Meet your next nearshore hire today.
Pre-vetted people for U.S. solar, storage, EPC and AI operations. Watch the interview before you decide.
Try it: how much would you keep?
Pick the role you are thinking about hiring. We show what it costs in-house in the U.S., what the same role costs with Kurios, and what stays in your pocket. Example figures — your real numbers come out of the first call.
Every profile arrives AI-equipped, licence included
Other nearshore firms send you a person and a résumé. Kurios sends a person who already works with agents — with the Claude or Codex seat paid for, the agent stack built, and the automation architecture documented. On day one they are not learning your tools; they are running workflows on them.
That is also why the filtering is different: candidates are screened on how they work with AI, not just on their CV. The ones who cannot, do not make the catalog.
Screened on how they use AI
Candidates run a live task with an agent during selection. We watch how they prompt, verify and catch a wrong answer — not whether they can name a model.
Trained on your stack, with agents in it
During onboarding we build the agents the role needs — research, drafting, triage, reporting — inside your tools, and document them.
The architecture stays with you
If the person leaves, the automations, prompts and playbooks remain in your account. You are buying capacity plus infrastructure, not a seat warmer.
Three reasons U.S. energy and AI teams hire nearshore
Not the marketing version. The three things that actually change when a trained person on your clock joins the operation.
Capacity you can actually get
The constraint in 2026 is not budget, it is people. 86% of U.S. solar employers report difficulty filling open positions, and 47% say hiring directors and supervisors is a significant hurdle. The industry is roughly 53,000 workers short of what the 2026 installation targets require. Kurios puts a trained person in the seat in 14–21 days; the U.S. average time to fill is 36–44 days, and 40–60 for technical roles.
A cost structure that lets you add roles
A $130k base salary becomes $180k–210k in year one once you add payroll tax, benefits, 401(k), PTO and recruiting fees. The nearshore equivalent runs 40–65% below that, all-in — $35,000 to $80,000 saved per person per year. The point is not the discount: it is that the third coordinator, the second permitting engineer and the analyst you keep deferring all become affordable at once.
The same working day, not a handoff
When it is 9:00 AM in New York it is 9:00 AM in Bogotá — and 7:30 PM in India, 10:00 PM in the Philippines. That is the difference between a teammate who joins the 8:30 stand-up and answers the AHJ portal the same afternoon, and a ticket queue you read the next morning. 60% of enterprise leaders rank same-time-zone work as very important, and it is the single reason most offshore back-office experiments fail.
The ten questions every buyer asks us
These are the real ones, from real calls — including the three that usually kill a deal quietly. Each answer starts with the part that is actually true.
01Will their English actually be good enough for my customers?
Colombia averages 480 on the EF English Proficiency Index — rank 76, "moderate", just below the global average of 488. That is the honest number, and it is the wrong one to hire on: it describes 50 million people, not the person you are considering. Every profile in the marketplace carries a verified CEFR level (C1 or C2 for anything customer-facing) and a recorded interview you watch before you commit. Three profiles sitting at A2 today are marked "in English acceleration" and are not shown to English-speaking clients at all.
02I tried offshore before and it failed. Why is this different?
Most of those failures were structural. A 10–13 hour time gap, a vendor who supplied a body instead of a defined role, and no training on your actual workflow. Bogotá runs on New York time, the role is scoped before anyone is sourced, and the person is trained on your CRM, your tools and your AI stack before they meet your team. A LATAM hire on your clock is a different model, not a cheaper version of the same one.
03How do I manage someone I never see in person?
The same way you manage anyone: by output you can inspect. Every deployment starts by defining what the role owns, what success looks like and which numbers get reported weekly. Tickets closed, permits submitted, appointments booked, RFIs cleared — in your systems, not in a vendor dashboard. If a role cannot be described that way, it is not ready to be filled by anyone, remote or not.
04My work is too technical and too jurisdiction-specific.
Partly true, and worth saying out loud: a nearshore engineer will not stamp your plan set and will not replace your PE. What they do is prepare the package, run the AHJ portal, chase revisions and keep the permit tracker current, so your licensed staff only reviews and signs. AHJ knowledge is built during onboarding on your top jurisdictions, and kept in a playbook that stays with you.
