Our vetting process, stage by stage
A dedicated hire is only as good as the vetting behind them, so our screening is rigorous. It begins with application screening and a business-English assessment — strong written and spoken English is essential for working with UK businesses. Candidates who pass move to role-specific skills testing: a bookkeeper is tested on bookkeeping, an admin assistant on the relevant tools and tasks. We then shortlist the strongest candidates and present them to you, because you should choose your own hire.
You interview and approve the person who'll work for you — we don't allocate someone to you sight unseen. Where relevant to the role, we carry out reference and background checks. Once placed, the early weeks act as a working probation: if the fit isn't right, our replacement guarantee means we recruit and onboard an alternative at no recruitment cost.
Frequently asked questions
How do you vet offshore candidates?
Multi-stage screening: application review, business-English assessment, role-specific skills testing, shortlisting, your interview and approval, and reference/background checks where relevant. You choose your own hire.
Do I get to interview the candidate?
Yes. You interview and approve the person who will work for you — we shortlist the strongest candidates, but the choice is yours.
What if the candidate isn't the right fit?
Our replacement guarantee covers this: if a hire doesn't work out, we recruit and onboard a replacement at no recruitment cost. Rigorous vetting makes this rare to begin with.
How We Screen & Vet Every Candidate
You only see strong candidates because we filter hard before you do. Every person we put forward has been through multi-stage screening — skills, experience, English and working style — and you always take the final interview and make the call.
- Role-specific sourcing — we recruit fresh for your role, to your brief, rather than assigning from a generic bench
- Skills & experience tests — candidates are assessed on the actual tools and tasks your role needs
- English proficiency (C1/C2) — assessed for clear written and spoken business English
- Working-style fit — how well they'll work day-to-day with a UK team
- Two interview rounds by us — we run the first two rounds and only the strongest go forward
- Your final interview — you take the last interview and decide who joins your team
- Background & reference checks — identity and reference verification before placement
Frequently Asked Questions
How do you vet offshore staff?
Every candidate goes through role-specific sourcing, skills and experience tests, English assessment (C1/C2), working-style screening and two interview rounds with us. Only the strongest go forward, and you take the final interview.
Do I get to interview the candidate?
Yes — always. We run the first two rounds to filter hard, then you take the final interview and make the decision on who joins your team.
What English level do your staff have?
We assess for C1/C2 business English — clear written and spoken communication suitable for working directly with a UK team and your customers.
What if none of the candidates are right?
Then we keep sourcing. You only proceed when you're confident in the person, and every placement carries a 90-day replacement guarantee.