Nearshore Staffing Companies: 7 Options for US Businesses, Compared by Engagement Model (2026)

Ask three nearshore staffing companies for a price and you may get three answers that can't be put side by side. One quotes an hourly rate. One quotes a flat monthly amount per person. One wants a percentage of the hire's first-year salary, paid once. None of them is necessarily cheaper. They are pricing different arrangements, with different parties acting as the legal employer.

So pick the engagement model first, then compare two or three providers inside it, using one question list that turns every quote into an all-in monthly cost per person.

Every provider fact comes from that provider's own website as reviewed on 14 September 2026. Nothing was tested hands-on, and the list is not a ranking.

Disclosure: this article is published by Nondevelopers (nondevelopers.com), which offers nearshore staffing. It appears in the list under the same rules as everyone else, limitations included.

The seven providers at a glance

"Not published" means the provider's site did not show the figure on 14 September 2026. It does not mean the service is free or the term doesn't exist.

Which kind of nearshore staffing do you need?

What separates the arrangements sold as "nearshore staffing" is who legally employs the worker, what you pay for, and who carries labor and tax compliance in a country whose rules you probably don't know.

1. Staffing partner handles employment. The provider recruits the person, then handles contracts, payroll, benefits and compliance in their country. You get one recurring bill per person (monthly, for the providers below) that bundles salary and the provider's fee. Some providers describe an employer-of-record setup; others describe the services without making the legal employer clear, so ask. You don't have to set up anything abroad.

2. Direct hire, with you (or your EOR) as the employer. A recruiter finds the candidate and charges a one-time placement fee. After that, the person works for you, so you need a legal way to employ or contract them. One option is an employer of record (EOR): a company that legally employs the worker in their country on your behalf and runs payroll and compliance, while you direct the work. Deel is one example. Its pricing page lists EOR from $599 per employee per month and contractor management from $49 per contractor per month, as of 14 September 2026 (Deel pricing). Deel won't find the person for you; it isn't a recruiter. For the contractor-versus-EOR decision in more depth, see our guide on how to hire developers in Latin America.

3. Staff augmentation. The provider supplies people who work on your team, billed by the hour or month, often on rolling terms. Ask who handles the employment side, because pricing pages don't always say.

4. Developer marketplace. A platform matches you with developers and bills by the hour, sometimes with payroll and compliance handled for you. Short rolling terms suit flexible capacity; if you plan a long-term hire, check how the terms work over months rather than weeks.

5. Project outsourcing. You hand a firm a project, and it delivers the software with its own team and management. That is a different purchase from adding people to your team, so it is out of scope here. If that's what you need, compare Latin American software development outsourcing companies instead.

The employer question also matters for tax. The IRS says foreign persons are generally subject to 30% withholding on US-source income unless a lower rate applies. Whether a payment to someone abroad falls under that rule depends on how the arrangement is set up, which is a question for your accountant, not for a staffing sales call.

How we chose and compared these companies

A provider made the list if it met all three conditions:

1. It places full-time or long-term professionals from Latin America with US companies.
2. Its own website states its engagement model and how it charges (hourly, monthly per person, or a one-time fee), plus enough pricing, guarantee or contract detail to compare it with the others.
3. It appeared in a published nearshore staffing roundup (Hire With Near's), or it turned up in our own search for providers, including specialists in Central America and Colombia.

The comparison uses only what each provider publishes about itself, reviewed on 14 September 2026. No provider was hired or tested, and review-site ratings and vendor performance numbers (placement rates, retention) are left out because they couldn't be checked.

One entry breaks rule 2: Nondevelopers, the publisher. Its site doesn't publish pricing, fee type, a guarantee, a contract minimum or who employs the worker. We included it because it is our own offer and readers should see it held to the same fields as everyone else. Its entry marks those fields as not published instead of filling them in, so it is the least documented option here.

Providers are grouped by model and listed alphabetically within each group. Prices aren't ranked, because the providers price different things.

We also looked at BairesDev, Andela, Strider, Toptal and Lemon.io. Their pricing pages returned errors or redirected elsewhere when we checked on 14 September 2026, so we couldn't fill the comparison fields from their own sites.

The companies

Dedicated staff through a staffing partner

Four of these five bill a recurring amount per person. Revelo and Remote Team Solutions describe an employer-of-record setup. For Hire With Near and Nearshore Staffing, confirm who the legal employer is. Nondevelopers' site doesn't state its billing or employer structure.

Hire With Near

Hire With Near offers two models for Latin American hires across functions, not only engineering. In its staffing model, you get a monthly invoice per hire that combines salary and Hire With Near's fee, and it handles contracts, benefits administration, payroll and compliance. In its direct-hire model, you pay a one-time placement fee and employ the person yourself, for example through an EOR.

