Tecla.io pricing & rates: What do they really charge clients?

Published on
Feb 27, 2024
Written by
Teilur, Inc.
EDITED by
Teilur, Inc.
Read time
8 Minutes
Category
Transparency Research

In the following article we delve into:

In the remote tech talent and outsourcing industry, transparency is crucial. We at Teilur Talent are spearheading an initiative, we simply refer as “Transparent pricing” to bring more clarity to pricing structures, a move that’s gaining attention in the recruiting and outsourcing field. This article will delve into the pricing model of Tecla.io, a business focused on recruiting of tech talent in Latin America. We’ll analyze how much they charge for different roles in the tech world, what you can expect to pay, and how those costs compare to a competitor like Teilur Talent.

What is TransparentRate pricing, the new trend disrupting the outsourcing and nearshoring industry?

Tecla’s pricing Model & Rates

Given our mission is pricing transparency, we look at a recruiting, staffing or outsourcing agency with a “pricing” section in their navigation, we immediately get hopeful the company is following the trend of pricing transparency.

alternative model of pricing

However, unfortunatly that is as far as it goes for for this case. Tecla's transparency in pricing likely perceived as limited. They explain “how they charge” below each one of their pleans for Recruiting or Staffing. For Recruiting they charge on a Pay per Hire basis and fees are due when the candidates starts, they also offer a Staffing solution that involves a Pay on a Month-to-Month basis.

The bad news is that there is no indication “how much they charge” directly from looking at the pricing section.

pricing - alternative

Their approach is common in the industry, most companies in the staffaing, nearshoring or outsourcing industry get you to talk to an account manager or sales person before they disclose any type of expected pricing.

Why is this such a big deal for us? We believe the industry should be transitioning to a model where you as the customer get two critical points of information before you talk to anyone.

Ensure a successful DevOps partnership with the ultimate outsourcing and nearshoring checklist.

1. Transparency before you get on a call with a sales person

For example Teilur Talent is a company that also specializes in recruiting remote tech talent in Latin America, and they are strong on pricing transparency. They disclose on the website how much of the payment they keep and how much goes to the hired talent.

For example, from their site is clear that if the client pays Teilur Talent $7,000/month for a full-stack Software Engineer, at least $5,600 goes to the developer, and they pocket a maximum of $1,400.

Teilur Talent pricing and transparency

2. Expected rates you can expect to pay

This aspect is crucial as potential clients should have an understanding of service rates before engaging in discussions with sales representatives. Regrettably, Tecla does not disclose this information on their website, necessitating a call to determine whether their rates align with expectations.

This is a practice Teilur Talent is keen on disrupting, as many entities in the industry gauge a client’s budget and then attempt to locate talent that aligns with it. For instance, a company might inquire about a client's budget and, upon learning it's $10,000, will propose a candidate and quote a rate close to this amount, even if the market rate for the talent is significantly lower, thereby maximizing their margin.

The concern with many providers (hopefully not Tecla) is that they assess budgets to determine their pricing solutions and extract as much margin as possible. To avoid falling into such traps, we recommend to opt for companies that provide expected salaries or ranges on their website, allowing clients to know what to expect before discussing budgets.

Teilur Talent monthly cost - transparency

So how much does Tecla.io really charges for Developers?

After providing our contact details, we expected to find accurate information on approximate prices and compensation distribution for candidates hired by Tecla. However, only on one of the last pages of the report are estimated annual salary ranges presented for Latin America. This lack of specific details can create uncertainty about the actual hiring costs and how they are distributed between the company and the candidate.

annual salary ranges alternative

Tecla's Costs for US Companies

In our search for additional information on Tecla pricing, we found a reference on Clutch.co. According to the available information, Tecla charges between $25 and $49 per hour for a full-time candidate. However, there's no clear information on how these prices are calculated or whether they include additional costs.

alternative

Among the few reviews provided on Clutch, one caught our attention, where the client states they pay around $18,000 per month for a designer and two developers. Referring to Teilur Talent pricing table, a reasonable price for a designer would be $3,000/month, while an experienced web application developer with over 4 years of experience averages around $5,000/month. Therefore, the client would pay us $13,000 per month for the three hired candidates.

reviews provided

Recap:

  • Tecla.io requires you to talk to a sales person to figure out pricing.
  • We recommend if you look for pricing transparency, to look for companies that disclose rates and pricing on their website before you talk to a sales person.
  • A deeper analyzes shows some insights that Tecla.io might charge X for Y software developer.

If you're interested, you can also check out BairesDev's pricing model and get insights into how much they charge clients compared to other players in the market.

Final thoughts on the pricing structure of Tecla

One positive aspect we found at Tecla, is that they promise a completely free experience for candidates, which can be seen as a positive aspect. However, we believe there should be a balance of benefits for both candidates and the companies they are hiring. Companies trust us for recruitment and development of their personnel, and by not charging candidates, the entire fee is borne by the clients. This could explain the higher prices for their clients.

information about an alternative

If you are looking for a partner that enables you to hire the best latin american talent with straight forward and transparent pricing check-out Teilur Talent.

Start interviewing candidates for development, engineering or tech roles.

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.