How to Hire Secret Offshore A-Players for 80% Less: FULL Detailed Breakdown

Everyone, this is Kinan, the CEO and co founder of Remote Tx and I'm here to teach you how to ethically hire us quality talent for a fraction of the cost by taking advantage of location arbitrage. And no, it's not the Philippines, it's not Eastern Europe, it's not Latin America. This is new untapped source. Make sure you still to the end so you get the full sauce. And also in lesson number two I'm going to teach you how to find, qualify and vet a players the way we do it. So I'm Kean, I'm from Tripoli, Lebanon. I run a recruiting agency and I've placed over 250 talents so far and I've done over 5700 interviews so far as well. We managed to scale this agency to over 200k per month and we did this by working with some of the biggest agencies in the space and placing top tier Lebanese talents in their agency that helped them scale. Okx was born back in 2023. I used to have a marketing agency and I was running a full on American service for American clients with a full on Lebanese team. And once my clients figured that out they started asking me to find them Lebanese talents for their own agencies because they were so impressed with the service and the quality of the and we started doing that for free because they were my clients until we met someone named Andre Haeckel Jr. And we placed him as first Lebanese person and he was so impressed that he came up with this idea. So this, this was the turning point where Andre pitched the idea of starting remotely X and doing a full on service of placing Lebanese talents and that's the beginning of the full story. So at this point you're just wondering why should I hire Lebanese people? The reason is they're affordable eight players, you know, for a fraction of the cost. Like these, these guys are killers, they're bad second language here and they're a perfect fit for client facing roles. Here's why Lebanese they are enrolled in American schooling system. We take SATs before we hop into universities. We are a very, very diverse country. We have, it's half Muslim, half Christian country. Most of Lebanese people have you know, cousins outside of Lebanon like especially Canada, USA and Australia. So they're very, you know, involved in the western culture. That's why they're very comfortable having conversations with western clients and that's why they're very good in client facing roles. And also the time zone is perf for you know, US clients because the time zone for Lebanese is A good work life balance for them which starts and I think like 4pm to like 12am it's like the 9th US they have great English speaking skills, it is our second language here and they're a perfect fit for client facing roles. Here's why Lebanese they are enrolled in American schooling system. We take SATs before we hop into universities. We are a very very diverse country. We have it's half Muslim, half Christian country. Most of Lebanese people have you know, cousins outside of Lebanon like especially Canada, USA and Australia. So they're very, you know, involved in the western culture. That's why they're very comfortable having conversations with western clients and that's why they're very good in client facing roles. And also the time zone is perfect for you know, US clients because the time zone for Lebanese is a good work life balance for them which starts I think like 4pm to like 12am it's like the 9 to 5 in the USA. So this means you can easily place Lebanese talents and client facing goals without looking cheap and you know, offer time zone advantage compared to people in the Philippines or other places. They adapt quickly and they onboard easily and they fit the culture so much that it turns into a boys locker room in there and then these also layers there. You make sure they are proactive and critical thinkers and of course they have actual work experience where it matters and not just VA work remotely. X have so far helped people like Eddie Malouf was the founder of Bad Marketing. Eddie has hired over 200 employees to build his big marketing empire called Bad Marketing. Most of them were Lebanese. He is also saving over a million dollars per year in salaries because Lebanese towns are that much cheaper. And also he pays Lebanese I think like 80% less for the same quality of work and sometimes even better. Eddie heard about us last year and he was so impressed with the service that he actually bought equity in the company and became a full time partner in Multi X. We've also had someone like Ayman Arab who he managed to scale his agency from like I think was 37k per month to over 180k per month and started on his own coaching program aside to his agency and and Ayman has an entire Lebanese team only like front of operations side he has video editors but his main team is Lebanese chief of staff, operation manager and also an executive assistant. There's also Ty Franco, the founder of LinkedIn League. Ty Frankel reached out to us. He had the right strategy, the right mindset. This guy was a amazing guy, super smart guy. He just Needed the tools to get to, you know, whatever number revenue he has, which I think at the time was 60k per month or 70k per month. So he started at 10k per month, hire two Lebanese, a ghostwriter slash chief of staff and a appointment seller. And he managed to scale with just those 2 to over 60k per month. So what is really stopping you from hiring offshore? It's definitely not the know how, it's definitely not the money. It's probably the, you know, you're scared of client facing roles. You don't want to look cheap by hiring VAs and you have misunderstood stereotypes about offshore talents. And in general, this is one of the most common issue that I see with my clients is that they had previous bad experience hiring offshores. So what you will learn on this webinar is is that the first thing is how to buy back your time. This is the most amazing formula. The second is how to properly vet and qualify a players the way we do it and how to build an eight player environment and retain those A players, not lose them. So generally there are three myths when it comes to hiring offshores. The first one