staff augmentation quality and retention

What does this hub cover for nearshore teams?

Use this hub to decide what evidence you need before hiring and how you will review the person's work after they join. It covers candidate assessment, onboarding and the steps to take when a placement needs to end.

Start with a task the hire will own. For an engineer, that might be fixing a bug and explaining the test that catches it. Write down what a good result looks like before reviewing candidates. Ask the interviewer to record evidence against those requirements.

For Latin American hires, confirm the hours available for reviews and questions. Bogotá stays at UTC-5 without daylight saving time. US clock changes can shift the overlap with your team. Check the cities and dates before agreeing on recurring meetings. IANA South America, IANA North America.

Before the start date, assign someone to answer questions about the codebase and review the first task. Give the hire a clear way to report blocked work. At each review, separate mistakes in the work from delays caused by missing access or unanswered questions. If the same problem returns after feedback, record a concrete example and agree on what must change. Ask the provider who owns the next step and when you should expect a response.

Treat retention figures as questions to investigate. Ask which hires were counted and how departures were classified. Review replacement terms separately, including the handover plan and any continuing charges.

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

Talk to Opus about a role.

Which entries should you read first?

Choose the guide that matches your next decision. If interviews are already scheduled, settle the assessment first. If a finalist is selected, move to onboarding and the contract.

• How to choose a staff augmentation provider: Start here while comparing services. Prepare questions about screening evidence and responsibility for performance concerns. Ask who will respond when the hiring manager needs help.
• Interview loop: Use this before meeting candidates. Choose a work sample that reflects the role, set scoring criteria and give interviewers distinct questions to cover.
• Onboarding at 30, 60 and 90 days: Read this before the start date. Name the manager, prepare access and agree on the first assignment. Set review dates so the hire knows when to expect feedback.
• Replacement and offboarding: Read this alongside the agreement. Plan who takes over unfinished work, how knowledge will transfer and who removes access when the engagement ends.

Bring the resulting checklist to your hiring discussion. Keep interview notes and early performance reviews tied to the same role expectations. If the work changes after selection, update those expectations with the hire before judging the result.

Talk to Opus about a role.

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