From first call to first day in about a week
Four steps, and we carry three of them
Tell us what you need
A short call, usually thirty minutes. We want to understand the role, the skills that actually matter, the hours you need covered and the sort of person who would fit the way your team works. We will also tell you honestly if we think offshore is the wrong answer for what you are describing, which happens often enough to be worth saying. You are not committing to anything on this call.
We source and vet
This is the part that would otherwise eat your weeks. We work our talent network in the Philippines, screen against the brief rather than against a keyword, run practical assessments where the role calls for it, and check English fluency properly because it is usually the thing that matters most. You get a shortlist of people we would be comfortable hiring ourselves, not a list of everyone available.
You interview and choose
You meet the shortlist and run your own process, however you normally do it. Ask what you would ask any candidate. Set a task if that is how you hire. The decision is entirely yours and we would rather you passed on the whole shortlist than settled, because a placement that does not fit costs both of us more than another round of searching.
We onboard and stay involved
Contracts, equipment, payroll, tooling and workspace are handled by us. Your team member starts fully set up on day one. From there our HR team stays involved with them and we stay in contact with you, because the point of this model is that the placement lasts rather than that the seat gets filled.
Who does what, plainly.
We handle
You handle
The short version is that we are the employer and you are the manager. You get the working relationship without the employment administration, and your team member gets a real job with real conditions rather than a gig.
Seven to Ten Days Where the Time Goes
Needs Calibration
Sourcing & Vetting
Selection & Interview
Signed Hire & Launch
The part most providers stop caring about
Plenty of offshore companies do a decent job of placing someone and then disappear. That is the point where the model usually breaks, because the placements that fail rarely fail in week one. They fail in month four, when nobody has checked in and small problems have had time to compound.
So we stay involved. Your team member has HR support, a career path and someone to raise problems with that is not you. You have a point of contact who knows your account and will tell you when something needs attention rather than waiting for you to notice. If performance slips we deal with it together, early, while it is still fixable.
That is the entire reason our average placement runs 2.8 years while much of this industry measures tenure in months.
Empowering Teams, One Dedicated Pod at a Time, Every Day
7 to 10 days
2.8 years
50 to 75%
Frequent Inquiries
How long does the whole process actually take?
Seven to ten days from the first call to a hired team member is typical, with onboarding happening after that without delaying a start. Senior or highly specialised roles take longer, sometimes two to three weeks, because the pool is smaller and the screening is deeper. We will tell you which one you are looking at during the first call rather than promising a week and then explaining a delay.
What if we do not like anyone on the shortlist?
We go back and search again. It costs you nothing and it happens occasionally, usually because the brief was not as clear as either of us thought. A second round is a much better outcome than hiring someone who was the best of a weak shortlist, and we would rather absorb the extra work than place someone who leaves in three months.
Do we get to interview candidates ourselves?
Yes, always. We shortlist, you decide. We would be suspicious of any provider who assigns you a person rather than letting you choose, because the fit between your team and theirs is the thing that determines whether the placement lasts, and you are far better placed to judge that than we are.
What happens if the placement does not work out?
We replace them. More usefully, we work hard to stop it happening, because replacements cost us more than they cost you. If someone is struggling we would rather know at week six than month six, which is why we stay in contact rather than placing and disappearing.
Who actually employs our team member?
We do. Your team member is a properly employed member of our Manila delivery centre with an employment contract, statutory benefits and HR support. You direct their work day to day, we carry the employment obligations. That is a materially different arrangement from engaging a contractor through a freelance platform, and it removes the worker classification risk that catches out companies who arrange offshore help themselves.
Do we need to change how we work?
A little, and it is worth being honest about it. Offshore team members work best with clear written context, so if your normal habit is to hand things over verbally in passing, expect some friction in the first month while that changes. Most teams adjust quickly and end up better documented for it. The businesses that struggle are the ones unwilling to make that adjustment at all.