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.

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 boardsOnlineJobs.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 boardsOnlineJobs.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 boardsOnlineJobs.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 boardsOnlineJobs.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.

We help startups hire cracked offshore talent.

© 2025 Founders Arm. All rights reserved.

We help startups hire cracked offshore talent.

© 2025 Founders Arm. All rights reserved.

We help startups hire cracked offshore talent.

© 2025 Founders Arm. All rights reserved.

We help startups hire cracked offshore talent.

© 2025 Founders Arm.
All rights reserved.