Tech hiring delivery and operations

Answer in brief

Delivery in tech hiring covers the move from choosing a candidate to having that person work inside your team. For a nearshore hire, settle who manages the work, when colleagues can meet, and what must be ready before the start date.

Keep offer acceptance and the first working day separate in your plan. SHRM defines time to fill as the period from job requisition to offer acceptance. That endpoint does not establish when a hire has access to your systems or can take an assignment.

What this hub covers for nearshore and Latin American hires

Use these guides when comparing tech recruiting agencies or preparing to bring a finalist onto your team. Start with the work your own managers will own. Ask each provider to spell out its part in writing.

The collection covers:

• Managed and dedicated teams: Decide who sets priorities, reviews work, and handles performance issues.
• Time-zone overlap by US city: Set shared hours around the people who must work together.
• 30/60/90-day onboarding: Give the hire a first assignment and define how the manager will review progress.

For each topic, leave the discussion with a named owner and a written decision. "The team will handle access" is too vague for a start-date checklist. Name the person who grants access and the person the hire should contact if it fails.

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

Talk to Opus about a role.

Read in this order

Start with who owns the work

Read managed and dedicated teams before you settle the scope. Write down who assigns tickets, approves changes, and gives feedback. If you expect the provider to manage a project, ask for that responsibility in the agreement.

Use the same questions with every tech recruiting firm you assess. A shortlist alone does not answer who will supervise the person you choose.

Agree on shared hours

Next, use time-zone overlap to define the schedule. List the meetings the hire must attend and the hours when a reviewer will be available. Check local time changes before copying a recurring meeting across the year.

Ask separately about urgent support. A shared daytime schedule does not establish an on-call rota.

Prepare the first assignment

Then work through the onboarding plan. Name the manager and reviewer. Prepare the accounts, documentation, and development environment the first task needs.

Choose a small piece of real work with clear acceptance criteria. Set a review date and a route for questions. Keep broader ownership for later checkpoints, once you have seen the hire work with the team.

If you also need an exit plan, read the replacement and offboarding playbook. Assign responsibility for access removal and work handover before either becomes urgent.

Talk to Opus about a role.

<!-- Not saved to drafts/besttechrecruitingagencies.com/delivery.md: this workspace is read-only. Live internal routes were not checked. -->