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You're doing work that someone else should be doing.
Not because you're a control freak. Because you haven't found the right person to hand it to yet.
That's the real problem.
Most founders frame this as a budget issue: they need someone experienced.
But experienced people cost too much, so they underhire, get burned, or keep absorbing the work themselves.
The actual issue is geography.
The talent pool you're drawing from is priced for San Francisco, not for the quality of work you need done.
A real example
We recently placed a Serbian ops manager with 10 years of experience.
The client had been doing this work themselves, which tied the whole company's ceiling to one person's hours.
She came in at $3,000 a month, $36,000 a year.
The US equivalent for that background runs $85,000 or more.
Within the first few weeks, she restructured the client's workflows, and the business scaled to figures they had never hit before.
They're now adding $100K in new monthly recurring revenue, with department heads in the US and the back end staffed globally.
How to evaluate a global ops hire
If you're weighing an ops or project-manager seat, here's how to do it honestly:
Write the actual job.
What decisions does this person make alone?
What do they hand to you? If you can't write it, you're not ready to hire.
Match the region to the role.
Eastern Europe (Serbia, Poland) produces strong analytical and operations profiles.
Latin America is strong for client-facing work where US-adjacent hours matter.
South Africa produces some of the best sales talent I’ve ever seen with native English speakers, neutral accents and expert-level objection handling.
Ask for evidence, not credentials.
A real recruiter hands you interview recordings, skills-test results, and verified work history before you spend an hour.
Forwarding CVs isn't vetting.
Protect your downside.
A 120-day replacement guarantee is the standard you should demand.
If a recruiter won't stand behind a placement for four months, that tells you what they think of their own process.
What it actually costs
A client of ours who managed over $121 million in ad spend put it plainly: “80% savings on payroll while landing experienced professionals. The savings don't come from compromising. They come from hiring outside a geography that inflates pay for reasons that have nothing to do with skill.”
We charge a once-off flat fee, paid only on a successful placement.
No cut of the salary, no management markup, no retainer. And, the deposit to start a search is refundable if you don't hire.
Why this is an easy yes
Most recruiters fish in one pond and forward you whatever floats up. That's why the shortlists feel thin.
We run four separate funnels: regional job boards, headhunting people who are already employed and happy, region-specific talent content, and referral partners on the ground. Most agencies use one or two.
More funnels means a stronger shortlist. That's why half our clients hire one of the first candidates we show them, and why the median search closes in 17 days.
You're not settling for whoever happens to be available. You're choosing from people who weren't even looking.
One question before you go: what's the one role that, filled well, would take the most off your plate? Hit reply and tell me. I read every response. Or book a call below.
Until next time,
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