We find and vet exceptional engineers who meet your bar, then handle employment, payroll, compliance, and local support. You lead the team, set the priorities, and own the outcome.
Finding strong engineers is only the beginning. Compensation, contracts, payroll, equipment, compliance, and ongoing local support each add work before a new teammate can contribute.
Teros handles that work in one place. We source and vet engineers, help you calibrate the role and compensation, and run the local employment operation.
You interview the finalists, choose who joins, and lead their work. We make the rest easier.
Meet engineers vetted against the role and your standards.
We calibrate the role, seniority, compensation, and team context before searching our regional network. Every introduction is screened against what you agreed—not just matched on keywords.
A Series B customer scoped a senior backend role on Monday. By Friday, its leaders were reviewing two relevant engineers instead of sorting through a broad stack of résumés.
We source, vet, and shortlist; you make the hiring decision.
Together, we select the right engagement model—full-time, fractional, or embedded directly into your squads. Our default is full-time engineers who become lasting members of the team, with an average tenure of 3–5 years.
Engineers hired through us in 2021 are still on those teams. They join the same standups, contribute to the same repositories, and review code alongside US colleagues. They report to your engineering leads while Teros supports payroll and employment behind the scenes.
Our team is on the ground in Buenos Aires and Montevideo.
You gain US business-hour overlap, access to a deep engineering talent pool, and a local team that can support onboarding, retention, and employment needs personally.
When a senior engineer in Buenos Aires had a visa question, our local operations lead met with them that afternoon. When a Montevideo hire needed equipment on day one, it was delivered to their door. That direct support is part of how we work.
We meet with your engineering leaders to understand the team and align on level, compensation, and engagement model.
We source from our regional network, vet against your standards, and introduce a small group of relevant engineers.
Your team interviews the candidates using its own process and decides who is the right fit.
Once you choose a candidate, we coordinate the offer, contracts, payroll, equipment, and compliance.
Argentina and Uruguay combine deep engineering communities with meaningful overlap across US working hours.
Our team is there to support onboarding, retention, equipment, payroll, and employment needs promptly and personally.
“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.”
Share the role, seniority, and team context. We’ll discuss relevant talent, expected compensation, and a realistic timeline for introductions.
