CodersLink helps fast-growing companies hire hard-to-find, highly specialized tech talent through a nearshore solution in Mexico—combining expert local tech recruiters, market intelligence, rigorous vetting, and AI-assisted speed with human-validated integrity.
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Frequently Asked Questions
Find quick answers about hiring, pricing, timelines, and how CodersLink works.
Company & Value Proposition
We don’t just send resumes. Our engineers are technically vetted, aligned to your stack, and embedded directly into your workflows. You get execution-ready talent, not recruiting noise.
Engagement Models & Offerings
No. We’re not a dev shop. We build and manage the team that builds your software, while you keep full control over decisions and quality.
It’s staff augmentation evolved. Engineers are selected for long-term fit, cultural alignment, and retention — not short-term staffing.
MESHub (Mexico Engineering Shared Hub) is our Build-Operate-Transfer model. It lets you launch a dedicated engineering hub in Mexico today, with the option to fully transfer ownership later.
RPO embeds our recruiters into your internal hiring team. They work in your time zone, use your tools, and build a pipeline exclusively for your company.
Staff Aug are best when you need to scale delivery fast with ready-to-go engineers who integrate directly into your existing team.
MESHubs are designed for companies looking to build a long-term nearshore operation in Mexico, with CodersLink managing the hub early on and a clear path to ownership.
RPO focuses on adding recruiting capacity, allowing you to hire your own engineers faster without building or expanding an internal recruiting team. Each model aligns to a different balance of speed, ownership, and operational involvement.
You manage the roadmap and day-to-day work.
We handle payroll, benefits, compliance, and performance continuity in the background.
Speed & Hiring Process
You typically receive a curated shortlist of three vetted engineers within five business days of the calibration call — three to five days for a common stack, longer for a scarce one, and we tell you which tier your role is at intake. Most partners go from kickoff to signed offer in about three weeks.
Timelines depend on the engagement model, but speed is a core strength across all options:
Staff Aug: about six weeks from kickoff to the engineer starting — roughly three weeks to a signed offer, then their notice period at their current job.
RPO: usually 2–3 weeks to activate recruiting and begin candidate delivery.
MESHubs: operational setup in 45 days, significantly faster than building a local entity. Our SCALE system is designed to reduce time-to-impact without sacrificing quality.
CodersLink manages the heavy operational lift—including talent sourcing, vetting, recruiting workflows, payroll, compliance, and HR operations (depending on the model). Your team stays focused on product priorities and technical direction, final hiring decisions, and day-to-day collaboration with the team. The level of operational responsibility you retain depends on the model you choose.
No. Engineers are 100% dedicated to your team and work exclusively on your roadmap. Their contract is with CodersLink, not with you — as direct employees or on a contractor basis depending on the engagement, with full benefits either way.
All models are powered by CodersLink’s SCALE system, which includes access to a 45,000+ engineer community in Mexico, a 5-layer vetting process, and ongoing calibration, performance monitoring, and replacement support if needed. This ensures consistent quality, low attrition, and continuity even as teams scale or change.
Every candidate goes through a structured English assessment to ensure they can communicate complex technical ideas and collaborate effectively in sprints.
Flexibility & Risk
Yes. You can start with a flexible contract and convert top performers to full-time employees when you’re ready.
We protect your momentum. If needed, we replace the engineer at no additional cost — unlimited, for the life of the contract, with no cap, no minimum tenure and no replacement fee, and backfill quickly if someone leaves later.
Staff Aug: about six weeks from kickoff to the engineer starting — roughly three weeks to a signed offer, then their notice period at their current job.
RPO: usually 2–3 weeks to activate recruiting and begin candidate delivery.
MESHubs: operational setup in 45 days, significantly faster than building a local entity. Our SCALE system is designed to reduce time-to-impact without sacrificing quality.
Yes. Many clients start with Staff Aug or RPO to move quickly, then transition into a MESHub as their team grows and their nearshore strategy matures. Our models are designed to be flexible and evolutive, not locked into a single long-term structure from day one.
Legal, Compliance & IP
You do — completely. All code, assets, and IP belong 100% to your company from day one.
Yes — equipment and benefits sit inside the engagement, not billed alongside it. EOR is one of our five services and also the employment form available underneath Staff Aug and MESHubs. Where that form applies we act as Employer of Record in Mexico, handling payroll, statutory benefits, taxes and equipment provisioning. Where the contractor form applies instead, we still provide medical and social insurance, home-office reimbursement, equipment, performance reviews and bonuses. Either way it sits inside the engagement rather than alongside it, so it does not compound on top of it.
It depends on the service, and the distinction matters:
Staff Aug, MESHubs and EOR — CodersLink holds the engineer’s contract in Mexico, and the classification decision is ours to make and ours to carry. Depending on the engagement the engineer is either our employee under Mexican labor law — payroll, taxes, social security and statutory benefits handled locally — or an independent contractor invoicing us directly. Either way the contract is with us and never with you, and severance, terminations and labor compliance are managed by CodersLink.
RPO and Direct Hire — you employ the engineer. That is the product: in RPO we run your recruiting engine and the hire is yours; in Direct Hire the engineer joins your payroll.
Engineers are engaged either as direct employees or on a contractor basis depending on the engagement — always with CodersLink, never with you. Whichever form applies, we provide medical and social insurance, home-office reimbursement, perks, performance reviews and bonuses. Our voluntary turnover is 15%, against 18–24 month retention.
IP protection and confidentiality agreements are baked into contracts across every model.
Your company directs day-to-day work. Where we hold the contract, CodersLink carries the legal and HR risk — so you get dedicated team members without opening a Mexican entity or navigating labor law yourself.
Pricing & Commercials
You pay a single monthly fee that includes salary, benefits, equipment (if needed), and our management fee. One monthly rate per engineer, agreed in writing before you start — and we never take a cut of the engineer's pay.