Remote staffing
Hire remote staff who take the work off your desk
Sales, admin, support, project management and marketing. Scoped in writing, vetted on skills, replaced if wrong.
Your week back
The recurring work leaves your desk in the first fortnight.
Vetted on skills
Tested against the scope, not taken on trust from a CV.
Replaced if wrong
A bad match is our cost to fix, because the screening was ours.
A weekly number
Reporting against the measure agreed before anyone started.
Five roles that carry a business day
Defined jobs with an agreed measure, not general assistants you have to invent work for.
Sales Development and Closing
Lead generators, appointment setters and closers who work your CRM and your hours.
Executive and Administrative Support
Inbox, calendar, documents and follow-up, handled by someone who learns how you work.
Customer Support
Email, chat, phone and social handled to your tone and your service targets.
Project Management
Timelines, dependencies and the follow-up that keeps work moving without you chasing.
Social Media and Marketing
Content, scheduling, community replies and campaign support on a calendar you approve.
Why it holds
Most outsourcing fails on the setup, not the person
A vague brief produces a hire nobody can evaluate, which turns into supervision, which is the job you were trying to hand over. Four things stop that.
How placement worksA scope in writing before we look for anyone
Tasks, hours, tools, coverage window and the number that says it is working. Agreed on a 30-minute call and written down, so the role can be judged rather than felt.
Skills tested, not self-reported
We screen against that scope and test the skills it actually needs. You interview three people, with our notes and our reservations included rather than hidden.
Least-privilege access from day one
Delegated access rather than shared passwords: revocable instantly, and it leaves an audit trail. Your data stays in your systems, under your ownership.
A replacement guarantee that costs you nothing
If the placement is wrong, we replace them. The screening was ours to get right, so fixing it is our cost rather than something you absorb.
From first call to someone working
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Scope
We write down the job before we look for anyone
A 30-minute call produces a written scope: the tasks, the hours, the tools, the coverage window and the number that says it is working.
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Shortlist
You interview three, not thirty
We screen against the scope, test the skills that matter for it, and send you a shortlist of three with our notes and our reservations.
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Onboard
A structured first week, not a login and good luck
Access, tone guide, escalation rules and process documentation are deliverables of week one. You approve them before normal work starts.
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Run
Weekly reporting, and a replacement if it is wrong
You get a weekly number against the measure agreed in step one. If the person is not right, replacing them is our cost, not yours.
The four questions everyone asks
What about the timezone gap?
How do I know the quality is there?
Is my data safe?
Will managing them become another job?
Publishing and digital media, for writers rather than businesses
Screen-adaptation pitches, book trailers, editorial reviews, festival submissions, author social and websites. A separate track with its own team.
See author servicesStart with the scope, not the hire
Thirty minutes to define the job properly. You get the written scope whether or not you go ahead with us.
- A written scope you keep either way
- Three vetted candidates, with our reservations
- No lock-in and no placement fee up front