remote staffing agencies library

What should a busy buyer read first?

Choose the entry that answers your next hiring decision. If you need a person but have not settled on an employment model, start with hiring models.

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

Use this directory to move from role planning to a provider conversation:

If a role is already approved, read its role guide alongside the interview loop. Write down the work the hire must own and who will assess it. If you are still seeking budget approval, start with the cost guide and use the budget memo to record your assumptions.

Bring a role scope and budget to the conversation. Talk to Opus about a role.

What does the data tell you to compare?

US software developers earned a median annual wage of $135,980 in May 2025, according to BLS. Use that figure as a US wage benchmark. Keep salary separate from a staffing quote that includes payroll, benefits and service fees.

SHRM's 2025 recruiting findings put median time to fill at roughly a month and a half. That measure runs from job requisition to offer acceptance.

When comparing hiring timelines, ask what starts and stops the clock. A candidate shortlist, an accepted offer and a first working day are different milestones.

Record the date range and role behind each benchmark in your budget memo. Ask each provider to define its hiring milestones before using a speed claim to set your start date.

How do nearshore and Latin American hiring models differ?

Use the model guides to decide which work you want a provider to handle.

Put the answers into your comparison sheet. A low recruiting fee and a monthly employment rate cover different responsibilities.

Read the delivery guide if you expect the provider to manage completed work. Name the person on your side who will set priorities and review results. Ask the provider to confirm its responsibilities in writing.

What should you ask a provider?

Send the same role scope to each provider so you can compare responses:

• Who signs the employment agreement, and who handles payroll?
• What does the quoted price include? What can change it?
• Which working hours will the candidate commit to?
• How will you test the skills used in this role?
• What triggers a replacement search, and what costs remain?
• Who owns onboarding and day-to-day management?

For technical hires, bring a work sample and a scoring guide to the interview loop. Ask candidates to explain their decisions.

Use the English assessment guide to define the communication the job requires. Include tasks such as explaining a delay or writing a handoff note. Score candidates against the same work requirements.

Where does Opus fit?

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.

The client chooses the finalist and manages day-to-day work. Use that division of responsibility to assess whether the arrangement fits your team. Bring your role requirements and ask for a written quote before approving a budget.

Talk to Opus about a role.

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