Your dedicated developers privacy checklist

What should you check before sharing hiring information?

Start with the data your hiring process needs. A role description can explain the work without including customer names or a production database export. Use sample records for technical exercises, and remove secrets from code you share.

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When you hire dedicated developers, decide who can approve access before onboarding begins. Give that person a list of systems the role needs. Record who will remove access when the assignment ends, including access granted through shared groups.

Read the Opus guide to hiring a nearshore development team.

What does location data tell you about nearshore privacy planning?

Location helps you plan who can respond during a working day. Bogotá uses UTC-5 without daylight saving time. Buenos Aires uses UTC-3 without daylight saving time. Those offsets are recorded in the IANA time zone database.

Use the developer's actual location and agreed schedule when setting incident contacts. Ask who handles a suspected account compromise after that person signs off. Confirm a backup contact and a route that does not depend on the affected account.

Treat location and data access as separate review items. Ask where records are stored, where people may access them, and whether work involves local downloads. A city name alone does not answer those questions.

For each proposed tool, request its retention settings and the list of people who administer it. Review the settings your team will actually use.

How should your privacy checks differ by hiring model?

For a direct hire, map the records your own hiring and employment systems will hold. Assign responsibility for interview notes, onboarding documents, and account closure.

If you use a recruiting agency, ask how candidate records move from its system into yours. Agree who receives interview feedback and what happens to duplicate copies after the search ends.

For an employer of record arrangement, ask which party needs each employment document. Confirm how your team should submit sensitive records and who can view them.

For team augmentation, review the provider's handling of hiring records alongside your own controls over daily work. The dedicated development team works inside your process, tools and backlog. Your access review should cover the systems those tasks require.

In a project outsourcing proposal, ask which environments the supplier controls and what data it expects you to transfer. Get those answers before approving a dataset or repository handoff.

What should you ask a provider before onboarding?

Send concrete questions that your security and hiring teams can review together:

• Which candidate and employee records will you collect, and why?
• Who can view those records, including any subcontractors?
• How long will you retain each record, and how do deletion requests work?
• Which devices and workspaces will developers use?
• Can developers download customer data or copy code into personal accounts?
• Which AI tools are permitted, and what information may enter them?
• Who receives an incident report, and how does escalation work?
• What happens to accounts, devices, and stored files when someone leaves?

Ask for written answers tied to the proposed engagement. Keep them with the contract and onboarding checklist so the team can check what was agreed.

Before access goes live, test the offboarding steps against a sample account. Include repository permissions, deployment credentials, and shared folders. A checklist should name the person who completes each task and the person who confirms it.

What should you confirm with Opus?

The client chooses the finalist and manages day-to-day work. In that arrangement, decide how your managers will request access and who will approve exceptions.

Ask Opus to document its responsibilities for candidate and employment records. Separately, document your team's rules for customer data, source code, and approved devices. Confirm the handoff between those responsibilities before the team starts.

Keep the initial discussion focused on the roles and work you need covered. Share sensitive documents through an agreed channel once the recipients and purpose are clear.

Read the Opus guide to hiring a nearshore development team.

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