employer of record companies quality and retention

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

This collection helps you review candidate quality and plan how to support a hire after they join. Start by writing down what you need the person to deliver and who will help them get there.

Check employment support separately from candidate assessment. Ask who will correct a payroll error and who will review a work sample. If different teams own those tasks, get a named contact for each.

For candidate quality, request evidence tied to the role. An engineering assessment might ask someone to explain a code change and its tradeoffs. For an operations role, use a task that tests how they handle an exception. Give reviewers the same scoring criteria before interviews begin.

For retention, ask how the provider counts hires who leave. Check whether its figures include client-led departures and whether recent hires have completed the full measurement period. Keep those definitions beside any percentage in your comparison.

Agree on working hours with the candidate, too. Bogotá stays on UTC-5 without daylight saving time. A US team's clock changes can therefore change the shared schedule. IANA time-zone rules document that distinction. Put the agreed hours in the hiring plan.

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Compare employment and hiring responsibilities with Opus.

Which entries should you read first?

Choose the entry that matches the decision in front of you. You can use the collection before a search starts or when a finalist is ready for an offer.

• Hiring process: scorecard, interviews and a 90-day plan. Start here if you still need to define the role or assess candidates. Write the expected work into a scorecard, then use it to keep interview feedback specific.
• Contract and SOW checklist. Read this before signing. Ask where replacement terms sit in the agreement, what starts a replacement search and which charges continue during it.
• 30/60/90-day onboarding plan. Use this when you have a finalist. Assign a manager, prepare access and set early work goals. Agree on when the hire will receive feedback.
• How to choose an employer of record. Use this when comparing service models. Bring the same role and support questions to each conversation so you can compare the answers.

If a hire is already struggling, return to the scorecard and onboarding plan together. Identify the unmet expectation, check whether it was communicated and assign the next action. Ask the provider how its support or replacement process applies to that specific situation.

Compare employment and hiring responsibilities with Opus.

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