Recruiting for the roles you actually need
We run hiring as an extension of your team: intake on the role, a separate vacancy per track, sourcing across the channels that fit it, and a structured screen with a video interview and a test task. Every candidate reaches you with their strengths, their risks, and a recommended next step in writing. You keep the final decision.
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Problem: Hiring volume outruns the time you have to screen it
Support and operations hiring rarely arrives as one clean role. It arrives as waves, in several languages at once, for seats that turn over — and each language track behaves like a separate sourcing problem with its own channels and its own bar. Internal teams can usually run one of those tracks well. Running three in parallel, while the last wave is still closing, is where the queue breaks.
Approach: How a role moves from intake to offer
We start with an intake meeting: hiring goals, expected volumes, the candidate profile for each language group, schedules, and the measures you want to track. Those stay adjustable as the need changes. Each language group gets its own job description rather than one catch-all posting, and sourcing runs across job platforms, thematic Telegram channels, and LinkedIn — both manual sourcing and posting from the company page — alongside our own candidate database. Screening is a scored form, not an impression: language level, technical skills and typing speed for chat roles, how a candidate handles objections and conflict, and whether the schedule genuinely fits. Preliminary interviews run on video. Where a role has a test assignment, we decide who is worth sending it to; you review the completed work. Everything lands in a shared tracker, and each candidate reaches you in writing with strengths, risks, and a recommended next step.
What the screen assesses
| What we assess | How |
|---|---|
| Language level | Online test or interview |
| Technical skills | Platform familiarity; typing speed and accuracy for chat roles |
| Communication | Handling objections and conflict |
| Fit | Motivation, schedule and conditions |
What recruitment outsourcing covers
Recruitment outsourcing—also called RPO—means an external team runs part or all of your hiring as an extension of yours: intake on the role, sourcing, screening, and a clean handoff into your interview loop. The boundary is the point of the arrangement. We carry the funnel; you keep the final decision, and only final interviews and offers need your sign-off.
How an engagement runs, end to end
Before any sourcing starts, we agree the role profile per track, the volumes you expect, the schedules, and how we will report. Vacancies are written separately for each language group so the requirements, conditions and shift pattern are stated plainly rather than buried in one generic post. Sourcing then runs in parallel across channels. Screening uses a scored evaluation form with named sections, so two candidates are compared on the same basis rather than on who interviewed more recently. Preliminary interviews are on Google Meet with video—for roles that are judged on communication, a phone screen is not enough. Where the role carries a test assignment, we decide from screening results who receives it, and you review the completed work. Throughout, a shared tracker holds contacts, language level, interview notes, status and our recommendation, and each new candidate arrives in your channel with a résumé and a written note on strengths, risks and the suggested next step.
Roles and languages
We recruit for support and call-centre roles, operations, marketing, creative, and engineering. Our deepest delivery is in support and call-centre hiring, including high-volume multilingual waves and both no-experience and experienced tracks in the same engagement. For the other families we scope the role, the channels and the screen with you before we start, so you know what we are taking on. Screening has run in Ukrainian, English and French; if you need a track we have not run, we will say so rather than assume it transfers.
What shapes the cost of recruitment outsourcing
Cost follows the shape of the hiring, not a list price. What moves it: the role family and seniority, how much volume you expect and whether it arrives in waves or steadily, how many language tracks run at once, how deep the screen needs to go, and how much of the funnel we carry versus your own team. We agree scope, service levels and commercial terms before we start.
- Role family
- Seniority
- Volume
- Wave shape
- Language tracks
- Screening depth
When this fits, and when it doesn't
This is built for hiring that repeats: waves, parallel language tracks, seats that turn over. If you need one senior role filled once and do not expect to repeat it, a specialist search firm or your own recruiter will usually serve you better—say so on the call and we will tell you straight.
Candidate data and access
We agree before launch which systems and access the hiring work needs, and we work only inside that scope. Candidate material—résumés, interview notes, screening results—moves through the shared tracker and the channels you nominate, so it stays visible to your team rather than sitting with one recruiter. If your organisation has additional security or handling requirements, we discuss them during scoping and agree what the engagement can responsibly take on.
Frequently asked questions
What is recruitment outsourcing?
An external team runs part or all of your hiring as an extension of yours — intake, sourcing, screening and handoff — while you keep the final decision. It is also called RPO.
Which roles do you recruit for?
Support and call-centre roles, operations, marketing, creative, and engineering. Our deepest delivery is support and call-centre hiring; other families are scoped with you before we start.
Which languages do you screen in?
Screening has run in Ukrainian, English and French. If you need a track we have not run, we will tell you rather than assume it transfers.
Do we interview the finalists?
Yes. You keep the final decision — only final interviews and offers need your sign-off, and everything before that runs on our side.
How do you screen candidates?
A scored evaluation form with named sections: language level, technical skills and typing speed for chat roles, handling objections and conflict, and schedule fit. Preliminary interviews are on video. Where a role has a test assignment, we decide from screening who receives it and you review the completed work.
How is it priced?
Cost follows the shape of the hiring — role family and seniority, volume and how it arrives, how many language tracks run at once, and how much of the funnel we carry. We agree scope and commercial terms before we start.
How do we get started?
A 20-minute call about one open role. We look at the profile, the channels it needs, and how we would screen it, and tell you whether we are the right fit.
Next step: Bring us one open role
Tell us about a role you are trying to fill. In 20 minutes we will look at the profile, the channels it needs, and how we would screen it — and tell you whether we are the right fit. If we are not, we will say so on the call.
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