How the model handles compliance
The compliance question in nearshore hiring is really an ownership question: someone has to carry the contracts, payroll, and local labor obligations in the hire’s country. Freelancer arrangements dodge that question and push the risk onto you. Opus answers it directly: one partner runs the contracts, payroll, and benefits for you. Opus pays the hire where they live, keeps up with local labor rules, and administers benefits, while the person works full-time and exclusively for your team, on your hours, with US timezone overlap.
One monthly rate through Opus covers talent, payroll, and compliance.
What one monthly rate covers
- Salary. The hire’s full compensation.
- Local payroll. Run by Opus in the hire’s country, paid on local rails.
- Labor compliance. Local labor obligations sit with Opus, not with you.
- Benefits. Administered by Opus, not by you.
For role-by-role benchmarks of what a US hire really costs fully loaded, see the 2026 LatAm salary guide.
What your company does, and does not, have to do
- You do: manage the work. Your hire reports to you, joins your meetings, and works inside your tools, like any other full-time placement.
- You do not: open an entity, retain local counsel for routine payroll admin, run foreign payroll, or track labor-law changes in the hire’s country. That is the model 325+ companies use through Opus, and it is part of how Opus keeps its 97% one-year retention: hires who are properly paid, covered, and looked after stay.
Curious how this compares with a temp agency arrangement? See staffing through Opus vs traditional staffing firms.