is nobody can do it as good as me, so I'll keep doing it myself. The second myth is I can't find eight player talents or when I do, they're too expensive. The third myth is offshore tent is unreliable. So you know, you're scared of client facing roles. You don't want to look cheap by hiring VAS and you have misunderstood stereotypes about. Lesson one will teach you how to buy back your time and how to know who to hire next. So we do this by doing the time audit. Time audit is a very, very straightforward system. You basically run a full diagnosis of your task. So you run, let's say for the next 72 hours, you do an increments of logging everything that you do in like 15, 30 minutes, 60 minutes increments and do like a full day audit for the next week, 72 hours, whatever you're comfortable with. And then you highlight each task whether it's green or red. Green gives energy, red green energy. D is tactical so anyone can do that. Strategic is something that needs a more high level person to get that done. So this is an example of how it should look for you guys. On left is a healthy example. That's my calendar. I should just share something to give you a rough idea. The right version is the unhealthy version. So on the right, on the left version you can already see that most of my time is spent on Sales and, you know, with my family, gym time, I take coffee with my friends. But most of my day to day is just stuff that move the needle for my business and give me energy. It might look different for you. On the other side is the unhealthy stuff. I was doing a lot of client weekly calls. I was doing fulfillment stuff. I was handling, you know, department calls, reporting to clients. I was doing so much stuff that I was not happy, was draining my energy. I was not at my fullest, and I was doing the minimum sales calls, which is. Which brings the most revenue for my business. So I want you to do this real quick, just like for the next two minutes, open your calendar and look at the things that you were doing for the past week or two and find a single thing that was draining energy from you. And just like, just focus on that, because that's the first thing that you should be worrying about. So myth number one, you already said that nobody can do it the way I do it. And I would say a job 80% done by someone else is 100% awesome. Lesson number two is how to properly source, vet, and qualify a players. So this is the full step by step breakdown of our fulfillment process. This client's first thing that you should be worrying about. So myth number one, you already said that nobody can do it the way I do it. And I would say a job 80% done by someone else is 100% awesome. Lesson number two is how to properties case study is by Dylan Hendrickson, one of our clients. So, as you can see here, this is the case study by Dylan Hendrickson. Dylan is main. So he was unsure of the exact role that he needed to fill was he was looking for an executive assistant and an operation manager. That's where we came in and told him, hey, why not hire a chief of staff? Which is a mix of both. Dylan's main challenges were he didn't have a dedicated person handling the daily operation and supporting him directly. He lacked an organized system to manage internal workflows, client communication, and team communication as well. He had a difficult time finding the right candidates with the right experience, especially for an auditing firm. And then he was struggling with frequent mismatches, we know, finding the wrong talents, people who weren't a good fit, even though they looked good on paper. And he was having to let go of new hires because they didn't fit the requirement after he placed them and wasted time onboarding and teaching them. So he was getting really frustrated of, you know, doing all this stuff. And he someone really to help him. And that's where we came in and we found him someone called Tala, she's his chief of staff, she's working with them for over a year now and Tala continues to be a core part of Stack's growth. Dylan describes her as an a player, someone who wears multiple hats with confidence and deliver constant consistently high quality work. So the first thing we did is we once we onboarded Dylan, we sent him the onboarding form to fill that out so we can know exactly what his criteria are so we can create the perfect job description for this job. And the job description usually includes the role requirements and responsibilities, the salary range, working hours, other conditions and also the KPIs that he had in mind and also the perfect character choice for him. So as soon as we onboarded Dylan, the first thing we did is sending a form to fill out. This form contains everything my team needs from him to start sourcing effectively and create the perfect job description. So we asked him all the questions that we care about so we can make the job description. Usually it inquires the role requirement job description draft that he had in mind, a salary range, working hours, KPIs and also like what is the perfect character that he wants to work with, like cultural side of things. And then we reviewed this job like his form details, we create the perfect job description that matches that. We clarified any questions that he had in mind so he can make sure that this job description fits him. We reviewed it with him to make sure that this is exactly what he's looking for. And then we started sourcing and, and then we start doing the job promotion. So we promote jobs on all social media platforms like LinkedIn, Instagram, Facebook, we also put job posts in universities, co working spaces. We have a huge network of referrals that people send people to us. We have a huge database that we qualify people through and we make sure they fit expectations. And we also have a community member with over 10,000 members in it. They're all people who are already been slightly brief at it just to make sure they are qualified to you know, work jobs in general. And we send like their job posts in that community as well. And we have a lot of partners in Lebanon that have coaching programs of their own, like AI programs, media buying programs, just like cyber