Practice Management Software
10 engineersOf 11 placed, still on the teamEngineers inside its product squads on a HIPAA-compliant platform, most of them since the first year.
Ruby on Rails, React, QASince Feb 2022
Curate the core team you'll keep for the long run.
Contract-to-hire is how CTOs build a core team and find their next technical leaders. Vetted senior LATAM engineers work inside your team, and from month 18 you bring the ones who earned it onto your payroll.
1 of every 100 engineers we vet joins a client team
18 months working together before you decide
A conversion fee written before day one that only goes down
Trusted by Industry Leaders
Recognized as the #1 IT Staff Augmentation Company by Clutch, we deliver excellence you can rely on.
70 Client Reviews
The Nearshoring Protocol™
Contract-to-hire at BEON: curate first, convert later
A curation, not a trial. You set the bar, BEON vets against it, and your leaders and the engineer spend 18 months working together before anyone decides.
Day 0
You set the bar before anyone starts
The role they're growing into, what senior means on your team, and the conversion fee, in writing.
0–18
The embedding, for 18 months
The 18-month plan that integrates the engineer into your team: your stand-ups and reviews, your leaders, your offsites. A Talent Experience Manager keeps the record on both sides.
From month 18, the decision
Convert the ones you want for the long run. The rest keep working with you on BEON's payroll, at the same rate.
Engineer 01, Senior Backend EngineerContract-to-Hire, São Paulo, GMT-3
01Recruitment & VettingSame process as every BEON engagement; vetting report before you interview
BEON02Onboarding & EquipmentWork-only laptop in your device management (MDM); transferred or replaced if you convert
BEON03Employment & ComplianceAOR or EOR until you convert; NDA and IP in your favor from day one
BEON04Talent Experience Management™Named Talent Experience Manager, check-ins about every two weeks, replacement within four weeks
BEON05Team Design & Tech LeadYour leads direct the work
You06Delivery ManagementPriorities and delivery are yours
You07Governance & SecurityDevice posture and offboarding: ours; access: your systems
PartialUntil you convert$6,000–$8,000 a month, all-inclusiveSalary, benefits, PTO, a managed laptop, compliance, Talent Experience Management and replacement. The same rate as Staff Augmentation, no recruitment fee.
Yours from day oneDirection, review and deliveryYour leads direct the work. Priorities and delivery are yours. IP assigned to you from day one.
From month 18A conversion fee written before day oneIt drops the longer they've been with you. No deadline, no obligation. See the fee
Acquisition strategy
What is contract-to-hire?
Contract-to-hire is a way to hire engineers on real work before you employ them. At BEON, vetted senior LATAM engineers join your team on BEON's payroll for 18 months. From month 18 you can bring the ones you want onto your payroll, for a conversion fee written before day one that only goes down.
The curation process that CTOs prefer
The embedding process: from new engineer to core team
An engineer stays for the long run when they feel part of your team, and your team counts on them. The embedding process is the plan BEON runs to build that, on both sides.
Before day oneTrust to make the move
Leaving a local job for a U.S. contract is a leap. Our reputation and the engineers already with us, who candidates talk to, make it a safe one.
Months 1 to 3An onboarding that settles the doubts
New leaders, new routines, new expectations. We level expectations with your leads so the first quarter goes well.
All the way throughFeedback loops on both sides
Check-ins with the engineer and loops with your manager, so they feel part of the team and nothing waits for a review.
Every semesterReviews that point one way
Shape the engineer toward what your company needs, and keep their career heading the same direction.
When you plan itTime in person
An offsite or a visit for the engineers you see converting. BEON helps organize it; the trip is on your side.
You know who you want for the long run, and they know they want it too.Conversion opens
Who it's for
Is contract-to-hire the right fit for your team?
A core team you'll keep
You're building the team that will own your product for years, and you want to choose it on real work.
Your next technical leader
You need a future tech lead, VP of Engineering or CTO, and an interview can't tell you who it is.
No entity in Latin America
You don't have, or don't want yet, an entity or an EOR in Latin America.
Not sure contract-to-hire is the right model?
See how each engagement model handles the contract, the team and a move to your payroll.
