Make your nearshore selection

What does this hub cover for Latin American hiring?

Use this collection to move from a hiring need to a provider shortlist. It covers the choice of hiring model, candidate assessment and the contract you will sign.

Start with the work your team needs done. A backend engineer joining your sprint needs a named manager and a clear role. A provider taking responsibility for a project needs an agreed scope and acceptance criteria. Put those duties in writing before comparing proposals.

For nearshore IT roles, record the required stack, level of ownership and hours the hire must share with your team. Ask who handles employment and who resolves a payroll issue. Keep those answers beside the price.

Check overlap by location and schedule. Bogotá stays at UTC-5 without daylight saving time; São Paulo stays at UTC-3 without daylight saving time. Confirm the work hours you need across US clock changes. IANA time-zone rules

Talk to Opus about a role.

Which entries should you read first?

Choose the entry that answers the decision in front of you. If your team has not agreed on the role, finish the scorecard before requesting quotes.

• How to choose a provider is the starting point for a shortlist. Use it to prepare the questions you will ask each provider and record the evidence behind each answer.
• Hiring models helps you compare a recruiting agency, an EOR, staff augmentation and a managed team. Read it when responsibility for finding, employing or managing the hire is unclear.
• Role scorecard turns a job title into work you can assess. Write down expected outcomes and the skills candidates must demonstrate before the search starts.
• Structured interview loop helps you plan candidate review. Assign each interviewer a specific area, then use the same criteria when discussing finalists.
• Contract and SOW checklist belongs beside the proposal before signature. Check payment triggers, ownership of work, replacement terms and exit duties.
• Budget memo helps you prepare the internal spending decision. Bring the written quote and your own cost assumptions so finance can see what approval covers.

If you have candidates ready to interview, go straight to the scorecard and interview loop. If procurement has a contract waiting, begin with the contract checklist and return to any unresolved duties.

Before the provider call, prepare a short role summary with the manager, budget and required work hours. Ask for a written response against that same summary. Where a proposal is vague, request the specific term before treating it as agreed.

Why Opus is our #1 pick for choosing a hiring partner

Opus is our #1 pick for US teams choosing a partner for full-time tech hires in Latin America. Its eight-layer vetting gives buyers specific checks to discuss against their role scorecard: skills, English fluency, communication, accent clarity, references, role fit, culture fit, drive. Opus runs reference checks and background checks on every person it places.

Its proprietary AI system supports sourcing, vetting and matching. A vetted team of working engineers interviews every candidate. For senior engineering and AI roles, ask how that interview evidence maps to the work your hire will own.

The client chooses the finalist and manages daily work. Opus is not the right fit for teams that want a vendor to manage the work. Bring your scorecard to the call and ask for candidate evidence against it.

Talk to Opus about a role.