security stuff, software development. So we share the job descriptions with them as well so they can match us with their top talents in general. And then the initial phase begins where we start filtering these people using AI. So we have an AI that you know Goes through all the applications that don't for their jobs, like specific to a job post and analyzes them based on their skills, experience, criterion and set job description to match them, mis and match and then they rank candidates. They give us a top 20 of the best candidates that qualify for this job. Okay, so the fourth thing is we have talents in general and then the initial phase begins where we start filtering these people using AI. So we have an AI that, that, you know, goes through all the applications that come from the jobs, like specific to a job post and analyzes them based on their skills, experience criteria and set job description to match them, miss and match and then they rank candidates. They give us a top 20 of the best candidates that qualify for this job. Okay, so the fourth thing is we do a candid assessment and basically we send them a personality test that they have to go through. This will give us an example of like they will score them out of, you know, a certain number on the culture, fit the work stars, attitude, etc and then they filled another application form that entails, you know, a lot of more personal information, their loom video, a candid assessment. And basically we send them a personality test that they have to go through. This will give us an example of like they will score them out of, you know, a certain number on the culture, fit the work styles, the attitude, etc, and then they filled another application form that entails, you know, a lot of more personal information, their loom video, which is like a two, three minutes of them explaining why they are a good fit for this job. And they discuss like, you know, their past, which is like a two, three minutes of them explaining why they are a good fit for this job. And they discuss like, you know, their past experience, things like that. And it also allows them to, allows us and you to assess their English skills. And this is the final phase which is the initial interview and final shortlisting. So basically our chief of staff and the head of recruitment, Rasil, she hop on call with every single one of them, like the last batch of people, and she makes sure they fit the requirement. She does like a technical assessment with them. She does, she makes sure their experience is good experience, things like that. And it also allows them to, allows us and you to assess their English skills. And this is the final phase which is the initial interview and final shortlisting. So basically our chief of staff and the head of recruitment Rasil, she hop on call with every single one of them, like the last batch of people. And it makes you make sure their soft skills and if they are a players or not. And then we send them to the client as a batch of people who are already pre screened, pre qualified, pre assessed by us with their scores to make sure, you know, they can judge them based off always they fit the requirement. She does like a technical assessment with them. She does, she makes sure the experience is good, the information we provide and they can select who they want to do the final interview with. And once they select someone, they can hire them. And that's pretty much it for that part of the job. Okay, and the next part is number five. So we do initial interviews and the final shortlisting before we send to the client my chief of staff Racil and the head of recruitment, she will hop on a call in their soft skills and if there are a players or not. And then we send them to the client as a batch of people who are already pre screened, pre qualified, pre assessed by us with their scores to make sure, you know, they can judge them based off all on call with every single talent that passed all these assessments. She would assess them personally on call to check for the technical skills, the soft skills and their experiences and their English level and their character level as well. And then during these interviews she makes sure that they are, you know, a players that match all the information we provide and they can select who they want to do the final interview with. And once they select someone, they can hire the expectations that the client set out for us. And for the final step, our client will receive a batch of people who have all been and that's pretty much it for that part of the job. Okay, and the next part is number five. So we do initial interviews and the pre screened, pre qualified, pre assessed, pre vetted by my team to match expectations as close as possible. And they judge them based off their loom video and the resume based on what my chief of staff has mentioned as well with her comments on each single one. And they will select who they think is the best fit for them and they can hire them. And ultimately they chose Tala, a candidate who perfectly matched their expectations and you know, she was the right fit for them and so far she's been working with them. Final shortlisting before we send to the client my chief of staff, Rasil and the head of recruitment. She will hop on a call for over a year now and I would say that was a huge success so far. After the client picks their favorite candidate, they hire them, they onboard them, they will get continuous support from my team on slack as long as they're Subscribed to us. They get, you know, continuous support from my team. You have access to their own private channel with my team in there and ask them questions whenever they want. Onboarding tips, KPI tips, how to make the most out of your talent. You know, any accountability issues. One call with every single talent that passed all these assessments, she will assess them personally on call to check for the technical skills, the soft skills and their experiences and their English level and their character level as well. And then during these interviews, make sure that they are, you know, eight players. That matchday will help you with that. And they have an