As U.S. companies continue to rethink how—and where—they hire, nearshore talent is moving from “alternative option” to mainstream strategy. One company riding that shift is Near, which this week announced it has been named a G2 High Performer across four categories: Staffing Agencies, Recruiting Agencies, On-Demand Staffing, and Recruitment Process Outsourcing (RPO).
The recognition is based entirely on verified customer reviews, and it puts Near in notable company on one of the most influential B2B software and services marketplaces. With a 4.8-star rating from 115 verified reviews, Near has supported more than 700 companies, including Function Health, Expensify, and Deel—brands that know a thing or two about scaling distributed teams.
For HR and talent leaders under pressure to hire faster, spend smarter, and still deliver quality, the timing of the recognition is telling.
Why G2 Recognition Still Matters in Staffing
Unlike analyst reports or self-submitted awards, G2 rankings are driven by customer sentiment—specifically satisfaction, ease of doing business, quality of support, and likelihood to recommend. To earn High Performer status, companies must meet strict review volume and satisfaction thresholds while demonstrating growing market presence.
In staffing and recruiting, where promises often outpace delivery, verified customer feedback carries real weight. Near’s placement across four categories suggests consistency—not just in sourcing talent, but across the full hiring lifecycle.
That lifecycle focus is what customers reference most often in their reviews.
Full-Service Hiring, Not Just Candidate Matching
One recurring theme in Near’s G2 feedback is its end-to-end service model. Rather than stopping at candidate sourcing, Near manages the entire hiring process, including vetting, onboarding, payroll, compliance, benefits, and retention support.
“I appreciate the comprehensive package offered by Hire with Near,” wrote one verified reviewer. “This all-inclusive approach saves us significant time and money in recruiting and hiring candidates from overseas.”
This model reflects a broader shift in how companies approach global hiring. As compliance, worker classification, and payroll complexity increase, many HR teams are opting for partners that remove operational friction—not just recruiters who deliver resumes.
In that sense, Near operates closer to a global hiring infrastructure provider than a traditional agency.
Speed as a Competitive Advantage
If there’s one metric that jumps off the page, it’s time-to-hire.
Near reports that while typical U.S. hiring timelines stretch three to six months, it delivers shortlists in three to five days, with most customers making hires in under three weeks.
That speed shows up repeatedly in customer feedback.
“I find their dedication to hiring under 21 days particularly valuable,” one reviewer noted, pointing out how faster hiring helped fill critical gaps and support customers more effectively.
In today’s labor market, speed isn’t just about convenience. Delayed hiring translates directly into missed revenue, burned-out teams, and stalled projects. Near’s emphasis on rapid turnaround aligns with a growing expectation among hiring managers: recruiting should move at the pace of business.
Cost Efficiency Without the Offshore Tradeoffs
Cost remains a major driver of nearshore hiring, and Near doesn’t shy away from that reality. Several reviewers highlighted pricing as a deciding factor, particularly compared to U.S.-based recruiting firms or broader global outsourcing platforms.
“I appreciate Hire with Near primarily because of their compelling pricing structure,” one customer wrote. “The cost factor is significant for our business decisions.”
What’s notable is how Near positions cost savings alongside quality and alignment—not as a tradeoff. Unlike offshore models that rely on large time-zone gaps, Near focuses exclusively on Latin America, including Argentina, Brazil, Colombia, Costa Rica, and Mexico.
The result: real-time collaboration during U.S. business hours, stronger cultural alignment, and fewer communication barriers—benefits that are increasingly non-negotiable for distributed teams.
A Broad, Cross-Functional Talent Network
Near’s talent network spans nearly every major business function, including:
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Finance and accounting
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Sales and customer success
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Software engineering and IT
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Operations and marketing
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Design and virtual assistance
That breadth matters. Many nearshore providers specialize narrowly—often in engineering alone. Near’s cross-functional approach allows companies to build entire teams in-region, rather than stitching together vendors for different roles.
The company reports a 97% placement success rate and a 9.1 out of 10 client satisfaction score, metrics that reinforce its ability to deliver consistently across disciplines.
Vetting That Goes Beyond the Resume
Quality assurance is another area where customers say Near stands out. Reviews frequently reference its vetting process, which includes not just technical screening, but candidate videos that allow hiring teams to assess communication skills, professionalism, and personality before interviews.
“They are quick to present candidates and have a thorough vetting process,” wrote one reviewer. “This includes sending you videos of the candidates.”
In a remote-first hiring world, those signals matter. Hiring managers want more than a skills checklist—they want confidence that candidates can collaborate, present ideas, and integrate smoothly into existing teams.
Nearshore Hiring Goes Mainstream
Zooming out, Near’s G2 recognition reflects a larger workforce trend. Nearshore hiring—particularly in Latin America—is no longer a niche strategy reserved for startups or cost-cutting exercises. It’s becoming a core part of how U.S. companies scale.
Tight domestic labor markets, rising salary expectations, and ongoing skills shortages are pushing employers to look beyond borders. At the same time, improved tooling, compliance frameworks, and distributed work norms have lowered the barrier to global hiring.
Near’s focus on Latin America aligns with where demand is heading: regions that offer strong talent pools, overlapping work hours, and cultural proximity.
What Customers Say They Value Most
According to Hayden Cohen, CEO of Near, the company’s growth has been driven less by geography and more by trust.
“Our customers consistently tell us they value clear communication, fast follow-through, and having a recruiting partner who actually listens,” Cohen said. “Hiring globally can feel uncertain, and our job is to take that uncertainty off their plate.”
That sentiment mirrors what HR leaders increasingly want from external partners: fewer surprises, clearer accountability, and outcomes that align with business goals.
The Bottom Line
Near’s G2 High Performer status across four staffing categories isn’t just a badge—it’s a signal. It reflects how quickly nearshore hiring is becoming normalized, and how expectations for recruiting partners are rising in parallel.
For U.S. companies navigating growth amid uncertainty, the appeal is clear: faster hiring, predictable costs, real-time collaboration, and talent that integrates seamlessly into distributed teams.
As demand for nearshore talent continues to climb, providers that can combine speed, quality, and operational simplicity will stand out. Near’s latest recognition suggests it’s positioning itself squarely in that category.
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