Thirty minutes. We want to understand what the role does day to day, which systems it touches, who it reports to, and what problem you are trying to solve. If the honest answer is that you need a fractional controller rather than a full time hire, or that the work should be automated rather than staffed, we will say that.
What we need from you: a rough description of the work and your current close process. A job description helps but is not required.
We turn the call into a written profile covering responsibilities, required systems, seniority, English level, and compensation band. You approve it before we start recruiting. Our recruiters then source against that profile across the markets that fit it best.
What we need from you: approval on the profile and the band. That is it until candidates arrive.
Credential verification, a technical evaluation built around the actual work, and an English interview conducted at working level. Candidates who clear all three get written up with their evaluation results attached, so you know what you are looking at before the first interview.
What we need from you: nothing. This part is ours.
You get two to three profiles per role. You interview them the way you would interview anyone, on your own process, and tell us who you want. If none of them are right, we tell you why we thought they were and go again with a corrected profile.
What we need from you: interview slots and honest feedback, including on the candidates you pass on.
We handle the offer, the local employment contract, background checks where you require them, and equipment provisioning. You do not register an entity, open a foreign payroll account, or sign anything in another jurisdiction.
What we need from you: a start date and any device or security policy we should provision against.
System access, tool setup, and introductions to the people they will work with. We recommend giving them a real piece of the close in week one rather than a reading list. The fastest ramp we see is a new hire shadowing one full close cycle and owning part of the next.
What we need from you: named accounts in your ERP, a manager who will actually meet with them weekly, and a documented close checklist if you have one.
Payroll, benefits, and local compliance stay with us for as long as the placement lasts. We run structured check-ins with both sides through the first ninety days and quarterly after that. If something is not working, we would rather hear it early and fix it than find out at renewal.
What we need from you: a reply to the check-in. That is genuinely all.
Division of labor
The short version: you own the work and the standards, we own the employment and everything administrative behind it.
A thirty minute call is enough for us to tell you whether this is worth pursuing and what it would cost.
