Nearshore Developer Jobs (NOW HIRING)

Perform (totalperform.com) is an AI, consulting, and engineering firm based in Milton, GA. We help enterprise clients in healthcare, banking, and other regulated industries ship the AI strategies they've been talking about, across four service lines: AI & Automation, Consulting, QA & Testing, and Nearshore Engineering Talent.

This role sits inside the Nearshore Engineering Talent practice. We are not a generalist staffing firm. We sell the engineers who make AI investments work, AI/ML engineers, data engineers, senior architects, security engineers, and platform specialists, at nearshore rates that make them a fraction of US hiring costs. Our recruiters are paired with sales, so the talent answer is already in motion when you walk into a client conversation.

This is a quota-carrying hunter role, reporting directly to the CEO. We don't hand you a lead list, you build your own pipeline. You own staffing revenue creation from prospecting through close, with an offshore team to multiply your reach:

• Self-sourced new-logo selling. You prospect, you book your own meetings, you close. We don't have an inbound lead flow to hand you, this role exists because we need someone who can build pipeline from nothing against companies hiring AI/ML and Data Engineers.
• Using the offshore team as leverage. A dedicated offshore team supports your hunt with list-building, research, LinkedIn outreach, cold email, and job-board / req monitoring. They multiply your reach; they don't replace your hunting. You direct them.
• Scoping implementers into Production deals. When a Production-tier AI or Consulting deal arises, you scope nearshore implementation hours into it, the engineers who integrate the agents and build the data pipelines. Secondary to your hunting, but real revenue when it appears.
• Owning the deal end-to-end. Discovery, scoping, role definition with our recruiters, pricing, negotiation, close. You quarterback; the recruiters deliver the talent.
• SOW discipline. Clean scoping, clear acceptance criteria, and change-order discipline on every engagement. We've learned these lessons the hard way and won't repeat them.
• Defending against the 'AI replaces developers' objection. We have a clear answer and you'll be trained on it. You deliver it credibly, every time, and lead with the roles AI doesn't replace.
• Walking away from the wrong deals. If a prospect wants mid-level full-stack devs or manual QA, you have full discretion to propose role conversion (AI/ML or Data Engineer seats) or walk away. We don't discount into commodity staffing.

This role reports to the CEO. The scorecard below is how your effectiveness is measured, outcomes first, with leading indicators so progress is visible before revenue lands. Specific targets are set with you at hire.

How you'll be measured

What good looks like (targets set with you on hire)

New-logo bookings

Closes net-new staffing logos in Lead-tier roles (AI/ML, Data Engineering, senior architects, security, platform) from self-sourced pipeline.

Self-sourced pipeline

Builds a credible pipeline through own prospecting within the first quarter, not waiting on inbound or handed-over leads.

Prospecting activity (leading)

A consistent weekly cadence of outbound touches and first meetings booked from own effort.

Offshore leverage (leading)

Directs the offshore team well, lists, research, sequencing, to multiply reach.

Attach (where present)

Scopes nearshore implementers into Production-tier AI/Consulting deals when they arise

SOW discipline

Signed engagements have clean scope and acceptance criteria, minimal scope disputes or uncontrolled change.

• Day 30: Trained on the offering and the positioning. Target list built, outbound cadence live, offshore team directed.
• Day 60: Pipeline building from your own prospecting effort. First opportunities in real stages.
• Day 90: First new-logo close, and a self-sourced pipeline credible enough to forecast.

This role is for a genuine hunter who has built pipeline from nothing, someone who has sold staffing or staff augmentation before and is comfortable owning prospecting end to end. There is no inbound lead flow here; if you need leads handed to you, this isn't the role. We're flexible on years of experience if the substance is there.

• A real hunter. You've built pipeline from a standing start, cold outreach, self-sourced meetings, your own prospecting engine. This is the single most important requirement.
• Sold staffing or staff-aug before. You've quoted bill rates, you understand margins, you've closed contractor placements. We're not training you on the model.
• Comfortable selling technical roles. You can talk to a CTO or VP of Engineering about AI/ML pipelines, data infrastructure, or platform engineering credibly. Not an engineer, but you won't get rolled by one.
• Outcome-oriented, not seat-oriented. You sell the work the client is trying to get done. "We can put two engineers on your AI agent rollout in three weeks" beats "we have AI/ML engineers available."
• Comfortable in a small-team environment. You'll have real support, recruiters, content, an offshore team to multiply your reach, but you build and iterate, not wait for a playbook.
• Honest about fit. You'd rather walk from a bad-fit deal than discount into one we'll regret delivering.

• Base + commission. Quota and OTE discussed in interview, calibrated to experience.
• Fully remote, US-based. Some client travel as deals warrant.
• Recruiting team paired with you from day one, the talent answer is already in motion when you walk into a client conversation.
• A dedicated offshore team to multiply your reach, lists, research, and outreach volume, so your hunting goes further.
• Direct partnership with the VP of AI on Production-tier deals, in the room when AI strategy gets scoped.
• A clear, differentiated story to sell, reporting straight to the CEO.

Most nearshore staffing firms are in defensive mode. Mid-level developer demand is shrinking and the firms built on cheap full-stack devs are watching that revenue evaporate. We've repositioned around the roles AI doesn't replace, and we recruit those roles on an evergreen basis, so the talent supply is already there.

This is the right role for someone who wants to sell something genuinely useful into a market that's actively shifting. Buyers are looking for the answer to "how do we staff our AI initiative." We have it. Your job is to get in front of more of them.