LATAM IT Talent Performance Evaluations
A data-driven framework for nearshore LATAM engineering performance, growth, and promotion readiness.
L1–L4 runway • BARS (behavior-anchored) • Quarterly diagnostics • Language-fair • Expert-reviewed
Performance management is broken. We’re fixing it.
Traditional reviews are backward-looking and biased. We don’t “review”—we diagnose.
TeamStation runs evidence-based, level-calibrated evaluations so nearshore LATAM engineers get a fair runway to grow—and your org gets reliable performance data you can act on.
8-year proprietary corpus • 12,000+ technical interviews • Expert-in-the-loop
Signal over noise
We isolate true capability from interview nerves, cultural phrasing, and unconscious bias using language-fair calibration and outcome-focused scoring.
Evidence over opinion
Every rating is anchored to observable behaviors via BARS (behaviorally-anchored rating scales). No vibes—just evidence.
Growth over judgment
Each cycle identifies one high-leverage growth vector (next-level behavior) and ties it to L1–L4 expectations and promotion signals.
Partnership over vending
Performance lives in a system. Our Partnership Health Check surfaces process/documentation friction so both sides improve.
The L1–L4 Talent Runway for Nearshore LATAM Engineers.
Level-calibrated expectations, behavior-anchored ratings, and clear signals for promotion readiness.
L1 Proficient
Guided contributor
Contributes on component-level tasks with guidance; follows standards reliably.
Evaluation
Consistently demonstrates L2 independence on small features.
L2 Mid
Independent feature owner
Owns and ships features end-to-end—design → build → test → release.
Evaluation
Leads a cross-component project to L3 standards.
L3 Senior
Leads complex projects
Orchestrates cross-component delivery, raises standards, mentors others.
Evaluation
Shapes team-wide architecture/standards consistently (L4 signal).
L4 Expert
Org-level architect
Sets technical strategy across teams; simplifies complexity at scale.
Evaluation
Sustained org-level impact aligned to business goals.
The TeamStation–Client Diagnostic.
A standardized, level-calibrated instrument. Every cycle we capture evidence, score behaviors with BARS, and deliver a single growth vector plus promotion signals you can act on.
Auditable rubric • Language-fair calibration • Expert review
Scales & signals
What we measure (BARS by competency)
BARS is a cognitive forcing function. It redesigns the task to prevent the brain from taking the easy way out.
Technical craftsmanship & quality
Robust design, correctness, maintainability.
Proactive ownership & agency
Risk surfacing, task slicing, on-time delivery.
Communication & collaboration
Clear docs/PRs; accelerates team alignment.
Adaptability & systems integration
Speed to become effective in your stack.
Security & compliance mindset
Defaults secure; flags vulnerabilities early.
What is "BARS"?
Behaviorally Anchored Rating Scales: a scoring method where each rating point is tied to a concrete, observable behavior for a specific level (L1–L4). This reduces opinion drift, improves fairness (incl. ESL/communication differences), and makes feedback actionable.
We calibrate BARS to the engineer’s current level; consistent next-level behavior triggers promotion signals.
The expert’s skill is not a single thing, but a large, indexed library of patterns. The expert is not just ‘smarter’—they have a different kind of knowledge, organized for action.
Herbert Simon, Nobel Laureate and a founding father of Artificial Intelligence and Cognitive Science
Why it matters
Mini example — Communication (L2 target)
Quarterly rhythm, clear artifacts.
A predictable cadence from onboarding baseline to quarterly diagnostics and annual synthesis—each with concrete deliverables.
Time-to-Productivity • Cycle-time Δ • Defect rate Δ • Stakeholder NPS • Promotion throughput
What you receive every cycle
Days 0–90: Onboarding baseline
Purpose: Establish L1–L4 fit, expectations, and early momentum.
Activities: Access + environment ready, role brief, success criteria, docs gaps identified.
Quarterly diagnostic (Q1, Q2, Q3, Q4)
Purpose: Evidence-based evaluation tied to current level and responsibilities.Activities: Evidence capture → BARS scoring → synthesis & review.
Project-end debrief (as needed)
Purpose: Convert delivery into learning and durable signals.
Activities: Retro artifacts, PRs, incident review, stakeholder feedback.
