When requisitions stack up faster than your recruiters can source, hiring slows, your managers lose days to interview loops, and every agency fee gets harder to defend. CodersLink embeds dedicated tech recruiters in your process, under your brand, sourcing from a community of 45,000 professionals in Mexico. You employ every engineer. We run the recruiting engine.
Trusted by engineering teams at
45,000 professionals in our active pool, and about 300 that meet our Top 1% Standard today, inside Mexico's wider pool of software engineers and IT professionals. The pipeline is built by hand: our recruiters approach engineers at their current companies, on GitHub and in Mexican technical communities, and engineers in the community refer engineers, which is a pipeline no search can buy. When your roles open, the sourcing has eleven years of head start.
Dedicated recruiters embed in your hiring process and work under your brand and your employer-branding voice, with a delivery manager accountable for throughput. To an engineer in your pipeline, it is your company doing the hiring.
When senior reqs run for months, engineering managers lose a large share of their week to hiring loops while the roadmap slips. RPO absorbs the loop: sourcing, screening and coordination happen before your managers see anyone, so they only spend time on engineers above the threshold. Every profile arrives as a scorecard, so your cost per quality hire and your hiring-manager feedback stay on the record. Salary data calibrates offers earlier and takes the friction out of negotiation.
Each profile carries a score against the criteria you set at calibration, plus an overall match percentage. Only those clearing the threshold reach your inbox.
Structured reference checks and background verification are completed before day one, and the findings are shared with you in writing.
Each offer is benchmarked against the Mexico Tech Salaries Report, so you pay the market rate and can show your CFO why.
A written pipeline report on every open role, on a cadence agreed at kickoff, plus a standing partnership review. You always know where every role stands.
Mexico runs on Central Time and has not observed daylight saving since 2022. Your team keeps the same clock all year, and the overlap with US Eastern, Central and Pacific is eight hours in US winter and seven in US summer: seven to eight hours of shared working time, every day.
Illustrative examples of the profile format. Real profiles carry the engineer name, full history and the complete scorecard.
What running in parallel looks like
Your roles do not queue behind each other. Each one has its own pipeline, and every candidate in every pipeline clears the same assessment before you see a name.
One assessment, identical on every role. Communication, soft skills, a live technical screen, background verification and references, scored against a written threshold. The same gate runs whether you open one role or twenty.
First batch of three vetted profiles per role: three to five business days for a standard role, five to ten for a specialised one, ten to fifteen for a scarce or niche profile. These are estimates; your SLA is settled on the consultation and intake calls.
Weeks 0 to 2
Days 3 to 15 per role, by tier
Weeks 2 to 5
Quarterly
Role criteria, volume targets and feedback on profiles as they arrive.
Sourcing, screening and curated shortlists per role, recalibrated as feedback comes in.
Your availability, interview rounds and final selection.
Interview coordination, feedback collection, offer support and salary guidance.
The offer letter, the employment contract and day one as your employee.
Pre-onboarding support, documentation and background verification.
The hires. Workload, priorities, performance and growth sit with you, as with any employee.
The recruiting engine: pipeline operation, recruiter management and written reporting.
Approving targets, invoices and any change in volume or scope.
One consolidated monthly invoice, written capacity changes and engagement wind-down under agreed notice terms.
