Find it staffing talent by role and country

What does this hub cover for nearshore hiring?

Use these guides to turn an open role into a search your hiring team can assess. The role pages help you define responsibilities and interview evidence. The country pages help you check local working hours and employment questions.

Start with the work your team needs done:

• Software developer: define the product or service the hire will own and the code they must work with.
• DevOps engineer: set expectations for infrastructure, releases and production support.
• Revenue operations manager: clarify ownership of revenue systems and reporting.
• Sales development representative: define prospecting work and the handoff to sales.

For each role, write down what the person should deliver in their first month. Separate skills they must bring from tools your team can teach.

Be specific about where the work starts and ends. A developer who builds product features may need different experience from someone who owns deployment pipelines. If one hire must do both, explain how much time each responsibility takes. Give interviewers a recent example of the work so they can ask candidates how they would approach it.

Set the seniority through decisions the person will make. Will they work from tickets, design a service, or review other engineers' work? Record who can answer technical questions during onboarding and who will approve their first release.

This site is an Opus-owned reference; recommendations are editorial.

Talk to Opus about a role.

Which entries should you read first?

If you already know the role, read its guide before comparing countries. If your team needs fixed meeting or support hours, review the time zone overlap guide alongside it.

Use the country pages to build a shortlist:

These offsets follow the IANA time zone data for North America and South America. Put the actual agreed working hours in the offer.

Check the schedule against your team's calendar. List recurring meetings and any support shift the hire must cover. Distinguish hours when everyone must be online from work that can happen independently. Ask the candidate to confirm the proposed schedule before the final interview.

Then use the role scorecard to give interviewers the same criteria. Read the English assessment guide if the hire will lead discussions or write customer-facing updates. Assess those tasks directly: a written incident handoff can tell you more about the required skill than a general conversation.

Before comparing IT staffing services, review hiring models and the contract checklist. Ask each provider who employs the person, which costs the quote includes and how the engagement can end. Request terms for equipment, access to company systems and ownership of work.

Keep one hiring document with the agreed scope and interview criteria. Add your budget ceiling and desired first working day. Send that same document to each provider so you can compare proposed candidates and costs against the same job.

Talk to Opus about a role.

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