How It Works
From open role to hired teammate, without the guesswork
Four steps stand between you and a qualified hire. Every candidate you meet has already cleared a six-stage vetting process, which leaves you the one decision that matters: who to hire.
Scope the role
It starts with a short intake conversation. We ask what the person will do day to day, the hours they need to cover, the experience level that fits your budget, and how you'll know the hire is working out three months in. That last question matters more than it sounds. A lot of failed hires trace back to a role nobody defined clearly at the start.
We search and screen
We search our talent network for people whose background matches the role itself, beyond keyword overlap on a resume. Every candidate under consideration goes through recruiter screening, an English assessment calibrated to your role, a practical skills test, a structured interview, and a reference check, all before you see a single name. Most applicants don't make it through.
Meet a short, qualified shortlist
You get three to five candidates, each with a short summary of their background and why they fit what you described. You interview them directly, ask your own questions, and decide who moves forward. We never assign someone to your team, so the choice stays yours.
Hire and get to work
Once you choose, we handle the contract and the cross-border payment logistics, including international payroll. Your new hire starts working your schedule, under your direction, like any other member of your team, with a replacement guarantee behind the placement.
Talent Quality
Inside the vetting pipeline
Six stages. A candidate has to clear every one of them before their name reaches you.
- 1
Application
Candidates submit their work history, role preferences, and availability upfront. Applications that are vague about experience or unrealistic about the role get filtered out before a recruiter looks at them.
- 2
Recruiter Screening
A recruiter who knows the role type reviews what's left, checking real experience against the responsibilities you described.
- 3
English Assessment
We test spoken and written English directly, calibrated to what your role requires. A back-office bookkeeping role and a client-facing sales role call for a different bar, and we assess against the right one.
- 4
Role-Specific Skills Test
Candidates complete a practical exercise tied to the role: a written brief, a spreadsheet task, a mock client call. This is where skills claimed on paper either hold up or don't.
- 5
Interview
A structured interview looks at how someone communicates, how they handle an unclear question, and whether they show up prepared. Every candidate gets the same conversation, so you're comparing like for like.
- 6
Reference & Background Check
Before a candidate reaches your shortlist, we verify their work history with past employers. This step alone rules out a meaningful share of applicants.
What to Expect
Most roles are filled in 24 hours
Common roles move fastest. Specialized searches can take a little longer, and we tell you which one you're in before we start.
Common roles
Executive and admin assistants, customer service, marketing, real estate, finance and bookkeeping, HR, e-commerce
These roles draw from the deepest part of our talent network. You can meet your shortlist and make your hire within 24 hours of your consultation call.
Specialized roles
Medical, dental, insurance, legal and automation roles
The qualified pool is narrower and the vetting bar is higher, so these searches can run past 24 hours. We'd rather take a few extra days than send you someone who only looks the part.
If your role needs more than 24 hours, we'll give you a realistic estimate on your consultation call.
After You Hire
Our involvement doesn't end at the offer letter
Once someone joins your team, they work under your direction like any other hire. We stay close enough to help if you need it.
Onboarding support
We stay reachable in the weeks after you hire to help with onboarding questions, schedule adjustments, or anything else that comes up as the working relationship gets started.
Transparent billing
You're billed on a regular schedule, and everything is explained before you commit. The first invoice matches what you agreed to.
Replacement guarantee
Your agreement sets a guarantee period. If the hire doesn't last it, we run the search again and charge no second matching fee.
Before and after you hire
FAQ
Questions about the hiring process
Can't find what you're looking for? Our hiring team is happy to walk you through the details.
We talk through the role, the tasks you want to hand over, the tools you use, the hours you need covered, and your budget. That gives us what we need to build your shortlist.
Every candidate goes through six stages: application review, recruiter screening, an English assessment, a role-specific skills test, a structured interview, and a reference check.
Yes. A short, paid trial task that mirrors the real work is a good way to compare finalists. Mention it on your call, and we'll let candidates know to expect it.
Tell us what was missing. We use that feedback to adjust the search and introduce more candidates who fit better.
Logins for the tools they'll use, a list of first tasks, and any templates or checklists you already have. Short written steps for recurring work make the first few weeks much smoother.
To you, or to whoever you choose on your team. They follow your schedule and direction, while we stay available for contract and support questions.
If a placement doesn't work out within the guarantee period in your agreement, we run the search again without a second matching fee. The exact period is written into your agreement.
Get Started
Talk your role through with our team
Tell us about the role, and we'll walk you through exactly what your search will look like.
