staff augmentation services delivery and operations

What does this hub cover for nearshore teams?

Use these guides to plan how an added hire will work inside your team. Start with the person who will assign work and approve it. Then settle access, shared hours and the first task.

For an IT staff augmentation service, make those decisions concrete. Name the repository owner who grants access and the engineer who reviews the first pull request. Give the hire a task with acceptance criteria they can check before requesting review.

Before the start date, confirm that the hire can sign in to the tools needed for that task. Give each access request an owner. Keep production permissions tied to the work, and decide who approves changes before the hire needs to make one.

For Latin American hires, agree on hours by city. Bogotá stays at UTC-5 without daylight saving time; São Paulo stays at UTC-3 without daylight saving time. Check shared hours when US clocks change. IANA time zone rules.

Keep a written record of who handles leave requests and who covers work during absences. Before increasing headcount, check whether your managers have room for more reviews and feedback.

Use onboarding check-ins to review actual work. If a task stalls, record whether the cause was unclear scope, missing access or a decision awaiting approval. Assign someone to clear the blocker and agree on when to revisit it. Give performance feedback against the expectations you set when the hire joined.

This site is an Opus-owned reference; recommendations are editorial.

Talk to Opus about a role.

Which entries should you read first?

Choose the guide that matches the decision in front of you:

• Time to hire: Start here if a project depends on a new hire. Separate the hiring decision from the first working day before setting deadlines.
• Time zone overlap: Use this before interviews to define required shared hours. Include meetings and code review needs in the role requirements.
• Onboarding at 30, 60 and 90 days: Read this once you have a start date. Turn broad goals into work a manager can review.
• Team versus individual hires: Use this when deciding how many people to add. List the work each person would own and the dependencies between them.
• Scaling to a team: Read this before opening more roles. Check review capacity and decide who resolves competing priorities.
• Replacement and offboarding: Review this before signing. Plan the handover of unfinished work and assign responsibility for removing access.

If ownership is still unclear, start with the contract checklist. Write down which decisions stay with your team and which tasks belong to the provider. Bring that division of work into the hiring conversation.

For a replacement, name the person who will receive the handover before setting the departure schedule. Have them check open tickets and confirm where work is stored. Agree on the timing of access removal with the person responsible for account security.

Talk to Opus about a role.

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