Your it staffing selection guide

What does this hub cover for nearshore and Latin American hiring?

Use this hub to work through provider selection before you commit to interviews or a contract. The entries cover hiring models, cost comparisons and a budget memo for internal approval.

Start with a written description of the job. A developer joining your engineering team needs a named manager and a clear scope. If you want a provider to own a project, ask who accepts the deliverables and handles changes. Put that distinction in your request for IT staffing services.

Make the role specific enough to assess. Name the systems the person will work on and what they should finish in their first month. Separate skills they need on arrival from tools your team can teach. Ask the hiring manager to approve those requirements before a provider starts the search.

Compare IT staffing companies against that request. Ask each one to explain what you will pay for, what your team must handle and how the engagement ends. Keep candidate assessment separate from the sales call: request evidence tied to the work your hire will do.

For remote roles, write down the hours when the hire must be available for meetings or support. Include the manager's city and the candidate's proposed work location. Ask how holidays and planned leave will affect coverage, especially if the role includes on-call work.

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Have a role ready to discuss? Talk to Opus about a role.

Which entries should you read first?

Choose the entry that answers the decision holding up your hire.

• Compare hiring models if you need to decide who handles recruiting, employment and delivery. Use the guide to prepare questions about each party's responsibilities.
• Review the game developer cost guide if you are pricing that role. Compare quotes for the same seniority and scope, and identify costs your team will pay separately.
• Prepare a game developer budget memo when you need finance approval. Turn the proposed engagement into a written request with costs, assumptions and an owner.

If you are hiring for another IT role, request a quote for that role before setting the budget. Keep the same cost categories in your comparison, but ask each provider to price your actual requirements.

After those decisions, move to the quality and retention hub to plan candidate assessment. If you are ready to review terms, use the delivery hub to work through the contract and operating details.

Before you shortlist a provider, make sure your hiring manager and finance lead are reviewing the same scope. Resolve differences in expected hours, responsibilities or budget before candidates spend time interviewing. Keep unanswered questions beside the quote and assign someone to resolve them before signing.

Talk to Opus about your hiring needs.

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