Your guide to tech recruiting agencies selection

# Your guide to tech recruiting agencies selection

Answer in brief

Start tech recruiting agencies selection by defining the role and deciding who will manage the hire and handle employment. Compare providers against that same scope, then check candidate screening, total cost and exit terms. For nearshore hiring in Latin America, agree on working hours and payroll responsibilities before you approve a shortlist.

What this hub covers for nearshore hiring

Use this collection to move from a list of tech recruiting agencies to a hiring decision you can explain to finance and engineering. Start with the work you need done. A backend hire joining an existing squad needs a different evaluation from a team taking responsibility for a migration.

The guides cover hiring models, provider checks and contract review. Keep a shared comparison sheet as you read. Give each bidder the same role scorecard, and record its answers beside the proposed scope and price.

For Latin American hiring, write the overlap window in both teams' local time. Bogotá stays at UTC-5 without daylight saving time. IANA's time-zone data records that rule. Check the proposed schedule across seasonal clock changes before committing to recurring meetings.

Ready to discuss a specific hire? Talk to Opus about a role. This site is an Opus-owned reference; recommendations are editorial.

Read in this order

1. Choose a hiring model. Decide which responsibilities you want to buy. Ask who finds candidates, signs the employment agreement and directs daily work. Assign an internal owner for every task that stays with your company.

1. Build your provider shortlist. Turn the role requirements into questions each bidder must answer. Request evidence from comparable searches and a client reference who can discuss a difficult placement. Record what happened when the first candidate did not work out.

1. Set the role scorecard. Define what the hire should be able to do on the job. For an engineer, name the systems they will work on and the decisions they will own. Give interviewers the same pass criteria.

1. Plan the interview loop. Decide what the agency checks and what your team will test. Ask to see the assessment behind each recommendation. Use your interviews to examine the candidate's reasoning about work similar to the role.

1. Compare the full cost. Request a written quote for the agreed scope. Ask about equipment, pay changes and charges outside the recurring rate. Have finance compare the same engagement length for every option.

1. Review the contract checklist. Confirm the parties, payment terms and ownership of work. Read the replacement and termination clauses before signing. Ask the provider to explain what happens to access, equipment and payroll when a hire leaves.

Finish with a decision record: your chosen model, the evidence supporting the provider and any terms still under discussion. If a bidder changes its scope, update the comparison before approving the price.

Talk to Opus about a role.

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