We have recruiters on the ground all over the world who help us find and screen the best local talent. Oh and also, a ton of paid ads ;)

Hiring international talent sucks. Most companies spend two months interviewing tons of candidates on talent marketplaces with fluffed reviews to end up hiring someone mediocre. That’s where we come in. We screen around 600 applicants for any given role handling all the hours and hours of screening, payroll, and international compliance. But hey, if you wanna do it yourself, we’re not gonna stop you ;)

The people we find you are smart, hungry and ready-to-go candidates who have prior experience knocking out whatever it is you came to us for and they should feel like any other internal hire: Slack channels, team huddles, etc. That being said, we're here to support. Pixel issue that your hire can't figure out? We've got you. Need to pick out an email marketing tool? We can help. The good parts of a marketing agency, without the bad.

Yes. We’ve got a whole team of recruiters and screeners along with a ton of other staffing agencies we work with. If we’re not the people for you, we probably know someone who is.

Time zones matter. Ethically, we don’t think it’s right to make people work overnight. We’ve noticed that Candidates who work the night shift eventually get burned out and look for other jobs, which makes sense because people want lives. People want happy lives, where they see the sun and go to their kids’ birthday parties.

Because of this, we focus all our sourcing efforts on Europe, South America, Africa, and the Middle East so that U.S. hours are easier on for our Candidates.

In the U.S., it’s NYC, Miami and sometimes LA. Abroad, it’s Colombia, South Africa, Egypt and Kenya.

Marketing roles are around 70% of our business. The other 30% are across Sales, Ops, Finance, VAs, Support, and Devs. If we’re not the team to find you someone, we’ll send you off to a sister agency that can help.

It’s a range, but on average, the people we find end up being 70% less expensive than a fully-baked U.S. hire.

We solidify your job description (within 24 hours), search for Candidates (1-5 days), interview them with you (7-10 days), and then you sleep on it for a couple of nights before you decide (11-13 days). Our goal is to have someone on your team within 14 days of kicking off a search.

Roles, tasks, skillsets.
You should have a good enough idea of what role you want to hire for and you should know what the career growth would like for this person if they were to join your team and crush (ex: Social Media Assistant would one day become our Senior Content Manager). 

20 hours/week or 40 hours/week, but we recommend 40, since you’ll get higher quality people applying. Better Candidates want stability. Also, 40 hour/week hires tend to retain for longer.

No.

Paid ads. Mostly video: on Instagram, YouTube, and TikTok. We have a huge pool of pre-vetted Candidates that we’ve built up over time, who we can quickly slot in, depending on the role you need.

The people we find you are higher quality. They’re cooler. They can hang. They English better. 😉

We are absolutely not a marketing agency. We do not commit to deliverables or scopes. We find you people, you manage them. If you don’t want to be a manager, please get back on that horse you rode in on and gallop on over to another site.

Yes. People set their own rates. Also, there are no long-term contracts, so they can leave whenever they want. If you’re not fun to work with, they’ll quit. Be fun, or, at least, try.

We vet them. Every person is screened by our team of recruiters and our team of marketers. In addition, we ask Candidates to complete an initial project before coming aboard. We look through those project submissions with you and use that to determine who to hire.

Via credit card or ACH in the U.S. 

Re: paying Candidates, international currencies are volatile — each Candidate can decide how they’d like to be paid (USD, Pesos, Crypto). We take care of all of that.

Month to month, but you’ve gotta give us 30 days’ notice when you want out. These Candidates have lives and are investing in working with you. We get that it sometimes doesn’t work out, but you should be going into this with the hope that it does.

We can fire them for you, or you can do it yourself. Depends on whether or not you’ve put your big-boy pants on today. And also whether or not you’ve built a genuine relationship with them. We find that Clients who have worked with Candidates for a while tend to like handling these comms themselves, but we’re here to step in, if needed.

That’s fine. We have terms for that in our contract, and we’re flexible on this because it encourages Clients to come back to us for more hires.

We take a monthly margin on the salary. We tried doing the placement fee thing for a while, but it misaligned everyone we were incentivized to quickly place anyone we could, and that didn’t feel nice. Now, we’re incentivized to find you someone that lasts, and we’re incentivized to talk to them enough to make sure they’re sticking around.

Yes and no. We do one on ones with the Candidates to make sure they’re happy, challenged, and growing. If something is awry, we flag it to you. Again, we make our margin monthly, which means our goal is to keep them working for you forever, so that you and the talent remain happy.

You hop on a call with us, tell us what you’re looking for, and then we show you videos of Candidates we think are a match.

Lol. You should try. See you back here in two weeks 😘

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