How to assess nearshoring companies quality and retention

What does this hub cover for Latin American hiring?

Use this collection to decide what evidence you need before choosing a finalist and what support you will provide after they start. It covers role scorecards, interviews, English assessment, onboarding and retention.

Start with the work. Write down what the hire must deliver, which decisions they will own and where they will need help. Give those criteria to the provider before reviewing candidates. Ask for assessment notes that show how each person meets them.

For an engineering role, ask the candidate to walk through a change similar to one on your team's backlog. Have them explain how they would test it and handle a failed release. For a customer-facing role, use a sample customer question and ask for a written reply. Keep the task small enough to discuss during the interview, and use the same scoring rules for each finalist.

Keep selection and retention as separate checks. A work sample helps you judge a candidate's skills. A retention figure needs a defined group of hires and a measurement period. Neither replaces a plan for managing the person.

Before accepting a retention claim, ask whether it includes every placement or only hires who passed probation. Check how the provider counts resignations, dismissals and roles the client closed. Ask for results for roles similar to yours before using a company-wide figure to choose a partner.

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Talk to Opus about a role.

Which entries should you read first?

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

• Role scorecard: Start here if the hiring team disagrees about seniority or scope. Set the required outcomes before anyone scores a candidate.
• Interview loop: Read this before booking interviews. Assign each interviewer a question to resolve, then compare written evidence before making the offer.
• English assessment: Use this when the job involves customer calls, written updates or technical discussions. Test the communication the person will use at work.
• Onboarding at 30, 60 and 90 days: Read this before the start date. Agree on early work, access and manager check-ins so the hire knows what success looks like.
• Retention: Use this when comparing provider claims or reviewing your own team. Ask how departures are counted and discuss why people leave.
• Replacement and offboarding: Read this before signing. Clarify the replacement process, handover duties and who removes access when someone leaves.

If interviews are already underway, start with the scorecard and interview loop. If you have chosen a finalist, move to onboarding and contract terms.

Bring your role requirements and unresolved hiring questions to the conversation.

Talk to Opus about a role.

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