How we find your person

Most recruitment is opaque on purpose. You send a brief, silence follows, and a stack of CVs arrives with no indication of how they were chosen or how many people were rejected to produce them. We would rather show the working, because the working is the thing you are paying for.

3

candidates shortlisted, never a stack of CVs

18 days

average brief to start date

~2 hrs

of your time, total

6 months

free replacement if it does not work

The nine steps

1. 01We meet

   30 minutes, day 1

   A call with you, not a form. We want to hear how the week actually runs, because the role you think you need and the role that would help are often different.

   • What you are doing that you should not be
   • What has been tried before and what happened
   • Who this person would sit with and report to
   • The budget, honestly, because it decides who we can approach

2. 02We write the brief, you approve it

   48 hours

   We turn the conversation into a written role brief and send it back. If we have misunderstood the job, this is where it surfaces, not three weeks later when you are looking at the wrong three people.

   • The five tasks that fill most of the week, in plain language
   • Tools they must already know versus tools they can learn
   • Hours that genuinely matter and hours that are flexible
   • What good looks like at three months

3. 03We search our network first

   Days 3 to 5

   We hold a network of 500+ vetted Filipino professionals, all of whom we have interviewed, tested and reference-checked ourselves. Most searches start and finish here, which is why most of ours run faster than a cold recruit.

   • Matched on the brief, not on job title
   • Filtered for genuine availability and the hours you need
   • Cross-checked against what they are actually good at, not what their CV claims

4. 04If they are not in the network, we go and find them

   Days 5 to 12

   For a specialist role the network will not always hold the right person, and we will say so rather than push you the nearest fit. Then we advertise the specific job and run a full search.

   • Advertised as your actual role, not a generic VA post
   • Typically 300+ applicants for a well-defined brief
   • Phone screened down to around 40 by a recruiter in Manila

5. 05We test them on real work

   Days 8 to 14

   Everyone who reaches the shortlist has done a task from your world, not a personality quiz. A bookkeeper reconciles a deliberately messy month. A writer writes. An assistant is given a conflicting calendar and asked what they would do.

   • Skills test scored against a rubric, not an impression
   • Two references each, called and asked the awkward questions
   • English assessed in writing and on a live call

6. 06We present the best three

   Day 14 to 16

   Three people, with everything we know about each. Not a longlist, because a longlist is the work handed back to you. If none of the three is right, we say so first and go again at no extra cost.

   • Full CV, skills-test result and reference notes
   • A short intro video so you hear them before you meet them
   • Our honest note on what each is like to manage
   • Salary expectation and notice period

7. 07You interview and choose

   About 90 minutes of your time

   Half an hour each, at times that suit you. We coordinate the scheduling and sit out of the interviews. You are hiring them, so you should be the one forming the view.

   • Interview questions supplied if you want them
   • You can reject all three without penalty
   • We debrief with you afterwards and with the candidates

8. 08Contracts, equipment and start date

   Days 16 to 21

   We handle the paperwork. On the Managed plan we employ them in the Philippines and invoice you monthly, so local employment compliance stays our problem rather than yours.

   • Contract, NDA and data-handling agreement
   • Equipment, backup internet and power confirmed before day one
   • Accounts and access provisioned so day one is actual work

9. 09We build the onboarding plan, then stay

   Week one, then 30, 60 and 90 days

   The hires that fail, fail in the first quarter, and almost always for a reason somebody could have fixed in week one. So we write the plan with you and then keep checking, with both sides.

   • A written first-week plan with real work on day one
   • Your screen recordings turned into written process by your new hire
   • Check-ins at 30, 60 and 90 days with you and with them separately
   • Free replacement for six months if it does not work out

What we ask of you

Three things, and the third is the one people skip. It is also the one that decides whether the hire works.

Recording yourself doing the job for an afternoon feels like the least important step and it is the most. Your new hire turns those recordings into written process, which is real work from day one and proof they understood.

Where it goes wrong, and what we do about it

What it costs