Process

From open role to working team member

No black box. You define the role, we do the sourcing and screening work, you interview and decide, and we stay involved once the person starts.

Step 1

Tell us what you need

A working session, not a form-filling exercise. We go through the responsibilities, the experience level that is genuinely required versus nice to have, the hours you need covered, the software your team uses, how the role fits your existing structure, and what kind of person tends to succeed in your company.

If we think the role is scoped in a way that will not work remotely, we say so at this stage rather than after you have spent time interviewing.

Step 2

We source and screen

We recruit against the role you described, drawing on our network in Albania and the surrounding region and on active outreach. Candidates are then assessed for English communication, relevant experience, professionalism, technical ability and remote-work readiness, with the emphasis matched to the position.

You receive a shortlist with a written summary of each candidate and a note of exactly which screening steps were completed.

Step 3

You meet the best candidates

You interview the shortlist directly, using your own process. Ask whatever you would ask a local candidate. If nobody on the list is right, tell us why. That feedback sharpens the next round, and a second round is a normal part of the process rather than a failure.

You choose. We never place someone you have not spoken with.

Step 4

Onboard and grow

You train your new team member on your systems, procedures and standards. We help set up the working rhythm, check in with both sides during the early weeks, and stay reachable when something needs adjusting.

The goal is not a filled seat. It is a person who is still doing the job well a year from now.

Screening detail

What we actually check

Screening is built around the role. We will tell you which of these steps were run for each candidate you meet, and which were not.

We do not promise perfect candidates or guarantee individual performance. Screening improves the odds of a good match; it does not remove the need for your own judgement, onboarding and management.

  • English communication assessmentWritten and spoken, weighted to how client-facing the role is.
  • Professional interviewStructured, covering experience, motivation, reliability and working style.
  • Experience verificationConfirming the roles, dates and responsibilities a candidate has claimed.
  • Role-specific skills assessmentPractical tasks that mirror the actual work of the position.
  • Technology and remote-work readinessDevice, connection, workspace and familiarity with the tools you use.
  • Reference checks where appropriateRun when the seniority, sensitivity or your own requirements call for it.

Timing

How long it takes

Honestly: it depends on the role and on how fast your team can review and interview. We give you a realistic estimate after the intake conversation rather than a marketing number before it.

Fastest
Common administrative and support roles with widely held skills and flexible hours.
Moderate
Roles requiring specific sector familiarity, particular software, or narrow coverage windows.
Longest
Specialised or senior positions, or roles where the requirements are still being worked out internally.
Your part
Candidate review and interview scheduling is the single biggest variable in every engagement.

Start with a conversation

Twenty minutes on the role is usually enough for us to tell you whether this is worth pursuing.

Book an intro call Request information