LeanTech pricing: How much do they charge clients?

Published on
Aug 12, 2024
Written by
Maria del Mar Agudelo
EDITED by
Juan David Rodríguez
Read time
3 Minutes
Category
Transparency Research

In the competitive landscape of tech talent acquisition, discerning companies often find themselves navigating through a maze of pricing structures that can sometimes obscure more than they reveal. LeanTech, with its established presence in the tech talent platform and IT project-based staffing sectors, presents a compelling proposition.

However, a closer examination of their pricing strategy reveals a complexity that may leave potential clients pondering the transparency and flexibility of their offerings. This is where Teilur Talent steps in, offering a beacon of clarity and a model of straightforward pricing that stands in contrast to the murkier waters navigated by others in the industry. As we delve into the specifics of LeanTech's pricing model, it's worth considering how Teilur Talent's approach might serve as a valuable benchmark for what companies can expect when seeking professional and bilingual developers through nearshore outsourcing companies.

LeanTech Cost for Companies in the U.S.

LeanTech, headquartered in Medellín, Colombia, and extending its reach across Latin America, promises U.S. companies access to a global workforce at a fraction of domestic costs. While this proposition is attractive, the actual cost-effectiveness of their services, when the veil of "flexible pricing" is lifted, often hinges on the fine print. LeanTech's model, which adjusts to client budgets, may initially seem accommodating, but a deeper dive into their fee structure suggests a potential for opacity in the true cost of engagement.

Prices and Contracts:

  • Charge for Roles: The pricing is flexible, allowing clients to determine the budget, and Lean Tech adjusts accordingly.
  • Fee disclosure: The disclosed fee on the site covers all costs; no additional commission to candidates is mentioned.
  • Candidates on client's payroll: Uncommon, as Lean Tech provides benefits.
  • Minimum commitments/contracts: No commitment until onboarding; flexibility is emphasized.
  • Client protection: No payment required if a candidate leaves abruptly; payment only for hours worked correctly.

LeanTech Pricing Review

The disclosed fees on LeanTech's site are designed to cover all costs, with no additional commissions mentioned. However, the absence of a detailed breakdown raises questions about the transparency of their pricing. Reviews on platforms like Clutch and Glassdoor provide further insights into client and employee perspectives on LeanTech's cost structure.

On Clutch, a review from a CTO who hired 15 talents over three months mentioned costs ranging between $200,000 and $999,999. Breaking down these figures suggests a significant investment per candidate, potentially daunting for startups or companies in the early stages of team development. The CTO suggested that LeanTech could improve its pricing to be more accessible.

LeanTech review - Clutch

Glassdoor reviews, with a 4.3 rating from 164 reviews, highlight a discrepancy between the salaries reported by employees and the charges to clients. Despite charging clients at rates that some may find elevated, employees have reported dissatisfaction with salary increments, especially in light of inflation. This contrast raises concerns about the value distribution within LeanTech's pricing model and suggests areas for potential improvement in balancing client charges with employee compensation.

Review from Glassdor

These reviews underscore the need for potential clients to approach LeanTech with a clear understanding of their budgetary constraints and to seek detailed breakdowns of costs upfront. The feedback from Clutch and Glassdoor highlights the importance of transparency and fairness in pricing, not only for clients but also in how it reflects on employee satisfaction and retention.

Our Thoughts on the Pricing Structure of LeanTech

LeanTech's emphasis on flexibility and market adaptation is commendable, yet the absence of clear, upfront pricing details could be a stumbling block for companies seeking transparent and predictable cost structures. The reliance on account managers for candidate replacements and hour tracking further complicates the client's direct oversight of their investment. In contrast, Teilur Talent's transparent pricing model and direct client involvement in candidate selection processes offer a refreshing alternative that could appeal to companies wary of hidden costs and seeking greater control over their staffing solutions.

Conclusion

As companies in the U.S. continue to seek out tech talent platforms and IT project-based staffing solutions, the clarity and predictability of pricing structures remain paramount. LeanTech, with its broad service portfolio and flexible approach, offers significant value, but its pricing model may benefit from greater transparency and simplicity. On the other hand, Teilur Talent emerges as a compelling choice for those prioritizing clear, straightforward pricing and direct involvement in the staffing process. In the quest for professional and bilingual developers through nearshore outsourcing, the decision between LeanTech and Teilur Talent will ultimately hinge on the balance each company seeks between cost, transparency, and control.

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.

Estimate cost
Oops! Something went wrong while submitting the form.
Expected monthly cost

$

0

Candidate's salary
$

0

Teilur's fee
$

0

Total payment
$

0

Start hiring empezar aplicación
Median:
$
0
Min:
$
0
Max:
$
0
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 [email protected] 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.