When you need a new engineer to your team, you want to spend your time leading them: setting priorities, reviewing code, and deciding architecture. Two other jobs compete for that time. The first is finding someone with the right skills, who also fits the way your team works. The second is the administration that follows every hire: contracts, pay, time off, and the personal or workplace issues that come up on any team.
With nearshore staff augmentation from AgilityFeat, both of those jobs are ours. We recruit for skill and for fit, so the engineer who joins has the expertise you need and works well with the team you have. Then we handle the administration for as long as they are with you, with the option to move the team into your own Latin American subsidiary later through our Build-Operate-Transfer model.
What You Handle and What We Handle
Before an engineer’s first day with you, we have completed their contract and set up international payments in compliance with local laws. Each engineer has also signed agreements that make the work they do for you your property and commit them to keeping your information confidential.
From the first standup, an AgilityFeat engineer is a member of your team. They follow your priorities and processes, join your standups and planning sessions, and use your tools, as anyone you hired directly would. They become part of your culture and care about your product as much as your on-site staff.
For HR matters, we are their first stop. A question about their contract or pay comes to AgilityFeat. When something needs your input, we bring it to you ourselves. Time off shows how this works: your manager approves the dates because your team owns the sprint schedule, then we check them against the engineer’s allowance and keep the records. It is the administrative side of staff augmentation, and we carry it so your engineering managers see only the decisions that belong to them.
| You handle | AgilityFeat handles |
| Priorities and roadmap | Recruiting and pre-screening |
| Standups, planning, and demos | Contracts and international payments |
| Technical direction and code review | Compensation questions |
| Final interviews and selection | Time-off allowances and records |
| Approving time-off dates | Personal and workplace issues |
| Onboarding to your codebase | Ongoing performance and retention support |
Working Habits Set Before Day One
One of our core values is to be communicative with each other and overly communicative with our clients. Before an engineer joins your team, we turn that value into habits they are expected to keep, for example:
- Arrive at standup having already thought about what is blocking you.
- If a task is running late, tell your team lead early.
- Provide clear, detailed context in pull requests and handoffs so teammates can move forward without waiting.
We vet for these habits before you meet a candidate, evaluating how they take ownership and how they collaborate. Your managers see them at work from the first day.
Where Your Engineering Leaders’ Hours Go
The hours your leaders save on administration are most useful in a new engineer’s first weeks, and we help you plan them. Before the engineer starts, we work with your team to make sure onboarding is ready. Our COO Mariana López lists what to have in place: a documented environment setup, an architecture overview, clear ownership, and a defined first ticket. Your senior people still lead the walkthroughs and the first code reviews, and they start prepared.
We also advise on making new engineers part of the company. For example, our golden recommendation is to bring remote teammates into all-hands meetings, company demos, and team celebrations alongside everyone else.
AgilityFeat has built Latin American software teams for US and Canadian clients since 2010. We handle the contracts, the pay, and the HR questions so your leaders can spend their time on engineering. Build your team with AgilityFeat today!
Need short term help? From MVP launches to enterprise innovation projects, AgilityFeat also offers cost-effective turnkey engagements with our in‑house nearshore team. Deep expertise in integration work, including conversational agents and AI technology. Check out our nearshore software development services.
Further Reading:
- Understanding Staff Augmentation: A Flexible Solution for Your Technical Staffing Needs
- Building Engineering Teams That Last: How Fit, and Stability, and Leadership Alignment Improve Hiring Outcomes
- Maintaining a Unified Company Culture Across Borders
- Scaling From 3 Engineers: How to Hire Without Breaking What Already Works
- Nearshore Software Engineers: What the Great Ones Contribute Beyond Writing Code
