The whole deal
What you pay, when it's due, and what happens if it goes wrong
Every commitment we make, on one page. Nothing here is new — it is the same terms scattered across the fee table, the order form and the legal page, collected so you don't have to assemble them yourself.
The money, in order
The only thing worth knowing up front is when money changes hands, because in this category it is almost always before you have seen anything. Here it is last.
| Step | What happens | What you pay |
|---|---|---|
| 1 | You describe the role — must-haves, band, timezone | Nothing |
| 2 | We source across the Philippine and Latin American pools | Nothing |
| 3 | Every applicant is screened: structured answers, a graded work sample, a tailored interview | Nothing |
| 4 | You read three finalists in full — scores, notes, their actual work | Nothing |
| 5 | You decide you want to meet one of them | A flat $1,995 |
| 6 | You interview, decide, and hire them directly | Their salary, paid to them — we take no cut |
For scale: a recruiting agency charging the standard 25–35% of first-year salary bills $4,500–$6,300 on a $1,500/month hire, and tells you that on a call, after the pitch. The number moves with the salary. Ours does not — a $1,995 search is $1,995 whether the role pays $700 a month or $2,800. Every one of those figures is on the fee comparison page, taken from each company's own published pages.
What the fee actually buys
Not access to a database, and not an introduction. It buys a completed, documented search: sourcing, structured screening of every applicant against a rubric written for your role, a graded work sample from every finalist, a tailored interview generated from that candidate's own answers, and a written record of all of it that stays yours. The exact rubric is published, and you can run it on yourself before you ever talk to us.
Finalists are paid for the work sample they produce. That matters to you as well as to them: unpaid "test projects" select for candidates who are desperate rather than good, and they are the reason so much offshore screening is theatre.
What is covered if it goes wrong
Two guarantees, both written into the terms rather than into marketing copy:
No finalist clears your bar → the search re-runs free. You revise the brief, we run it again at no additional cost. If the second pass also misses, you owe nothing.
The hire ends within 90 days → the replacement search is free. Performance, fit, or they simply leave — the reason does not change the cover. You keep the original screening records, so the second search starts from what you already learned.
What we will never do
These are constraints on us, not features. Each one is a thing the category routinely does that we have decided against, and each is checkable.
Never charge a candidate anything. Not a fee, not a "training course," not a deposit — the candidate protection page sets out the whole commitment. Fee-charging is endemic in offshore recruiting and it is the single clearest signal of a predatory operator.
Never mark up their salary. You pay your hire directly, at the number they agreed. We do not sit between you and their pay, so there is nothing for us to skim and nothing for you to audit.
Never require a call. The entire process is async by design, start to hire. If you want a call you can have one, but nothing is gated behind it — including the price, which is on this page rather than behind a calendar link.
Never publish a number we cannot source. Every figure on this site carries its origin and the date we checked it, and estimates are labeled as estimates. Where we have no data, we say so instead of rounding a guess into a statistic.
Common questions
What does it cost to run a search?
Nothing. You describe the role, we source and screen, and you read all three finalists in full — scores, graded work samples, structured answers, the tailored interview — before any fee exists. The flat $1,995 falls due only when you decide you want to meet a finalist. If you read the shortlist and pass, you owe nothing and keep the research.
Why a flat fee instead of a percentage?
A percentage fee means the agency earns more when your hire is paid more, which quietly pushes salaries up and makes the fee unpredictable. A 25–35% fee on a $1,500/month hire is $4,500–$6,300; on a $2,500/month hire it is $7,500–$10,500. Ours is $1,995 either way, so we have no incentive to inflate a band, and you can budget the hire before we start.
Do I employ the person, or do you?
You do, directly, at their local salary. We are not an employer of record and we take no cut of ongoing pay — no markup, no monthly per-seat charge, ever. After the placement, the commercial relationship is between you and them. If you would rather have a third party handle the employment paperwork, we will point you to an employer-of-record service and tell you plainly whether we earn anything from that referral.
What if nobody on the shortlist is any good?
We re-run the search once, free, against a revised brief. That is not a goodwill gesture — it is written into the terms. If the second shortlist also misses, you owe nothing and we part on honest terms. The fee is designed to be payable only against a result you have already inspected.
What if the hire does not work out after they start?
If a placement ends within the first 90 days for any performance or fit reason, we run a replacement search at no additional fee. You keep the original screening records. Beyond 90 days you would be starting a new search, which is a new fee — we say so rather than implying open-ended cover.
Is there a contract, a minimum, or a subscription?
No minimum and no subscription for the search itself. One brief, one flat fee, payable at the point you ask to meet a finalist. The optional Success Plan is a separate monthly service you can start or stop at any time, and it is never required to hire.
Start with the evidence, not the fee
The honest order of operations is to look at the output first. Read a real shortlist, run the screener on an answer of your own, then decide whether the search is worth starting.