Hiring the right developer requires more than just reviewing a resume. An effective technical talent selection process enables companies to accurately evaluate skills, problem-solving abilities, and cultural fit prior to making a hiring decision.
Assessing technical talent has become essential for reducing turnover and avoiding costly hiring mistakes. Companies can identify the best talent that fits their business needs and team dynamics by combining rigorous assessments, real-world programming challenges, and communication tests.
Why Pre-Vetted Talent Works Better in Tech
The difference between hiring pre-screened and unscreened talent is the difference between speed and uncertainty. When you hire a developer who has already been screened for their programming ability, communication skills, and problem-solving abilities in real-world conditions, you're not gambling with your deadlines.
For example, imagine you need to launch a new mobile app in three months. Hiring an inexperienced candidate from a freelance marketplace could mean spending the first month realizing they can't handle your technology. On the other hand, hiring someone who has already passed a rigorous technical screening process means they can start adding value almost immediately. Harvard Business Review noted that 80% of employee turnover is due to poor hiring decisions.
There is also strong evidence from industry leaders. When reviewing its own hiring processes, Google found that 86% of the predictive value of interviews could be captured in the first four interactions. The bottom line is that a well-structured and efficient evaluation process can provide most of the information needed for hiring without unnecessary delays.
Best Practices to Vet Remote Tech Professionals
Hiring developers from Latin America offers U.S. companies a powerful combination of cost savings, high-quality talent, and operational alignment. Salaries in LATAM are significantly lower than in the U.S., yet the region produces developers with strong technical expertise, proven problem-solving skills, and a high level of professionalism.
Most vetted professionals from LATAM have already passed English proficiency tests, ensuring smooth communication with U.S. teams. Additionally, the region’s time zones are closely aligned with those in the U.S., enabling real-time collaboration without the delays common in other offshore models. This overlap fosters faster iteration cycles, quicker decision-making, and stronger team cohesion.
From a cost-performance perspective, the ROI is remarkable, companies can access top-tier talent at a fraction of U.S. rates without sacrificing quality. In fact, U.S. companies outsourcing to LATAM have reported productivity increases of up to 30%.
- To maximize success, follow a structured vetting process:
- Verify technical infrastructure, including stable internet and modern hardware.
- Test for adaptability with real-world, evolving requirements rather than static coding challenges.
- Go beyond automated coding platforms—include live problem-solving and debugging exercises.
If you’re not technical, partner with a specialized LATAM tech recruitment firm that understands the local market and can filter for both skill and cultural fit.
Hiring in the U.S. or Latin America?
While U.S.-based hires bring proximity and familiarity with domestic regulations, hiring in Latin America delivers exceptional cost-efficiency, highly skilled developers, aligned working hours, and strong English communication skills. For many U.S. companies, LATAM strikes the perfect balance between affordability, quality, and collaboration speed—making it a strategic choice for scaling tech teams without compromising results.
Learn more about cost-effective remote hiring strategies for enterprises.
Our thoughts on the pricing structure of Toptal
While it's not possible for us to find details about how much of what a client pays ultimately goes to a candidate, we believe clients looking for transparent and straightforward pricing may want to look at other alternatives.
Our opinion is that if they are charging a client more than $12,000 monthly for a developer, they should at the very least be giving $9,600 to the candidate, but it's likely that it's even less than that.
What Hiring Managers Should Ask Before Choosing a Talent Partner
Before partnering with any talent provider — whether Toptal, Teilur, or others — hiring managers should consider asking the following key questions:
- What percentage of the fee actually goes to the talent?
- Are replacement or satisfaction guarantees included in the contract?
- How are regional salary benchmarks determined?
- Is there full transparency in how rates are broken down?
- What is the long-term cost difference between hiring directly and through a platform?
These questions can help businesses make informed decisions and ensure that pricing aligns with both market realities and ethical compensation practices.
How Teilur Talent evaluates and selects top developers
At Teilur Talent, our technical talent vetting process ensures that clients connect with developers who excel both technically and culturally. We maintain a 90% retention rate and a transparent 20% commission, giving clients full visibility from the start. Before presenting a candidate, we study the client’s website, LinkedIn profile, project, and values, then communicate this clearly to potential hires. Only those who are genuinely motivated and aligned with the company’s vision move forward, ensuring a strong foundation for long-term collaboration.
Our process includes English proficiency assessments, technical evaluations, and cultural alignment checks. We carefully match candidates based not only on their technical abilities but also on time zone compatibility, communication style, and professional goals. Whether the client requires a long-term team member or a short-term specialist for a specific project, we adapt our approach to secure the best fit.
Once hired, developers receive continuous support through regular check-ins, starting bi-weekly and later monthly, to ensure smooth integration and resolve any challenges quickly. This combination of thorough vetting, transparent practices, and ongoing follow-up keeps talent engaged, motivated, and committed to delivering value for U.S. companies.
Learn more about why transparency is important for developers and clients.
FAQ
What is technical vetting?
Technical vetting is the process of evaluating a candidate’s coding skills, problem-solving abilities, and technical knowledge to ensure they meet project requirements. In a solid technical talent vetting process, this evaluation is done through realistic scenarios that reflect the challenges of the role.
What is talent vetting?
Talent vetting is a broader assessment that includes technical skills, communication abilities, cultural fit, reliability, and work history. The goal is to ensure the candidate can perform the job effectively while integrating well with the team and company culture.
What is the vetting process?
The vetting process is a structured evaluation that may involve reviewing experience, testing skills, assessing communication, and checking references. In technical talent vetting, this process often includes live coding challenges, real-world problem-solving, and trial projects.
What does it mean to demonstrate technical skills?
Demonstrating technical skills means showing through practical exercises or real projects that you can apply knowledge to solve real-world problems. Within technical talent vetting, this proves a candidate’s ability to deliver quality work in realistic conditions.