05What happens to my customer data and my IP?
NDA before any full profile is shared, individual confidentiality agreements with every deployed person, access through your own systems under your own permissions, and nothing stored on Kurios infrastructure. You revoke access the same way you would for an employee: in your admin console, in one click.
06Am I creating an employment or misclassification problem?
Not if the structure is right, and you should ask to see it before signing. Kurios City LLC is a U.S. entity. You contract with the LLC for a service; the person is engaged in-country under local law with payroll, taxes and benefits handled there. You are not their employer and you are not registering an entity abroad. Any partner that hesitates on this question is the wrong partner.
07What if they quit in six months?
Attrition is real in this market and nobody should promise it away. What changes the odds: the person is paid a competitive local wage rather than the floor, they work one account instead of being rotated, and they are trained into a career track. If someone does leave, the replacement is on us and the documentation, prompts and automations stay in your account — the next person starts from the playbook, not from zero.
08Who pays for the AI licences and tools?
We do. Every profile ships with a Claude or Codex seat included in the monthly fee, plus the agent stack built for that role and the automation architecture documented in your account. You are not adding USD 250–600 a month of AI tooling on top, and if the person leaves, the architecture does not.
09What if I need to scale down?
Month-to-month after the first 90 days, with 30 days notice. You are not signing a headcount you have to defend for a year. Scaling down is a conversation, not a penalty — and the process documentation for that role stays with you either way.
10How fast can someone realistically start?
Fourteen to twenty-one days for a role already in the marketplace: about a week to select and confirm, then one to two weeks of training on your stack before day one. If the role does not exist in the catalog yet, sourcing adds seven to ten days. Anyone promising you Monday is skipping the training, and that is where remote hires actually fail.
Still not convinced? See where Kurios is the wrong answer — six situations where we tell people not to hire us.
Know someone? Get paid when it works.
Two ways to earn, and they pay differently on purpose. A candidate is a one-time placement. A company is recurring revenue — so that one pays you every month they keep billing. No cap, and we tell you the outcome either way.
Explore by role and by industry
Every role has its own page with what it owns, the tools it uses, the cost against a U.S. hire and who is available right now.
Roles we build
By industry
- Nearshore teams for Solar & EPC
- Nearshore teams for Energy Storage
- Nearshore teams for Utility-Scale & Grid
Before you decide
- Nearshore recruiting, explained
- Nearshore teams for energy storage
- Utility-scale and grid support
- Hire nearshore customer support
- Hire a nearshore operations assistant
- LATAM staffing: what to know first
- Hiring remote workers in Colombia
- Hiring remote workers in Mexico
- Staffing a Texas solar team
- Staffing a California solar team
- Staffing an Arizona solar team
- Staffing a Nevada solar or storage team
- Staffing a New York solar team
- English levels, and what they mean
- Nearshore vs offshore
- Staff augmentation explained
- Employer of Record, explained
- Nearshore hiring glossary
- About Kurios City
- Is nearshore staffing worth it?
- What a U.S. hire really costs
- How nearshore hiring works, step by step
- Nearshore LATAM vs the Philippines
- What a U.S. hire really costs in 2026
- Executive search for energy operators
- Referral program
- Work with U.S. teams from LATAM
What you can verify before you commit
We are not going to show you quotes you cannot check. Here is what is verifiable about every profile in the marketplace, today.
A recorded interview
Every profile carries a real interview the person recorded. You watch it before you shortlist. You are judging a person speaking, not a résumé a recruiter rewrote.
A verified English level
CEFR-tested, not self-reported. Anyone below B2 is marked "in English acceleration" and is never shown to English-speaking clients.
The full cost, broken out
The calculator shows the U.S. employer burden line by line — payroll taxes, health, 401(k), PTO. Check the numbers against your own payroll.
Free replacement
If the person is wrong for the role, the replacement costs nothing and the documentation, prompts and automations stay in your account.
Worked with Kurios? Leave a review.
Reviews appear only after they are checked against an active engagement, with the reviewer's name, role and company. That is why there are none here yet.
"We needed more support capacity without turning every need into another expensive full-time hire. Kurios changed the math."Founder, Good Faith Energy · Solar · Texas