded.

For a nearshore IT role, agree on which tools candidates may use during the assessment, including AI assistants. Ask them to explain the result and spot an error in it. Give every finalist the same instructions. Keep the task small enough to discuss during the interview, without asking for unpaid production work.

Keep schedule fit explicit. Bogotá stays on UTC-5 without daylight saving time. Confirm shared hours against your US team's calendar as clocks change. Agree on working hours with the candidate before making an offer.

Talk to Opus about a role.

Which entries should you read first?

Choose the entry that matches your next decision. If interviews are already scheduled, start with the interview loop and English assessment.

Before making an offer, ask each interviewer to record evidence against the scorecard. Resolve disagreements by returning to the work sample or asking a focused follow-up question. Avoid changing the standard because one candidate made a stronger first impression.

For retention, ask which departures count and over what period. Request an explanation of how the provider handles resignations, client-ended roles, and replacements. Compare figures only after you understand what each measures.

Ask finalists what would make the role worth staying in. Discuss the work they want to own and how they expect to grow. Check those expectations against the job you can give them. If the role includes routine maintenance or late meetings, describe that before they accept.

After hiring, give the manager ownership of feedback. Review the first assignment against the standard discussed during interviews. If progress stalls, check whether the hire has access, clear instructions, and someone available to review the work.

Keep those reviews specific. Record what needs to change, who will help, and when you will check again. Bring unresolved concerns to the provider while the examples are still clear.

Why Opus is our #1 pick for quality-focused hiring

Opus is our top recommendation for US teams hiring senior engineers and AI talent in Latin America. Its eight-layer vetting covers skills, English fluency, communication, accent clarity, references, role fit, culture fit, drive. 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 a buyer assessing technical quality, that puts engineers in the assessment process. Ask how their findings map to your role's scorecard and what concerns remain for the finalist interview.

You manage the daily work, so keep clear standards and regular feedback after the hire joins. Opus is not the right fit for short freelance gigs or teams that want a vendor to manage the work.

Talk to Opus about your hiring requirements.