staff augmentation services entity map

What is the short answer for a busy buyer?

Choose a hiring model by the duties you need someone else to handle. A provider that finds candidates may have a different scope from one that handles employment or owns project delivery.

Use this map when reviewing a proposal:

One company may fill several rows. Write its name against each duty instead of assuming the service label covers everything.

What does the data say?

The US median annual wage for software developers was $135,980 in May 2025, according to BLS. That is a wage benchmark, not a staff augmentation quote.

When comparing costs, ask each provider to identify what sits outside its quoted rate. Keep the role and seniority consistent across proposals. A salary figure alone does not tell you what you will pay for employment support.

How do nearshore hiring models differ here?

Use the model to decide which questions to ask before reviewing candidates.

Nearshore describes location in relation to your team. It does not assign responsibility for payroll or delivery.

Bogotá stays on UTC-5 without daylight saving time, while Buenos Aires stays on UTC-3. IANA's time zone data records those rules. Agree on working hours with the person rather than treating a country name as a schedule.

What should you ask a provider?

Ask for answers you can put into the contract:

• Which legal entity employs the worker?
• Who handles payroll errors and employment questions?
• Which charges sit outside the monthly quote?
• Who approves leave and arranges coverage?
• What happens if the hire leaves or the role changes?
• Who owns work product, and how is access removed when the engagement ends?

For an IT staff augmentation service, also name the person who approves code and production access.

Talk to Opus about a role.

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

Where does Opus fit?

Opus states: "The client chooses the finalist and manages day-to-day work."

Opus also states: "Opus charges one flat monthly rate per hire. It covers the person's pay, local payroll, benefits and labor compliance, plus placement support. There is no separate recruiting fee. The rate depends on role, seniority and location."

Published dollar rates: Not published.

Put your internal manager beside daily work on the map. Ask Opus for a written quote and the legal entity responsible for employment before signing.

Talk to Opus about a role.

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