A protocol is a set of rules agreed on before the work starts, so nobody improvises when something goes wrong. Medicine runs on them. So do networks and aviation.
A vendor sends you people. A protocol defines what happens around each of them, and who owns every step. That's the difference between "we found you an engineer" and "this engineer is still productive in month eighteen."
A generic staffing vendorOne step. Then you're on your own.
Hire
The Nearshoring Protocol™Seven modules, from the first search to the engineer's last day.
Three working papers written from our own operating records. Each one tests a part of the protocol against what actually happened: how long our side of the hire takes, who stays, and which vetting scores are worth trusting.
A named role, on our side or yours. Never "shared responsibility."
02
Every step happens before it's needed.
Before day one. Before production access. Before the first invoice.
03
Every step leaves a record you can inspect.
A vetting report, a signed IP assignment, an enrolled device, a weekly pulse check.
04
Every failure has a defined path.
An engineer who doesn't fit is replaced within four weeks, at no extra cost. Not a new sales conversation.
05
The protocol is the same for every engineer.
Same modules, same checks, whatever the role, the country or the client.
06
The level decides who owns each step.
What BEON doesn't run, your team does. You choose where that line falls.
The Protocol Manifest
Not a framework we designed for this page. These are the processes we run today, written down: who owns each step, what you receive and the number behind it.
Your feedback on a rejected CV recalibrates the brief before the next one.
01
Role scopingA 45-minute call with the hiring manager to pin down must-have stack, seniority, time zone overlap, team context and what "senior" means on your team.
OwnerRecruitment lead (IT background plus psychology)You getApproved one-page role brief
Same-day turnaround
02
SourcingWe search a pool of +71,000 engineers who already passed a first screen, run active outreach for the rest, and use AI-assisted matching to rank against the brief.
OwnerSourcing teamYou getRanked shortlist against your brief
3 in 4 hires were vetted before the role opened
03
ScreeningA first screen on location, English, years of real experience, seniority and profile, before anyone spends time on an interview.
OwnerScreening teamYou getOnly candidates who cleared it reach your shortlist
English is the top reason for rejection (39%)
04
Soft-skills interviewA structured interview on communication, ownership, remote collaboration and motivation, run by recruiters with a psychology background.
OwnerRecruiter with a psychology backgroundYou getInterview recording plus scored notes
31% pass the soft-skills and English screen
05
English evaluationEnglish is evaluated in a live technical conversation: can the engineer explain a decision, disagree politely, and ask a clarifying question in a stand-up.
OwnerRecruiter plus technical interviewerYou getEnglish level in the vetting report
Every candidate, before the technical assessment
06
Technical assessmentA scored coding exercise plus a technical interview run by senior engineers.
OwnerSenior BEON engineers in the same stackYou getTech Output Preview: coding scores plus interview recording
47% of engineers who reach the technical interview pass it
07
AI-fluency evaluationWe evaluate how the engineer uses AI tools in day-to-day delivery: prompting, reviewing generated code, knowing when not to use it.
OwnerTechnical interviewerYou getAI Score in the vetting report
76% Native or Assisted, of 1,422 scored
08
References, background and identityProfessional references, a background check, and an identity and liveness check so the person on the call is the person who starts.
OwnerRecruitment operationsYou getReference and check results in the vetting report
Every candidate, every time
Vetting report and intro callYou receive the vetting report with every result above, approve or reject the CV, and we schedule the intro call.
OwnerRecruitment leadYou getVetting report per candidate
4 days to the first CV, 51% of CVs get an interview request
02
Onboarding & Equipment
From Staff Augmentation · 7 steps
You inspect
An enrolled device and an engineer in your stand-up on day one
If it fails
A lost device, or one that has to come back, can be locked and wiped remotely, and we recover it
01
Offer and contractOnce you choose the engineer, we make the offer, negotiate compensation inside the agreed band and sign the local contract.
OwnerBEON onboarding teamYou getSigned contract on file
2–5 days from approval to signature
02
DocumentationWe collect the engineer's tax, banking and identity documents required in their country, and the documents you need on your side.
