The purpose of this Website is to explain our simple and common sense plan to eliminate either offshore or U.S. based 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, back-office such as accounting and new hire onboarding, social media management and more. Or, many staffing firm executives can get more work accomplished while improving work/life balance by hiring a remote & lower cost personal assistant  to handle all time consuming tasks - 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 so she is legally paid in the DR = eliminates RPOs! The video is well worth making time to view.

The Key is Nicole fits in same as a career employee while on paper is a permanent contractor. This is very different and much better than renting recruiting or other staff from offshore companies.

FYI, a permanent contractor means working remote from the Dominican Republic the IRS rules that cover long term use of contractors do not apply. This means Nicole fits in same as a long term career employee while on paper there is no legal connection because she is a contractor through our Dominican human resources company.

This also means no taxes, FICA, insurance or any of the other overhead costs that come with a USA based employee. 

No overhead and the currency exchange rate explain how Nicole can work remote from the DR for half the cost of being an employee inside the USA.

Since being hired,  Nicole has been promoted to full recruiter and is now the company's recruiting leader and works direct with hiring managers with U.S companies. She also manages USA based clients remotely from the DR using Teams video call.

Let's use You and Nicole as the example to 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 them 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% and you do not care about them either! There is no loyalty or commitment to quality and success on either side of this rent-a-recruiter/worker business model.

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 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.

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.

(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 clarify how we can help you grow a nearshore lower cost recruiting, sales-support or back-office 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 with candidates to keep them warm, pipeline, ensure candidates show for interviews, a human doing this will always be better than AI, at least for the next 10 years.

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, solid computer skills 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.

A cool idea is using a remote and lower cost recruiting assistant as a clone of a USA based recruiter. The plan is for the assistant to help the USA recruiter double their own daily sourcing activity and to follow up and stay in touch with candidates.

It is better to train up fresh people to work your way than hire supposedly experienced recruiters who have been poisoned by bad experiences with previous companies. You know the truth, there are recruiters all over LinkedIn who show years of experience yet are terrible to hire. With jobs like sales or recruiting it is always better to train people Your Way!

C - Assume you interview 3 people over Zoom and select Nicole from the video for hiring. Our Dominican HR company hires Nicole on your behalf.

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

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

E - While Nicole 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.

F - Assume Nicole starts March 1st. In final week of February our American corporation funds our Dominican HR company to cover payroll for March. We FRONT the money to cover Nicole'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 Nicole 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 > Nicole in the DR works direct for you!

Short back-story. Our CEO built and sold 2 staffing firms in the past. To support those companies he formed the HR corporation in the Dominican Republic to hire, train and build his own nearshore lower cost recruiting and support staff operation. When selling the staffing firms he kept the Dominican HR company. Today, you can use the Dominican HR company as a shortcut to hire people in the DR and create your own nearshore/lower cost operation be it recruiting, sales support, back office or a personal assistant for your company leaders.

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.