Annual synthesis
Purpose: Long-horizon view across the year; calibration for level changes.Activities: Aggregate diagnostics, trend analysis, business outcomes.
Partnership Health & Process Check
Performance lives inside a system. Each cycle we run a light diagnostic on the environment so engineers can execute at full potential.
KPI focus: Onboarding TTP ↓ • Review latency ↓ • Unblocked PR rate ↑ • Incident repeat rate ↓
Onboarding & documentation
Process & communication
The Synthesis: signal from the noise.
Clear decisions each cycle: proven strengths, one growth vector, and a promotion signal.
Key strengths
1–2 behaviors with repeat evidence (PRs, designs, incidents prevented).
Evidence-linked; mapped to level expectations.
Primary growth vector (next quarter)
One focus that unlocks next-level behavior; success criteria included.
Actionable, owned, time-bound.
Promotion readiness signal
Yes / Not yet — with rationale tied to BARS examples.
Requires consistent next-level behaviors across cycles.
Snapshot checklist
Overall snapshot
Exceeds / Meets / Needs development
Evidence links
PRs, tickets, docs (1–3 best examples)
Reviewer coverage
Manager + TeamStation expert (HITL)
Next review date
(auto-set to next quarter)
Partnership Note
Any environment fixes to unblock speed
Watch: Best Practices in Nearshore Development (3 min)
Watch: Navigating Legal Issues in Nearshore IT (5 min)
Methods & Metrics (CTO Appendix)
Titles only. Full details in briefing calls and under NDA.
1) Evaluation Methods
Structured behavioral interview rubric
BARS (level-calibrated)
Semantic chunking in RAG
Staged / multi-step prompting
Expert-in-the-loop adjudication
Cross-review reconciliation
Evidence locker linking2) Reliability & Validity Signals
Inter-rater agreement tracking
Calibration sessions (quarterly)
Drift detection & re-anchoring
MCI (confidence calibration)
Adverse impact monitoring3) Bias Controls & Fairness
ESL/clarity normalization
Content-free behavior anchors
Prompt neutrality checks
Role/level expectation separation
Appeals & re-review pathway4) Operational Metrics
Time-to-Productivity (TTP)
Review throughput & coverage
PR review latency median
Unblocked PR rate
Incident repeat rate5) Security & Data Handling
PII redaction & least privilege
Encrypted artifacts at rest/in transit
Access logging & retention windows
Customer-owned SSO option6) Cadence & SLAs
90-day onboarding review
Quarterly performance check-ins
Annual strategic review
Expert review coverage ≥95%
Turnaround ≤5 business days
Details available in the technical brief. Request the appendix in the demo.
Proof & SLAs
Expert-in-the-loop coverage per cycle
≥ 95%
Review CoverageBusiness days from interview to decision packet
≤ 5
TurnaroundCalibration Cadence
1/4
Quarterly
Findings mapped to PRs / tickets / docs
100%
Evidence LinkingMeasured at 30/60/90 days; trends shared quarterly
30 to 90
Time-to-Productivity (TTP)Performance & evaluation: common questions
Look through the answers to the most popular questions of our customers. Didn’t find what you need? Just send us a request and we will get in touch with you shortly.
Q1. How do you reduce bias—especially for ESL engineers?
A. We use behavior anchors (BARS), clarity-normalized prompts, and semantic chunking to evaluate what was demonstrated, not accent or jargon. Experts cross-review and reconcile.
Q2. What’s the cadence and how much manager time is needed?
A. 90-day onboarding review, then quarterly check-ins. Manager effort is ~20–30 minutes per engineer per cycle (evidence links + quick rubric).
Q3. Can this plug into our tools (Jira, GitHub, GitLab, Azure DevOps)?
A. Yes. We can customize a read-only access to pull evidence links from your workflow (PRs, tickets, docs). Nothing changes about how your team ships—evaluation reads the trail.
Q4. How do you handle data security and privacy?
A. PII redaction, least-privilege access, encrypted artifacts at rest/in transit, access logs, and defined retention windows. SSO and customer-owned storage options available.
Q5. How do promotion signals work?
A. “Yes / Not yet” is tied to repeated next-level behaviors across cycles—documented with BARS examples and links to real work. No opinion-only verdicts.
Turn interviews into predictable performance outcomes
Evidence-based evaluations, clear growth vectors, and nearshore teams that deliver.