Hire with Near pricing: How much do they charge clients?

Published on
Mar 6, 2024
Written by
Lisa Dahlgren
EDITED by
Maria del Mar Agudelo
Read time
3 Minutes
Category
Transparency Research

Navigating the complex world of IT staff augmentation and specialized tech recruiters, companies often grapple with finding a partner that not only understands their needs but also aligns with their financial expectations. Hire with Near emerges as a notable contender in this arena, offering comprehensive hiring solutions that span from sourcing to onboarding and payroll management.

However, despite their promise of a zero-risk policy and competitive benefits packages, a closer look at their pricing model reveals nuances that merit a deeper dive. In this context, the straightforward and transparent approach of Teilur Talent provides a stark contrast, emphasizing the importance of clear, upfront pricing in the decision-making process for U.S. companies seeking Cost-effective staffing solutions, particularly when hiring remote talent from Latin America.

Hire with Near Pricing for Companies in the U.S.

Hire with Near specializes in hiring Latin American talent, offering a blend of direct recruitment and comprehensive payroll management services. Their promise of an average time-to-hire of under three weeks, coupled with the allure of monthly compensation rates for Full Stack Developers that seem competitive at first glance, positions them as an attractive option for companies looking to augment their tech teams efficiently and cost-effectively.

Hire with Near pricing - website

Hire with Near Pricing Review

Hire with Near's service fee options are designed to cater to a range of client needs, from one-time recruiting to ongoing staffing support. The recruiting option, with a 30% finder's fee based on the talent's annual compensation, and the staffing option, charging 30% of the talent's monthly compensation, both highlight a commitment to providing value through a free replacement policy. However, the requirement for six months of fees upon hiring under the staffing model raises questions about the flexibility of their approach, especially for companies navigating the unpredictable waters of tech project timelines.

Notably, the lack of user reviews on platforms like Clutch, where Hire with Near's hourly rates are suggested to average around $25, points to a potential area for improvement in transparency and client communication. The absence of detailed client testimonials or pricing breakdowns on major review portals underscores the challenge potential clients face in gauging the true cost and value of Hire with Near's services.

Cluth - Hire with Near pricing

Our Thoughts on the Pricing Structure of Hire with Near

While Hire with Near's comprehensive solution for hiring and managing remote talent is undeniably appealing, the nuances of their pricing structure and the minimal public feedback present a puzzle for companies seeking transparent and predictable partnerships. The emphasis on a zero-risk policy and competitive benefits packages is commendable, yet the true measure of value for U.S. companies will hinge on a clearer understanding of the costs involved and the flexibility of the service offerings.

In comparison, the model offered by Teilur Talent, with its clear, upfront pricing and emphasis on client control and transparency, may serve as a guiding light for companies weighing their options in the specialized tech recruitment and IT staff augmentation space.

Conclusion

As the demand for hiring remote talent for US companies continues to grow, the choice of a staffing partner becomes increasingly critical. Hire with Near offers a promising suite of services for companies looking to tap into Latin American talent, yet the clarity and predictability of their pricing model remain areas for potential enhancement. For companies prioritizing transparency, flexibility, and direct involvement in the hiring process, exploring alternatives like Teilur Talent could provide the assurance and control needed to make informed staffing decisions.

Need help with cost expectations? 

Costs vary depending on the final offer our candidate accepts. 80% of what you pay goes to the candidate, and the remaining 20% is our fee. We’ve put together some examples of price ranges with all fees included, to help you establish clear pricing expectations for the services we offer.