Compare all engagement modelsThe Nearshoring Protocol™, module by module
What contract-to-hire includes, and what stays with you
Module of the Nearshoring Protocol™Who runs itWhat it means for you
01Recruitment & Vetting
BEON
Same process as every BEON engagement; a vetting report before you interview.02Onboarding & Equipment
BEON
Work-only laptop in your device management; transferred or replaced if you convert.03Employment & Compliance
BEON
BEON holds the contract until you convert. Agent of Record (AOR): the engineer works as an independent contractor and BEON manages the contract, payments and classification. Employer of Record (EOR): the engineer is a BEON employee. NDA and IP in your favor from day one.04Talent Experience Management™
BEON
A named Talent Experience Manager: check-ins about every two weeks, replacement within four weeks.05Team Design & Tech Lead
You
Your leads direct the work. Included in Dedicated Team.06Delivery Management
You
Priorities and delivery are yours. Included in Managed Team.07Governance & Security
Partial
Device posture and offboarding are ours; access runs on your systems.From the interview to your payroll
How contract-to-hire works
Each stage has a goal, a risk it removes, an owner and something you receive.
Before day one
Scoping and shortlist
Agree what "senior" means on your team and the role they're growing into. Meet only candidates who cleared it.
Scoping call, then the full vetting: technical interview by senior engineers, culture-fit interview, English, AI Score, background and identity.
What this step prevents, by role
Run by recruitment lead and senior BEON engineers.
You receive a short list (a median of 3 candidates per hire), each with a vetting report that stays in the record you decide on.
~1 weekfrom opening the role to finding your perfect fit, median.
Before day one
Contract, NDA and equipment
The engineer is contracted through BEON, and your code is yours before they see it.
AOR or EOR by country, under local labor law. NDA and IP assignment in your favor. A work-only laptop, encrypted and enrolled on your MDM.
What this step prevents, by role
Run by BEON legal, people operations and IT.
You receive a written contract structure, a signed NDA and IP assignment, and an enrolled device.
100%of engineers have the NDA and IP assignment signed before day one, so converting re-papers nothing.
Before day one
Day one
The first day of the 18 months starts with everything in place.
The Talent Experience Manager confirms the device, the access and the first stand-up, and opens the record your conversion decision will rest on.
What this step prevents, by role
Run by the Talent Experience Manager.
You receive a day-one confirmation, the first entry in the engineer's record.
Day onedevice, access and first stand-up confirmed, and the record opened.
While they work with you
Check-ins with the engineer
Hear what the engineer won't say in a stand-up.
About every two weeks the engineer scores motivation, workload, clarity and growth. A red flag (an offer, a second job, a performance gap) means about a one-in-five chance of an ending within two months, so it gets an owner that day and never reaches your decision as a surprise (Working Paper 02).
What this step prevents, by role
Run by the Talent Experience Manager.
You receive a record of what came up and how it was closed.
95%of the 420 issues raised in check-ins were closed.
While they work with you
Feedback loops with you
Your manager scores the work on a fixed cadence, in writing.
Your manager scores the engineer on a fixed cadence, and those scores become the record you'll decide on from month 18. What you flag gets an owner on our side.
What this step prevents, by role
Run by the Talent Experience Manager with your manager.
You receive scores you can read back on the day you decide.
261feedback loops executed with client managers.
While they work with you
Career goals toward the role
Agree where the engineer is going, with you, and check it on the way.
Goals agreed with the engineer and with you, set against the role you defined at kickoff. Goals and feedback checkpoints track progress and blockers through the year.
What this step prevents, by role
Run by the Talent Experience Manager, with the engineer and your manager.
You receive written goals per engineer, and where each one stands.
187goals and feedback checkpoints in the last year.
While they work with you
A motivation plan tied to their goals
Keep a senior engaged for years.
Goals the engineer works toward, recognition when they reach them, and Loyalty Program levels earned by tenure and goals met, with benefits that grow. Reviewed with them every semester.
What this step prevents, by role
Run by the Talent Experience Manager.
You receive an engineer with reasons to stay that grow over time.
97Loyalty Program level-ups in the last year.
While they work with you
In person: visits and offsites
Your leaders and the engineer meet face to face.
