How iFOVS Works

Three things happen between your brief and someone starting. You tell us the role and we put a person from our existing team on it — there is no recruitment round, and nothing for you to hire or interview.

1. Tell us the role

A twenty-minute call, or a written brief if you prefer.

What we need is the week, not the job title. Monday does this, daily does that, Friday produces this by 2pm. Which systems, which hours, how many hours to start.

If the role is not a good fit for offshore support, this is where we say so. Turning down work we cannot do well is cheaper for both of us than doing it badly.

What you get: a written brief back, confirming what we understood. Read it carefully — most placements that go wrong go wrong here.

2. We assign from our existing team

Our people are already hired, trained and on our payroll. We match your brief to someone whose experience already fits it, rather than opening a recruitment round and asking you to wait.

We brief them on your systems, your hours and your standards before they start, so week one is work rather than orientation.

What you get: a named person on your account, and a named account manager accountable for the work.

3. You approve the scope, not a CV

You confirm the scope and the hours rather than assess a candidate. If the fit turns out wrong once work has started, tell us and we replace them at no cost.

We recommend starting on one real but low-stakes task in week one. An hour or two of actual work tells you more than any amount of briefing.

What we ask of you: a clear brief and prompt access to your systems. Most delays at this stage are access delays, not staffing ones.

4. Onboarding, and the first 30 days

Your assistant signs an NDA before touching any system, and receives individual named logins — never a shared password.

Then the part that decides everything: documenting how the work is actually done. Do not write process documents in advance, because you will write what you think you do. Record yourself doing the task once, have them write the process from the recording, then correct what they misunderstood while it is still cheap to fix.

We walk you through this, and it is set out step by step in The Offshore Hiring Playbook.

What you get: a named account manager, documented quality assurance on delivered work, and arranged cover during sickness and leave.

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What it costs to find out

Nothing. No recruitment fee, no setup fee, no minimum contract term. You pay for hours worked once someone starts.

What we need from you

Being honest about this, because it is the part clients underestimate:

• A clear brief. The week, not the title.
• Access to your systems. Named logins in week one, so nobody is waiting.
• About four hours across the first month. Documenting processes, daily check-ins in week one, then weekly.
• Feedback in week two, not month six. Almost anything is fixable early. Very little is fixable late.

The businesses for whom this works best are not the ones with the biggest budgets. They are the ones who invested those four hours.

Frequently asked questions

How long until someone starts?

Because the team is already in place, you are not waiting on a recruitment round. We confirm the start date with you on the first call, once we know the scope and how quickly system access can be arranged.

What if the person is not right?

Tell us early and we replace them at no cost. Fit is the variable that decides whether this works, and we would rather change quickly than have you work around someone.

Can I add more than one role?

Yes, and the process is the same per role. Most clients start with one and add once the first works — which we recommend, because the second hire is far easier when you have a working relationship and a documented process.

Do you work my hours?

Yes. Full overlap, partial overlap or an opposite shift arranged so work arrives finished when you wake up. Tell us which you need and we staff for it. For the day-to-day mechanics, see working with an offshore team across time zones.

Who employs the assistant?

We do. Payroll, statutory contributions, 13th month pay, equipment and leave are ours to handle. You receive one monthly invoice for hours worked. They are our employees, part of the team, and held to our core values including the confidentiality we commit to in writing.