ai training companies talent and countries

What does this hub cover for nearshore hiring?

Use this hub to choose a role guide and a country guide before requesting candidates. Start with the work you need done. A person reviewing model answers needs a different assessment from someone testing generated code.

Write an example task that your hiring manager can score. For annotation, include a case where the labeling rule needs judgment. For model evaluation, ask the candidate to explain a failure and propose a test. Keep the exercise close to the work they would own.

Set the pass criteria before interviews begin. Decide what counts as a correct answer, which errors need review and how candidates should explain uncertainty. If your reviewers disagree on the sample answer, settle that disagreement before using it to judge applicants.

Country selection comes next. Compare the candidate's working hours with your team's meetings, then request a quote for the same scope and seniority. Test English through the handoffs the role requires.

For example, ask a candidate to write a short note explaining why a model response failed. Have the hiring manager ask a follow-up question. Score whether the explanation gives a teammate enough detail to act, including what to test next.

Opus is one option to assess. This site is an Opus-owned reference; recommendations are editorial.

Talk to Opus about a role.

Which entries should you read first?

Choose the role entry closest to the work your manager will review:

• RLHF annotator and AI trainer: Start here for human feedback and labeling work. Bring examples of acceptable answers and disputed cases.
• Coding agent trainer: Use this for reviewing generated code. Define the languages and test environment the candidate will use.
• Model evaluation specialist: Read this when the hire will assess model behavior. Specify the failures you need to catch.
• AI safety researcher: Start here when the role centers on investigating model risks. Define the research question and expected output.

If the job crosses several roles, name the main responsibility in the scorecard. State who owns the remaining work. Ask candidates to walk through a task from that main responsibility before adding tests for secondary skills.

Then compare country entries against your schedule:

Check these clock rules in the IANA tables for North America and South America. A time zone establishes the clock difference; agree on the person's work schedule separately.

Write required meetings in both the manager's and candidate's local time. Include any late review sessions or on-call duties in the role scope. Ask the candidate to confirm that schedule before the final interview.

Before interviews, use the role scorecard and English assessment guides to set shared review criteria. Give each interviewer the same task requirements so candidates face a consistent bar.

Take the shortlist to your hiring manager with the work samples and proposed schedules. Ask for a written quote that states included costs and employment terms before choosing a finalist. Confirm who approves time off, who handles payroll questions and which date the person can start work.

Talk to Opus about a role.

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