Pillars
Colombia
Argentina
Mexico
Brazil
Group 1. Coordinators, data analysts, tech sales

$1,500 - $2,000

$1,500 - $2,000

Group 2. Product, designers, growth marketers

$2,000 - $3,500

$2,000 - $3,500

Group 3. Developers and Sr. tech talent (4+ years)

$3,500- $5,000

$3,500- $5,000

Group 4. Sr. software & data engineering (7+ years)

$5,500- $8,500

$5,500- $8,500

1:1 recruiting support

via integration

Talent focus
Pillars
Colombia
Argentina
Mexico
Brazil
Group 1. Coordinators, data analysts, tech sales

$18,000 -$24,000

$18,000 -$24,000

Group 2. Product, designers, growth marketers

$24,000 -$42,000

$24,000 -$42,000

Group 3. Developers and Sr. tech talent (4+ years)

$42,000-$66,000

$42,000-$66,000

Group 4. Sr. software & data engineering (7+ years)

$66,000-$102,000

$66,000-$102,000

1:1 recruiting support

via integration

Talent focus

*Transparent pricing refers to understanding how much a company takes as a percentage of how much a client pays for hired talent. These prices are estimates and always depend on the final offer the candidate takes.

Need help with cost expectations?

Our hiring costs vary depending on the candidate's accepted offer. Use our calculator to estimate costs for different roles.

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At Teilur, Inc, we are committed to accuracy and fairness in all our content. Our discussions and comparisons, particularly those concerning other businesses in the recruitment industry, are grounded in the best interpretations made by our dedicated staff, based on publicly available information. We hold a deep respect for the unique qualities of each organization within our field and strive to offer valuable insights rooted in our core beliefs about the recruitment industry's workings. If you encounter any factual inaccuracies in our content, we encourage you to reach out to us at content-research@teilurtalent.com with the specific URL in question. Your feedback is invaluable, and we are committed to reviewing and addressing your concerns.

Got questions? We've got answers.

1

How is Teilur Talent different from other tech recruiting companies in LATAM?

At Teilur Talent, we take a mission-focused approach to recruiting, ensuring that our candidates are aligned with your company's vision and goals. Unlike other tech recruiting companies in LATAM, who may focus solely on technical skills, we prioritize the cultural fit and dedication of our team members to your company. For this reason, we do not support project contractor or freelancer roles. Instead, we focus on fully devoted team members who will help you achieve long-term success. If you are looking for freelancers to complete one-off projects, you probably are better off going to companies like fiver.com, toptal.com or upwork.com.

2

How does Teilur Talent attract and retain the best talent compared to other companies?

At Teilur Talent, we offer our candidates competitive salaries that are 2x to 3x higher than what tech companies would pay locally. This allows us to attract top talent and retain highly motivated and loyal team members. Additionally, we focus on finding candidates whose values align with the purpose, visoin, and mission of our clients. This approach ensures that our engineers and tech talent are not just coding and completing task—rather, they become part of a greater purpose, which gives them meaning and helps us attract and retain the best talent.

3

What are the typical tech roles that Teilur Talent recruits for?

At Teilur Talent, we specialize in recruiting for a wide range of tech roles that are typically in high demand. These include positions such as DevOps engineers, QA analysts and engineers, back-end and front-end developers, data scientists, product managers, business developers, and technical sales positions. Essentially, we recruit for most roles that are needed in B2B and B2C tech-focused businesses.

4

What are Teilur Talent's fees and pricing structure?

At Teilur Talent, we believe in transparency. We charge a flat rate fee of 20% of what the client pays. This way, our clients know exactly what they are paying for and how much the candidate gets. As an example: If a client hires a software engineer for $60,000 per year ($5,000 per month), Teilur's monthly fee would be $1,000 (20% of $5,000). We don't believe in hidden fees or unwanted surprises, so we disclose all costs upfront to both candidates hired and companies. When exploring other alternatives, make sure they are transparent about their pricing. We believe this is paramount for the benefit of all parties involved in this new era of remote work.

5

What is the candidate screening process at Teilur Talent, and how do you ensure a good fit for my company?

At Teilur Talent, we take candidate screening very seriously. We use a multi-layered approach to find the best candidates for our clients, starting with screening thousands of candidates from our internal and proprietary networks. We leverage AI technology to assess whether a candidate matches the technical skills required for a given job opening. We also perform additional personal evaluations to ensure that the candidate has the soft skills, culture fit, and English language skills required to excel in their new role. Our rigorous screening process ensures that only the best candidates make it through to our clients, saving them time and helping them find the best talent for their teams.