Straight answers, before you commit.

It starts with a short discovery call. We map the role, the must-have skills, the timezone overlap you need, and how your team works, then scope it precisely. From agreement to an embedded, vetted hire is usually 10 to 20 days.

Most roles go from first call to embedded hire in 10 to 20 days. You can typically expect a shortlist of vetted finalists within about a week of the agreement. Highly specialized or senior roles can take a little longer, because we would rather present the right candidate than a fast wrong one.

Six service lines — specialized staffing, back office support, marketing and social media, accounting and finance, IT and technical support, and data and analytics — covering everything from virtual and executive assistants to bookkeepers, customer support, software developers, and sales development reps.

Engagements are designed to scale with you. We will walk you through the term, the replacement-guarantee window, and how to scale up or wind down during your discovery call, so there are no surprises and no lock-in you did not agree to.

Every candidate clears skills testing, an English-fluency assessment, and background and reference checks before they reach you. You interview a shortlist of vetted finalists — never a raw résumé pile — and you make the final hiring decision.

Yes. English fluency is part of our screening, and both of our talent regions — the Philippines and Latin America — have deep pools of professionals who work fluently with US teams every day.

A US-based account lead owns the relationship and runs regular check-ins on performance. If a placement is not meeting the bar within the contract period, we replace them at no additional placement fee — the quality risk sits with us.

No. We carry the entities, contracts, local employment compliance, payroll, and taxes. You get world-class talent without opening an overseas entity or taking on misclassification risk — and you receive one clean US invoice.

We handle paying your offshore team member in their local jurisdiction, in compliance with local law. You receive a single, transparent invoice in US dollars — no multi-currency reconciliation and no hidden markups.

We manage the employment relationship and the compliance that comes with it, so you do not carry the legal and tax exposure of a direct foreign hire. We will walk you through exactly how the engagement is structured before you start.

We offer unlimited replacements within the contract period. If a placement is not the right fit, we source and vet a replacement at no additional placement fee. The risk of a bad hire is ours, which is exactly what makes us accountable for the match.

A US-based account lead — your single point of contact in the United States — owns onboarding, check-ins, performance, and any escalation, in your timezone and working style. You get offshore talent with onshore accountability.

Yes. Many clients start with one role and grow from there. Because we already know your business and your bar, adding the next hire is faster each time — and we can adjust the team as your needs change.

We staff from the Philippines and Latin America. The Philippines offers a deep, English-fluent support and back-office pool and follow-the-sun or US-night-shift coverage; Latin America offers real-time overlap with US business hours and strong developer and bilingual talent.

We match your hire to your working hours. When you need real-time overlap, we lean toward Latin America or a daytime-overlap schedule; when you want work handed off overnight, the Philippines provides follow-the-sun coverage. The schedule is part of how we scope the role.

It depends on the role, the hours you need covered, and your budget. Our Philippines vs. Latin America guide breaks down the trade-offs, and we will recommend the best fit during scoping — it is never a one-size answer.

Your hire works inside your tools, your access controls, and your security policies — the same way an in-house team member would. Because they are managed through a formal employment relationship rather than an anonymous marketplace, accountability and confidentiality obligations are clear and contractual.

Yes. Placements operate under formal agreements and are expected to follow your confidentiality, security, and acceptable-use policies just like any other member of your team. We will align on the specifics as part of onboarding.