Bring them to your offsite or your office when it matters. BEON helps with the logistics; the trip is on your side.
What this step prevents, by role
Run by you, with the engineer. BEON helps organize it.
You receive the time together a long-term decision needs.
Offsitesand office visits, planned by you, with our help.
While they work with you
Semester review
Score each semester against the KPIs you set at kickoff.
A full performance review with the engineer: strengths, what to improve, and next semester's goals.
What this step prevents, by role
Run by the Talent Experience Manager.
You receive a semester review per engineer.
239semester performance reviews in the last year.
If you convert
The decision
Decide with 18 months of record from both sides.
Conversion opens at month 18. The fee is in the agreement before day one and drops the longer the engineer has been with you. Not converting changes nothing.
What this step prevents, by role
Run by you, with the engineer.
You receive the fee, already written in your agreement.
Month 18conversion opens. From then on, no deadline and no obligation.
If you convert
Handover to your payroll
The engineer moves to your payroll without missing a sprint.
IP and access stay as they are. BEON's contract closes as yours starts, and the Talent Experience Manager hands over to your manager.
What this step prevents, by role
Run by the Talent Experience Manager with your manager.
You receive a handover file: vetting report, performance reviews and growth plan.
0IP to re-assign: it has been yours since day one.
Converting as an employee or as a contractor? See what you need
The engineers
Why they commit before conversion
Contract-to-hire engineers are seniors who want a long career with a stable team. They earn their place with their work, the same way they would in your company.
82%still on the team at month 24, on the same count
96%of client technical ratings are 4 or 5
Retention across all BEON engineers placed at least 18 (or 30) months ago; technical ratings from 242 client feedback loops across 53 clients.
Replacements
When it doesn't work out: a recovery plan
If it works, the engineer stays and, from month 18, can join your payroll. If it doesn't, the replacement terms are already in the agreement you signed before day one: nothing to renegotiate, no new budget.
4 wkto bring in a new engineer, at our costNo recruitment or replacement fee, for the whole time the engineer works with you through BEON.
Not a fit
A new candidate, through the same vetting.
Within four weeks. The search and the handover start the same day.
They resign
Same four weeks, same rate.
Offboarding, handover and a replacement opening start together.
Priorities change
Scale down with 30 days' notice.
No severance, no exit fee.
Not the one you'll convert
Nothing changes.
They keep working on your team, at the same rate.
Something else
One escalation owner, by name.
Your Talent Experience Manager, from day one.
Benefits
Contract-to-hire benefits for engineering, legal and finance
Will they hold up in my team?
From kickoff to finding your perfect fit
~1 week
median, roles filled in 2026
Day 0
KickoffDay 2
First resumesDay 7.5
Perfect fit
KickoffDay 2
First resumesDay 7.5
Perfect fit
TechnicalCulturalEnglishAI Score
Start from a tested baseline
Every candidate was interviewed by senior engineers in your stack, so the 18 months build on a known level.
U.S. hours
full-time, fluent English
They join your stand-up
Your repo, CI and rituals from day one, so what you see is how they really work.
96%
of client technical ratings are 4 or 5
Proven on your code
Your reviews and your deadlines answer what a vetting report can't.
What do I carry until I decide?
Holds the contract until you convert
BEON
- The contract, under AOR or EOR
- Labor liability and severance
- Work-only laptop, on your MDM
- Replacement within four weeks
- Yours: direction and delivery
AOR or EOR
BEON holds the contract, in writing
Never your contractor
Unless you decide they should be, when you convert.
Day one
IP assigned to you
Nothing to re-sign when you convert
The NDA and IP assignment are in your favor before repo access, so the chain never changes.
Quarterly
access reviews
Access you can audit
Every system is granted one by one, under your policy, and stays as granted if you convert.
Real cost, and what does converting add?
The conversion fee, from month 18
3 to 1
monthly rates, the longer they stay
From month 18
3 monthly rates
From month 24
2 monthly rates
From month 30
1 monthly rate
$0
recruitment or setup fee
No fee to start
Until you convert, the monthly rate is all there is.
30 days
notice, no minimum term
Scale down without severance
If the core team turns out smaller than planned, reduce it with 30 days' notice.
