We built this from the employer side.
We were not recruiters looking for an industry. We were running businesses that needed the phone answered, and the options in front of us were bad ones.
We started by hiring and managing remote employees inside operating businesses ourselves — the phone desk, the dispatch board, the follow-up nobody had time for.
The first year was expensive. We read hundreds of applications, ran interviews that told us nothing, and hired two people who could not hold a service call. We tried a staffing company and paid a monthly rate that never went away. When we asked what our coordinator actually took home, we did not like the answer.
What eventually worked was unglamorous: understand the job first, source actively instead of waiting for applicants, test the real work on a live call before the interview, present fewer and stronger candidates, and let the owner hire directly.
Other owners started asking us to run their searches. That became Direct Hire Partners. We still employ remote office staff in our own company, which is the only reason we are willing to say we understand the job.
How we work
We tell you what is wrong with the candidate.
Every profile includes a reservation. A recruiter who only lists strengths is selling, not assessing.
We turn down searches.
If the pay range will not attract someone who can do the job, or the role is three jobs stapled together, we say so before taking a deposit.
We do not run a talent catalog.
No star ratings, no browsing profiles, no packages. These are professionals interviewing for a job at your company.
We stay out of the paycheck.
Pay is negotiated between you and the person you hire. We never take a share of it.