In your systems
Accounts, access and permissions are already set up in the tools your team uses. No week of waiting on IT, and nothing for you to configure in a vendor dashboard.
Timeline
About a week to launch — because you interview for fit, not for a 48-hour handoff
Most common placements take about a week from the first call to the first day of real work: we match, you interview finalists, you choose, and we handle the onboarding. Specialised roles take longer, and we would rather tell you that on the call than after you have signed.
Book a free consultation
Thirty minutes. No card on file, no deck.
The honest answer
About a week for common roles. Longer for specialists.
An inbox-and-calendar teammate, a customer service teammate, an admin or billing teammate — those are roles we recruit for constantly, and about a week is a date we can usually hold.
A second language, advanced bookkeeping, medical billing or healthcare admin, or a specific software stack we cannot train around: those take longer, sometimes considerably. We will give you the real range on the call. A date we can keep is worth more to both of us than a date that sounds good in an ad.
The mechanics of a placement, end to end, live on how it works. This page is only about the calendar.
Roughly how the week falls
- Day 1 — discovery call, role brief written
- Days 2-4 — our recruiting and screening pass
- Days 4-5 — your interviews, your decision
- Days 5-7 — access, tools, policies, shadowing
- Then — day one of real work, and the first invoice
A calendar sketch, not a contract. Your interview availability is usually what moves it.
As seen on
Inside the week
Five things have to happen, and four of them are ours.
The only step that needs your calendar is the one you would never want delegated: interviewing the people who might become part of your team.
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The discovery call
Thirty minutes on what the work actually is, which hours it has to cover, which tools it lives in, and what a good first month would look like. No card on file. This call is what the recruiting brief gets written from, so a vague one costs you later.
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Our recruiting pass
Our HR team works the pipeline against that brief: sourcing, screening, skills checks, references. You do not read applications. This is the part a speed promise has to skip, because a genuine pass takes days rather than hours.
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Your interviews
You meet the finalists yourself — usually a couple of college-educated candidates our HR team would stand behind — and you decide. If nobody is right, that is a normal answer and the search continues at no cost to you.
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Onboarding into your systems
Accounts and access, your tools, your policies, a shadow period on real work with someone senior watching. We handle equipment and the employer paperwork in parallel so none of it lands on your desk.
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Day one of real work
Your teammate owns the work, your floor manager is in place behind them, and your first invoice begins — not before. Everything up to this point happens at our cost, which is also why we are not motivated to rush the match.
Speed vs fit
Why we decline the 48-hour handoff.
Turnaround measured in hours is easy to advertise and hard to be honest about. Somewhere in that promise, steps come out. Usually it is the recruiting pass, which means the person was already sitting on a bench waiting for whoever called next. Sometimes it is your interview, which means somebody else decided who talks to your customers. Often it is the onboarding, which means "ready" arrives before anyone has learned your business.
The cost of that lands in month two, not week one. A mismatch you did not choose has to be unwound, the ramp starts again, and the time you thought you saved is spent twice. Retention is the whole return on a dedicated placement, so we optimise the decision rather than the handoff.
If your need genuinely cannot wait a week, tell us on the call. We will say plainly whether we can help on that timeline instead of booking you and hoping.
What gets skipped when the clock wins
- A real recruiting pass against your brief
- Your interview, and your decision
- Skills checks and reference work
- Access, tooling and policy setup
- A shadow period before ownership transfers
None of these are ceremony. Each one is a place a placement quietly fails three months later.
Definitions matter
What "live" actually means on day one.
"Available" and "productive" are different milestones, and most timeline claims quietly measure the first one. Here is what is true on the first billed day of one of our placements.
Doing the real work
They have already handled supervised versions of the actual tasks during the shadow period. Day one is ownership transferring, not a first attempt.
Supported, not dropped
A floor manager is already reviewing the work and coaching from week one, and stays the same person for the length of the engagement.
Because the work happens in your own tools, there is no second system for your team to adopt — here is what we do and don't put on your screen.
When a search runs long
If the date moves, you hear it from us first.
Sometimes the shortlist is thin, or you interview three people and none of them is the one. That is the process working, not failing. What you get in that situation is plain reporting on where the search stands and what is holding it — not silence and then a compromise candidate.
You are not billed while that happens. Recruiting, interviews and onboarding all sit on our side of the invoice, so a longer search costs us and not you. And if we conclude the role is one we cannot fill well, we will say that too — a placement we know is wrong is worse for us than no placement at all.
While the search is open
- No invoice — billing begins on day one of real work
- Honest reporting on where the shortlist stands
- You keep interviewing until someone is right
- A straight answer if the role is outside what we can fill well
Pricing reminder
Two paths, one bench .
Nothing is billed until your teammate is on the keyboard doing real work — whether that is a dedicated placement or a fractional block of hours. The figures, the billing cadence and the contract terms live on the pricing page.
Dedicated teammate
There throughout your business day
Working on what you need, when you need it
Dedicated staff, available throughout your business day — picking up whatever's piling up: email, scheduling, follow-ups, the work that keeps slipping. You don't fill a job description; you gain a teammate who learns your business and stays for the long haul.
- Dedicated to your business — not shared, not stacked
- 160 hours/month available in your time zone
- College-educated + 4+ yrs experience
- Same teammate every day — they learn your business
- Supported by us, not abandoned after kickoff
Fractional / part-time
Fractional
When you only need a few hours a day
A few hours a day from a dedicated teammate — perfect for things like social media posting, light email triage, or weekly reports. Not a shared rep splitting time across other clients' accounts; your hours are blocked for you, with the same vetted person every shift.
- Your hours are blocked for you — not split across other clients' accounts
- Same vetted bench as full-time placements
- A few hours a day on a set schedule
- Month-to-month, no long-term contract
Building out a team? We place multiple teammates in parallel — say a few customer service reps, or staff you'll train into your own systems. Let's scope it on a call →
Want the numbers? See full pricing →
If you are comparing quotes rather than calendars, what an all-in rate has to cover is the page for that — or read how the three hiring models differ.
Start the clock
Book the call, get a real date.
Thirty minutes on the work, the hours and the tools — and a timeline for your specific role that we are willing to be held to.
- Hear the real range for your role, not a headline
- Agree what has to be ready before day one
- Meet finalists before you commit to anything
Nothing is billed until your teammate is doing real work.
Not ready for a call? Send us a quick note →
