5 min read
5 min read
Rayyan Khan
Rayyan Khan
Hiring Offshore Talent
How to build a high-output global team (without chaos)
Offshore hiring isn’t just about saving money.
It’s about buying back your time and building leverage—fast.
We’ve helped dozens of founders delegate 80% of their week by hiring strategically across operations, admin, and marketing. This guide gives away the whole system.
Lets dive in
Decide what to delegate and what’s worth your time
Decide what to delegate and what’s worth your time
Decide what to delegate and what’s worth your time
1. Decide what to delegate (and stop doing $5/hour work)
Before you hire, figure out what you need to stop doing.
Here’s how we categorize tasks:
$5/hour tasks: Research, scheduling, inbox cleanup
$20/hour tasks: Customer support, content repurposing, outreach
$100/hour tasks: Strategy, closing deals, building the offer
We map these to job descriptions so every hire is directly ROI-positive.
1. Decide what to delegate (and stop doing $5/hour work)
Before you hire, figure out what you need to stop doing.
Here’s how we categorize tasks:
$5/hour tasks: Research, scheduling, inbox cleanup
$20/hour tasks: Customer support, content repurposing, outreach
$100/hour tasks: Strategy, closing deals, building the offer
We map these to job descriptions so every hire is directly ROI-positive.
1. Decide what to delegate (and stop doing $5/hour work)
Before you hire, figure out what you need to stop doing.
Here’s how we categorize tasks:
$5/hour tasks: Research, scheduling, inbox cleanup
$20/hour tasks: Customer support, content repurposing, outreach
$100/hour tasks: Strategy, closing deals, building the offer
We map these to job descriptions so every hire is directly ROI-positive.
1. Decide what to delegate (and stop doing $5/hour work)
Before you hire, figure out what you need to stop doing.
Here’s how we categorize tasks:
$5/hour tasks: Research, scheduling, inbox cleanup
$20/hour tasks: Customer support, content repurposing, outreach
$100/hour tasks: Strategy, closing deals, building the offer
We map these to job descriptions so every hire is directly ROI-positive.
Where to find top offshore talent (and how we source daily)
Where to find top offshore talent (and how we source daily)
Where to find top offshore talent (and how we source daily)
2. Where to source offshore talent
Here’s our playbook:
Reddit – r/forhire, r/virtualassistant, r/freelance
LinkedIn Ads – targeting specific regions like LATAM, MENA
Job boards – OnlineJobs.ph, Workana, Remotive
Inbound funnels – We built custom Typeforms + Airtable automations
Referral systems – We now have thousands of screened profiles
You don’t need to hire a unicorn. You need a system to consistently find good people.
2. Where to source offshore talent
Here’s our playbook:
Reddit – r/forhire, r/virtualassistant, r/freelance
LinkedIn Ads – targeting specific regions like LATAM, MENA
Job boards – OnlineJobs.ph, Workana, Remotive
Inbound funnels – We built custom Typeforms + Airtable automations
Referral systems – We now have thousands of screened profiles
You don’t need to hire a unicorn. You need a system to consistently find good people.
2. Where to source offshore talent
Here’s our playbook:
Reddit – r/forhire, r/virtualassistant, r/freelance
LinkedIn Ads – targeting specific regions like LATAM, MENA
Job boards – OnlineJobs.ph, Workana, Remotive
Inbound funnels – We built custom Typeforms + Airtable automations
Referral systems – We now have thousands of screened profiles
You don’t need to hire a unicorn. You need a system to consistently find good people.
2. Where to source offshore talent
Here’s our playbook:
Reddit – r/forhire, r/virtualassistant, r/freelance
LinkedIn Ads – targeting specific regions like LATAM, MENA
Job boards – OnlineJobs.ph, Workana, Remotive
Inbound funnels – We built custom Typeforms + Airtable automations
Referral systems – We now have thousands of screened profiles
You don’t need to hire a unicorn. You need a system to consistently find good people.
Screening for execution, clarity, and coachability
Screening for execution, clarity, and coachability
Screening for execution, clarity, and coachability
3. Screening for clarity and follow-through
Forget 5-step interviews. We keep it lean:
Written test: Small prompt, can they follow instructions?
Voice or Loom intro: Can they explain clearly and confidently?
Trial task: 1–2 day paid task to gauge communication and pace
We look for people who take feedback well, over-communicate, and ask the right questions.
3. Screening for clarity and follow-through
Forget 5-step interviews. We keep it lean:
Written test: Small prompt, can they follow instructions?
