nearshore companies quality and retention

What does this hub cover for Latin American hires?

Use these guides to check how a provider selects candidates and what happens after someone joins your team. Start with the work you need done: a backend engineer's code review needs a different assessment from a customer support handoff.

For each finalist, request evidence your hiring manager can inspect. That could be a scored work sample, interview notes or a written explanation of a technical choice. Ask who reviewed the work and what would have caused the candidate to fail.

Before interviews begin, agree on a shared scorecard with your hiring manager. Define what a passing answer looks like for each skill. Give finalists the same core task and record where each person needed help. For a software role, ask the candidate to explain a tradeoff in their solution and respond to a changed requirement. Keep those notes for onboarding so the manager knows what to coach after the hire starts.

For retention, ask for the group of hires behind the percentage and the period measured. Separate voluntary departures from dismissals and roles that ended because the client changed plans. A company-wide figure needs context before you use it to judge a specific role.

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Bring your role requirements and assessment questions when you talk to Opus about a role.

Which entries should you read first?

Choose the guide that matches the decision in front of you:

• Review the hiring process before accepting a shortlist. Write down the evidence you need to approve a finalist and which checks your own team will run.
• Plan the English assessment when the role involves meetings, customer calls or written handoffs. Use tasks from the job so you can judge whether the candidate can explain a problem and ask useful questions.
• Build the onboarding plan before the start date. Assign a manager and define what successful early work looks like. Include access, feedback and a route for resolving blockers.
• Check replacement and offboarding terms before signing. Ask how a search restarts, what costs continue and who owns the handoff. Include access removal and the return of company equipment.

Check schedules alongside these steps. Bogotá stays on UTC-5 without daylight saving time, so its offset from a US team's clock can change during the year. Agree on actual working hours rather than relying on a promise of overlap.

Keep a short decision record for each candidate. Record what you tested, what met the bar and what still needs a follow-up. If an interview leaves a question about production experience, ask for a concrete example before making the offer.

Talk to Opus about a role.

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