The purpose of this Website is to explain our simple and common sense plan to eliminate RPOs and replace them with a strategy for TA/Recruiting executives to grow your nearshore/Dominican based lower cost recruiting support operation, that you control.

The video at bottom of page shows Isaac who we recruited in the DR, provided our recruiter/sourcing training program and set up to work with a company in New York as a (remote) recruiter trainee. We fit in the middle as the legal HR/payroll provider = eliminates RPOs!

Since, Isaac has been promoted to full recruiter and is now the company's recruiting leader and works direct with hiring managers. By working remote from the Dominican Republic Isaac's cost is 50% less than if he was in the mainland USA.

This comment is for leaders of talent acquisition in corporations and staffing/recruiting firms:  We are not an offshore RPO. In fact, our business model is designed to eliminate RPOs and replace with a plan that helps you create, implement and control Your Own Nearshore Lower Cost Recruiting Support Operation. You are the Boss!

Let's compare an RPO to our business model. If you were to use an RPO, you are renting their recruiters. The RPO hires and trains people as "their" recruiters/employees and rent to your company as remote, lower cost and expendable recruiting staff.

Think of the common sense, nobody who knows they are rented and expendable will give you their 100% in this type of job situation! 

And, RPOs are terrible at training recruiters, they often double dip by assigning the same recruiter to 2 American companies and they will pull people off your team and move them to other clients who pay more.

And, you may agree that when American's are contacted on LinkedIn or called by foreign recruiters with accents the Americans ignore, delete and hang up.

Most American companies that try RPOs cancel when realizing the problems and failures outweigh the benefit of lower cost.

Our business model is similar to your hiring long term career employees in the USA through an HR company like ADP or Paychex. Except, our HR company and people are in the Dominican Republic where the cost for a good person to work remote from DR can be half that of a comparable person working inside the USA.

And, many people in the DR are American/Dominicans, this is not India or Philippines. The reason for lower cost is the currency exchange rate and wage scale differences compared to USA.

(The DR is only 2 hours from Miami and same time zone as New York. If you developed a TA team in the DR it would be easy to fly there and enjoy quality time with your team. Not so possible in far away countries like India or Philippines)

Let's go through a step by step process to help you clearly understand how we can help you grow a nearshore lower cost recruiting support team that you control.

Ideas: Starting remote recruiter trainees as CLONES of USA based recruiters where the plan is to help USA recruiters double their personal recruiting activity is an excellent way to train your DR based recruiting staff while also benefitting your USA recruiters.

Over time the recruiter clone/trainee can graduate to become a full recruiter working remote for the lower cost. Or, maybe continue using them as support of USA based recruiters.

A good idea is to use your Dominican recruiting staff to handle higher volume hiring so your USA based senior recruiters can focus more time on mission critical roles that require a much deeper, head hunting style of recruiting.

New hire onboarding, staying in touch candidates to keep them warm, pipeline, ensure they show for interviews, a human doing this will always be better than AI, at least for the next 25 years. If the reason for AI is to reduce cost of humans, maybe humans working from a lower cost location is a good idea.

You are the Boss and can create your own job descriptions for your DR based recruiting staff.

A - Assume you want to start with 1 person. Our Dominican HR company recruits 3 to 5 people who are college educated, bilingual English/Spanish, computer literate and have worked in jobs like customer, sales, technical support where they have worked with people in the USA every day. They are used to a fast paced environment.

B - These people are not trained recruiters, they are excellent to hire as recruiter trainees! Could be for full recruiting, candidate sourcing or even back-office work such as new hire onboarding.

C - Assume you interview 3 people over Zoom and select Nancy Gomez for hiring. Our Dominican HR company hires Nancy on your behalf. On paper she is a permanent contractor while the relationship with you as same as a long term career employee. Nancy could work the next 20 years for you.

There is no legal connection between you and Nancy but she is not rented like from an RPO, she fits in same as your long term career employee and same as if you hired a person in the USA through an HR company like ADP or Paychex.

FYI, the USA rules that govern long term use of contractors only apply to USA citizens, not to a person like Nancy in the DR. This means she can work many years for you while on paper is a contractor.

D - We provide her with a suitable laptop, high speed internet, we handle her HR, payroll and taxes and our Dominican HR manager partners with you to help manage your DR based staff at the local level.

E - While Nancy onboards with your company she is also studying our recruiter 101 training. This is a group of private Youtube videos that covers an A to Z corporate recruiting process, use of LinkedIn and job boards, direct hire vs. temp and contracting, etc.

You can think of our recruiter training as a college course that prepares people for you to take over training to work and recruit Your Way. We can also offer suggestions that could help you create a 30/60/90 training process.

Let's be honest, there are a lot of recruiters out there with experience on resumes but are not any good to hire. Is better if you control success vs. failure by training your own TA team to recruit your way!

F - Assume Nancy starts March 1st. In final week of February our American corporation sends funds to our Dominican HR company to cover payroll for March. We FRONT the money to cover Nancy's payroll on your behalf.

On April 15th our American company sends the invoice where your American company pays and reimburses our American company.

As you can see, no money from your company flows outside the USA nor is there any legal connection between you and Nancy in the DR while she fits in with you same as a long term loyal employee.

Pretty Smart!

Are you a TA executive? If you ever needed to leave your job and find another TA leadership position it is possible for some of your Dominican staff to follow you to a new company because they are loyal to you. This makes you more valuable than all by yourself! We remain in the middle to handle HR and payroll so this is all very smooth and simple.

Your Company > Our USA Corp > Our Dominican HR company > Nancy in the DR works direct for you!

Nancy can grow a long career with your company without any risk of lawsuits from disgruntled employees, no payroll, FICA or other taxes, no cost for health or other insurance and none of the overhead costs of a USA based employee.

The video below is a bit long, not a short clip. Isaac explains a detailed presentation and is worth making time to view.