Most staffing firms hide their math. We do the opposite. Nir-Yu uses transparent cost-plus pricing — you see the real salary, you see the statutory costs, you see our fixed management fee. Two outcomes: 60-70% savings versus US market rates, and one accountable partner instead of three.
The problem
The traditional offshore stack involves three vendors and one customer carrying the bag. A recruiter who’s gone the moment you sign. An EOR or COR provider that moves money but doesn’t manage anyone. And you — running onboarding, performance reviews, retention conversations, and HR escalations alone.
Each vendor charges separately. Each handoff adds friction. And because no one is accountable for the outcome, you find out something’s broken when the team member is already disengaged, or already gone.
The math on the three-vendor stack usually looks something like this:
Add it up and the “savings” of going offshore disappear into vendor fees and your team’s calendar — without anyone owning whether the hire actually works.
The unbundled cost
The Latam/US salary differential is half of why Nir-Yu costs less. The other half is what we don’t charge for — the recruiter fees, the EOR or COR fees, and the management overhead that three separate vendors quietly bill you for.
There are two structural choices most companies face when hiring Latam talent without their own entity: an EOR (Employer of Record, full employment) or a COR (Contractor of Record, contractor compliance). The math runs differently for each.
Scenario A.
Scenario B.
The EOR scenario shows a $13,400 annual saving on the vendor side. The COR scenario shows $5,091. The difference between the two is real — COR is cheaper because it does less. EOR provides full employment compliance, statutory benefits administration, and the legal infrastructure that protects both the client and the team member. COR provides contractor classification only.
Nir-Yu’s fee includes both options. Whether the engagement runs as employment (with full EOR services) or contractor (with COR compliance), the management fee is the same. You don’t pay extra to upgrade. You don’t lose framework components by downgrading.
Multiply by team size. A 10-person Latam hire through the EOR-based three-vendor stack costs $134,000 more per year in vendor and management overhead than the same 10 people through Nir-Yu. With COR, the gap narrows to $50,910 — still meaningful, and still before the LatAm salary savings come into play.
The model
Cost-plus pricing means the price you pay is built from line items you can actually inspect. Three lines:
What your team member actually earns -- their net take-home pay. Not what the agency claims. Not what a markup obscures. Their salary.
Local taxes, social security, mandated benefits, severance accruals. Required by law in every LatAm country and itemized line by line on your invoice.
A flat dollar amount per month -- never a percentage of salary. The same fee whether your hire earns $20K or $80K.
Alignment instead of resentment. Transparency that holds the team together. Missionaries instead of mercenaries.
The fee
The Nir-Yu management fee ranges from $299 to $599 per month, depending on role complexity. That single line item replaces what three separate vendors — a recruiter, an EOR or COR, and your internal management overhead — would otherwise charge you separately for. And it adds the framework that prevents 73% of offshore teams from failing.
What the $299-$599/month covers:
What it doesn’t include:
The fee is flat because the work doesn’t scale linearly with salary. A senior developer earning $68K doesn’t require more management than a mid-level one earning $40K. Most staffing firms charge as if they do. We don’t.
The relationship
Cost is the visible part. Accountability is the invisible part — and it’s what actually determines whether the engagement works.
In the three-vendor stack, no one owns the outcome. The recruiter is paid before the hire ramps. The EOR or COR processes payroll but doesn’t manage anyone. The customer carries the rest — and when something breaks, the calls go in three different directions. Each vendor points to the other two. You’re left to figure out which one is the actual problem.
Nir-Yu is structured differently. The work of three vendors lives under one accountable partner. When the placement is performing, we share the credit. When the placement isn’t, we own the fix. When you need something escalated, you call one number — not three.
Our clients describe Nir-Yu as a strategic partner, not a vendor. That distinction is structural, not aspirational. A vendor is paid for an output. A partner is responsible for an outcome. The pricing model — transparent, flat, aligned — reflects how we operate as a partner. One throat to choke. One team taking responsibility. One framework holding it all together.
Run the numbers
The calculator below shows fully-loaded Nir-Yu pricing for the role you’re hiring — including the management fee, statutory costs, and salary range. The figures are informative, not exact — final pricing depends on seniority, English level, country, and specific role requirements, all confirmed during the strategy session.
Use this to ballpark the comparison. Use the strategy session to lock the specifics.
Frequently Asked Questions
Because the work of managing an engagement doesn’t scale with salary. A senior engineer earning $68K doesn’t require more management work than a mid-level one earning $40K. Percentage markup is how staffing firms charge — it lets them earn more without doing more. Flat fee aligns our interest with yours: when your team member’s salary grows, our fee stays the same.
EOR or COR services and payroll. Statutory compliance. Onboarding and integration. Day 7, 14, 30, and ongoing 30-day performance check-ins. Retention monitoring. Absolute replacement guarantee. One accountable point of contact. The full REMOTE Intelligence™ framework that prevents 73% of offshore failures.
No. No placement fees. No percentage markup. No upcharges when the salary increases. No per-feature add-ons. The fee on month one is the same fee on month 24.
Role complexity. A virtual assistant placement involves fewer ongoing management touchpoints than a senior engineering placement. A customer service hire requires less performance management infrastructure than a marketing strategist. The fee tier reflects what the engagement actually requires.
EOR (Employer of Record) is the full employment vehicle. Your team member is employed in their country with full statutory benefits, full compliance, and full legal protection for both sides. COR (Contractor of Record) is the contractor vehicle. Your team member is engaged as a contractor with proper compliance documentation but without the employment benefits and protections. EOR is the right choice when the role is long-term and full integration matters. COR is the right choice when the engagement is project-based or the buyer needs a lower-cost compliance vehicle. Nir-Yu’s management fee is the same either way — the choice is structural, not financial.
Most companies coming to Nir-Yu from a recruiter-plus-EOR stack discover their effective cost was 15-30% higher than they realized once placement fees, per-employee EOR fees, and internal management time were included. Companies coming from offshore Asian providers usually save on cost too, but more importantly save on the management overhead that the three-vendor stack quietly pushes back to the customer.
We replace at no additional placement fee. Period. The Nir-Yu management fee continues during the replacement search, and the replacement gets the same onboarding and integration as the original hire. That’s our absolute placement guarantee — we own the outcome, not just the placement.
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Best English fluency in South America.
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