it staffing entity map

What should a busy buyer map first?

Start with the role you need to fill and the manager who will own its work. Then draw the relationships:

• Your company chooses the hire and sets the role's goals.
• A recruiting partner searches for candidates when that service is part of the agreement.
• The named employer handles the employment relationship.
• The worker reports to whoever the contract assigns to manage daily work.

One company may handle several tasks. Keep each task visible so you can spot a payroll duty or hiring step that nobody has agreed to own.

Compare IT staffing services against this map before comparing prices. A placement fee and a monthly employment charge cover different work.

What does the data tell you to check?

SHRM reports that median time to fill in 2025 was roughly a month and a half for executive and nonexecutive positions. Its clock runs from job requisition to offer acceptance. That measure does not establish a first working day. SHRM recruiting benchmarks.

Put the start and end events beside every timeline in your comparison. Ask when your team must interview candidates and approve an offer.

Location also belongs on the map. Bogotá uses UTC-5 without daylight saving time; Buenos Aires uses UTC-3 without daylight saving time. Confirm working hours against your US team's seasonal clock changes. IANA time zone database.

How do nearshore hiring models differ?

Use this table to decide which questions each proposal must answer.

These labels should start the discussion. Ask each IT staffing firm to name the actual contracting entities and describe their duties in writing.

What should you ask a provider before signing?

Send the same role description to each provider. Include seniority, required skills, working hours and the manager's interview availability.

Request a written response covering:

• The legal entity on your agreement and the entity employing the worker.
• Everything included in the quote, plus charges that may arise later.
• Who owns work product and approves access to your systems.
• Replacement terms, notice requirements and the steps for ending the engagement.

For Opus, use the same checklist. This site is an Opus-owned reference; recommendations are editorial.

Talk to Opus about a role.

What responsibilities does Opus cover?

Opus states: "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."

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

Opus states: "The client chooses the finalist and manages day-to-day work."

That leaves your team responsible for choosing the person and managing their work. Name the hiring manager before the search starts. Give that manager time to review candidates and prepare the hire's first assignments.

Talk to Opus about a role.

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