Convert enquiries into booked conversations.
Put lead response, qualification and appointment setting in a dedicated pair of hands.
Global remote talent for growing businesses
Turn more opportunities into revenue.
Hire remote sales, customer support and operations talent to convert enquiries, revive stalled conversations and keep customers coming back.
We bring hands-on staffing experience to the decisions that matter: who you hire, what they own, and what they need to succeed.
Book a 30-minute call
See how our process works A few details first, then choose a time. Privacy Policy
Direct placement or managed staffing. Clear responsibilities. Pricing agreed before you commit.
People. Roles. Working systems.01 / The capacity gap
Don't let an overloaded team decide which opportunities survive.
You invest in generating demand. Then the phone rings during a busy shift, an estimate goes unanswered, or another follow-up slips behind today's urgent work.
Give those conversations someone who owns the next step.
Recover opportunities that have gone quiet.
Reconnect with open estimates, stalled prospects and customers ready for their next service.
Keep customers moving.
Give questions, schedule changes and service updates consistent attention while your local team delivers the work.
02 / Why Talverian exists
A convincing application is only the beginning.
AI can help someone write a polished CV and a persuasive application. It cannot establish whether that person can do your job, handle your customers or take ownership when the work gets difficult.
Our experience across sales and managed staffing has also shown us the other side of the problem: a capable person can be let down by an unclear role, missing access or weak support.
Talverian brings both sides into the hiring decision. We assess the person and the conditions around the role, then shape the engagement around what it takes to make the placement work.
Selective about talent. Selective about clients.
We look for people who can demonstrate exceptional capability and businesses prepared to support it. Clear roles, realistic expectations and accountable management are part of the standard on both sides.
03 / Where we can help
Put the right person behind the work that matters.
Sales
Our primary focus. Remote sales roles built around lead response, qualification, appointment setting, estimate follow-up, customer reactivation, and keeping your pipeline current.
Customer support
Help with customer questions, service updates, booking changes, and follow-through—within clear guidelines and escalation routes.
Operations
Support for scheduling, CRM administration, records, and recurring coordination that keeps the business moving.
Some roles combine these responsibilities. We help you decide whether that combination is realistic for one person, with a clear workload and priorities.
A practical fit for service businesses
If your team works in HVAC, plumbing, pest control, landscaping, or another service business, we can explore where remote support fits your workflow. Your work needs to be accessible remotely, with someone in your business available to guide and manage the hire.
Discuss your first hire
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04 / How it works
A defined role. A considered match. Support from the start.
Tell us where you need capacity
We discuss the work, the schedule, the budget, and what success would look like. We also check whether your systems and management setup can support a remote hire.
Agree the brief and hiring model
We define the responsibilities and requirements, recommend direct placement or managed staffing, and confirm the commercial terms.
Meet a relevant shortlist
Review private candidate profiles, the evidence behind our assessment, and any open questions. Interview the people you want to meet.
Set the hire up to work
Agree access, priorities, training, and handoffs. Under managed staffing, Talverian stays involved with onboarding coordination, ongoing support, and replacement support under your agreement.
Our shortlist targetTwo business days.
We aim to share a relevant shortlist within two business days of approving your role brief. We confirm whether that timeline is achievable for your requirements before accepting the brief. Specialist searches may need a different timeline.
The target starts after the role and client-readiness review—not when you first submit an enquiry. It is a service target, not a guaranteed hiring date.
05 / Evidence before introductions
Look beyond the application. Understand the capability.
A CV is the starting point. Before we recommend someone, we review their relevant experience, communication, remote-work setup, availability, and fit for the role.
Our process combines application review, structured interviews, and role-relevant evidence. Where justified, we also verify work history or references. Any additional identity or background checks are identified separately.
The private shortlist
Your private shortlist includes:
- A clear summary of relevant experience.
- Interview and capability evidence, with the checks performed identified.
- Communication evidence and a short introductory video.
- Schedule, availability, and compensation expectations.
- Why the candidate may fit your brief—and what still needs to be confirmed.
AI may help organise application evidence; people make the recommendations. Profiles and assessment material are shared privately, with permission. We do not publish candidate contact details, videos or internal scores. Privacy Policy
06 / Ready for the work
We assess the business as well as the candidate.
Clear role. Capable person.
Ready business. Appropriate support.
Strong talent needs more than a login. It needs clear priorities, access to the work, usable systems and someone accountable for managing the role.
Before a placement, we check those conditions with you. Your systems and customer data stay under your control; responsibilities are agreed before the hire starts.
If a fixable gap stands in the way, we scope it clearly. If the role or environment cannot support a successful placement, we say so before moving forward.
Substantial setup, process rebuilding and ongoing consultancy are separately scoped. Your business remains responsible for day-to-day management.
Give your hire the access, direction and support to start contributing.
07 / Two ways to hire
Choose the support that fits your business.
