International hiring with predictable outcomes.
Solve staff shortages with pre-screened international workers. Clear timelines, transparent pricing models and a compliance-first process designed for retention.
Why this converts better (and churns less)
Most international hiring fails on expectations. We align role reality early and keep the hiring loop fast.
Shortlists in days, not weeks
Typical time-to-shortlist is 5–10 working days (role-dependent). Weekly pipeline updates keep momentum.
Expectation alignment reduces churn
We screen for motivation and role reality (shift, housing, language). Better fit = fewer early drop-offs.
Clear process ownership
One point of contact, documented steps, and a predictable hiring loop from intake to start date.
How it works
A simple process with clear responsibilities.
Intake (15 min)
Roles, volume, location, shifts, start date, and feasibility.
Shortlist plan
We confirm timeline and agree on the model (placement / subscription / hybrid).
Weekly shortlists
Screened profiles with notes + availability confirmation.
Selection loop
Fast interviews, feedback and coordination to avoid drop-off.
Start & follow-up
Onboarding checklist + early retention check-ins.
FAQ
Common questions from hiring managers and operations.
Want a shortlist plan this week?
Send your requirements. We’ll respond with feasibility, timeline and the best pricing model for your hiring goals.