Offshore team members for full-service agencies
You're managing fulfillment across multiple departments, and every team is at capacity with no room to grow. We place vetted specialists from the Philippines and Latin America inside your agency, in 21 days on average, paid at cost.
Free 30-minute call. Free replacement guarantee.
Why full-service agencies run out of capacity
A full-service agency has every department's capacity problem at once. Each team is one hire short, the owner is the tiebreaker between them, and adding a U.S. salary to every department isn't on the table.
What you hand off first
- Day-to-day client communication and reporting
- Execution work in the department that is furthest behind
- Project tracking across teams
- The admin that keeps landing on the owner
Roles full-service agencies hire most
Account Managers
Client communication, reporting, and relationship management.
Project Managers
Timelines, task assignment, and keeping every deliverable moving.
SEO Specialists
On-page, technical SEO, link building, and audits.
PPC Specialists & Media Buyers
Campaign builds, daily optimization, and reporting across ad platforms.
Graphic Designers
Social media, branding, ad creatives, and presentations.
Executive Admins
Inbox, calendar, follow-ups, and everything that pulls you out of deep work.
Mistakes full-service agencies make when they hire offshore
- Hiring one generalist for everything
- A person split across five departments finishes nothing. Pick the department that is furthest behind and fill one clear seat.
- Starting with the wrong seat
- If you are the bottleneck, a specialist won't free you. Start with the role that takes work off the owner.
- No single manager
- Give each hire one person to report to, even if their work touches several teams.
The hire is one event. The system around it is the product.
Most firms hand you a hire and disappear. We stay. You get support as the owner, and your hire gets support of their own.
- Delegation Blueprint
- Before we recruit anyone, we map what to hand off first and turn it into a written role you approve.
- Client Success Manager
- One person who stays with you after the hire starts, not just until they do.
- VA Mentor
- Your hire has their own mentor, so you aren't the only one coaching them.
- Quarterly calls
- Every quarter we get on a call to see how the hire is working out and what to adjust.
Most firms take a cut of every hour your hire works. We don't.
You get one all-in price per hire: your hire's pay, at cost, plus one flat monthly fee from us. No percentage of wages and no hidden fees.
The markup model
- The firm bills you an hourly rate and pays your hire a fraction of it.
- You rarely see what your hire actually takes home.
- A raise for your hire means a bigger cut for the firm.
- The better your hire gets, the more the firm keeps.
The TalentFuze model
- Your hire is paid at cost. No markup on wages.
- You set what your hire gets paid. We give you the benchmark.
- Our fee is one flat monthly amount, separate from your hire's pay.
- Give your hire a raise and our fee stays exactly the same.
When you give a raise
Say your hire has a great first year and you give them a raise. With a markup model, the firm's cut grows with it. With us, every dollar of that raise goes to your hire and our flat fee doesn't move.
Free 30-minute call. Free replacement guarantee.
Questions we hear all the time
Which role should a full-service agency hire first?
The one that removes the tightest bottleneck. Every hire starts with our Delegation Blueprint, which identifies the highest-impact tasks to offload first.
Can one hire cover several departments?
It rarely works. A clear role in one department does better than a shared one across five.
Can we add more hires later?
Yes. Quarterly calls cover how the hire is working out and where the next seat would help most.
How does pricing work?
You get one all-in price per hire: your hire's pay plus one flat monthly fee from us. No percentage of wages and no markup on what your hire is paid. Your hire is paid at cost, and there are no hidden fees. We walk through the exact numbers for your roles on a call.
What if a hire doesn't work out?
If a hire doesn't work out, we replace them at no extra cost.
How long does it take to get someone placed?
21 days on average to place. That covers the delegation and workload analysis, role definition, talent matching, interviews, and onboarding prep.
See what your next hire
would cost
Thirty minutes. We'll map the roles worth delegating first and walk through the exact numbers for each one.
Free 30-minute call. Free replacement guarantee.
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