Question 1

How much does an offshore hire actually save?

Accepted Answer

It depends on the role, the seniority and the country, so compare the fully loaded cost of a local seat (salary, payroll tax, benefits, recruiting fee, ramp time) against one monthly vendor invoice. The Field Manual has the line-item worksheet we use with clients.

Question 2

Will my customers be able to tell the person is overseas?

Accepted Answer

For customer-facing seats we screen for spoken English and run a recorded call test before you ever see the candidate. You interview them yourself before any money changes hands, so you judge it with your own ears.

Question 3

What roles can actually be done offshore?

Accepted Answer

If the work happens on a computer and the output can be measured, it can usually be done offshore: bookkeeping, AP and AR, estimating, dispatch, scheduling, sales support, SDR outreach, recruiting coordination, marketing and executive assistance. The Field Manual includes the five-question test we run on every seat.

Question 4

What happens if the person quits?

Accepted Answer

We replace them. Every placement carries a lifetime replacement guarantee with no new placement fee. That is the difference between hiring a person and building a seat.

Question 5

Who handles payroll, taxes and compliance?

Accepted Answer

We do. The team member is paid through us, including international payroll and tax. You pay one monthly vendor invoice and carry no foreign payroll liability.

Question 6

How fast can someone start?

Accepted Answer

Our average time to fill is 7 business days from the first call: we define the seat, review about 100 resumes, interview about 10, and put 3 finalists in front of you.

Question 7

Do I pay anything before I see candidates?

Accepted Answer

No. Interviews are free and you pay nothing unless you hire one of the finalists we present.

Question 8

How do I manage someone on the other side of the world?

Accepted Answer

Most of our placements work US business hours, so they are online when your team is. Manage them like any remote employee: clear daily outputs, a weekly check-in and a shared task board. The Field Manual has the 30/60/90 onboarding plan.

Question 9

Is my company data safe with an offshore hire?

Accepted Answer

Treat it like any remote hire: give each person their own login, grant only the access the seat needs, keep work in your systems rather than personal accounts, and turn access off the same day if someone leaves. We screen for the tools and the trust the seat requires.

Question 10

Should I hire from Pakistan, the Philippines or Colombia?

Accepted Answer

Pakistan is the strongest value for back-office and finance seats right now. The Philippines is the deepest pool for customer-facing English. Colombia costs more but shares US time zones. We also place from Egypt, Nigeria, South Africa and Eastern Europe. Pick the country by the seat, not the other way around.

Question 11

Can I hire the person directly later?

Accepted Answer

Yes. We offer structures for clients who want to take a team member direct after a set period. Ask on the first call and we will lay out the options for your situation.

Question 12

Why build this for veterans?

Accepted Answer

Because veterans already know how to lead people they did not hire, train them to a standard and hold them to a number. John and Adam both ran Army recruiting units. Running an offshore team is the same job with a different uniform.

Straight answers. No sales pitch.