Define the work honestly
The clearer you are about volumes, systems and edge cases, the better the shortlist. Vague briefs produce vague candidates.
How it works
Seven steps to a team member who feels like yours
No blind placements, no mystery process. Here is exactly what happens between the first conversation and the day your remote professional starts owning live work.
The process
What happens, in order
Most engagements move from first call to live work in a matter of weeks: the variable is how specific the experience requirements are.
- 1
Tell us what you need
We learn your company, the responsibilities you want covered, the software your team uses, working hours, experience requirements and expectations.
- 2
We recruit and screen
Our recruiting team sources candidates against your operational requirements, then screens for skills, communication and reliability.
- 3
Meet your candidates
You review qualified professionals and interview the people you believe fit your organization best. No blind placements.
- 4
Select your team member
You choose the professional you want working with your company. The decision stays with you.
- 5
Onboarding and training
Your DeskPro professional is introduced to your procedures, systems, responsibilities and company culture, with our onboarding team alongside.
- 6
Start working
Your remote team member begins handling live work as an extension of your organization, on your hours and inside your workflows.
- 7
Ongoing support
DeskPro continues supporting the relationship through account management, quality oversight and performance monitoring.
Onboarding
Why the first 30 days decide the next 30 months
Remote hires rarely fail on skill. They fail because nobody wrote down how the work is actually done, so the new person guesses, guesses wrong, and loses the room.
Our onboarding team captures your procedures as usable SOPs during the first two weeks, runs a shadowing period before your professional touches live work, and puts a QA scorecard in place from day one so problems surface as data rather than complaints.
By the end of the first month you should have a documented workflow, a professional owning it, and a scorecard telling you how it is going.
Week two
Shadowing and QA baseline
First 30 days
- Week 1: access provisioning, systems orientation, SOP capture
- Week 2: shadowing, supervised transactions, QA baseline set
- Week 3: first workflow owned end to end, daily check-ins
- Week 4: full queue ownership, scorecard review with your manager
- Day 30: written review of what is working, what to adjust, what to add
Your part
What we need from you
Outsourcing is not a hand-off into a void. Four things on your side make the difference.
Provision access properly
Named accounts with least-privilege permissions in your AMS, CRM and helpdesk. Set up by your team, controlled by your team.
Give the first 30 days attention
A daily check-in for the first two weeks is the single biggest predictor of whether a remote hire sticks.
Tell us early when something is off
Small corrections in week two are easy. Six months of silent frustration is not. Your account manager wants the feedback.
Let's build your team
Ready to start at step one?
Tell us what you need covered. We will confirm the role definition before we recruit a single candidate.
Prefer to talk now? +1 (717) 551-5566