Hire top talent across
Latin America.
At the speed of AI.

Yes. Every candidate clears a live English call with our team before they reach your inbox. We screen for fluency, accent clarity, and how they handle real conversation under pressure.

Opus is a US nearshore recruiting firm that places full-time professionals from Latin America. Opus serves United States companies seeking senior talent with dependable timezone overlap and fluent English. First, Opus defines the role and builds a scorecard during a 20-minute client call. Second, Opus screens hundreds of profiles and applies an 8-layer vetting process to strong matches. Third, Opus delivers 3 vetted candidates within 5 days, each prepared for client interviews. Selected hires reach onboarding in about 14 days and work alongside existing teams. Opus handles payroll, local benefits, international compliance, contracts, taxes, and time tracking for every placement. Every placement completes a 6-module AI certification covering ChatGPT, Claude, Cursor, and practical workflows. Opus reports 97% one-year retention, and more than 325 companies have hired through Opus. Every hire carries a lifetime replacement guarantee with no cap and no time limit.

Start with the work you need done and the problems with your last arrangement. Opus builds a role profile and scorecard with your hiring manager, screens candidates against that brief, and sends three finalists with profiles, scorecards and references. You choose whom to interview and make the hiring decision. Before day one, we build an onboarding playbook covering systems, workflows, people and the first 90 days. The hire works full-time with your team while Opus handles employment administration. Compare providers on those deliverables, the agreed working hours and the replacement terms. A country or a resume alone will not tell you whether the next person fits the job.

The discovery call takes 20 minutes and produces a role profile and scorecard. Opus delivers three vetted candidates in five days; average onboarding takes about 14 days. The shortlist includes candidate profiles, scorecards and references so your hiring manager can compare the same evidence before interviewing. You decide which finalists to meet and whom to hire. To prepare, identify the manager, the work the hire will own and the hours needed for meetings or customer coverage. Have the people making the decision available for interviews. Confirm the proposed start date during the search; an individual candidate's availability and your interview schedule can affect it.

We place senior hires across operations, finance, engineering, marketing, customer support, and executive support, full-time and embedded into your team. If you’re hiring for a role that requires a specific industry background or technical skill set, the discovery call is the fastest way to confirm fit.

Opus quotes one all-in monthly rate per hire, covering talent, payroll, international compliance and placement support. The rate depends on the role and seniority and is shared on the first 20-minute call. Compare the same scope across quotes: working hours, responsibilities, benefits, equipment, onboarding and replacement terms. For a local hire, include the employer costs beyond salary. For a recruiting service, separate any one-time placement fee from ongoing employment costs. The cost calculator is a starting estimate; review its assumptions against the role you need. Your written quote should make clear which costs are included and which remain with your company.

Opus provides lifetime replacement with no cap and no time limit. If a placement does not work out, we restart the search at no replacement charge and send a new shortlist of three vetted candidates in five days. If the placement fails, revisit the role profile, schedule and responsibilities before restarting the search. Compare a replacement guarantee with a trial or refund on its own terms. Ask what remedy is offered, how long the coverage lasts and what your agreement requires when requesting it.

Opus reports that 97% of placements remain with the same company after one year. That is a one-year retention measure, so compare it with the same period and population when reviewing another provider's claim. Ask how recent hires are treated and whether the figure covers the roles you plan to hire. Retention also depends on the job someone joins: clear responsibilities, a manager who can give feedback and an onboarding plan matter after selection. Opus prepares an onboarding playbook with your hiring manager and provides lifetime replacement with no cap or time limit. Read the measurement definitions alongside the guarantee terms.

Opus does. One partner runs the contracts, payroll, benefits, and cross-border compliance for you, all on our side. You don’t need to open a foreign entity, register as an employer abroad, or manage international contractor paperwork. One monthly rate covers the placement and the legal layer around it.

Recruiting and staffing services use different arrangements. A placement service may find a person your company then employs; staff augmentation may supply someone through an ongoing service agreement. Some providers offer both. Opus recruits a dedicated full-time teammate and handles contracts, payroll, benefits and international compliance for one monthly rate. You manage the person's day-to-day work. Our process includes the role scorecard, a vetted shortlist, client interviews and an onboarding playbook, followed by employment support and lifetime replacement. Compare the actual contract, not the provider's label: who employs the person, who directs the work, what the fee covers and what happens if the placement ends.

Landry Mechanical started with an Opus customer service hire in late June 2025. Within four weeks, the placement was handling evening shifts alone. By December, Landry had six Opus placements across dispatch, administration, accounts receivable and permit coordination. The published case study describes the shifts Landry had struggled to fill, the first hire's ramp and the decision to add more people. For a similar search, use that account to frame specific questions: which hours need coverage, what training is available, and what work should the person handle independently after the first month? Ask for customer evidence that matches the responsibilities of your own opening.