From brief to working team member in 2 to 4 weeks
A documented, repeatable process, not ad-hoc recruitment. Here is exactly what happens, in what order, and what you are asked to do at each stage.
A documented, repeatable process, not ad-hoc recruitment. Here is exactly what happens, in what order, and what you are asked to do at each stage.
We map the role with you: the skills, the seniority, the working hours you need covered and how the person will fit into your existing team. This is the stage that determines everything downstream, so it is worth being specific, particularly about the hours. A team working your hours from Karachi is a different brief from one working its own.
What we need from you: a description of the role and the problem it solves. A formal job spec helps but is not required.
Candidates are drawn from our screened candidate network of more than 21,000 available for sourcing, supplemented by targeted search where the brief is unusual. The database predates the company: our founding team brings nearly a decade in staff augmentation, and it was built and screened over that period.
What you receive: a shortlist of vetted candidates within 7 days of a signed brief.
What sourcing looks like differs by discipline, because the evidence worth screening for differs. The detail for the three we are asked for most is set out on hire offshore developers, hire AI and data engineers and outsourced accounting and bookkeeping.
Structured screening for three things: technical skill, communication and reliability. The second and third matter more than most buyers expect. Technical capability is the easiest of the three to assess and the least common reason an offshore placement fails.
What we need from you: interviews with the candidates you want to meet. You make the final call. We do not place anyone you have not approved.
Contracts, equipment, system access and integration into your tools. The employment contract is with us, under our registered entities in the UK, UAE and Pakistan, with IP assignment to you written in from the outset.
What we need from you: access provisioning on your side, and whoever will direct the work day to day.
You direct the work; we carry the employment. Performance management, payroll, statutory compliance and replacement cover sit with us for as long as the engagement runs.
An honest note on timelines. The 2 to 4 week range assumes a brief we can act on and interview slots booked promptly. The stage that slips most often is not sourcing, it is waiting for interview availability on the client side.
The lowest way to test whether the working relationship holds.
Get a 7-day shortlist →