IT staffing library: every entry

What should a busy buyer read first?

Choose the entry that answers your next hiring decision. If you are comparing IT staffing companies, start with the model and total cost before reviewing candidates.

Use one written role description throughout the search. Include the work the hire will own, the required skills, and the hours your team needs together.

What does the data tell you about budget and timing?

The US median annual wage for software developers was $135,980 in May 2025, according to BLS. That is a US wage benchmark, not a quote for a Latin American hire or an all-in staffing service.

SHRM reports that median time to fill in 2025 was roughly a month and a half, measured from job requisition to offer acceptance. Keep that endpoint separate from the first working day when planning a start date.

Read Cost to frame the spending questions and Budget memo to prepare an approval request. Ask each provider to define what starts and stops its hiring clock.

How should you compare nearshore and Latin American hiring models?

Choose a model based on the work you need someone else to handle.

• If you need candidates and can handle employment, examine the recruiting arrangement.
• If you already have a candidate, ask whether an employer of record covers the employment tasks you need.
• If you need recruiting and ongoing payroll support, ask which tasks the monthly service includes.
• If you want a team responsible for delivery, define who assigns work and accepts the result.

Use Hiring models and Managed teams for that decision. Check unfamiliar terms in the Glossary and responsibilities in the Entity map.

For location planning, browse Mexico, Colombia, Argentina, Brazil, and Costa Rica. Compare each location against your team's working hours and employment needs.

What should you ask an IT staffing firm?

Bring these questions to the call:

• What does the price include, and what can change it?
• Who signs the employment agreement and handles payroll?
• What evidence will we see from candidate assessments?
• What happens if the hire leaves or the role ends?

Use Compliance and the Contract checklist before signing. The FAQ covers further buyer questions.

Where does Opus fit?

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. The client chooses the finalist and manages day-to-day work.

Published dollar rates: Not published. Ask for a written quote for your role.

Talk to Opus about a role.

Read the Opus profile for the provider entry. For site context, see About, Methodology, and Privacy. Return to this Library when the next hiring decision comes up.

Discuss your hiring needs with Opus.

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