Remote recruiting: the importance of transparency for developers and clients

Published on
Feb 27, 2024
Written by
Juan David Rodríguez
EDITED by
Lisa Dahlgren
Read time
4 Minutes
Category
Talent Insights

Remote recruiting has become increasingly popular in recent years, especially in the tech industry. However, many remote recruiting companies lack transparency in their pricing, causing problems for both clients and developers. In this article, we will discuss why transparency in remote recruiting is important and the impact it can have on both parties.

Lack of Transparency in Pricing

Many traditional remote recruiting companies hide fees and markups, making it difficult for clients to understand the true cost of hiring a remote developer. This lack of transparency can also lead to developers being underpaid for their work, with the majority of the payment going to the recruiting company rather than the developer who is doing most of the work.

For example, a company may charge a client $8,000 per month for a front-end developer, but only pay the developer $4,000 per month and keep the rest as their fee. This creates distrust and resentment among developers, who feel undervalued and taken advantage of.

The Importance of Transparency

Transparency in remote recruiting is crucial for building trust and ensuring that all parties are fairly compensated for their work. When there is transparency in pricing, clients can have a better understanding of what they are paying for and how much of that payment is going to the developer. This can help build stronger relationships between clients and developers, as well as increase trust in the remote recruiting process.

For developers, transparency in pricing means they can feel more confident in their worth and know that they are being compensated fairly for their work. This can lead to higher job satisfaction and increased loyalty to the company they are working for.

The Benefits of Transparency

When remote recruiting companies are transparent with their pricing, it can have a positive impact on both clients and developers. Clients can gain a better understanding of the true cost of hiring a remote developer, which can help them make better decisions and allocate their resources more effectively. This can lead to more successful projects and a better return on investment.

For developers, transparency in pricing can mean a more supportive and rewarding work environment. When developers feel valued and fairly compensated for their work, they are more likely to stay with the company long-term. This can lead to lower turnover rates and a more stable and productive team.

Conclusion

In conclusion, transparency in remote recruiting is crucial for building trust and ensuring that both clients and developers are fairly compensated for their work. Lack of transparency in pricing can lead to distrust, resentment, and undervaluing of developers' work. By promoting transparency in the remote recruiting industry, we can create a win-win situation for both clients and developers, leading to more successful projects and a stronger team.

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.