it staffing agencies delivery and operations

What does this hub cover for nearshore IT hires?

Use this collection to plan the work between selecting a candidate and having that person contribute to your team. Start with the step you need to resolve: interviews, onboarding, daily management or a replacement.

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

With Opus, the client chooses the finalist and manages day-to-day work. Put a name against that management role before the hire starts. Decide who assigns tasks, reviews work and answers questions when the usual manager is away.

For a remote IT staffing agency, ask for the handoff in writing. It should identify the first working day and the person responsible for each setup task. Keep equipment delivery and account access on that checklist, with an owner for any delay.

Before granting access, have your IT owner approve the accounts and permissions the role needs. Confirm that the hire can sign in before assigning work that depends on those systems. Give the hire a contact for access problems, so a blocked account does not leave them waiting for their manager.

Set meeting hours by city. Bogotá uses UTC-5 and does not observe daylight saving time. Check the schedule against your US team's clock changes before you promise a recurring meeting slot.

Talk to Opus about a role.

Which entries should you read first?

Choose the entry that resolves the decision holding up your hire.

• Hiring process: Start here if you need to assign hiring steps. Ask the provider to separate candidate delivery, your interview decisions and the agreed start date.
• Interview loop: Use this before booking interviews. Decide who tests job skills and who makes the final decision, so candidates do not repeat the same conversation.
• Onboarding plan: Use this once you have a finalist. Prepare access and an initial assignment, then set review dates with the manager.
• Retention: Read this when planning ongoing management. Agree on how the hire raises workload concerns and how the manager gives feedback.
• Replacement and offboarding: Read this before accepting replacement terms. Ask how a new search starts and who owns the work handover and access removal.

If you are still reviewing the agreement, use the contract checklist alongside these entries. Ask which delivery commitments belong in the contract and which require a separate operating plan.

Keep that operating plan short enough for the hiring manager to use. Record each open task with its owner and due date. At the first check-in, review blocked work and confirm what the hire should finish next. Send payroll or contract questions to the agreed provider contact.

Bring your role description and required working hours to the provider discussion. Include the manager's name and the date you need someone working. Ask for a plan that addresses those requirements before you commit.

Talk to Opus about a role.

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