STILL THERE IN A YEAR

The hire you make in March should still be working in December

Time-to-fill is easy to brag about and easy to fake. The number that decides whether hiring was worth it is how many of those people are still in the seat twelve months on. Ours is 97%.

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97% still in role at one yearLifetime replacement if it goes wrong325+ companies have hired this way

HOW THE NUMBER HOLDS

Four decisions that show up a year later

01

Define what good looks like at six months

The scorecard describes the person you would be glad you hired half a year in, not the résumé that reads well today.
02

Screen for judgment, not keywords

Eight layers cover skills, English, references, role fit and AI certification, because the reasons people wash out are rarely technical.
03

Place into a real team

Full timezone overlap and a defined role mean the hire is part of the work rather than adjacent to it.
04

Stay involved

We handle payroll and compliance permanently, so the administrative friction that erodes long placements never lands on you.

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ABOUT THE NUMBER

Fair questions about 97%

What does the 97% actually measure?

The share of Opus placements still in the role at least one year after starting. It is a retention figure, not a satisfaction survey.

Why would nearshore retention beat local?

These are senior salaried roles with full timezone overlap and real career progression, competing against a local market where the same person often has fewer of those things at once.

What happens in the 3%?

Lifetime replacement. We run a fresh search at no cost, however far into the placement it happens.

Do you support the hire after they start?

Yes. Payroll, compliance and the administrative layer stay with us for the life of the placement.

WHY PEOPLE LEAVE

Turnover usually starts before day one

Most of what looks like a retention problem is a matching problem that surfaced late. These are the four places we try to catch it early.

Hired for the role, not the roster

Every search starts from your scorecard. Nobody is matched from a bench of people already sitting available, which is where mismatch quietly begins.

Salaried teammates, not contractors

Placements join as full-time members of your team on a salary, not as hourly contractors cycling between clients. People behave like owners when they are treated as staff.

A career, not a gig

These are $60-180K roles with room to grow into. Senior people stay where the work is worth staying for.

Support after the start date

The relationship does not end at placement. Problems in month three are cheaper than replacements in month nine.

HIRE ONCE

Fill the role in a way you will not have to repeat

Tell us what the seat needs to do. We will find someone still doing it next year.

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