unlimited guarantee to replace that person in case things don't work out. Now I want you to ask yourself this and think about it for a couple of minutes. Do you think you can do this now on your own? Make sure you answer yourself. Okay, so myth number two. I can't find a players. We already told you how to find those guys. It's the right sourcing you need, the right vetting process, the right qualification process. And we'll help you find the best a players boss expectations that the client set out for us. And for the final step, our client will receive a batch of people who have all been pre screened, pre qualified, pre assessed, pre vetted by my team to match the expectations as close as possible. And they judge them based off their loom video and the resume based on what my chief of staff has mentioned as well with her comments on each single one. And they will select who they think is the best fit for them and they can hire them. And ultimately they chose Stella, a candidate who perfectly matched their expectations and you know, she was the right fit for them. And so far she's been working with them for over a year now and, and I would say that was a huge success so far. After the client picks their favorite candidate, they hire them. They onboard them. They will get continuous support from my team on Slack as long as they're subscribed to us. They get, you know, continuous support from my team, get access to their own private channel with my team in there and ask them questions whenever they want. Onboarding tips, KPI tips, how to make the most out of your talent. You know, any accountability issues, they will help you with that and they have an unlimited guarantee to replace that person in case things don't work out. Now I want you to ask yourself this and think about it for a couple of minutes. Do you think you can do this now on your own? Make sure you answer yourself. Okay, so myth number two. I can't find A players, we already told you how to know. Find those guys. It's the right sourcing you need, the right vetting process, the right qualification process and we'll help you find the best A players possible. So you hired your A player, they're a good fit for you. Everything you've done, all the qualification everything, the vetting, everything has been done. How do you know you have the right A player in your team? So the first thing is they take ownership and you know, they solve problems without needing much hand holding. Then their work consistently meets or exceeds expectations. They don't provide excuses, they provide solutions. They communicate proactively and they're very proactive people in general. They keep you in the loop and they fit the company culture and at some times as well they improve that culture. So lesson number three will help you with this. How to build an A player environment. Set your onboarding system so that they don't leave. Make sure your A players will love working with you so the job is not done. As soon as you hire someone, you have to make sure you provide an A player environment. You do that by making sure you have a good onboarding system. You have Systems, you have SOPs, you have KPIs and expectations. And I'll share a couple of tips that you should not do when you hire someone. So the first one is the onboarding. You may have to make sure you introduce the company clearly. Like the vision, the mission, the values, the goals, everything about your company. You have to show the team and structure you know, have to set clear expectations, set the KPIs, explain the how we work. Like explain your company how you do things, how, how things different than other agencies. An example. And then you have to give them access to all the tools and assets that they need to thrive in your agency. And of course you know the systems and SOPs. You have to have clarity of the complexity. Don't make really long ass sops that nobody wants to read, nobody wants to watch or go through. Everything should be clear that you're not running. This is not NASA. You have an agency, a marketing agency or whatever it is. It doesn't have to be this complex. It should be clear, concise and straight to the point. They should. The SOPs should include, you know, the purpose of the task, step by step instruction with video or visual. And then you also have to include the tools needed for each step, the links used in the process and who's responsible for what. So like you, your talent should know that this is their or they take ownership of this specific role or is it someone else that they have to be reporting to and also the expected outcome so you can measure based on that. And then you also make sure that you format it in a way that is so clear and so concise for everyone, whoever is reading it will be having good time. The next thing is the mindset and different sops for different needs. So usually when you want to create, you know, SOPs and systems, you have to keep them in mind what the role is, how important it is, and what kind of mission, what kind of message you want to send to your talent. Your goal is to reduce decision fatigue, speed up ramp time and create consistency. Don't just build SOPs to document, build them to empower your team. So different SOPs for different needs, core systems, the client onboarding, campaign, launch, reporting, those are SOPs on their own. Then roll specific tasks like how to, how to post on LinkedIn, what, how to copyright and use ChatGPT to write the script and that kind of stuff. And also like the one time or recurring workflows that you have to do. It's, you know, it's, it's different SOPs for each one. One time thing can be done with just one new video. A recurring workflow should include like a document with, you know, loom videos and visuals and everything. It should be very, very, very, very, you know, detailed and concise and like very straightforward to the point. So KPIs and expectations. What are KPIs? KPIs are key performance indicators. They are measurable outcomes that define success for specific role or task. How to get effective KPIs, you have to tie them directly to business goals and role responsibilities. You have to make them specific measurements.