tech staffing agencies quality and retention

# tech staffing agencies quality and retention

What does this hub cover for nearshore hiring?

Use this collection to decide what evidence you need before approving a hire and what support to arrange afterward. Start with the work the person will own: a service to maintain, a release to ship, or an incident to resolve.

Ask tech staffing agencies to show how each finalist meets that requirement. Request the assessment prompt and reviewer notes. A label such as "senior" gives your hiring manager less to inspect than an explanation of a technical choice.

Make the assessment resemble work on your team. For a backend role, ask the candidate to review a small API change and explain how they would test it. Set the rules for AI tool use before the exercise. Ask follow-up questions about the submitted work, including what the candidate would change if the requirements shifted.

For remote staffing agencies, also check the candidate's written handoffs and meeting availability. Bogotá stays at UTC-5 without daylight saving time. Confirm the schedule against your team's seasonal clock changes. IANA time zone database

Keep retention questions separate from interview scores. Ask how the provider counts departures and who responds when a hire struggles. Within your team, name the manager responsible for feedback and give the hire a clear first assignment.

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Bring your role requirements and an example of acceptable work to the provider discussion.

Talk to Opus about a role.

Which entries should you read first?

Choose the entry that matches the decision in front of you.

If the search has not started, read the scorecard and interview entries together. Agree on the pass criteria with the manager who will supervise the hire. Then ask the agency to use those criteria when presenting candidates.

Have interviewers record their scores before discussing the finalist as a group. When scores differ, return to the candidate's answer or work sample. Record which requirement remains unproven and assign a reviewer to resolve it before the offer.

If you already have a finalist, review the communication entry and resolve any unanswered technical questions. Ask the candidate to explain their own work and respond to a changed requirement.

For a hire about to start, pair the retention entry with the 30/60/90-day onboarding plan. Set the first assignment and feedback dates before the person joins. Confirm who will grant repository access and review the first pull request. Give the new hire a named contact for blocked work.

Before signing, read the replacement and offboarding entry alongside your proposed agreement. Ask who starts a replacement search and how ongoing work will be handed over. Keep those answers in writing so the hiring manager can use them if a problem arises.

Talk to Opus about a role.

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