Its pricing page says there are no upfront fees and offers a free replacement guarantee: 180 days for direct hires, and for the duration of the engagement for staffing. Get that term in writing, because it decides what happens if a hire leaves or doesn't work out.

• Best for: companies hiring for several functions that want to decide between staffing and direct hire with one provider.
• Main limitation: fee amounts are not published, so you only see a price on a call. The page also shows salary ranges by role; those are Hire With Near's own figures, not independent market data.
• Skip if: you want to see a price before booking a call.

Nearshore Staffing (nearshorestaffing.com)

Nearshore Staffing places full-time professionals, each dedicated to one client, and specializes in Guatemala, Costa Rica, Honduras, El Salvador and Nicaragua. The role list is broad: IT, customer support, sales, accounting, virtual assistants, legal, operations and project coordination.

Its pricing page describes a single flat monthly rate per professional that covers salary, statutory benefits, employer taxes, payroll and compliance. There's no list price; rates are quoted per role. The site mentions a replacement guarantee on every placement but doesn't say how long it lasts.

• Best for: US companies hiring support, sales, finance or IT staff from Central America.
• Main limitation: no published rate and no stated guarantee window. Its own savings figures also disagree (see the cost section), so treat any number as a prompt to get a real quote.
• Skip if: you want published pricing, or your search is focused on Mexico or South America rather than Central America.

Nondevelopers (nondevelopers.com), the publisher

Nondevelopers offers nearshore staffing with a Colombia focus. Its site positions it around software and AI teams, including "AI pods" made up of roles such as ML engineer, data engineer, MLOps and compliance lead, with messaging aimed at regulated financial institutions. The site states "No lock-in contracts."

Colombia stays on UTC-5 all year, with no daylight saving time. A 9-to-5 day in Bogotá overlaps a 9-to-5 day in New York by all 8 hours from early November to mid-March, and by 7 hours the rest of the year, when Bogotá is one hour behind. For hubs, rates and schedule detail, see our guide to nearshore software development in Colombia.

• Best for: US companies building a software or AI team in Colombia.
• Main limitation: the site publishes no staffing prices, fee structure, replacement guarantee or contract minimum, and it doesn't state who legally employs the worker. Cost-savings claims on the site are Nondevelopers' own and weren't verified for this article.
• Skip if: you're hiring support, sales or accounting roles, or you need talent outside Colombia.

Remote Team Solutions

Remote Team Solutions (RTS) places dedicated staff in Mexico, acts as the employer of record, and provides offices and equipment.

Its pricing page describes a single all-inclusive monthly fee per team member, covering recruiting and placement, payroll, statutory benefits, compliance, and office and equipment. RTS says there are no setup or recruiting fees, contracts are month-to-month, and replacements come at no extra cost. It states a 45-hour work week. Because RTS operates in Mexico, also ask about its specialized-services registration (question 5 below).

• Best for: companies that want Mexico-based staff working from a provided office rather than from home.
• Main limitation: the monthly fee isn't published, and RTS covers Mexico only. Confirm that it places the role you need.
• Skip if: you want remote workers in other countries, or a price before a sales conversation.

Revelo

Revelo places full-time software engineers from Latin America, backed by an EOR arrangement, and bills a single monthly invoice.

Its pricing page says "Try for 2 weeks, pay only if you're happy," along with "No upfront contracts" and "Cancel anytime." There's no list price. As a pricing example, its FAQ says a senior full-stack engineer "commands $111k–$128k through Revelo," an annual figure.

• Best for: US companies hiring software engineers that want a trial period before committing.
• Main limitation: software roles only.
• Skip if: you need non-engineering hires.

Staff augmentation and direct-hire recruiting

Tecla

Tecla offers two ways in. Staff augmentation is billed hourly and all-inclusive: you pay after the hire, there are no placement fees or upfront costs, and terms roll monthly. Direct-hire recruiting charges a one-time fee based on first-year base salary, per its pricing page as of 14 September 2026:

Tecla says a guarantee applies, with the window varying by engagement model and seniority.

• Best for: companies that want to own the employment relationship (paired with an EOR or their own entity), or want staff augmentation on rolling monthly terms.
• Main limitation: the pricing page didn't show usable hourly staff augmentation rates, and the guarantee window depends on the deal. Get both in writing.
• Skip if: you need a published hourly rate before a call, or you want direct hire without arranging an EOR or entity yourself.

Developer marketplace

CloudDevs

CloudDevs is a marketplace for Latin American developers, with payroll and compliance handled.

Its pricing page lists rates of $45–$75 per hour and example all-inclusive monthly costs of $4,500, $7,100 and $9,200, which it describes as averages from client engagements. Contracts roll weekly with no minimum commitment.

