We tried overseas hiring. It doesn't work.

"We tried overseas hiring. It doesn't work.”

If you've said that, this one's for you!

You hired someone in another country. 

It went sideways. Missed deadlines, a quiet Slack channel, a not-so-polite goodbye four months in. So you decided the problem was the country.

Before you close that door for good, here's a number: only 49% of American workers strongly agree they know what's expected of them at work. Gallup asked 43,262 of them this year. The thing that sank your hire is happening down the hall, too.

Most burned founders take the wrong lesson from a bad hire. They blame the geography, so they either never try again or rebuild the same broken seat at home and get burned at US prices.

I call it the Wrong Lesson. The hire failed. The passport usually isn't why.

A founder who's run an agency for 24 years told us on a recent discovery call that they'd been "burnt" before. They asked us for a sales manager, because the last manager hire hadn't worked.

When we dug in, the job wasn't management. It was a team lead who carries their own quota, coaches two SDRs and builds the process while doing the work. Halfway through the call, the founder said it best: "I was using sales manager very loosely."

That's most burns. A loose title, a fuzzy seat, and a person left to guess what winning looks like. Half of US workers are guessing too. Overseas just gets the blame.

One of our repeat clients, a scheduling software company that sells to US financial advisors, came back this summer for a third round of SDR hires, this time across South Africa and Latin America.

Their seat isn't fuzzy. 

Nobody on that team is guessing what's expected of them. That's why the client keeps coming back.

It's riskier when nobody checks. 

Before we present anyone, we've interviewed them twice, verified their English on a live call, and confirmed they'll work your hours.

Then take the skills test: a role play, a script read, a sample task. 

We judge them on the work, not just their resume. And if a hire still doesn't work out, our 120-day replacement guarantee covers it.

Get the seat right and the region stops being the question. You know what you're hiring for, what week two should look like, and what good looks like by month two.

It also makes hiring faster. Half of our clients hire one of the first candidates we show them, because they already know exactly who they're looking for.

Reply with the role and what went wrong. I'll tell you honestly whether it was the seat, the vetting or the person. Sometimes it really was the person, and that's fixable too.

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Until next time,
The Go Carpathian Team