Our best clients are established businesses with workflows in place for the roles they’re hiring, as this creates the very best conditions for a successful experience.

Typically, it takes 4-6 weeks to fill a position.  If we have a pool of candidates pre-vetted, our hiring time typically decreases.  We have filled roles in as little as a week, but this is not normal.

My favorite tools for managing a remote team are: 

• Slack – for organizing communication across the organization
• Time Doctor – for tracking time and monitoring productivity with screenshots and reporting (Hubstaff is also popular)
• LastPass – for sharing sensitive login information with team members
• WhatsApp / Telegram / Signal for communicating in an emergency
• Google Drive or Proton Drive – for organizing company files for collaboration across the company
• inVision – for mobilizing graphic design projects for commenting and collaboration
• Frame.io – for mobilizing video project for commenting and collaboration
• Trello – for mobilizing tasks and projects

On average, Filipino team members are 10-20% the cost of North American resources.  So if you’re hiring a someone in the US for $20/hr, in the Philippines, their rate will likely be $3-4/hr.

A full-time executive assistant averages $900 monthly.  A full-time graphics designer is $1,100 monthly.  A full-time customer service representative is $450 monthly. 

We will review the pricing with you for the roles you’re interested in hiring when you schedule your 30-minute Recruiting Review call. 

After the agreement is signed, we’ll schedule a 30-minute onboarding call, and then we’ll send weekly progress updates and coordinate client interviews with finalists via Slack or email.  

Once you make an offer to someone from the Philippines, these resources become part of your team, and you will be responsible for managing them and taking care of payroll. Our preferred method of paying team members is Veem.  Fees are more reasonable than PayPal and team members will receive their pay in 2-3 business days.

During our preliminary interview, we are testing candidates for English proficiency, typing speed, computer specs and internet speed, Myers-Briggs, and any relevant skills testing to confirm their proficiency with programs and tasks.  Our test results are benchmarked so only candidates who are fully qualified pass to the next phase.

Yes.

There are many reasons new hires don’t work out … not having proper onboarding and support to succeed is a huge one.  Not knowing (and thus not meeting) the expectations of their employer (due to poor training / communication / support), not having enough communication and guidance in their first 30 days to become successful… 

We will share our tips and insights on onboarding and retaining team members with our clients, as requested. 

And if a new hire doesn’t work out, we can re-open the search and find another candidate for you.

We recommend one interview.  By the time a candidate is endorsed to you, we have interviewed them twice and they’ve done extensive skills testing.  They’ve likely been in our pipeline for at least 5-7 business days, and they may even be being interviewed by other possible employers.

The quicker we can schedule the Client Interview and make an offer, the better for efficiency and cost savings, too, related to continuing the search for other applicants.

Ideally, 1 or 2.  If we endorse a candidate that you like (which we will vet hard to accomplish), you should make an offer.  If you do not like the candidate, after getting your feedback, we will continue to vet and it is highly likely you will like the next candidate we endorse and want to make an offer!

We do have some templates; however, the very best test projects align with the actual workflow your new hire will be responsible for.  So pulling a project from your ecosystem really is the best way to determine skill level and a candidate’s alignment with your brand’s style and deliverables.