Voice or Loom intro: Can they explain clearly and confidently?
Trial task: 1–2 day paid task to gauge communication and pace
We look for people who take feedback well, over-communicate, and ask the right questions.
3. Screening for clarity and follow-through
Forget 5-step interviews. We keep it lean:
Written test: Small prompt, can they follow instructions?
Voice or Loom intro: Can they explain clearly and confidently?
Trial task: 1–2 day paid task to gauge communication and pace
We look for people who take feedback well, over-communicate, and ask the right questions.
3. Screening for clarity and follow-through
Forget 5-step interviews. We keep it lean:
Written test: Small prompt, can they follow instructions?
Voice or Loom intro: Can they explain clearly and confidently?
Trial task: 1–2 day paid task to gauge communication and pace
We look for people who take feedback well, over-communicate, and ask the right questions.
Hiring checklist: language, overlap, tools, mindset
Hiring checklist: language, overlap, tools, mindset
Hiring checklist: language, overlap, tools, mindset
4. Hiring checklist (what matters)
Here’s what we check internally:
English communication (clear, proactive, async-ready)
Timezone overlap (based on role: full vs async)
Tool comfort (Slack, Notion, Google Suite, Loom, AI tools)
Growth mindset (do they care about improving?)
Cultural alignment (coachability, work ethic, trust)
We hire people who feel like mini-founders, not task bots.
4. Hiring checklist (what matters)
Here’s what we check internally:
English communication (clear, proactive, async-ready)
Timezone overlap (based on role: full vs async)
Tool comfort (Slack, Notion, Google Suite, Loom, AI tools)
Growth mindset (do they care about improving?)
Cultural alignment (coachability, work ethic, trust)
We hire people who feel like mini-founders, not task bots.
4. Hiring checklist (what matters)
Here’s what we check internally:
English communication (clear, proactive, async-ready)
Timezone overlap (based on role: full vs async)
Tool comfort (Slack, Notion, Google Suite, Loom, AI tools)
Growth mindset (do they care about improving?)
Cultural alignment (coachability, work ethic, trust)
We hire people who feel like mini-founders, not task bots.
4. Hiring checklist (what matters)
Here’s what we check internally:
English communication (clear, proactive, async-ready)
Timezone overlap (based on role: full vs async)
Tool comfort (Slack, Notion, Google Suite, Loom, AI tools)
Growth mindset (do they care about improving?)
Cultural alignment (coachability, work ethic, trust)
We hire people who feel like mini-founders, not task bots.
Our onboarding system: SOPs, scaling tasks, async feedback loops
Our onboarding system: SOPs, scaling tasks, async feedback loops
Our onboarding system: SOPs, scaling tasks, async feedback loops
5. The onboarding system
Most offshore hires fail because of lack of clarity. Here’s our 2-week onboarding framework:
Week 1: Access + walkthroughs + test tasks
Week 2: Real tasks with feedback loops, async check-ins
Post-onboarding: SOP library + async standups + increasing task scope
Once you have 1 solid hire, you can scale up a team. We help clients do both.
5. The onboarding system
Most offshore hires fail because of lack of clarity. Here’s our 2-week onboarding framework:
Week 1: Access + walkthroughs + test tasks
Week 2: Real tasks with feedback loops, async check-ins
Post-onboarding: SOP library + async standups + increasing task scope
Once you have 1 solid hire, you can scale up a team. We help clients do both.
5. The onboarding system
Most offshore hires fail because of lack of clarity. Here’s our 2-week onboarding framework:
Week 1: Access + walkthroughs + test tasks
Week 2: Real tasks with feedback loops, async check-ins
Post-onboarding: SOP library + async standups + increasing task scope
Once you have 1 solid hire, you can scale up a team. We help clients do both.
5. The onboarding system
Most offshore hires fail because of lack of clarity. Here’s our 2-week onboarding framework:
Week 1: Access + walkthroughs + test tasks
Week 2: Real tasks with feedback loops, async check-ins
Post-onboarding: SOP library + async standups + increasing task scope
Once you have 1 solid hire, you can scale up a team. We help clients do both.
💡 Want help?
💡 Want help?
💡 Want help?
We’ve built an offshore hiring engine that does all this—sourcing, screening, onboarding. You just get a shortlist of 2–3 people worth hiring. Book a free consult if you want in.
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© 2025 Founders Arm. All rights reserved.
© 2025 Founders Arm. All rights reserved.
© 2025 Founders Arm. All rights reserved.
© 2025 Founders Arm.
All rights reserved.