EquipmentWe buy and ship a laptop to the engineer's address, spec'd for the role.
OwnerOnboarding coordinatorYou getShipped device with serial on record
Delivered before the start date
04
Device managementLaptops are used exclusively for work.
OwnerIT operations with your ITYou getEnrolled device under the agreed policy
Work-only devices, every engagement
05
Tools and access setupYou tell us which tools and accounts the role needs.
OwnerOnboarding coordinator with your ITYou getAccess checklist, set up and confirmed
Depends on your IT turnaround
06
Administrative onboardingBEON welcome session, benefits, policies, payroll calendar and an introduction to the Talent Experience Manager.
OwnerTalent Experience ManagerYou getEngineer briefed and set up
1 session, day one
07
Day-one checkThe Talent Experience Manager confirms the engineer is in your stand-up with a working device and access, and flags anything missing to you the same day.
A signed NDA and IP assignment before day one · one monthly invoice
If it fails
The classification risk stays with BEON, under EOR or AOR
01
Employment structureWe decide with you whether the engineer is employed through BEON as Employer of Record or engaged as a contractor under Agent of Record, depending on country and role.
OwnerBEON legal and people operationsYou getWritten contracting structure for the engineer
Decided during scoping
02
Local contract and labor complianceThe contract follows local labor law in the engineer's country: working hours, notice, severance, statutory benefits.
OwnerPeople operations with local counselYou getContract compliant with local law
Updated as regulation changes
03
Payroll and benefitsMonthly payroll in local currency, health insurance, PTO and statutory contributions.
OwnerPeople operationsYou getPayslips and benefits enrolment
Monthly
04
NDA and IP assignmentThe engineer signs an NDA and an IP assignment in your favor before they see your code.
OwnerBEON legalYou getSigned NDA and IP assignment
Before day one, every engineer
05
One monthly invoiceYou receive a single monthly invoice in USD with one line per engineer.
OwnerBEON financeYou getMonthly invoice
Monthly
06
Risk ownershipUnder EOR or AOR, employment and misclassification risk sit with BEON, not with you.
OwnerBEONYou getRisk allocation clause in the agreement
Issues raised to you before they reach your delivery
If it fails
Replacement within four weeks, at no extra cost, for as long as the engineer is with you
01
TEM assignment and kickoffEvery engineer gets a dedicated Talent Experience Manager before day one.
OwnerTalent Experience ManagerYou getNamed TEM and agreed check-in cadence
Day one
02
Weekly pulse checksA short weekly pulse on workload, clarity, motivation and work-life fit.
OwnerTalent Experience ManagerYou getPulse trend per engineer
Weekly
03
1:1sA biweekly 1:1 with the engineer, and a same-day 1:1 whenever the pulse, you or the engineer raises something.
OwnerTalent Experience ManagerYou get1:1 notes and actions
19 recorded check-ins per engineer a year, median
04
Performance trackingPerformance is tracked against the engineering KPIs you set at kickoff, with your feedback collected on a fixed cadence.
OwnerTalent Experience Manager with your managerYou getPerformance review per engineer
Quarterly review
05
Growth planA career path per engineer: courses, certifications, English and Portuguese classes, and AI adoption programs, aligned with where your stack is going.
OwnerTalent Experience ManagerYou getGrowth plan per engineer
92% stay past year one, when the role continues
06
Early warning and replacementIf fit breaks and can't be fixed, we replace the engineer within four weeks at no extra cost, for as long as they're with you.
OwnerTalent Experience Manager with recruitmentYou getReplacement engineer through the full vetting process
The team blueprint before anyone is hired · the KPIs the team is measured against
If it fails
Any engineer who doesn't fit is replaced within four weeks · team size changes with 30 days' notice
01
Roadmap intakeWe start from your roadmap, not from a headcount number: what has to ship in the next two to four quarters, and what the current team can't cover.
OwnerBEON solutions leadYou getWritten scope for the team
1–2 sessions
02
Team blueprintA blueprint with roles, seniority mix, time zone and monthly cost, with alternatives.
