About Remoteria

Why we exist

Hiring in the US is broken for small and mid-market businesses. A mid-level developer in New York or San Francisco now costs $140,000+ per year. A full-time executive assistant in Boston is $85,000 before benefits. For founder-led companies, those numbers kill momentum.

Meanwhile, there are thousands of skilled, English-fluent professionals around the world who can do the same work at 60–75% lower cost — if you know how to find them, vet them, and manage them across timezones.

Remoteria does that work for you. We source, vet, and place full-time offshore hires in about 2 weeks, with a 30-day replacement guarantee if it's not a fit.

How we vet

1. Written English assessment — every candidate passes a written test before shortlisting.
2. Spoken English interview — live video call with a native or near-native English speaker.
3. Role-specific skills test — code review for developers, portfolio review for designers, writing sample for writers, etc.
4. Reference check — at least 2 prior client references contacted directly.
5. Client interview — we shortlist 3 candidates for your own final interview.

Our guarantees

• • 2-week onboarding. From kickoff to first working day in 10–14 business days.
• • 30-day replacement. If your hire isn't a fit, we backfill for free in the first 30 days.
• • No setup fees. You pay a flat monthly rate that includes recruitment, vetting, onboarding, and account management.
• • Timezone match. We pick candidates whose working hours overlap yours.

Where we work

We serve businesses in 25+ US metros — from New York and San Francisco to Austin, Nashville, and Salt Lake City. Our clients range from 5-person startups to 300-person mid-market companies across SaaS, ecommerce, healthcare, legal, real estate, financial services, and marketing agencies.

Our offshore talent network spans multiple countries and timezones, selected for English fluency, technical depth, and async-first work culture. We don't believe in one-size-fits-all sourcing — every placement is matched to your stack, your timezone, your communication style, and your team culture.

Our process in detail

1. 1. Discovery call (15 minutes). You tell us the role, the hours, the tools, and the personality fit. We ask the questions most staffing agencies skip — about your async rhythm, your handoff expectations, and what "good" looks like in month 3.
2. 2. Candidate shortlist (5 business days). We source from our pre-vetted network and run every candidate through a 5-stage assessment: written English, spoken English, role-specific skills test, portfolio or work-sample review, and 2 client reference checks. You receive 3 candidates with full dossiers.
3. 3. Client interview (you pick). You interview your top 1–3 candidates on video. We handle scheduling, timezone coordination, and follow-up. Most clients hire from the first shortlist.
4. 4. Onboarding (days 10–14). We handle contracts, tool access, first-week SOP setup, and a structured onboarding checklist tailored to your company. Your new hire starts with a kickoff call, a shared doc workspace, and their first low-risk tasks assigned.

What we believe

• • Offshore is not a compromise. It's a strategic advantage — the same way distributed engineering teams outperform co-located ones when the communication layer is solid.
• • Vetting is everything. The difference between a $9/hour VA that ghosts in week 3 and a $12/hour VA that stays 18 months is the vetting process, not the price.
• • Transparency over sales. We publish our pricing. We show real BLS salary comparisons. We don't hide behind "request a quote" forms because we have nothing to hide.
• • Replacement over retention theater. If a hire isn't working, we replace them free in 30 days. No guilt trips, no "give it another month" — just a fast swap.

Meet the founder

Ready to hire?

Book a 15-minute intro call and we'll shortlist 3 candidates within 5 business days.