Growing US employers
Interview logistics and candidate follow-ups consume recruiter and hiring-manager time.
DEDICATED PEOPLE. YOUR WAY OF WORKING.
Build Your HR & Recruitment Operations Team
Add recruitment coordination and people-administration capacity to your internal HR team. You set hiring criteria, employment policies and decisions; dedicated staff maintain the agreed workflows.
Discuss my team ↗Start with one role. You interview and choose.
WHEN DEDICATED STAFFING FITS
Build around a recurring need.
Recruitment businesses
Research, records and coordination create recurring support work across assignments.
Each seat needs enough recurring work, an available manager and a sustainable monthly budget. A one-off task or occasional workload may suit a project or hourly arrangement better.
Define what good work looks like.
| Workflow | Work to delegate | What your team provides |
|---|---|---|
| Recruitment coordination | Interview schedules, candidate updates and tracked next steps. | Hiring criteria, interviewer availability and communication templates. |
| Sourcing support | Researched candidate records and documented search activity. | Role requirements and approved sources. |
| HR administration | Checked records, onboarding checklists and document requests. | HR policies, access controls and responsible reviewers. |
CHOOSE THE CAPACITY YOU NEED
Find your first role—or your next.
What does a dedicated team cost?
Your team budget is the sum of the monthly prices for the roles you hire, plus any agreed extras. Where shown, published ranges are in USD per dedicated full-time person. Other roles require a quote based on experience, scope and working hours.
| Role | Monthly range (USD) |
|---|---|
| Recruitment coordinator | Request a role quote |
| Talent sourcing assistant | Request a role quote |
| HR administrative assistant | Request a role quote |
Example: recruitment coordinator + talent sourcing assistant
Request a team quoteScope each role, experience level and working schedule.
A recruitment coordinator and sourcing assistant can separate logistics from candidate research if both have sustained work. Define quality criteria and reviewer capacity before expanding.
An example role combination to discuss, subject to recruitment feasibility. Start with one role if there is not enough work for two full-time people.
Get my team quote ↗What is included?
Recruitment, screening, managed workspace, standard hardware, IT, HR, payroll, attendance, leave and replacement support. Your team directs the work.
Review all inclusions and commercial terms ↗What can cost extra?
Special hardware or software, night shifts or heavy US-hours overlap, client-specific training, specialized security requirements or a dedicated manager. Confirm these along with payment, notice and replacement terms.
The current offer is a paid one-week trial, credited toward the first month if you continue. Agree the trial price and scope before starting.
Your team leads the work.
- You retain selection decisions, employment policies, offers, employee-relations decisions and legal review. This page describes staff supporting your HR function; it is separate from the HR support included for your India-based hires.
- Work priorities, access permissions, review and final approvals.
We handle staffing operations.
Your Remote Staff recruits against your brief, supports interviews, and arranges office and employment operations. You select the candidates, set priorities and review output.
Confirm access controls, confidentiality, IP terms and any regulated-work requirements during scoping.
Discuss security and access requirements ↗Recruit for your actual workflow.
Specify your ATS, HRIS, scheduling and document tools. Identify the data each role needs and who approves candidate or employee communications.
Make candidate assessment practical.
Use a mock scheduling conflict, candidate update and record-check exercise. Evaluate organization, writing, discretion and adherence to the hiring process.
Recruitment timing depends on the skills, seniority, hours and candidate availability. We discuss a realistic shortlist timeline after reviewing your brief.
A PRACTICAL START
Add capacity in stages.
Define the first role
Identify the recurring queue, expected output, manager and budget. Share tools and working hours so we can scope the hire.
Interview and onboard
Assess shortlisted candidates, agree terms and prepare access. Start with a bounded assignment your team can review.
Review before expanding
Check workload, quality and handovers. Add another role when it has clear ownership and enough continuing work.
People in your team. Support in Pune.
Your Remote Staff is operated by Salt Technologies, which has served global clients since 2012. Staff work from our managed office in Pune, India.
About the business behind your team ↗Choose the right working relationship.
A dedicated team fits work you want to manage internally. If you need a supplier to own project delivery or a complete business service, compare that requirement with a managed-service engagement.
Compare staffing and outsourcing models ↗BEFORE YOU DECIDE
Questions about your team.
Is this different from the HR support included in every seat?
Yes. Included HR support concerns your staff employed through Your Remote Staff. These roles would work on your own recruitment or people-administration workflows under your direction.
Who makes candidate decisions?
Your hiring managers and HR team retain selection criteria, interview decisions and offers. Support staff can coordinate and prepare information within your process.
Can staff handle employee records?
Scope access, confidentiality and permitted tasks before sharing records. Your HR lead controls policies, sensitive decisions and permissions.
Can the team work US business hours?
Agree the US time zone, live overlap and shift coverage for each role before hiring. Heavy US-hours coverage or night shifts may add cost. One person does not provide round-the-clock coverage.
Bring the workload. We’ll discuss the roles.
- Open-role volume, interview load, ATS/HRIS and approval responsibilities
- Required tools, experience and any specialist credentials
- Named manager, monthly budget and preferred start date
- US time zone, live overlap and data-access requirements
What happens after you enquire?
We review your requirements and discuss role fit, costs and hiring next steps. You can ask about one role or a proposed team; a larger team is not a prerequisite.
Share my team requirements ↗Make room for the work ahead.
Tell us where work is backing up, who will manage it and when you want to start.
Plan my team ↗