The Functionary: How it works to hire talent with them

Published on
Aug 12, 2024
Written by
Teilur, Inc.
EDITED by
Teilur, Inc.
Read time
5 Minutes
Category
Transparency Research

Finding the perfect tech talent can feel like climbing Mount Chimborazo blindfolded. That's where outsourcing and nearshoring companies come in, promising to navigate the treacherous terrain and deliver top-notch developers. But before you embark on this journey with The Functionary, let's take a closer look at how The Functionary works, considering both its strengths and potential drawbacks, especially for your specific needs.

Climbing the peaks of tech talent with The Functionary

The Functionary, a seasoned sherpa in the Latin American landscape, promises to guide you to the summit of top-notch developers. But before you strap on your metaphorical crampons, let's take a closer look at the terrain.

  • Latin American Expertise: The Functionary boasts extensive experience sourcing talent in Latin America, a region known for its skilled and cost-effective developers. This aligns perfectly with your budget and target location.
  • Staff Augmentation Made Easy: Forget sifting through endless resumes. The Functionary handles the initial screening and selection, presenting you with "perfect matches" based on your requirements and cultural fit.
  • Seamless Onboarding and Replacement: Once you choose your candidate, The Functionary handles the onboarding process and even provides replacements if the initial fit isn't ideal, minimizing disruptions.
  • Structured Approach: Their process is well-defined, with steps from job description to candidate presentation and onboarding. 
The functionary

But before you summit, check the base camp

Transparency is key for a smooth climb. While The Functionary boasts clear rates, one question remains: is the commission paid to candidates included? Knowing the full cost upfront is crucial for budget planning, so don't hesitate to probe deeper.

  • Pricing Transparency: While rates are disclosed, it's unclear if they include candidate commissions. Knowing the full cost upfront is crucial for budget planning.
  • Minimum Commitments: For areas like contact centers, you need to commit to at least 5 individuals, which might not be ideal for your company team.
  • Time Investment: Finding the right fit takes time. The 3-5 day summary turnaround and 1-2 week onboarding process might not be suitable for urgent needs.
  • Candidate Exclusivity: The Functionary doesn't explicitly guarantee exclusivity, raising concerns about candidates working with multiple clients simultaneously.
  • Flexibility in Replacements: It's unclear whether you have a say in replacement candidates or if they're automatically assigned, potentially limiting your control over the process.

So, should you scale The Functionary with your tech talent needs?

It depends. For companies seeking a hands-off approach with access to a large pool of Latin American developers, The Functionary offers a convenient solution. However, if budget transparency, flexibility, and complete control over the hiring process are crucial, you might want to explore other options or consider a hybrid approach.

Remember: The tech talent landscape is vast, with different paths leading to the summit. Take your time, research thoroughly, and choose the route that best fits your unique needs and goals.

Bonus Tip: Consider platforms like Teilur Talent that offer data-driven matching and personalized employer branding for a more tailored recruitment experience.

Ultimately, the best path to tech talent success is paved with informed decisions. Choose wisely, and may your climb be both efficient and rewarding!

Need help with cost expectations?

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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 [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.