The purpose of this Website is to explain our simple and common sense plan to eliminate RPOs and replace them with a strategy for TA/Staffing Firm executives to grow your nearshore/Dominican based lower cost recruiting/staffing support operation - that you control.

Could be for recruiting, sourcing and back office such as accounting and new hire onboarding, social media management etc. Or, many staffing firm executives can get more accomplished while improving work/life balance by hiring a remote & lower cost personal assistant who may be unaffordable to hire inside the USA.

The video at bottom of page shows Nicole who we recruited in the DR, provided our recruiter/sourcing training program and set up to work with a company in New York as a (remote) recruiter trainee. We fit in the middle as the legal HR/payroll provider = eliminates RPOs!

Since, Nicole has been promoted to full recruiter and is now the company's recruiting leader and works direct with hiring managers. She also manages USA based clients remotely from the DR for half the cost of a USA based account manager.

This comment is for leaders of staffing/recruiting firms:  We are not an offshore RPO. In fact, our business model is designed to eliminate RPOs and replace with a plan that helps you create, implement and control Your Own Nearshore Lower Cost Recruiting/Staffing Support Operation. You are the Boss!

Let's compare an RPO to our business model. If you were to use an RPO, you are renting their recruiters. The RPO hires and trains people as "their" recruiters/employees and rent to your company as remote, lower cost and expendable recruiting staff.

Think of the common sense, nobody who knows they are rented and expendable will give you their 100% in this type of job situation and yuo do not really care about them either!

And, RPOs are terrible at training recruiters, they often double dip by assigning the same recruiter to 2 American companies and will pull people off your team and move them to other clients who pay more.

You may agree that when American's are contacted on LinkedIn or called by foreign recruiters with accents the Americans ignore, delete and hang up.

Most American companies that try RPOs cancel when realizing the problems and failures outweigh the benefit of lower cost.

What about AI? Well, so far in recruiting and staffing AI is creating more of a mess than it is solving. If the reason for AI is replacing humans to reduce cost, maybe having humans do the work from a lower cost location is a better idea.

At least for 10 more years until AI is truly good enough to replace certain people and jobs.

Our business model is similar to your hiring long term career employees in the USA through an HR company like ADP or Paychex. Except, our HR company and people are in the Dominican Republic where the cost for a good person to work remote from DR can be half that of a comparable person working inside the USA.

Many people in the DR are American/Dominicans, this is not India or Philippines. The reason for lower cost is the currency exchange rate and wage scale differences compared to USA.

(The DR is only 2 hours from Miami and same time zone as New York. If you developed a team in the DR it would be easy to fly here and enjoy quality time with your team. Not so possible in far-away countries like India or Philippines)

Let's go through a step by step process to help you clearly understand how we can help you grow a nearshore lower cost recruiting support team that you control.

A good idea is to use your Dominican recruiting staff to handle higher volume hiring so your USA based senior recruiters can focus more time on mission critical roles that require a much deeper, headhunting style of recruiting.

New hire onboarding, staying in touch candidates to keep them warm, pipeline, ensure they show for interviews, a human doing this will always be better than AI, at least for the next 10 years. 

You are the Boss and can create your own job descriptions for your DR based recruiting staff. We get you the people and handle their HR and payroll so they work for you yet there is no legal connection between your company and your Dominican based team members.

A - Assume you want to start with 1 person. Our Dominican HR company recruits 3 to 5 people who are college educated, bilingual English/Spanish, computer literate and have worked in jobs like customer, sales, technical support where they have worked with people in the USA every day. They are used to a fast paced environment.

B - These people are not trained recruiters, they are excellent to hire as recruiter trainees! They are used to high activity jobs, calling, talking, multi-tasking etc. Could be for full recruiting, candidate sourcing or even back-office work such as new hire onboarding.

It is better to train up fresh people to work your way than hire supposedly experienced recruiters who have likely been poisoned by bad experiences with previous companies.

C - Assume you interview 3 people over Zoom and select Nancy Gomez for hiring. Our Dominican HR company hires Nancy on your behalf.

On paper she is a permanent contractor while the relationship with you as same as a long term career employee. Nancy could work the next 20 years for you.

There is no legal connection between you and Nancy. She is not rented like from an RPO, she fits in same as your long term career employee and same as if you hired a person in the USA through an HR company like ADP or Paychex.

FYI, the USA rules that govern long term use of contractors only apply to USA citizens, not to a person like Nancy in the DR. This means she can work many years for you same as a career employee while on paper is a contractor.

D - We provide her with a suitable laptop, high speed internet, we handle her HR, payroll and taxes and our Dominican HR manager partners with you to help manage your DR based staff at the local level.

E - While Nancy onboards with your company she is also studying our recruiter 101 training. This is a group of private Youtube videos that covers an A to Z recruiting process, use of LinkedIn and job boards, direct hire vs. temp and contracting, etc.

You can think of our recruiter training as a college course that prepares people for you to take over training to work and recruit Your Way. We can also offer suggestions that could help you create a 30/60/90 training process.

Let's be honest, there are a lot of recruiters out there with years of experience but are bad to hire. Is better if you control success vs. failure by training your own team to recruit your way!

F - Assume Nancy starts March 1st. In final week of February our American corporation sends funds to our Dominican HR company to cover payroll for March. We FRONT the money to cover Nancy's payroll on your behalf.

On April 15th our American company sends the invoice where your American company pays and reimburses our American company.

As you can see, no money from your company flows outside the USA nor is there any legal connection between you and Nancy in the DR while she fits in with you same as a long term loyal career employee.

Pretty Smart!

Your Company > Our USA Corp > Our Dominican HR company > Nancy in the DR works direct for you!

Nancy can grow a long career with your company without you having any risk of lawsuits from disgruntled employees, no payroll, FICA or other taxes, no cost for health or other insurance and none of the overhead costs of a USA based employee.

If you formed your own HR corporation in another country + figured out how to find, recruit and hire English speaking people + set up international banking and handled taxes for people you hire in the other country you can do all of this yourself. We already did this 10 years ago for staffing firms we built and sold.

We kept the Dominican HR company so today you can partner with us and use our HR company as a shortcut vs. trying to make all this happen yourself.

The video below shows Nicole in Santo Domingo DR who we set up with a company in New York 8 years ago and she is still with them and growing a career while we fit in the middle as the legal HR & payroll provider.