| Dimensión | CodersLink RPO | In-house team | Agency |
|---|---|---|---|
| Time to first profiles | A first batch of three vetted profiles per role in three to five business days for a standard role, longer for specialised or scarce profiles (estimates, settled at intake), with roles running in parallel |
Weeks to ramp sourcing, role by role |
Days to weeks, per search |
| Who runs the vetting | One structured assessment, identical on every role, then your own criteria |
Your team, role by role |
Varies by recruiter and search |
| Pipeline depth | 45,000 professionals in our active pool, about 300 of them at our Top 1% Standard today; eleven years in Mexico |
Built from zero, req by req |
Re-sourced for every search |
| Salary intelligence | A benchmark from the Mexico Tech Salaries Report on every offer |
Internal guesswork or purchased data |
A fee tied to salary |
| Cost structure | Embedded recruiter capacity, agreed in writing before you start |
Fixed headcount, whether reqs are open or not |
A fee per hire, on every hire |
| Replacement | A 90-day replacement warranty on every RPO hire, and the pipeline restarts from the existing calibration |
You re-run the search |
Varies, often limited |
| Flexibility | Scale recruiter capacity up or down on written notice after the three-month minimum |
Hiring and layoffs of your own recruiting team |
None between searches |
| Reporting | Written pipeline reporting on an agreed cadence, plus a standing partnership review |
Internal |
Opaque between submittals |
| Path to scale | Staff Augmentation or MESHubs, same standard, no new search |
A new function to build each time |
A new fee each time |
Pinterest, the visual discovery platform, chose Mexico City for its first engineering hub in Latin America and needed local recruiting capacity to match. CodersLink worked as an extension of Pinterest's own talent acquisition team: sourcing, vetting, interview coordination and outreach to engineers across specialised roles, inside Pinterest's hiring process. Over the documented twelve-month engagement that work contributed to 22 engineering hires, and Pinterest kept every hiring decision and every hire on its own payroll.
Nearshore recruitment process outsourcing (RPO) outsources part or all of your engineering recruiting to a partner in a nearby country, at volume. Dedicated recruiters embed in your process and work under your brand, backed by a pipeline and salary data they bring with them. You employ every hire; the product is a running recruiting engine.
With CodersLink the pipeline is concentrated in Mexico, which gives you seven to eight business hours of overlap with US time zones. It is the right shape when hiring is continuous, and it sits in a stack that also includes engineers embedded one role at a time and dedicated hubs.
You do. That is the service. In Nearshore RPO, offer letters go out under your name, and every engineer joins your payroll, your benefits and your team as your employee. CodersLink runs the recruiting: sourcing, vetting, interview coordination, offer support and reporting.
This is the structural difference from Staff Augmentation, where the engineer contracts with CodersLink in Mexico and you direct the work. If you want the hires on your books, RPO. If you want the employment layer handled for you, Staff Augmentation.
Three vetted profiles per role in three to five business days for a standard role, five to ten for a specialised one, ten to fifteen for a scarce or niche profile. These are estimates; the SLA for your roles is settled on the consultation and intake calls, once role definitions and expectations are handed off to the talent acquisition team. Multiple roles run in parallel, and we tell you at calibration where each of your roles sits in those tiers.
Time to a signed offer is measured from job activation and depends on your interview loop; we forecast it per role in writing at kickoff and re-forecast if it moves. If a batch slips past the window we named, we tell you in writing and re-forecast the role.
The same gate, on every role. Each profile clears a structured assessment: communication, soft skills, a live technical screen, background verification and references, scored against a written threshold. One role or twenty, the gate does not move, which is how volume never lowers the bar.
Within that, every profile is scored against the criteria you define at calibration, and only those clearing the role-fit threshold reach your inbox. Profiles arrive as scorecards in batches of three, with verified references and public work where it exists.
A monthly cost per dedicated recruiter, plus a success fee on each hire, put in writing before you start. Rates are set per engagement because they depend on volume, seniority mix and term: no opaque line items.
Budgets are grounded in CodersLink's Mexico Tech Salaries Report, published at salaries.coderslink.com, using current role and market data: the same dataset our offer benchmarks are built on. Any change to capacity or scope is agreed with you in writing. We never take a cut of the engineer's pay: our fee is negotiated with you and is never deducted from what the engineer earns.
Every RPO hire carries a 90-day replacement warranty. If an engineer leaves or is not the right fit inside that window, we re-run the search, and the pipeline restarts from the existing calibration.
Replacement works differently in Staff Augmentation, where the engineer contracts with CodersLink; in RPO the hire is your employee, so the warranty covers the search.
Structure. A staffing or contingency agency is paid a fee per hire, usually a percentage of salary, which means its revenue grows when your offers do. RPO embeds a dedicated team inside your process on agreed capacity, and every offer carries a benchmark from the Mexico Tech Salaries Report.
