Nearshore hiring for SaaS companies and startups
Founders still running their own calendar, their own outbound, their own support inbox. All three are hireable now.
The founder bottleneck
The fastest way to stop growing is to keep doing everything yourself. Not because you're bad at it — because every hour you spend on outbound or support or scheduling is an hour you're not in product.
You know this. You've delayed these hires for the same reason most founders do: the local cost doesn't pencil out at your stage, and offshore felt too risky the last time you heard about it.
The risk was usually one of three things: the time zone made async the default, the English wasn't client-ready, or nobody was accountable after the placement. We built the company around those three failures specifically.
Calendar, inbox, travel, follow-up — the things that fall through the founder's day.
Email, chat, and ticket queues. Bilingual is standard — covers your Spanish-speaking users too.
Vendors, scheduling, documentation, process — the internal work that has no owner.
What this unlocks
The first hire is usually the EA or the SDR. The EA gives the founder back about 8–10 hours a week. The SDR adds pipeline without adding a US salary to the burn.
Six months in, the conversation usually becomes: what else can we move off the founder's plate? That's when the second hire happens. We've built the company to make that conversation easy — same process, same guarantee, one additional seat.
We don't build slides about this. We're a new company and we don't have the track record to cite. What we have is a process and a guarantee, and those are the right things to judge us on.
Yes — we screen for the tools in the intake call and build familiarity into the skills task. HubSpot, Salesforce, Apollo, Outreach — we ask before we source.
C1 English minimum for anything with that kind of external exposure. We'll tell you honestly on the intake call if the role needs C1 and we screen to that.
Our minimum is full-time. Part-time and fractional aren't something we staff — the economics don't work for the hire and the quality doesn't hold for you. If you're not ready for full-time, we'd rather you wait and come back.
We cover escalation paths in the scorecard call. The hire knows where to go for what, and we check in at 30 days specifically to make sure the process is holding.
The guarantee
If it doesn't work in 90 days, we replace them. Free.
No arbitration, no prorated credit, no argument about whose fault it was. We recruited the person, so the recruiting cost is ours to absorb. Bring back the scorecard we wrote together and we start again.
You can also just leave. Thirty days' notice, no exit fee, nothing clawed back. We'd rather earn next month than trap you in this one.
Ready to hire
Tell us the role. We'll tell you whether we can fill it.
Thirty minutes, no deck. If it isn't a fit, we'll say so on the call instead of following up for six weeks.