INTRODUCTORY Sourcing & Vetting Fees
Hiring direct can remove an ongoing staffing-company markup and give you a direct working relationship with the person doing the job. The tradeoff is that somebody still has to define the role, write the listing, find candidates, screen applications, check communication, test skills, interview finalists, and decide what a fair rate looks like.
Support & Admin
Specialized Ops
Technical / Senior
These are introductory launch rates while OutsourcedTalent builds its public placement record and case-study library. The full fee is paid before sourcing begins.
What the fee includes
- Clarify the position, responsibilities, must-haves, preferred qualifications, compensation range, schedule, and important constraints.
- Structure the search and write or improve the job listing.
- Source candidates through the channels best suited to the role.
- Review and screen applications, work history, communication quality, and relevant experience.
- Use standardized assessments and practical work samples where they add useful signal.
- Conduct an initial interview or screening conversation with promising candidates.
- Present a shortlist of typically 3 to 5 qualified, pre-screened candidates for you to interview.
Why subject-matter knowledge matters
For SEO, AI visibility, social media, email marketing, CRM, Google Ads, and related digital-marketing roles, OutsourcedTalent can evaluate candidates against workflows used in an operating digital marketing business, including NewStar SEO.
That allows screening to go beyond a recruiter reading a generic skills checklist.
If the first shortlist misses the mark
You are never required to hire somebody simply because we presented them. If the first shortlist does not feel right, tell us specifically what is missing.
As long as the agreed role requirements have not materially changed, we will conduct one additional sourcing round at no additional Sourcing & Vetting Fee. After two sourcing rounds, the fee remains earned if qualified candidates meeting the agreed requirements have been presented and you decide not to hire.
Typical turnaround
As long as the agreed role requirements have not materially changed, we will conduct one additional sourcing round at no additional Sourcing & Vetting Fee. After two sourcing rounds, the fee remains earned if qualified candidates meeting the agreed requirements have been presented and you decide not to hire.
60-Day Replacement Guarantee
The guarantee begins on the contractor's first day. If the contractor leaves or you reasonably determine that the contractor is not performing adequately or is not a reasonable fit for the agreed role during the first 60 calendar days, OutsourcedTalent conducts one replacement search at no additional Sourcing & Vetting Fee.
The replacement search is for substantially the same role, compensation, schedule, and agreed requirements. The guarantee is a replacement search, not a cash refund.
When the replacement guarantee does not apply
- The role is materially changed after the contractor is hired.
- Agreed compensation, hours, schedule, location, or time-zone requirements are materially changed.
- The contractor is not paid as agreed.
- The position is eliminated, the business downsizes, or the role ends for reasons unrelated to performance or fit.
- The need for replacement primarily results from unlawful, abusive, discriminatory, or seriously unreasonable client conduct.
- The replacement is actually for a substantially different position.
If the role changes after sourcing begins
Reasonable clarifications are included. A material change is one that substantially changes the candidate pool, such as changing the primary job, seniority, major software requirement, compensation range, schedule, or time-zone requirement.
If a material change requires a restart, a restart fee of up to 50% of the applicable Sourcing & Vetting Fee may apply depending on how much work has already been completed. A genuinely different position is a new search.
How the introductory pricing compares
Services are not identical. Competitor pricing and terms were last checked August 29, 2026 and should be re-verified periodically.
How the search works
Define the role.
We agree on what the person must actually own.
Initial interview.
Promising candidates have a short screening interview before they reach you.
Present the shortlist.
You typically receive 3 to 5 qualified, pre-screened candidates and decide whom you want to interview.
Run the search.
We choose the sourcing channels most likely to produce the right candidates. OnlineJobs.ph is particularly important for many Philippines-based roles and is a platform I have used successfully for years.
Screen and assess.
We review applications, communication, work history, portfolios, and role fit. Where useful, candidates complete standardized assessments and practical work samples selected for the position.
Proof at a glance
10+ yrs
years sourcing and managing remote teams
100+
remote/offshore hires
4,469+ hrs
tracked hourly contract hours on Upwork
The process is built from operating experience, not a generic recruiter checklist.
Frequently Asked Questions
What am I paying for?
The fee covers the sourcing and vetting work, not a promise that you must hire a particular candidate.
How many candidates will I receive?
We typically present 3 to 5 qualified candidates. We do not pad a shortlist just to hit a number.
What if I do not like the first shortlist?
We review your feedback and run one additional sourcing round at no charge if the original role requirements have not materially changed.
Do you mark up the contractor's salary?
No. You hire and pay the contractor directly.
Not sure whether to do the search yourself,
get advice, or hand it off?
If you already know the role you need and would rather not spend your week screening applicants