• Best for: adding developer capacity you may want to scale up or down week to week.
• Main limitation: tech roles only. In our judgment, weekly rolling terms suit flexible capacity better than a long-term team you plan to keep.
• Skip if: you're hiring non-engineering roles, or want a salaried long-term hire.

What nearshore staffing actually costs, and how to compare quotes

Start with the US baseline. The Bureau of Labor Statistics puts the median annual wage for software developers at $135,980 in May 2025, and $104,300 for software quality assurance analysts and testers. Those are wages only. A US employee also costs you benefits, payroll taxes, equipment and recruiting, so the fully loaded figure is higher, and a nearshore quote that "includes everything" isn't directly comparable to a salary.

Vendor savings claims won't settle it either. Revelo claims 30%–50% savings over US hires. Hire With Near cites its own report of 2,000+ placements saying US companies typically save $35,000–$64,000 per hire per year, or 30%–70%. RTS says "up to 60%" against fully loaded local hiring and labels its figures illustrative. Nearshore Staffing's pricing page says 30%–50% lower direct labor cost, while its homepage says "50–70% Cost Savings." Each figure comes from a company selling the service, measured against its own baseline. The spread is a reason to get a quote for your specific role, not to pick a number.

Convert every quote to all-in monthly cost per person

Take CloudDevs' published numbers. At $45–$75 per hour, a 160-hour month would come to $7,200–$12,000. That's our own arithmetic with an assumed 160 hours, not a CloudDevs quote. CloudDevs' own example monthly averages are $4,500–$9,200. Both figures could still be accurate, which is why you need to know the hours, seniority and inclusions a quote assumes before comparing it with anything.

Other units need the same treatment:

• Flat monthly rate (Nearshore Staffing, RTS, Revelo, Hire With Near staffing): closest to an all-in figure already, but confirm what's inside it.
• Hourly rate (CloudDevs, Tecla staff augmentation): multiply by the hours you'll actually use, and ask what's included.
• One-time placement fee (Tecla or Hire With Near direct hire): spread the fee over the months you expect to keep the hire, then add the monthly salary, employer costs and your EOR's fee (Deel's EOR list price starts at $599 per employee per month).
• Annual figure (Revelo's FAQ example): divide by 12 and confirm what it includes.

For each quote, record the monthly total and whether it covers salary, statutory benefits, employer taxes, payroll and compliance, equipment or office, the replacement guarantee and its window, and the notice period or minimum term. Then compare only within one model.

Questions to ask before you sign

Send the same list to every provider on your shortlist, so the answers line up.

1. Who is the legal employer of the person working for us? You, the provider, or an EOR partner? This decides who carries local labor and tax obligations.
2. What exactly does the monthly rate include? Salary, statutory benefits, employer taxes, payroll, compliance, equipment and any management fee. Ask for the all-in monthly figure per person.
3. How long is the replacement guarantee, and what triggers it? Get the window in writing. If a provider says "guarantee" without a length, ask.
4. What's the minimum term and notice period? "Month-to-month," "weekly rolling" and "no lock-in" mean different things once someone has been on your team for six months.
5. For Mexico-based providers: are you registered as a specialized-services provider? Since April 2021, Mexican law has generally prohibited subcontracting personnel for a company's core activities. Specialized services outside the client's core business are the exception; their providers must register with the Ministry of Labor and renew every three years, and violations can bring fines and loss of tax deductions (DLA Piper's 2022 summary). How that applies to a US client isn't a one-line answer, so ask the provider to explain its structure and check it with counsel.
6. How many working hours will overlap with our team? Check against your team's actual schedule, including US daylight saving changes.
7. How do you vet candidates, including English? Ask what the screening steps are and whether you interview finalists yourself.
8. Who owns the work product the person creates? Ask how the contract handles intellectual property.

Which to shortlist

Pick the constraint that matters most, then shortlist the providers under it:

• You're hiring outside engineering (support, sales, finance, ops): Nearshore Staffing (Central America) and Hire With Near (Latin America). If Mexico fits, add RTS after confirming it places your role.
• Software engineers, and you want a trial first: Revelo.
• Flexible developer capacity on short commitments: CloudDevs.
• You want to own the employment relationship: Tecla's direct-hire recruiting or Hire With Near's direct-hire model, paired with an EOR or your own entity.
• Mexico, with staff working from a provided office: Remote Team Solutions.
• A software or AI team in Colombia: Nondevelopers.

Then run one test. Write a single role spec with seniority, hours and start date. Send it with the eight questions above to two or three providers in the same model. Put their answers into one sheet as all-in monthly cost per person, next to the guarantee window and notice period. A quote that can't be turned into that line, or a guarantee nobody will put in writing, is an answer too.

If your shortlist includes a Colombia-based software or AI team, Nondevelopers, the publisher of this guide, is one option to add. Hold it to the same questions.