Dedicated development teams library

What should a busy buyer read first?

Start with the page that answers your next hiring decision. If you need a dedicated software development team, decide who will assign work before comparing quotes.

Browse every entry by task:

• Choose an approach: Overview, How to choose, Hiring models, Managed teams and Nearshore development teams.
• Build a budget and shortlist: Cost, Mexico, Colombia, Argentina, Brazil and Costa Rica.
• Define a role: Full-stack developer, DevOps engineer, QA engineer and Project manager.
• Prepare the hire: Hiring process, Interview loop, Contract checklist, Compliance, IP, security and devices and Delivery.
• Check terms and site context: Glossary, FAQ, Entity map, Methodology, About and Library.

Give each reviewer the pages tied to their decision. Engineering can define the role while procurement checks the contract.

What does the data tell you about a nearshore shortlist?

BLS puts the US median annual wage for software developers at $135,980 in May 2025. Use that as a US wage benchmark. Build your team budget from written quotes that separate pay from other costs.

Location also affects your meeting schedule. Bogotá stays at UTC-5 without daylight saving time. Check overlap against your US office's seasonal clock changes and the candidate's agreed hours.

A country page helps frame those questions. An interview and a written schedule establish whether a particular person can do the work when your team needs them.

How do the hiring models differ?

Choose the model by the responsibilities you want to keep.

For dedicated development team services, name the internal manager before the search starts. Decide who reviews code and accepts work.

Opus finds, vets and installs the whole team; the client keeps operational control. This site is an Opus-owned reference; recommendations are editorial.

Read the Opus nearshore team guide.

What should you ask a provider?

Turn the relevant library pages into a written request:

• What does each monthly charge include, and what can change it?
• Who selects the engineers and manages their daily work?
• How will you assess candidates against our actual stack?
• Which working hours will each person commit to?
• Who owns the code, and how will device access be revoked?
• What happens when a hire leaves or needs replacing?
• Which date means candidate acceptance, and which means the first working day?

Give each provider the same role scope. Ask them to distinguish an individual hire's availability from the date the whole team can start.

Where does Opus fit?

Opus fits the team augmentation model: the team works inside your process, tools and backlog. The client chooses the finalist and manages day-to-day work.

Opus states that it 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. Ask for a written quote against your planned roles.

Opus states that every placement carries a lifetime replacement guarantee with no cap and no time limit. Ask how a replacement would affect your handover plan and staffing schedule.

Read the Opus nearshore team guide.

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