tech staffing agencies delivery and operations

What does this hub cover for nearshore hires?

Use this hub to plan the work between choosing a staffing partner and getting a new hire into your team. Start with the decision that is holding up the hire: budget approval, work hours or contract terms.

Ask for a delivery plan with a named owner beside each task. Your engineering manager should know who confirms the start date and who approves access to code. Your finance team should know when billing begins and how to resolve an invoice error.

Separate the hiring milestones in that plan. Record when you expect to review candidates, who can approve an offer and when the person can start work. If a launch depends on the hire, ask what happens when interviews or notice periods push the start date back. Keep that answer beside the proposed schedule.

For remote staffing agencies, test the proposed schedule against your team's actual meetings. Mexico City stays on UTC-6 without daylight saving time. Bogotá stays on UTC-5. Their overlap with US teams can change when US clocks move. Check city-level schedules using the IANA North America and South America time-zone rules.

Put shared meeting hours in writing. Agree separately on any on-call duties, holiday coverage and response times. A shared time zone alone does not define those duties.

Before you approve a start date, ask your IT owner to confirm the device and access plan. Decide which systems the hire needs for the first task. Name someone who can fix a blocked login during the hire's working hours, and keep access approvals in your normal security process.

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Which entries should you read first?

Choose an entry based on the next approval you need.

If the contract is already under review, read the cost entry alongside it. Match each charge in the quote to a contract term. Ask who pays for equipment and how planned leave affects coverage. Give finance the same start date and billing assumptions that engineering uses in its hiring plan.

Use the country entries once you know where the person will work. Ask the provider to confirm the applicable work calendar and leave process for that hire. Record who approves time off and how the team will cover planned absences.

Before the first working day, give the hire a manager's name and a task they can start once access is approved. Set a check-in to catch blocked accounts or unclear instructions. Keep those tasks in your own onboarding checklist so the team can see what remains open.

Agree on how you will review early work. Choose a task with a clear result, name the reviewer and set a time for feedback. If work falls short, document the issue and ask the provider who will handle the next step.

Bring the role description and required working hours to the provider discussion.

Talk to Opus about a role.

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