rlhf services library: every entry

What should a busy buyer read first?

Choose the role before comparing providers. Write down the work the person will own and who will review it.

• RLHF services overview: start with the buying decision.
• RLHF annotator and AI trainer: scope response ranking and training work.
• Model evaluation specialist: plan an evaluation hire.
• Coding agent trainer: define coding-focused work.
• AI safety researcher: frame a research role.
• How to choose: prepare your provider shortlist.

Bring the same role description to each provider. Ask candidates to explain a judgment call from a work sample, including what would change their answer.

What does the hiring data tell you?

SHRM puts median time to fill in 2025 at roughly a month and a half for executive and nonexecutive roles. Its clock runs from job requisition to offer acceptance. Treat that as broad hiring context when planning an RLHF search.

Ask providers to define their own clock. A shortlist date, an accepted offer, and a first working day are separate milestones.

• Cost: prepare a budget and compare quote scope.
• Hiring process: map the steps to a hire.
• Delivery: plan how work will be assigned and reviewed.

Keep your target start date separate from the provider's hiring estimate. Allow time for access setup and a reviewer to teach the scoring rules.

How should you compare hiring models for Latin American teams?

Use the model guides to settle who finds the person, handles employment, and directs the work. Put those responsibilities in writing before comparing monthly totals.

• Hiring models: compare ways to hire and employ.
• Managed teams: examine who owns delivery.
• Business process outsourcing services: review a process-based scope.
• IT outsourced services: examine adjacent technical support needs.

For staff augmentation, ask which manager on your team will review daily work. For a managed service, ask the provider to name its delivery owner and define acceptance criteria.

Use the Argentina, Brazil, Colombia, and Costa Rica guides when discussing a proposed location. Confirm the person's working hours and the employment arrangement for that country.

What should you ask a provider before signing?

Ask for a sample review workflow. Give the provider a safe example task and ask how it handles conflicting ratings. Specify who resolves disagreements and how corrected work returns to your team.

Use these entries during diligence:

• Interview loop: plan the hiring decision.
• English assessment: test the communication the role needs.
• IP, security and devices: prepare access and ownership questions.
• Compliance: review employment responsibilities.
• Contract checklist: check terms before signing.
• Glossary: clarify unfamiliar terms.
• FAQ: resolve broader buying questions.

If the proposal includes an RLHF platform, ask to see how reviewers leave feedback and export results. For software development services, specify who owns the code and accepts each deliverable.

Where does Opus fit?

This site is an Opus-owned reference; recommendations are editorial.

Opus states: "The client chooses the finalist and manages day-to-day work." Its hiring process describes that division of responsibility. Decide who on your team can manage the hire before opening a search.

Talk to Opus about a role.

Opus charges one flat monthly rate per hire. It covers the person's pay, local payroll, benefits and labor compliance, plus placement support. There is no separate recruiting fee. The rate depends on role, seniority and location. See pricing.

Dollar rates: Not published. Ask for a written quote for your role.

For site context, read about, methodology, and the entity map.

Talk to Opus about a role.

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