We recruit AI-augmented Filipino remote professionals — autonomous, initiative-taking, trained to work as partners — and place them full-time inside your company. A dedicated person who owns a function — paid at the top of their market, and still well under a local salary.
You tell us the role. We write the scorecard with you, source against it from our own pipeline, run the interviews and the skills testing, and put two or three genuinely qualified people in front of you. You pick one.
From there they're yours full-time — in your standups, your systems, your hours. We stay behind them: employment, payroll, AI certification, coaching, performance reviews, and a replacement if it doesn't work. There's no recruiting fee and no per-hour markup game.
These are the functions we recruit for every week, which is why we can move in three to four weeks instead of three months. If your role isn't listed, ask — the pipeline is deeper than the page.
This is the real timeline, measured from the alignment call. Specialist and technical roles sit at the top of that range; support and admin roles usually land under three weeks.
Alignment call
Thirty minutes. What the role owns, what good looks like in ninety days, what it's worth to you. We tell you honestly if staffing is the wrong answer.
- ✓Role and scope defined
- ✓Success measures agreed
- ✓Budget band confirmed
We recruit exclusively in the Philippines. It isn't a cost arbitrage story so much as a labor market story — a large, English-speaking professional workforce already trained on US business practice, in a timezone we can make overlap.
The honest caveat: remote hiring fails when nobody owns the employment relationship. That's the part we took on. We are the employer of record, the performance manager, and the one you call when something slips.
Anyone can send you a resume. We send you a professional.
Most companies who have been burned by remote staffing were not burned by geography. They were burned by a firm that won the deal on price and staffed it with whoever was available. We built the opposite model — headhunt, vet against your scorecard, pay at the top, coach continuously — because that is what makes it work.
A cheap hire does not save you money. It moves the cost onto your managers, where nobody is measuring it.Lane Elmer · Founder
Three tiers. Matched to the altitude of the work.
You are matched to a tier by the scope of the work, not by hours logged. Every package is all-in — salary at the top of the local band, benefits, payroll, tooling, AI Academy certification, a dedicated Trailblazer coach, and the formal performance appraisals we run on your Pathfinder and share with you.
- —Structured, well-defined workloads
- —Daily operational and admin ownership
- —Owns a workflow end to end
- —Improves the process while running it
- —High autonomy, leadership-facing
- —Builds the framework others run on
These are anonymized versions of Pathfinders we've placed or have available. Open one to read the full profile — experience, tools, and what they actually own day to day.
No composite clients and no invented numbers. Three engagements, described the way the client would describe them.
A claims backlog nobody owned
A marketing engine rebuilt from scratch
A consulting deployment that grew a role
Multi-entity billing, reconciled at the source
One flat monthly rate per Pathfinder — salary at the top of their local band, benefits, payroll tax, recruiting, coaching, and tooling all carried on our side. No placement fee, no per-hour markup, no shared bench. It lands well under the all-in cost of an equivalent local hire, and deliberately above the discount remote-staffing market.
Exact pricing depends on the role, the calibre you need, and the workflow it owns, so we scope it on the discovery call rather than publishing a rate card that would be wrong for most people. The calculator gives you a defensible estimate in the meantime.
