Month-to-month contracts. Onboard in 14 days.
We provide Native English, high-performing sales reps and marketing specialists with deep real estate expertise. Our talent integrates seamlessly with your processes and drives revenue, without the heavy costs of in-house teams or the mediocrity of an agency that pays too little attention.
Don't waste your time reading hundreds of resumes. That's our job.
Our job is to handle currency conversion, cross-border payroll, and compliance. Your job is to build your business.
Good onboarding is the leading indicator of candidate retention. We've done hundreds and we'll guide you every step of the way.
We try to only recruit from nearby time zones because synchronized work leads to better work.
We know where the best developers are. The best marketers. The best sales reps. And we try to keep the time zone delta under 6 hours.
Our goal is to find you people who fit in with your existing company culture. If they can't hang, you won't meet them.
Average Savings Compared to U.S Hire
Talent Retention Rate
We Source, Vet,
And Recruit
Number of Applicants Screened
Average Placement Time
Scale Army delivers fully-vetted talent across marketing, sales, and engineering teams, so you can build quickly without burning cash.
We’ve screened over 200k applicants. We know what to look for. No cultural issues. No time zone issues. Just talented talent talently talenting.
Typical international remote talent has high churn. Not here. We’re incentivized to keep them around — our retention rate currently sits at 97%.
| Scale Army | U.S. Full-time Hires | International Agencies | Upwork/etc. | |
|---|---|---|---|---|
Mid-To-Senior Level Talent | ||||
Time-Zone Aligned | ||||
70% More Affordable Than U.S. Hires | ||||
Dedicated Account Manager | ||||
Candidates with Native English | ||||
Equipment Sourcing Support | ||||
Automated Payroll | ||||
Flexible, Month-to-Month Contracts | ||||
Compliance Expertise | ||||
Flexible Termination Protocol |
Pattern Brands had been working with multiple vendors, that weren’t Scale Army, to grow their offshore teams and kept finding the talent to be mediocre. We presented Pattern with a bunch of candidates across UI, Data Analytics, Operations, and Customer Success. “We loved the people you guys brought to the table”, Suze, the co-founder of Pattern said, “and what made Scale Army different was that it felt like you cared about finding the right person for us, as opposed to just any person. It felt like a partner, rather than an offshore churn-and-burn model. It’s been amazing working with you all.” We then went on to find Pattern talent across operations, lifecycle, and paid ads. Pattern Brands has now kindly introduced us to all their friends.
Hires across marketing, sales, operations, support, engineering
Norby, an AI-powered content creator SaaS product, needed a content-savvy Marketing Manager to handle content + lifecycle + CRO. In the span of a few weeks, we found candidates with B2B GTM lead gen experience who knew HubSpot + ClickUp, who had excellent English, and who were a boatload better than anyone they had been able to find offshore. They ramped up her to manage all lifecycle and content and then quickly referred us to three other venture-backed startups.
Cost savings compared to hiring an equivalent U.S. hire
RyOutfitters needed an Email Marketer to help them roll out a B2B Klaviyo offering to their clients, and they needed someone who could also do a bit of dev + design. Within a week, we were able to find them a Native-English speaking, email marketer who was not only able to help them scale their new product, but was also handling front-end issues as well as copy and design. Shortly after RyOutfitters made two referrals 😉
Days is how long it took to introduce RyOutfitters to full-timers for a new marketing role
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 😉
Because it’s very very hard. Most companies spend two months interviewing tons of candidates on talent marketplaces with fluffed reviews to end up hiring someone who ends up not being that great. 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 risk. But hey, if you wanna do it yourself, we’re not gonna stop ya 😀
We do not manage the talent — this is by design.
Our job is to find amazing people, run their payroll, and check in with them monthly, to make sure they’re not going to quit.
Your job is to be a good manager and treat everyone like an internal domestic team member. We’ve found that this structure keeps people motivated and retained for the long run.
Yes. There has never be technical role that we haven’t been able to find talent for.
If the person exists, we will find them.
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 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 our talent.
The Scale Army has a team across the U.S. as well as in 14 other countries across LATAM, Africa and Eastern Europe
Any role, but we specialize in mid-to-senior level talent.
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), schedule the interviews (1-3 days) interview them with you (2-3 days), and then you sleep on it for a couple of nights before you decide (1-2 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 knock all the goals out of the park (ex: this Social Media Assistant would one day become a Senior Content Manager).
We recommend 40 hours/week because you’ll get better applicants.
The biggest difference is that the people we find for you will actually be cool.
They can hang and their English will probably be as good as yours — maybe 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, we are not a fit for you, but thanks for stopping by!
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 a good boss or, at least, please try.
We vet them. Every person is screened by a real human on our team. 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 let them go, or you can do it yourself.
Depends on whether or not you’ve built a genuine relationship with the candidate. 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 very flexible buy-out terms in our contract and we do this because it encourages good clients to come back to us for more hires.
We take a monthly margin on the salary or we charge a direct placement fee. Whichever you prefer.
There’s a balance here and we can walk you through what has worked for companies similar to your size/sector. There are certain roles that we suggest you keep on-shore but ultimately, you’ll have to do what works for you, your team, and your P&L.
You hop on a call with us, tell us what you’re looking for, and then we show you videos and salaries of candidates who, we think, are a match.