Remote Growth Partners

You don’t need a recruiter to hire people overseas. You just need to send 61,000 emails a month. That’s what we’ve sent to candidates since mid-October. And that’s only 50% of the outreach. Here’s the part most founders underestimate: Sending the emails isn’t even the hard part. The real pain is replying to everyone. Because hiring overseas isn’t hiring in the US. The noise is louder. The signals are weaker. And everything that should be obvious…suddenly isn’t. → Profiles are harder to judge because the companies aren’t recognizable. → You'll get 1000 candidates per week per role → Even if they have great experience, you have to test their English → Even if they have great English, you have to test their culture fit for a US team That’s where most searches fall apart. Not because the talent isn’t there. But because the most companies aren't willing to build the machine required. We’ve spent almost 3 years compounding a recruiting machine that can handle it. Sourcing at scale. Testing communication. Running role-specific screens that keep the hiring standards at US levels. It’s so much better than it used to be. And we still rebuild parts of it every month. If you're trying to hire overseas and it feels harder than it should, it's because it is. But you can do it if you want.

Hiring managers screw this up all the time. They interview candidates based on gut feel...and wonder why they keep making the wrong hire. I've done this myself. It sucks for everyone. The employee. Your team. The company. If there's one thing that 10+ years of startup recruitment has taught me...it's that you shouldn't start interviewing people if you don't know exactly what you're testing for. Here's what we do with every client before they hire: 1. Define a few non-negotiable for someone to be successful in this role 2. Design behavior questions and exercises that only test these skills. 3. Cut the rest We don't ask for life stories or for someone to walk us through the resume. Every question is intentional. Every exercise is meant to test how they would perform in the actual role. You are testing: - Can they do the work - The way your team needs it done - At the level your bar is set If you can do this, I promise you'll make better hires.

Should you hire someone overseas when an American could do that job? Tough call. But there are a few realities that worth discussing. You’re giving a job to someone who never had the shot you and I had. → They weren’t born here. They didn’t get the "Born in the USA" lottery card → But they’ll outwork almost anyone because the opportunity means so much to them One of our hires told me this last week. "You're the reason a lot of people are actually feeding their family. They're working. They're happy because of RGP." A lot of founders can’t afford the talent they need in the US. → Early on, they need help just to get the business moving. → Later on, they need margins that keep the business healthy. Founders aren’t trying to cheat Americans. They’re trying to survive. Offshore hiring is how companies stay alive long enough to hire more people in the US, build profit, and take care of their own families. Overseas hiring is a part of every big company's success → Nike built its entire manufacturing model in SE Asia → Google shifted major ops work overseas starting in 2011 → Ford relies on production in Mexico and China as part of its supply chain This wasn’t a trend. It was the model that kept them competitive. I get it that people want more Americans to have high paying jobs. We all started somewhere. But the reality is employment markets change without asking for your input. You can ignore it or you can use it to grow.

$25,000/month…minimum. That's what the top AI agencies charge for a full time AI engineer. We happen to have one of the best AI engineers in the world. Here’s what he’s built for us in 6 months: - AI SEO workflow that’s increased inbound leads this year by 8x - AI Interviewer to help screen 1000+ candidates per week - AI analyst to evaluate English speaking skills for offshore candidates - Complex workflows to automate our recruiting coordination tasks saving our team 20 hours per week - Knowledge Base of all my calls that I can use to answer questions or create content - AI analyst to evaluate paid ad performance What custom AI builds would be helpful for you? We’re opening up some of his time to the public. No monthly minimums. No $25K retainers. Just custom AI work for your team. If you’re interested, there’s a quick form in the comments 👇

You don’t build rapport by pretending to care about the weather. You build it by noticing what everyone else ignores. Here are 5 ways to open a call that actually feel real. 1. Mention a post, video, or podcast you heard them on and why it resonated with you 2. Compliment something they're wearing and ask where the got it 3. Compliment their office set-up or ask a question about something in the background (i.e. their dog, a photo, etc.) 4. Ask where they're calling from and talk about time you spent there or why you want to visit 5. Joke about the meeting..."Don't worry, this isn't one of those meetings where I read slides for 30 mins" Let's help each other out. What are some other ways you like to open a call with a prospect?

A lot of people ask me "How did you make the decision to start your own business?" "How did you know it was time to do that?" It's a great question. And something most people get stuck on (and never get past). So I'll share my perspective. I've been an early stage hire 2x in my career. Early on, all I cared about was surrounding myself with smart people and potential upside. My risk tolerance = high. But 18 months into my first startup, I felt like I wasn't learning enough. I hit a plateau. So I started looking for a new role with more smart people. I ended up as the 1st employee with a founder from MIT and another from UPenn. Both had legit startup experience. The 3 of us shared a cubicle and I sat between them. I was LITERALLY surrounded by smart people. Fast forward 8 years. We were one of the most trusted names in startup sales recruitment. I had served in almost every role possible as an IC and an exec. But I started to get that feeling again...I wasn't learning as much (which happens after 8 years at any company). I knew it was time to move on. But I had a decision to make... Join another founder to help them build their dream or try to build my own. Compensation mattered. We had a 3 year old and 6 month old twins at the time 🧒🏻👶🏻👶🏻 I thought about the risks. I felt like a decade in startups prepared me to do my own thing. And if I could pick a business that had a proven model, I just had to execute it. The decision was clear. It was LOWER risk to start my own business than join someone else's. So that's what I did. And I picked something that felt low risk because it was a proven business model that I knew well. 3 years later, and I'm so happy I took the leap. My only regret is not starting something sooner.

How do you make a happy hour memorable? Incentive the crowd to talk about memorable things...let me explain. Dave Gerhardt and the Exit Five team hosted a happy hour with 125 marketers and leaders. The quality level was high. But then Dave did something I hadn't seen before. He got on the mic and said, "We have 3 prizes to give away tonight. A Nintendo Switch, Airpods, and a $200 gift certificate to a nice restaurant. In an hour, we're going to ask people to come up and share the most interesting fact they learned about someone else. The people with the most interesting facts will get a prize." Immediately after that, conversations started with "So what's an interesting fact about you?" The room was buzzing and what was supposed to be a networking event, turned into a storytelling event. There were still plenty of business convos, but everyone left learning some pretty interesting things about their new friends. Way better than a typical happy hour. And way more memorable.