We start with a market scan. It's free and it's back to you in 1-2 business days. It covers what the role actually pays across LatAm, the Philippines and South Africa, a job description we build with you, and our recommendation on where to hire and what to pay.

If it makes sense, we go live. We post the role, run the sourcing, do first-round video interviews, skills evaluations and reference checks. You only meet the finalists.

Depends on the role.

If we already have vetted people in our talent pool, you can be interviewing inside of a week. That covers most CS, ops, logistics and finance seats.

A custom search from scratch runs 3-4 weeks from job posting to finalists. Most roles are filled inside 30 days.

Know the role and what you want this person to own. We'll build the job description with you.

The one thing worth thinking through ahead of time is where this person goes in 18 months. A social media coordinator with a path to content manager attracts a different candidate than a seat with a ceiling on it. Good candidates ask.

You do.

We don't add a layer of middle management. You get the person, you own the relationship, and you run your team the way you want. We help with onboarding and we check in after the fact; the day-to-day is yours.

If you're looking for someone to manage the work for you, we're probably not your fit, but can help direct you to someone who can support there.

One flat placement fee, quoted per role before we start any work. It's a fixed number and it doesn't move based on what your hire ends up making. Typically around $5K per role.

You pay your hire directly at whatever we land on for the market rate. We stay out of the middle of that.

The market scan comes back with pay benchmarks by region and our fee for the search, so you're looking at the full number before you commit to anything.

The placement fee. Once.

We don't take a monthly margin on your hire's salary. Plenty of offshore shops will charge you $3,000/month for someone they're paying $1,800, and that spread runs forever whether they're doing anything for you or not. We'd rather get paid once and have you come back for the next role.

No. The fee is per placement. No retainer, no minimum, no monthly commitment.

Your hire's employment terms are between you and them. Most are set up month to month.

Every placement is guaranteed for 6 months. If it doesn't work out, whatever the reason, we replace them at no cost.

Most replacements are filled in 1-2 weeks, because we go back to the finalists we already vetted for you.

Performance, culture, life events, someone quietly working a second job. We've seen all of it. That's why the guarantee is 6 months and not 30 days.

You can. Plenty of people do it well.

The real math is 20-30 hours a week for about six weeks, usually from someone on your team who already has a job. Then you're sorting 300-500 applications in a market you don't know, with no reliable way to tell a real resume from a padded one. And there's nothing backing it up if the person washes out in month four.

Also- you're likely not headhunting. A third of our best-qualified prospects we present weren't even looking for jobs before we present opportunities to them.

If you've got the time and a process that works, go for it. If you tried it and it didn't stick, that's usually when people call us.

We built and scaled a DTC brand past $100M before we started Tidal, and we hired every one of these seats along the way. Marketing, ops, finance, across the US, the Asia, LatAm & Europe.

So when a logistics manager comes through, the person reading that resume has run that function. Most agencies staff this with recruiters who have never sat in the seat.

Five steps, in order:

Post the role and promote it on the regional platforms where good people actually are
Screen 300-500 applications down to a working list
First-round video interviews, run by recruiters who are local to that market
A skills evaluation built to your spec, so you're grading real work
Reference checks before anyone gets to you

You get a finalist deck with video introductions. Ninety seconds of someone talking tells you more than any resume will.

Usually 3-5 finalists out of 300-500 applications.

We could send more. It would waste your time. If we're sending you someone, it's because we'd hire them ourselves.

Latin America, the Philippines and South Africa, mostly. We match the region to the role.

LatAm for anything that needs real-time overlap with a US team. The Philippines for defined specialist functions like EDI, freight coordination, Shopify admin and data. South Africa for sales and communication-heavy seats.

Everyone works your schedule. We set that expectation with candidates before they ever apply, so nobody's surprised on day one.

Yes, and we'll usually push you to pay more than you planned.

The most expensive thing in offshore hiring is re-hiring a good person because you tried to save $500/month. We benchmark top of market for the region and recommend you pay it. You're still saving 50-60% against the US equivalent.

Save yourself the rehire.

Mid to senior specialists. People 5-10 years in who know the software and don't need hand-holding.

Where we're strongest: Marketing Ops, Operations & Engineers.

Where we'll be honest about the odds: brand creative and design. If you need a video editor for a UGC/Influencer Program, we got you. But if you're looking for a Creative Director who can shape the flavor of your creative, we'll pass.

Taste is subjective and fit swings a lot by client. We'll just tell you up front and save the headache.

We can, though our fee doesn't drop much for a part-time seat. The search takes about the same work either way.

Most people ask about hourly to save money. The savings are already there. At LatAm or Philippines rates you're often paying less for a full-time person than you were paying a part-timer in the US, so you might as well get 40 hours out of the seat.

Full-time postings pull better applicants too.

That's where we started and where we're deepest. Most of our clients are DTC brands, plus the SaaS companies and agencies serving them.

The roles travel further than the industry does. A sales ops manager or a back office admin works about the same whether you're selling supplements or software, insurance mortgages.

We'll give you a straight after evaluating your needs.

The general rule: keep anything that needs to be in the room, owns a customer relationship face to face, or requires judgment calls with no defined process. Execution-heavy roles with clear outputs travel well, and so do specialist functions where the skill is measurable.

We'll tell you when a role should stay onshore. Costs us a placement and saves you a bad hire.

A few:

You want $2,000/month talent to perform like a $90,000 US hire. That person doesn't exist.

You want an agency to manage the work. We find the people, you manage them.

The decision runs through five stakeholders who each want something different. We've done it. It doesn't go well for anybody.

Tell us the role. We'll send back a market scan in 1-2 business days with pay benchmarks by region and our recommendation on where to hire.

No deposit to see it. If it doesn't make sense, keep the scan.
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