Question 1

Does 'nearshore' mean lower quality?

Accepted Answer

Absolutely not. We hire the top 1% of talent from Latin America, the same caliber of designers you'd find at top US agencies, but without the inflated overhead. Our teams are vetted for strategic thinking, English fluency, and executional excellence.

Question 2

How do you handle security and compliance?

Accepted Answer

We operate with enterprise-grade security practices mapped to the NIST Cybersecurity Framework, access controls and NDAs for delivery teams, and a formal ISO 27001 certification currently in progress (target completion: December 2026). We do not currently hold a SOC 2 Type II report. All talent works on secure, monitored devices under strict NDA and data protection standards.

Question 3

Will there be language or timezone barriers?

Accepted Answer

Zero. Our teams operate in US time zones (EST/CST) and are fluent in English. We embed directly into your Slack, Teams, and Jira workflows, so it feels exactly like working with an internal team down the hall.

Question 4

How does the cost savings model work?

Accepted Answer

Savings depend on the seniority and roles you need, but organizations save up to 30% compared to equivalent US-based hires, bypassing the high cost of living in major US tech hubs, recruitment fees, and full-time benefits burden. We shape team composition and pricing around your specific need rather than a single fixed package.

Question 5

How fast can you deploy a squad?

Accepted Answer

We move at the speed of business. While traditional hiring takes 3-6 months, we can deploy a fully vetted, cohesive squad in two weeks. We maintain a pipeline of pre-vetted senior talent ready to engage.

Question 6

Who owns the Intellectual Property?

Accepted Answer

You do. 100%. We're set up to work within your procurement process, including your own MSA and contracting paper when required. Work-for-hire provisions ensure that every pixel, line of code, and strategy document created by our squads belongs exclusively to your organization from day one.

Question 7

How do you handle turnover and stability?

Accepted Answer

We obsess over retention so you don't have to. Our designers are full-time Hibrids employees with competitive benefits and career paths, not freelance mercenaries. We boast a 95% retention rate, and in the rare event of a transition, we handle the backfill and knowledge transfer seamlessly at no cost to you.

Question 8

Can we scale up, down, or exit the engagement?

Accepted Answer

Yes. Our engagement models are built for flexibility, not lock-in. Start with a Pilot Embedded Team, grow into a Full Embedded Team, or move to Flexible Capacity to scale up or down as your workload changes. If a squad isn't the right fit anymore, you can pause or exit with clear notice terms, no renegotiation required to flex.

World-Class Design Talent. Nearshore Economics.

Case Studies

Retail Design Squad