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FREQUENTLY ASKED

QUESTIONS

  • What is "Retention-Focused" Staffing?

Retention-Focused Staffing is a hiring approach that prioritizes finding and keeping long-term, high-performing team members. Instead of simply filling a role quickly, we focus on matching businesses with remote professionals who have both the skills and the staying power to grow with the company.

  • How long does the hiring process take?

We begin recruitment within 24 hours of contract signing. From there, our process — including sourcing, vetting, client interviews, and onboarding — typically takes 2–3 weeks. This timeline allows us to prioritize quality over speed, ensuring you get a remote professional who will stay for the long term.

  • What’s included in your service?

We cover sourcing, multi-stage vetting, onboarding support, CRO oversight, performance monitoring (via Hubstaff), and internal support programs for the talent.

  • Do you have any packages?

No lock-ins. No fluff. Just support that scales with you.

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TalentFlow offers three flexible outsourcing tiers based on the number of roles you need to fill. Each package is designed to meet you where you are — whether you're hiring your first remote VA or building a full offshore team.

  • Do you accept Bank  Transfers?

Yes. We accept international-friendly options such as Wise, Stripe (credit card or ACH), and direct bank transfers. We’ll work with you to determine the most convenient method for your location.

  • How do I know I’m getting value?

Our process isn’t just about hiring — it’s about reducing churn, supporting long-term talent, and giving you peace of mind through active monitoring. That’s where the real ROI happens.

  • How do you vet your candidates?

All candidates go through a two-phase vetting system that focuses on both skills and retention potential:

  1. Phase 1: Resume screening, behavior-based interviews, and retention readiness assessment.

  2. Phase 2: Skills evaluation, role-specific scenarios, and cultural alignment check.

Only candidates who meet our retention-first criteria move forward to client matching.

Still Have Questions? Let's Talk!

HOW It works

  • What is TalentFlow?

TalentFlow connects businesses worldwide with skilled remote professionals — from virtual assistants and administrative support to specialized roles. We focus on long-term, full-time remote staffing solutions that build sustainable, high-retention teams, helping clients grow without the constant cycle of re-hiring and re-training.

  • What’s your process from inquiry to hire?

We start with a one-on-one discovery call to understand your goals and staffing needs. Once aligned, we proceed with contract signing and deposit. Within 24–48 hours, we begin sourcing and retention-focused vetting.

Here’s the flow:

  1. Assess your needs.

  2. Begin vetting within 24–48 hours.

  3. Endorse 2–3 top candidates.

  4. You conduct the final interview.

  5. We assist in onboarding and provide ongoing support to ensure seamless integration.

pricing and billing

  • How does your pricing work?

We offer hourly-rate pricing designed to reflect the full value of our service — not just the talent’s pay. Rates are flexible and depend on the role, expertise level, and market demand. Our focus is on transparency and predictability, with no hidden fees or surprise add-ons.

Vetting / Recruitment Process

  • How do you ensure they’re legit and experienced?

We go beyond surface-level checks. Our vetting includes multi-phase interviews with re-imagined prompts that reveal mindset, consistency, and attitude — not just resume stats. We confirm past roles, conduct soft reference checks, and evaluate each candidate’s communication, professionalism, and long-term potential before endorsement.

  • Do I get to meet the candidates?

Yes — you’ll receive full profiles and schedule your own final interviews before hiring.

  • What happens if I don’t like any of the candidates?

We’ll revise the vetting criteria with you and endorse additional talent — no added cost.

HOW IS OUR RETENTION?

  • What do you do to encourage talent to stay?

We build strong, human-centered relationships between clients and talent from day one. This includes:

  • Private HMO coverage and government benefit tracking.

  • Monthly check-ins and performance feedback loops.

  • Internal recognition programs to reward consistency.

While no agency can control every outcome, our systems are designed to reduce turnover and support long-term engagement.

  • How do you handle signs of burnout or disengagement?

We stay proactive in monitoring talent experience throughout the engagement. If concerns arise, we communicate early and work collaboratively with both sides to explore respectful, practical solutions.Our CROs conduct monthly wellness check-ins. If we detect risk factors, we step in early — whether through schedule adjustment, discussion with the client, or internal support.

  • Can we replace a talent if one leaves unexpectedly?

Yes — we offer re-endorsement at no extra cost. Though we can’t prevent every departure, we ensure the transition is smooth and disruption is minimized.

  • What happens operationally if a talent resigns or disappears?

We begin a fast-track re-endorsement process, recover access or files where possible, and update you transparently. While rare, we always have contingency plans in place.

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