How it works
From “we need someone” to someone starting
Seven steps, five screening gates, and one person accountable for the outcome. Here is the whole thing, including the parts a staffing firm would rather not put in writing.
The process
Seven steps, in order
Scope the role
We work through what the person will actually do day to day, the tools they have to know, the hours they need to cover, and what “good” looks like in ninety days. Vague requirements are the fastest way to a placement that does not work, which is why this step is heavier than it looks.
Source globally
We recruit from an international bench rather than a single local market, which widens the pool from dozens of available candidates to thousands and keeps the search moving when a domestic one would stall.
Screen and test
Verified identity and work history, spoken and written English assessment, and role-specific skills testing against the tools and scenarios the job actually involves. This gate is where the screening does its work.
Check the workspace
A remote professional is only as reliable as their desk. We confirm connectivity, power backup, a private working space, and a device and security posture that meets your requirements before we present anyone.
You interview
You meet a short list, not a stack. Every person you talk to has already cleared screening, testing, and the workspace check, so your time goes to judging fit rather than filtering noise.
Place and onboard
We handle the contract, the payment arrangements, and the compliance paperwork, then stay in the loop through onboarding so the first month is a ramp rather than a scramble.
Stay accountable
We check in after the placement, not just before it. A wrong fit inside the 90-day guarantee window means we run the search again and waive the deposit on the replacement. Beyond it, because the contractor is engaged through us, keeping the seat filled stays our responsibility rather than a search you commission again.
Screening
The five gates, in detail
Candidates are eliminated here rather than in your interview. That is the point of paying someone else to recruit.
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Identity & work history
Government ID verification and a confirmed employment history, checked against what the resume claims.
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Language proficiency
Spoken and written English assessed against the level the role actually needs, whether that is a client-facing support queue or an internal engineering standup.
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Role-specific skills testing
A practical assessment built for the role: a ticket triage scenario, a security alert to work, a code exercise, a reconciliation, or a live inbox.
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Reference checks
Direct conversations with prior supervisors, not a form letter and a date range.
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Workspace & security posture
Verified connectivity and power redundancy, a private working area, and a device and access posture that satisfies your security requirements.
Where candidates come from
We recruit where the talent is, not where the office is
Different regions are strong at different things, and the honest answer to “where do your people come from” is “it depends on the role.” A nearshore developer who overlaps your whole working day and an overnight service desk technician are two different searches.
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The Philippines & Southeast Asia
Deep benches in service desk, customer experience, accounting support, and executive assistance, with a long track record of working to US business hours.
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Latin America
Nearshore engineering, development, and project management talent inside or close to US time zones, which makes real-time collaboration straightforward.
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Eastern Europe
Senior software development, DevOps, and security engineering, with strong overlap with US morning hours.
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South Africa
Customer-facing support and administrative professionals with neutral accents and strong written English.
What you are buying
Included as standard
Every engagement covers these three things. There is no version of working with us where the search ends at an introduction.
Hiring & placement
Scoping the role, recruiting internationally, running every screening gate, and presenting a shortlist you can actually interview. The search is the service, not a finder’s fee attached to a database lookup.
People management
Contracts, onboarding, invoicing and payment, time and attendance, and offboarding for the contractor we place. They report to your managers and take their work from your reporting line; what stays with us is the paperwork of engaging someone in another country.
Replacement cover
A search opens with a $500 deposit, credited back against your first month's invoice once the contractor starts. If the fit is wrong inside the first 90 days we run the search again and waive the deposit on the replacement, so you are not paying a second deposit to start over. Beyond that window the contractor is still engaged through us, so keeping the seat filled remains our responsibility.
Optional add-on
Close the gap a remote hire opens
Hiring someone you will never meet, in another country, with access to your systems, raises two fair questions: is the work getting done, and is our data safe? This is how we answer them. It is one package at one additional fee, added to a placement or left off entirely.
Secure remote workstation
A US-hosted virtual desktop the contractor works inside, with productivity and activity monitoring and managed endpoint security on the same package. Company data stays on US infrastructure rather than a personal machine abroad, access is revocable the day someone leaves, and the environment is identical for every person who sits in the seat.
For any seat that touches customer data, financial records, or systems you would not put on a laptop you have never seen.
- US-hosted virtual desktop, so company data never lands on a personal machine
- Access controlled centrally and revocable on the day an engagement ends
- Productivity and activity monitoring, disclosed to the contractor and written into their agreement
- Managed endpoint security: protection, patching, threat detection, and response
Engagement models
Who holds the contract, and who pays
Staff augmentation is our core model: the contractor works your account, reports to your managers, and is engaged through us, so you get one invoice. You commit to the first ninety days and nothing longer. We scope these seats to stay filled for a year or more, but that is how we build them, not what you sign. The two conversion models below are open to Tier 3 and management seats only.
Staff augmentation
Our core model. The contractor works your account and only your account, reports to your managers, and sits in your reporting line like any other member of the team. The contract sits with Pacific Cloud Cyber: you pay us one invoice, we pay the contractor, and we carry the contracting and compliance obligations in their country.
Commit to the first 90 days of fees and nothing longer. We scope the seat to stay filled for a year or more, but that is how we build it, not what you sign.
Dedicated team
The same arrangement across a whole function rather than one seat: a multi-person pod hired to a single spec, working as a unit under one point of contact and one invoice.
Best for standing up an entire function, like a service desk or an AP team.
Contract to hire
Tier 3 technical and management seats only. Start with the contractor engaged through us on staff augmentation, then bring them onto your own payroll once they have proven the fit.
Available for Tier 3 and management roles, and useful when the role is new or the bar is hard to describe on paper.
Direct placement
For senior seats only — Tier 3 technical roles and management — we will run the search and let you bring the person onto your own payroll directly. Priced per search rather than as a monthly rate, and quoted per role.
Available for Tier 3 and management roles. We do not offer it for Tier 1, junior, or administrative seats.
Tell us about the role you cannot fill.
Describe what the person needs to do, the hours you need covered, and what good looks like in ninety days. We will come back with a plan and a shortlist, not a pitch deck.