What the role owns
Not a job title, but a list of things that will genuinely be this person's responsibility. Vague roles produce vague candidates and slow starts.
For employers
What working with us actually looks like
A practical walkthrough of the engagement, from the first conversation through to the point where your new team member is running independently.
Before you start
Three things worth deciding first
The engagements that go well tend to have these answered before recruiting begins. If you have not worked them out yet, that is what the intake call is for.
Who they report to
Remote team members need one clear point of direction and feedback. Shared ownership across three managers is the most common reason placements struggle.
What training you will give
Someone has to teach your systems and procedures. Deciding who, and roughly how many hours it takes, prevents a rough first month.
The engagement
Step by step
Step 1
Intake conversation
We work through responsibilities, required experience, hours, software, reporting line and cultural fit. You leave with a candid view of whether this market can staff the role, and a realistic timeline.
Step 2
Role definition, written down
We send back a written role profile and screening plan. You confirm or correct it before we recruit, so nobody is searching against an assumption.
Step 3
Sourcing and screening
Active recruiting plus our existing network, then assessment against the agreed profile. You get a shortlist with written summaries and a record of which screening steps were run.
Step 4
Your interviews
You interview directly, in your own format. Feedback on the shortlist, including a rejection of all of it, feeds straight into the next round.
Step 5
Selection and start
You choose. We handle the practical arrangements, confirm the schedule and coverage hours, and agree the engagement terms in writing.
Step 6
Onboarding and support
You train on your systems and standards. We set up the working rhythm, check in with both sides during the early weeks, and stay reachable when adjustments are needed.
Pricing
We price each engagement against the role, because a bilingual intake coordinator covering nine hours a day is not the same product as part-time data entry.
What we will not do is publish a headline rate that turns into a different number once you have spent time on the process. After the intake conversation you get a written cost range, what it includes, and what would move it.
Pricing placeholder: replace this section with your published fee structure, rate card or engagement model once finalised.
- Drives the price upSpecialised sector experience, specific software, senior scope, narrow coverage windows, additional languages.
- Keeps it downFlexible hours, widely held skills, clearly documented processes, multiple positions in one search.
- Always includedSourcing, screening, shortlist summaries, interview coordination and early-weeks support.
Book the intake conversation
Bring the role, the hours and the tools. We will bring a candid view of what is possible and what it takes.