OwnerBEON solutions lead with the tech leadYou getApproved team blueprint
Within a week of intake
03
Tech lead selectionA BEON tech lead is matched to the blueprint: someone who has shipped in your stack and can set direction, review code and unblock the team day to day.
OwnerBEON engineering leadershipYou getNamed tech lead with profile
Before the squad is staffed
04
Staffing the squadEvery engineer in the squad goes through module 01, with the tech lead in the technical interview.
OwnerRecruitment with the tech leadYou getVetting report per engineer
~1 week to find the perfect fit for each seat, median
05
Engineering standardsCoding standards, code review rules, automated testing and CI are set up inside the team by the tech lead, aligned with your existing practices.
OwnerTech leadYou getWritten team standards
First two weeks
06
Delivery ritualsPlanning, stand-ups, reviews and retrospectives run inside the team, in your tools, with your product owner.
OwnerTech leadYou getDelivery cadence
Continuous
07
KPI review and scalingThe team is measured against the KPIs in the blueprint, reviewed with you every quarter.
OwnerTech lead with your product ownerYou getQuarterly team review
What shipped, what's next and what's blocked, in your Slack, every day
If it fails
One escalation owner on BEON's side, named before kickoff
01
PM assignment and kickoffA BEON project manager joins your team and your Slack, agrees on outcomes, reporting cadence and the definition of done with you.
OwnerBEON project managerYou getKickoff document with outcomes and cadence
Before day one
02
Backlog and delivery planningThe PM runs the backlog and delivery planning with the tech lead, translating your outcomes into milestones the team commits to.
OwnerBEON project managerYou getGroomed backlog and delivery plan
Continuous
03
Daily reportingA daily update in your Slack: what shipped, what's next, what's blocked.
OwnerBEON project managerYou getDaily update
Daily
04
Blocker managementEvery blocker gets an owner and a date.
OwnerBEON project managerYou getBlocker log
Reviewed daily
05
Escalation pathOne escalation owner on BEON's side, named before kickoff, with a response time commitment.
Three people sign off on a nearshore hire. Each one has a different fear. Each fear has a module.
If you run engineering
CTO, VP Engineering, founder
“One interview can't tell me if this person is really senior.”
By the time you meet a candidate, we already have a psychology-led interview, an English evaluation, a technical assessment by senior engineers, an AI-fluency score, references, a background check and identity verification. Your interview confirms the fit. It doesn't have to find it.
First CV in 4 days, the profile of the engineer you end up hiring in 7.5 (medians, 2026). 3 in 4 of the engineers we placed were vetted before the role opened. A pool of +71,000 screened engineers is what makes that repeatable.
“Who had access to what, and can we prove it when they leave?”
Access granted, reviewed and revoked per engineer, with a record of who had what and when. Offboarding closes access, device and payroll in one workflow.
Replacement within four weeks, at no extra cost, for as long as the engineer is with you. Direct hires carry a 90-day guarantee. It's a clause, not a negotiation.
No. It's how every BEON engagement works. The engagement level decides which modules we run for you.
The protocol is the method, and it's the same for everyone. The Engagement Stack is the five levels of it you can choose from, from recruitment only to a managed team.
A staffing agency stops at the hire. The protocol continues through employment, equipment, retention, replacement and, if you want it, team leadership and delivery.
From Staff Augmentation up, we replace them within four weeks at no extra cost. Direct hires have a 90-day replacement guarantee. The Talent Experience Manager's job is to see it coming before it happens.
Yes, but not algorithm drills. The technical interview is one recorded hour with a senior BEON engineer in the candidate's stack: 15 to 20 minutes of technical questions, then 40 to 45 minutes of live coding, with AI tools allowed and scored on how the engineer uses them.
Time to CV and interview requests come from BEON.tech Working Paper No. 1, as 2026 medians; retention, check-ins and early warning from BEON.tech Working Paper No. 2. Both are free on our research page. Vetting figures are measured in our talent platform and updated every quarter.
You do, at every level.
Let your growth plans run on a proven process.
Tell us your plans, and take nearshore talent off your list of risks. Lean on a partner that already has every piece in place for you to succeed.
