How Hiring Through iFOVS Works

Four steps, typically under a week from brief to start. You interview and choose — we never assign someone to a client sight unseen.

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. Three matched candidates in 72 hours

We recruit against your brief, screen for skills and for judgement, and present three people.

For each one you receive a CV, a skills assessment against your actual requirements, and a recorded introduction so you can hear how they communicate before you spend time interviewing.

What you get: three profiles within 72 hours of confirming the brief.

3. You interview and choose

You interview all three, or one, or none. If none of them fit, tell us why and we go again — that is included, not a new engagement.

We recommend a short paid test task on something real but low-stakes. An hour or two teaches you more than a third interview.

What we ask of you: interview within a few days. Good candidates receive other offers, and the delay is the most common way a strong shortlist evaporates.

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.

If you interview three people and hire none of them, you owe us nothing.

What we need from you

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

• A clear brief. The week, not the title.
• Interview time within a few days. Candidates move fast.
• 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?

Typically under a week from brief to start date, assuming you interview promptly. The 72 hours is candidates in front of you, not a signed start date.

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 hire more than one person?

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.

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.