01 / Hiring model
Direct placement
For businesses that want to hire and manage the person directly.
From
US$3,000 one-time placement fee
Separate from ongoing worker compensation
- Role definition, sourcing, screening, and matching.
- A relevant shortlist and interview coordination.
The placement fee is separate from the person's ongoing compensation and your responsibilities as the engaging business. We agree the final fee and terms before you commit. Six-month replacement terms are discussed after discovery and agreed in writing.
Discuss direct placement
A few details first, then choose a time. Privacy Policy
02 / Hiring model
Managed staffing
For businesses that want a dedicated remote hire with Talverian remaining involved in the engagement.
From
US$1,500 / month
Including worker compensation and Talverian’s service
- Sourcing, screening, and matching.
- Standard onboarding and training coordination.
- Ongoing client and talent support.
- Continuing replacement support while the engagement remains active, subject to the agreement.
No long-term lock-in. End your managed engagement with 30 days' notice.
No separate setup, standard onboarding/training, equipment, or active-engagement replacement fees from Talverian. Any unusual delivery requirements are addressed in your quote before you commit.
Your business continues to direct the day-to-day work and provide the agreed systems, context, and supervision. Managed staffing is not a fully outsourced sales or operations department.
Discuss managed staffing
A few details first, then choose a time. Privacy Policy
Clear pricing before you decide
Starting prices are not fixed quotes for every role. Final pricing depends on responsibilities, seniority, schedule, sourcing requirements, and delivery needs. We confirm the scope, compensation arrangements, any performance incentives, and applicable taxes in your proposal.
Managed staffing availability depends on a workable legal, payment, and delivery arrangement for the engagement. We confirm this during scoping.
Selected Technical & Systems requirements
A specialist brief? Let's establish the fit.
We also consider selected Technical & Systems requirements, including software development, automation, data, and IT/systems roles.
We take these on when we can establish a credible sourcing route and qualified technical assessment for the brief. Scope, availability, pricing, and timelines are confirmed individually.
If you are hiring outside our core service-business focus—or introducing a client through a professional relationship—tell us about the requirement. We'll assess whether Talverian can support it responsibly.
Discuss a specialist requirement
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08 / A little more clarity
Good questions.
Clear answers.
Which businesses do you work with?
Our main focus is growing service businesses that have meaningful remote work, a realistic budget, and someone available to manage the hire. Home services and the trades are a particular focus. We also consider selected requirements outside that core.
Do you only work with US businesses?
No. We consider international enquiries. Whether we can accept an engagement depends on the role, time-zone needs, assessment capability, and a suitable contracting and delivery arrangement.
Where do you find talent?
Our initial sourcing focus is Pakistan, where we have relevant market knowledge and networks. We confirm each candidate's location and working-hour overlap during the hiring process.
How quickly can I meet candidates?
Our target is a relevant shortlist within two business days of an approved role brief. We confirm the timeline after reviewing the role, your working environment, and candidate availability. Specialist searches may take longer. It is not a promise to complete a hire in two days.
What does “vetted” mean?
It means we have completed the relevant application, interview, communication, remote-readiness, and role-fit review before recommending a candidate. Your shortlist identifies the evidence and checks completed. Background checks and specialist assessments are described separately when performed.
Who manages the person day to day?
Your business sets priorities, provides the necessary access and training, and reviews the work. Under managed staffing, Talverian supports onboarding, engagement issues, and replacement where needed. We do not automatically become your sales manager or run your department.
Will I need to change my CRM or phone system?
Usually, the hire works in your existing systems. We check whether the setup gives them the access and information needed. Any substantial setup or remediation is separately scoped and agreed.
What if the hire doesn't work out?
We first examine the role, onboarding, management and performance issues so a replacement does not inherit the same problem. For direct placement, six-month replacement terms are discussed after discovery and agreed in writing before you commit. Managed staffing includes continuing replacement support during an active engagement under its agreed terms.
Can I cancel managed staffing?
You can end the engagement with 30 days' notice. There is no long-term lock-in. Payment, handover, and offboarding obligations are set out in the agreement.
Are there extra setup or equipment fees?
Talverian does not charge separate managed-staffing fees for setup, standard onboarding/training, equipment, or replacement during an active engagement. Your own business software and separately agreed remediation remain outside that promise. Unusual role requirements are addressed in the quote before commitment.
Do you provide developers or technical specialists?
We consider selected Technical & Systems briefs. We first confirm that we can source and assess the required skills with appropriate technical expertise. We do not promise immediate availability across every technical discipline.
What happens on the first call?
We discuss the work you need covered, the role and schedule, your current systems, and your budget. If there is a fit, we agree what is needed to prepare a clear brief and quote. The call itself does not commit you to an engagement.
Make room for what comes next
What could your team do with the right person in place?
Tell us about the work that keeps waiting. We'll help you assess the role, the setup, and the next practical step.
Book a 30-minute call
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