Question 1

How is nuen different from other staffing firms?

Accepted Answer

Three structural choices. We are benchless — nobody sits idle waiting to be billed, so there is no pressure to position someone into your team without real fit. We are lean — a small team with low overhead, which is why the whole operation runs smoothly on a 25% margin instead of a hidden markup. And we lean on AI across our own process — sourcing, screening, scheduling, ops — so the margin funds the hire’s growth, not our bureaucracy. The published 75 / 25 split is the real commercial answer, not the start of a longer reveal.

Question 2

Do I need to manage the team myself?

Accepted Answer

No. If you already have strong leadership in the function, the hire plugs into it. If you do not, fractional leadership can step in at the principal or CXO level — engineering, product, operations, people, recruiting, or AI adoption — to handle prioritization, oversight, and the harder calls so you are not coordinating everything alone.

Question 3

How quickly can you start?

Accepted Answer

Timelines depend on the role, but the process is built to move fast: a discovery call, a shortlist of vetted candidates, then a part-time start once you pick the finalist. Fractional leadership can often begin even faster if the scope is already clear.

Question 4

What if the hire isn't the right fit?

Accepted Answer

We back every hire with a 5-business-day replacement guarantee, so you are not stuck nursing a bad match. And with biweekly invoices and short notice periods — one week part-time, two weeks full-time — either side can step out cleanly if it just is not working.

Question 5

How do you keep the person from leaving mid-engagement?

Accepted Answer

Retention is a process at nuen, not luck. It starts with the transparent split — the hire always knows what you pay and what they earn, so no resentment builds quietly. On top of that we fund ongoing AI training, coaching, and appreciation benefits from our side, so the person keeps growing without needing to change jobs to do it. Before AI, keeping the same person 2+ years counted as great retention; now that an experienced person compounds even faster with AI, keeping them matters more than ever.

Question 6

How does the pricing work?

Accepted Answer

The example is simple: you pay $60/hr. It splits 75 / 25 — $45/hr to the hire, $15/hr to nuen. Ongoing AI training and coaching for the hire is included, funded from our side. The exact dollar split for your engagement is shown to you before any work starts.

Question 7

What payment terms do you offer?

Accepted Answer

Invoices go out every two weeks on net-15 terms, so billing tracks the work closely and nothing piles up. The hire is paid monthly by nuen, which gives us room to resolve any issues cleanly before payment goes out. One small note: if an engagement bills $2,500 or less in a month, we add a flat $60 processing fee to cover payment costs. Individual contractors remain responsible for their own local tax filings.

Question 8

Is there a minimum engagement length?

Accepted Answer

No. Fixed-length projects simply end when the scope is done. For dedicated engagements we ask for reasonable notice instead of a lock-in: one week for part-time, two weeks for full-time. And if it is genuinely not working in the first weeks, the 5-day replacement guarantee covers the swap.

Question 9

What if I need a larger team?

Accepted Answer

The 75 / 25 rule usually holds at team scale too — same math, just more lines. For larger deployments we are open to negotiating terms, as long as the structure keeps us lean enough to keep the model working for both sides.

Question 10

How are contracts and payments handled?

Accepted Answer

By nuen. You contract with and are invoiced by nuen — one clean biweekly invoice — and we run the contracts and the monthly payment flow to the hire, including the compliance documentation for international payments. You never contract directly with each contractor or manage payment logistics. Individual contractors remain responsible for their own local tax filings unless their engagement specifies otherwise.

Question 11

Can I hire the person directly later?

Accepted Answer

Yes. Transitions are supported with transparent buyout terms — no punitive lock-in. Full-time conversions use a clear salary-based fee, and fractional transitions use a fixed margin window. The math is in the contract from day one.

Question 12

Which roles can you hire for?

Accepted Answer

We started in engineering, where we have the most depth. The network now covers engineering, design, drafting, product, operations, HR & recruiting, customer support, and executive assistant roles across Latin America. The same 75 / 25 split applies regardless of role.

Question 13

Do you offer Spanish-first talent at a lower rate?

Accepted Answer

Yes — and it is worth being clear about why the rate is lower. In LATAM, English is a separate skill that raises a salary; it is not a measure of how prepared someone is. For engineering, design, drafting, and operations roles where the work does not require strong client-facing English, we match Spanish-first talent (with written or basic spoken English) at up to 40% off the hourly rate. Same vetting, same 75 / 25 split — you are just not paying for fluency the work does not need.

Question 14

Is AI training included?

Accepted Answer

Yes. Every engagement includes ongoing AI training, tooling, and coaching for the hire, funded from nuen's side of the split — no extra line on your invoice. Most industries are short on AI-ready talent today — this is how we make sure the person you hire through us doesn't fall behind, regardless of role.

Question 15

Where are the people based?

Accepted Answer

Across Latin America, in working hours that overlap with US teams. We have run staff augmentation for 10+ years, so communication, planning, and accountability stay close to you.

Question 16

What add-ons can I include in an engagement?

Accepted Answer

Common add-ons include continuous English coaching, private health insurance, and appreciation benefits (birthday and anniversary recognition, local cultural perks, team-building budget). Each is billed separately on top of the hourly rate — monthly or one-time depending on the add-on — and scoped when you book. If you need equipment, software licenses, or country-specific compliance support, we can usually wrap that in too.

Question 17

What about NDAs, IP ownership, and access controls?

Accepted Answer

Standard NDA is signed before any work starts, with mutual confidentiality and a work-product IP assignment in your favor on everything created during the engagement. Access is provisioned by you on your systems — the hire works inside your SSO, your repos, your secrets manager. Labor classification is handled as part of the contracting setup. We are happy to redline standard MSA language; what we will not do is sign anything that would walk back the published commercial terms.

Straight answers for skeptical buyers.

Working together

Pricing & billing

Talent & trust

Want the honest answer for your specific situation?