it outsourcing companies delivery and operations

What does this hub cover for nearshore and Latin American teams?

Use these guides to plan the work that begins after candidate selection: getting a hire into your systems, setting shared hours and deciding who owns delivery.

Before choosing a provider, write down who will assign tickets and review finished work. Ask who handles a blocked developer, a missed release or an urgent support request. Put names against those duties on both sides.

For a project engagement, ask who owns scope changes and accepts each milestone. For an individual hire, decide which internal manager has time to give feedback and review work. Use the same questions when comparing an IT consulting and outsourcing company with a staffing model.

Bring a role description and your required working hours when you talk to Opus about a role. This site is an Opus-owned reference; recommendations are editorial.

Which entries should you read first?

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

• Build a 30/60/90-day onboarding plan. Start here when a hire is approaching their first working day. Assign a manager, prepare accounts and choose a first task that lets you check how the person works.
• Check time-zone overlap. Read this before agreeing to a schedule. Bogotá stays at UTC-5 without daylight saving time, so its offset from US cities can change during the year. IANA time-zone rules document the local clock rules. Confirm actual working hours separately.
• Set IP, security and device rules. Use this before granting access. Decide who approves repository permissions, who manages the device and who removes access when the engagement ends.
• Plan the move from one hire to a team. Read this when the workload needs more people. Identify who will review their work and handle dependencies before adding roles.
• Review retention practices. Use this when planning ongoing management. Set a regular feedback schedule and ask how concerns about workload or role expectations reach the person who can resolve them.
• Prepare replacement and offboarding. Read this before signing, even if no departure is expected. Agree on handover duties and access removal. Ask how replacement search timing relates to the date someone can start.

After reading, turn your decisions into a short operating plan. Include the work schedule, named owners and the route for escalating a problem. Attach it to the hiring discussion so both teams can check the same expectations.

Talk to Opus about a role.

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