1
cost to bring them in-house
The conversion fee is the only one
Written in the agreement before day one, and it only goes down.
Conversion
Converting to your payroll: as an employee or as a contractor
It depends on how you bring the engineer on.
You need an employer in the engineer's country. There are two ways to have one.
Your entity there
The engineer becomes your employee under local law. Your HR runs the contract and benefits from the conversion date.
Your own Employer of Record
If you already use one, your EOR employs the engineer on your behalf.
Either way, the work doesn't change
Same team, same access, same IP chain. See what moves
When you convert, the engineer moves from BEON's contract (AOR or EOR) to yours: as your employee, through your entity or EOR, or as your direct contractor. We'll walk you through which one fits before you decide.
Conversion moves the contract, not the work
While the engineer is with BEON, the controls are the same as in every BEON engagement. This is what moves if you convert.
What movesHowWhere you verify it
IPAssigned to you from day one, so the chain doesn't changeSigned NDA and IP assignment
AccessAlready granted under your policy; nothing to revoke or re-grantAccess record per engineer
DeviceTransferred to you, or replaced, wiped and re-enrolled under your policyDevice handover record
EmploymentBEON's contract closes as yours starts; no gap, no overlapExit and start dates on record
RecordsVetting report, performance reviews and growth plan handed overHandover file
The engineerA handover from the Talent Experience Manager to your managerHandover meeting
Conversion fee
The contract-to-hire conversion fee only goes down
Conversion opens at month 18, once the embedding plan has run. From then, a one-time fee that drops the longer the engineer has been with you, written into the agreement before day one. Until then, one monthly rate.
Conversion fee, one-time, per engineer18 monthsfor the embedding plan to run.
Before month 183monthly rates
From month 182monthly rates
From month 241monthly rate
From month 30Months with BEON. The fee only goes down; the option never expires.
Until then$6,000–
$8,000per month per senior engineer, all-inclusive. The same as Staff Augmentation: salary, benefits, PTO, a managed laptop, compliance, Talent Experience Management and replacement.No setup or recruitment fee. No obligation to convert.
$8,000per month per senior engineer, all-inclusive. The same as Staff Augmentation: salary, benefits, PTO, a managed laptop, compliance, Talent Experience Management and replacement.No setup or recruitment fee. No obligation to convert.
Tech stack
Contract-to-hire software engineers from Latin America: roles, stacks and time zones
Recognition
Trusted by 200+ U.S. tech leaders to build engineering teams
18 of our active clients have worked with BEON for more than four years. You interview a median of 3 candidates per hire.
Best IT Staffing CompanyClutch 2025
Top IT Service Company in the U.S.Techreviewer 2025
Best IT Services ProviderDesignRush
Multi-awarded IT CompanyTechBehemoths 2023"They don't feel like external contractors but rather an extension of our own team."
"The individuals perform at or beyond expectation and impact their squads in a positive way."
Impact
Results from our contract-to-hire engineers
Practice Management Software10 engineersOf 11 placed, still on the team
Corporate Catering Marketplace
13 engineersFull-time on their teamsGo and AWS engineers working inside ezCater's own product teams, with a path onto its payroll.
Go, AWSSince Nov 2022
Automotive Commerce
4 engineersOn the team todayEngineers who joined AutoFi’s teams and stayed, on a platform that processes $4B in auto loans a year.
React, Node.js, QA AutomationSince Sep 2020
Buyer's checklist
What to check in any contract-to-hire agreement
Six questions to put to any provider. Our answers are next to them.
When does the conversion fee apply, and how does it drop?Ours: Three monthly rates from month 18, two from 24, one from 30. In the agreement before day one.
Is there any other cost to bring them in-house?Ours: No. The conversion fee is the only one.
Who holds the engineer's contract, and under what?Ours: BEON, under AOR or EOR.
Who carries the labor risk until you convert?Ours: BEON.
What does a replacement cost?Ours: Nothing. Within four weeks, for as long as they're with you.
Who owns the IP and the laptop?Ours: You own the IP from day one. The laptop is managed, and transferred or replaced if you convert.
FAQs
Contract-to-hire FAQs
What is contract-to-hire in software engineering?