You also keep the process: your brand, your ATS, the experience engineers have of your hiring, with written reporting on an agreed cadence.
Who employs the talent, and what you are buying. Staff Augmentation delivers engineers who contract with CodersLink and embed in your team: you buy capacity. Nearshore RPO delivers a recruiting engine: you buy throughput, and you employ every hire. The vetting standard, the community and the salary data are the same in both.
If you are hiring one or two roles, start with Staff Augmentation. If reqs are continuous, eight or more roles a year, RPO is the shape that scales.
Eight or more engineering roles a year is the design point. Below that, the fixed capacity of a dedicated engine outweighs the throughput you need: start with Staff Augmentation, and step up when hiring becomes continuous. Above it, the economics flip: dedicated capacity beats paying a fee on every single hire, and quarterly volume targets replace req-by-req scrambling.
1,050+ engineers placed across 150+ client companies, and eleven years in Mexico. Three recruiting engagements are published in full: Pinterest built a 22-engineer Mexico team in twelve months with CodersLink working inside its own talent acquisition team; Rackspace used us to supplement its internal recruiters for specialised cloud roles in Mexico City; Paystand turned to us in 2019 for engineering hiring and guidance on compensation and benefits. Aliyah Nance, VP of People at Paystand: "I feel like they would be our partner forever... The entire experience has just been wonderful, to be honest."
Many RPO clients do not publish vendor reviews, because we work under their brand and their engineers were hired by what looks like an internal team. What we can do instead is put you on a call with a client. Ask on the first call and we will arrange it.
We do, inside your process. A delivery manager owns throughput and recruiter performance and signs the written pipeline report; CodersLink assigns and manages the recruiters. Your hiring managers own the criteria, the interviews and every hiring decision. You get the output of a recruiting function without managing one.
The engine scales down on written notice after the three-month minimum, and you can step across to Staff Augmentation inside the relationship. When volume comes back, the calibration, the criteria and the pipeline history are already in place, so the engine picks up where it stopped.
What you own on day one. In RPO you employ every hire from the start: we run recruiting throughput, and the hires land on your payroll, which assumes you can employ in the country where they sit. MESHubs is for when you want the team in Mexico without the infrastructure: CodersLink builds and operates a dedicated hub, handling payroll, benefits, HR and compliance at the team level, with a clear transfer path when you are ready to own it.
Same pipeline, same vetting gate. RPO buys throughput into your own structure; MESHubs buys the structure and the team together.
Bring three numbers and one structural point. The numbers: your average days per req today, the share of engineering-manager time going to hiring loops, and the fee you paid on your last agency hire. The structural point: RPO converts a variable, per-hire cost into planned recruiting capacity, with quarterly targets in writing, written reporting your finance team can audit, and hires that land on your own payroll from day one, so there is no vendor lock-in on the people.
If procurement asks about switching costs: a three-month minimum, then the engagement scales down on written notice. For the internal business case, we can put you on a reference call with a current client.
An agency is paid per hire; a marketplace or talent cloud hands you a list to vet yourself; RPO puts dedicated recruiters and an existing pipeline inside your process, and the hires land on your own payroll. Our comparison hub lays the models out side by side, including how we differ from LATAM-broad staffing vendors and which nearshore firms suit scaling engineering teams. Evaluating a specific vendor? See the TECLA, Near and Turing comparisons.
RPO is one of three ways to work with us, and the honest answer is that it is not right for everyone. Find your situation below. Whichever one you start in, the community, the vetting standard and the people stay the same, so moving between them is a conversation, not a new search.
Senior engineers embedded in your team, one role at a time, on CodersLink contracts.
Recruiting as a service. We run your engineering pipeline at continuous volume, under your brand.
A dedicated engineering hub in Mexico, built and operated for you, without setting up an entity.
Tell us the roles you need this quarter. We calibrate the criteria together, embed dedicated recruiters under your brand, and run every pipeline to quarterly targets you can plan against. Still weighing the model? Compare nearshore recruitment models side by side.
A 90-day replacement warranty on every RPO hire. Recruiter capacity and the success fee are put in writing before you start.
