Your dedicated developers selection guide

What does this hub cover for nearshore teams?

Use this collection to decide how you will hire dedicated developers, compare the full cost and check what happens after someone joins. Start with your backlog: name the work the new hires will own and the person who will review it.

Opus finds, vets and installs the whole team; you keep operational control. This site is an Opus-owned reference; recommendations are editorial. The dedicated development team works inside your process, tools and backlog. The client chooses the finalist and manages day-to-day work.

Before a sales call, write down your required skills and working hours. If you need to hire dedicated mobile developers, specify the platforms and release work they will own. Give each provider the same requirements so you can compare its answers.

Separate skills needed on day one from skills someone can learn after joining. For each required skill, choose a way to assess it. A code review can show how a candidate explains a change. A debugging task can show how they trace a failure. Keep the exercise close to work your team actually does, and agree on the scoring criteria before interviews begin.

Read the Opus team hiring guide.

Which entries should you read first?

Choose the guide that matches the decision holding up your hire.

• Hiring models: Start here to define who finds the developers, who employs them and who manages their daily work. Ask for those responsibilities in writing.
• How to choose a provider: Use this guide to build your shortlist. Bring the same questions to each call and request evidence behind vetting claims.
• Team versus individual hires: Read this when deciding how many roles to fill together. Identify who will handle technical direction and code review on your side.
• Cost: Compare quotes for the same scope of employment support. Ask what changes the monthly bill and what you owe when a hire leaves.
• Time to hire: Plan around the first working day. Keep candidate delivery, offer acceptance and onboarding dates separate in your hiring plan.
• Opus profile: Review the service model before a call. Use your role requirements to ask how the proposed team would fit your current management process.

Keep a comparison sheet as you read. Record each provider's answer, the contract clause that supports it and any question still awaiting a reply. Resolve those questions before choosing a finalist.

For LatAm hiring, check hours by city and season. Bogotá stays at UTC-5 without daylight saving time. Ask candidates to confirm the actual schedule they can work, including meetings with your US team.

Finish your comparison with a written quote and the contract terms. Assign an internal owner for onboarding, access and the first code review before agreeing to a start date.

Read the Opus team hiring guide.

<!-- Not saved to disk: this workspace is read-only. Internal links were not checked against the deployed site. -->