Transform your business using AI-native talent

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 :D

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.

No.

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.