01 / Existing bench
We already have the engineers
No sourcing cycle. We draw from senior engineers and architects we've already vetted and worked with — not a cold search that starts after you sign.
Nearshore hiring
Hire nearshore engineers we've already vetted.
You focus on strategy. We handle the rest — sourcing, interviews, coaching the engineer into the specifics of the job, and the regular check-ins that keep them on track. You get the outcome; we run the relationship that produces it.
Nearshore vs. offshore vs. onshore
Where nearshore actually sits.
Same standup as onshore, at offshore-adjacent rates. That's the trade nearshore is actually making.
| Criterion | Onshore (US) | Nearshore (ZedLabs) | Offshore |
|---|---|---|---|
| Time zone overlap | Full | Full — Central Time, real-time with US and Canadian teams | Minimal, often 10+ hours |
| Communication | Native English | Near-native English, real-time collaboration | Fluency varies, often async handoffs |
| Typical rate | $100–180+/hr | $50–85/hr | $20–40/hr quoted — before rework and delay are counted |
| Oversight | Direct, in-house | US and LATAM leadership, both involved | Varies, often minimal once placed |
How it works
Placement, not a resume dump.
Five steps, and only one of them is yours.
02 / We interview
We run the initial interviews
We screen for the role before you ever see a candidate. Your team's time goes to final approval, not a stack of first-round calls.
03 / You approve
You approve every match
We recommend specific people for your specific role. Nobody starts without your sign-off — this is placement with a filter, not a resume dump.
04 / We coach them in
We coach them into your specifics
Your stack, your standards, your codebase. We get the engineer fluent in the specifics of the job before they're running independently.
05 / We manage the relationship
We meet with them so you don't have to
Regular check-ins on our side, not yours. You get the output and a direct line when you need it — not a new person to manage day to day.
Leadership
US and LATAM leadership, working together.
This isn't an engineer placed and left alone. US leadership stays heavily involved, working alongside LATAM leadership for the life of the engagement.
01 / US leadership, hands-on
Principal engineers and experienced managers in the US, heavily involved
This isn't a hand-off once the engineer's placed. US-based principal engineers and experienced managers stay hands-on for the life of the engagement — setting direction, reviewing the work, and accountable to you directly.
02 / Paired with LATAM leadership
Backed on both sides, not just one
That US leadership works alongside LATAM-based leads who are closer to the day-to-day. You get oversight from both sides, not a choice between them.
03 / Ongoing coaching
Coached on the latest practices, not just onboarded once
We keep engineers current for the life of the engagement — modern delivery practices and AI-forward initiatives included — so the person you hired keeps improving instead of standing still.
Rates
What it typically costs.
Indicative ranges, shown hourly and as an annual equivalent. Final rate depends on the role, scope and engagement — not picked off a menu.
Senior Engineer
Production-ready across your stack. Ships features, owns their code, and works directly in your repo from week one.
Hourly
$50–$65/hr
Annual equivalent
$104k–$135k/yr
Software Architect
System design, technical direction, and the calls that are expensive to get wrong. For teams that need senior judgment, not just senior output.
Hourly
$65–$85/hr
Annual equivalent
$135k–$176k/yr
Ranges are informational, not a quote. We'll narrow it down once we know the role.
Why it works
Built to stick, not just to start.
The rate is one line on a rate card. This is what actually determines whether the placement works six months in — we optimize for quality and long-term relationships, not fast placements you're redoing next year.
01 / All-in rate
No additional costs
No placement fee, no hidden markup, no line item that shows up after you've signed. The rate on the card is the rate you pay.
02 / Cultural add
Placed for cultural add, not just a skills match
We screen for people who strengthen how your team works, not just names who clear a technical bar. Fit isn't an afterthought — it's part of the match.
03 / Low rotation
Under 5% annual turnover
Industry average runs around 20%. Ours is under 5% — we place for the long term, so you get less re-onboarding, less lost context, less starting over with someone new.
04 / Fully embedded
Inside your team, not beside it
Your tools, your ceremonies, your standards. The engineer works as part of your team and practices — not as an outside contractor bolted on.
05 / Certified, not just claimed
LATAM office is B Corp and Incredible Workplaces certified
Our LATAM office is a Certified B Corporation and holds an Incredible Workplaces certification — third-party proof of how we treat people there, not a line on a careers page.
Questions worth asking
Before you talk to us.
What's the real difference between nearshore and offshore hiring?
Time zone. Nearshore engineers in Costa Rica and Guatemala work in Central Time — real-time collaboration with US and Canadian teams alike, same standup, no next-day handoffs. Offshore usually means a 10+ hour gap, which shows up as slower iteration even when the engineering talent itself is strong.
Do I need a consulting engagement to hire an engineer through ZedLabs?
No. Contractor Placement is a standalone service — you can hire directly with no Discovery Sprint, Build Pod, or coaching retainer attached.
How is this different from a staffing agency?
A staffing agency typically hands off a resume and steps back. We run the interviews ourselves, only put forward people we'd vouch for, and stay involved after placement — US and LATAM leadership included — instead of disappearing once the contract is signed.
What's your employee turnover rate?
Under 5% annually. The industry average for nearshore staffing runs around 20%. We place for long-term relationships, not fast placements — that shows up directly in how long people stay.
Is ZedLabs' LATAM office a certified B Corporation?
Yes. Our LATAM office is a Certified B Corporation and holds an Incredible Workplaces certification — independent verification of how we treat our people there, not just a claim we make ourselves.
Tell us who you need
A paragraph on the role is enough to start. We'll come back with specific people, not a generic pitch.
Start a conversation
30 minutes. No deck.
Tell us where you are. We'll tell you whether we're the right team, what an engagement would look like, and what it would cost — on the call, not after three follow-ups.