You set the bar, and Teros finds who clears it. Payroll, compliance, and local presence are ours to run. Direction, priorities, and performance stay yours.
Platforms like Deel and Remote hand you a dashboard. You still pick the country, entity model, contractor-vs-employee split, comp band, and benefits. You still source. You still operate.
Agencies do the opposite — they own the team, the model, and the relationship. You get output, not a team.
Neither fits a startup that wants its own engineering team without running the back office.
Most platforms give you knobs and dashboards. We come with opinions.
Entity vs contractor. Comp benchmarks. Equity treatment. Holidays. Ramp-up. Performance cycles. Decisions already made — refined across our portfolio, handed to you as defaults on day one. Override any of them. It's your team.
A Series B customer scoped a senior backend role on Monday. By Friday, comp was benchmarked against their US band, the contracting structure was decided, and onboarding was scheduled. They reviewed two candidates, not five frameworks.
We source, vet, and shortlist. Who gets hired is your decision, not ours.
You choose the engagement model: full-time, fractional, or embedded directly into your squads. The default is full-time engineers who stay. Average tenure with us: 3–5 years.
Engineers hired through us in 2021 are still on those teams. They sit in the same standups, ship to the same repos, and review code alongside US colleagues — reporting to your eng leads, not to us. The fact that they're on Teros payroll is operational plumbing, not a wall.
We're physically present in the Río de la Plata — Buenos Aires and Montevideo.
US business-hour overlap, a deep engineering talent pool, and a local team that handles onboarding, retention, and issues in person. Remote-only platforms route those things through a ticket queue.
When a senior engineer in Buenos Aires had a visa question, our local ops lead met with them that afternoon. When a Montevideo hire needed equipment on day one, it was at their door. These are not edge cases — they're the model.
We sit with your eng leadership, map the role into your team, and align on level, comp, and engagement model.
We source from our regional network, vet against your bar, and present a short list. You interview the ones you want.
We handle contracts, payroll, equity treatment, equipment, and compliance.
Offer confirmed, contracts signed, equipment in hand. Your first engineer is ready to hit the ground running.
Argentina and Uruguay share US business hours, produce engineers trained in the same stacks your team uses, and — critically — let us show up in person when something matters.
Onboarding, retention, performance issues, equipment, payroll edge cases: these resolve faster when someone is in the same city, not the same ticketing system.
“We started working with Teros during a critical phase of growth and they've consistently delivered. The engineers are thoughtful, pragmatic, and operate with real ownership. They ramp fast and contribute meaningfully. Teros is not a vendor for us — they are a core part of Honeyjar.”
“Teros has been a strong partner as we've scaled our engineering organization. The team brings senior-level judgment, moves quickly, and integrates seamlessly. They care about architecture, security, and long-term maintainability — not just shipping fast. It's rare to find a partner that feels like an extension of your team this quickly.”
“Teros helped us add senior engineering capacity quickly and responsibly. The team ramped fast, operated with ownership, and raised the technical bar. Highly recommend.”
“As we scaled engineering, we needed experienced contributors who could operate with autonomy and sound judgment. Teros delivered exactly that. Their team is senior, reliable, and aligned with outcomes. They think long-term while still moving fast.”
We'll tell you whether Teros is a fit — and if it isn't, we'll tell you that too.
