Hire the best
Customer Success Managers
from Latin America.

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.

The discovery call takes 20 minutes and produces a role profile and scorecard. Opus delivers three vetted candidates in five days; across its service, Opus reports about 14 days on average from brief received to hired. This does not establish the first day worked. 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.

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.

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.

Start with the outcome you need in the first 90 days, not a list of tools. Write down what a strong hire looks like six months in, then screen for what actually predicts it: how they communicate under pressure, English fluency, timezone overlap, and whether they’ve owned similar work before. That scorecard is exactly what we build with you on the discovery call.

Yes. Each role gets its own search and its own shortlist of three vetted candidates, and the searches run in parallel, so hiring three people doesn’t take three times as long. Most clients stagger start dates by a week or two to keep onboarding smooth. Pricing stays simple: one monthly rate per hire.

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.