The way companies build a core team on real work: vetted senior engineers join your team on BEON's payroll, and from month 18 you can bring the ones you want onto yours. The conversion fee is in the agreement before day one and drops the longer they've been with you. There is no obligation to convert.
Is this a trial period?
No. A classic try-before-you-hire period ends on a date. Contract-to-hire is an 18-month embedding before conversion opens, with no deadline after that. If you never convert, the engineer keeps working on your team.
Will they be committed if they're not mine yet?
They're seniors who want a long career with a stable team, and they earn their place with their work. 87% of our engineers are still on the team at month 18, when the role continues (BEON.tech Working Paper No. 2).
What's the difference with Staff Augmentation?
The goal. Staff Augmentation adds capacity. Contract-to-hire is for the engineers you may want for the long run, with conversion to your payroll from month 18. The rate and the process are the same. Compare all five engagement models.
Can we use contract-to-hire to find a tech lead or VP of Engineering?
Yes, it's built for it. Tell us the role at kickoff: the engineer's growth roadmap is agreed with you against it, and you decide from month 18 with a written record of their work.
Do we have to decide by a certain date?
No. Conversion opens at month 18, and from then on there's no deadline: the option stays open, and the fee keeps dropping.
Is contract-to-hire the same as temp-to-hire?
No. Temp-to-hire is a temporary assignment that ends with a yes or no. Contract-to-hire at BEON is an embedding: a long-term place on your team where you find out, over 18 months, who you want for the long run. There's no end date, and no deadline to decide once conversion opens.
Is this the same as hiring contract developers?
No. Hiring contract developers means engaging contractors yourself, usually for a project. Here BEON holds the engineer's contract while they work on your team, and the goal is a long-term hire onto your payroll.
How much does contract-to-hire cost?
One all-inclusive monthly rate: $6,000–$8,000 per senior engineer, with no setup or recruitment fee. If you convert, a one-time fee of three monthly rates from month 18, two from month 24, and one from month 30. See rates by country and stack.
What does conversion cost, and when does the fee apply?
Only if you bring the engineer onto your own payroll: a one-time fee of three monthly rates from month 18, two from month 24, and one from month 30. Written in the agreement before the engineer starts. If you never convert, there's no fee.
Can we convert before month 18?
No. Conversion opens at month 18. The months before are the embedding: your leaders and the engineer find out whether it's a long-term fit.
How long does a contract-to-hire engagement last?
As long as you need. There's no end date and no deadline to convert: the engineer stays on BEON's payroll until you bring them onto yours, or you scale down with 30 days' notice.
Do we have to convert?
No. The engineer can stay as Staff Augmentation for as long as you need.
Why convert instead of keeping them on BEON's payroll?
Usually because the role grew. A title, equity, bonuses or a visa you sponsor are simpler to give your own employee. If none of that applies, they can stay as they are.
How does this compare with a recruiter?
With a recruiter you pay 25% of first-year salary up front and carry the contract from day one. Here you pay no recruitment fee, BEON carries the contract, and the fee to bring them in-house only goes down.
Contract-to-hire vs direct hire: which is better?
It depends on how sure you are. In a direct hire you employ the engineer from day one: the entity, payroll, benefits and severance are yours, and you decide on an interview. In contract-to-hire BEON holds their contract while they work on your team, and from month 18 you decide on real work whether and when to bring them onto your payroll. Staff augmentation vs direct hire, explained.
Who owns the IP before conversion?
You do, from day one. The NDA and IP assignment are in your favor, so conversion doesn't change the chain.
What happens to access and the laptop if we convert?
Access stays as granted under your policy. The laptop is transferred or replaced under your policy.
Who holds the engineer's contract before conversion?
BEON. Contractor through BEON (AOR) by default, or employed via EOR if you prefer. The engineer is never your contractor unless you decide they should be.
What do we need to convert?
It depends on how you bring them on. As an employee, an employer in their country: your own entity or your EOR. As a contractor, a direct agreement, with the payments, the local contract and the labor risk on your side. We walk you through it before you decide.
Add vetted seniors now. Keep the ones who become core.
18 months of real work before you decide, and a conversion fee written before day one. No deadline, no lock-in.
Talk to us about your team