How it works
How does offshore hiring work with Lite-Force?
You tell us what role you need. We source and screen candidates in Southeast Asia, present a shortlist, and let you choose. Once you decide, we set up the employment structure, contracts, and payroll — then manage the ongoing admin while you manage the work.
Book a discovery callThe process
Five steps. One partner. No entity required.
Discovery call
A 15-minute conversation to understand your business, the role you're thinking about, and whether offshore hiring is a good fit. We'll be honest if it's not.
What you do
Tell us what you need — the role, the hours, the problems you're trying to solve.
What we do
Listen, ask the right questions, and give you a straight answer on whether this makes sense for your situation.
Role scoping
We turn your brief into a detailed role specification. Responsibilities, required experience, tools and systems, hours, timezone overlap, and success criteria.
What you do
Review the role spec and confirm it matches what you need. Add anything we've missed.
What we do
Draft the specification, advise on what works well offshore for this type of role, and set realistic expectations on candidate profile and timeline.
Candidate shortlist
We source candidates across our Southeast Asian network, screen for skills and experience, assess English communication, and check references. You get 2–3 candidates who match.
What you do
Review candidate profiles. Interview who you want — video call, task-based assessment, whatever gives you confidence.
What we do
Source, screen, and present. We handle scheduling and can sit in on interviews if helpful. If none of the shortlist fit, we go again at no extra cost.
You choose, we onboard
You pick the person. We handle everything required to get them working — employment contract, payroll registration, statutory enrolments, equipment coordination, and onboarding logistics.
What you do
Make your selection. Prepare your internal onboarding — access, systems, first-week plan.
What we do
Employment setup end-to-end. Contracts, compliance, payroll infrastructure, and coordination with the hire.
Ongoing support
Your team member starts. Payroll runs monthly. HR and compliance support is always available. We check in with both you and the hire regularly.
What you do
Manage the work. Set priorities, give feedback, include them in your team rhythms.
What we do
Payroll, leave management, compliance, HR support, and performance check-ins. If something isn't working, we help you address it.
Typical timeline
Most roles are live in 2–4 weeks.
The timeline depends on role complexity and candidate availability.
Timelines are indicative and vary depending on role complexity and candidate availability.
Scope
What you get with every Lite-Force engagement.
Included
- Talent sourcing and candidate screening
- Role scoping and specification
- 2–3 shortlisted candidates per search
- Employment contracts (EOR structure)
- Payroll — monthly, on time, structured for compliance
- Statutory contributions and entitlements
- Leave management
- HR support for you and the hire
- Regular check-ins and performance support
- Replacement commitment (within initial period)
Not included (and why)
Day-to-day management
That's your role. They're your team member; you direct the work.
Hardware and equipment
Discussed case-by-case. Some roles need a laptop; some already have one. We coordinate either way.
Australian-specific licensing or accreditation
If a role requires local registration (e.g., CPA, nursing), offshore isn't the right fit and we'll tell you upfront.
FAQ
Frequently asked questions.
Can I interview candidates myself?
Yes — and we encourage it. We present 2–3 shortlisted candidates with profiles and relevant work samples. You interview however works for you: video call, task-based assessment, or both.
What if I need to scale up or down?
Scaling up: tell us the new role and we start a fresh sourcing round. Scaling down: we manage the offboarding process in line with local employment law. No lock-in contracts — you can adjust as your needs change.
What happens during the first week?
Your new team member starts on the date you've agreed. They'll have their employment contract, payroll, and any equipment sorted before day one. From your side: share system access, introduce them to relevant colleagues, and set first-week priorities.
Who manages the employee day-to-day?
You do. They're your team member — you set priorities, give feedback, and include them in your workflows. Lite-Force handles the employment infrastructure, but the working relationship is between you and them.
What's the minimum commitment?
There's no multi-year lock-in. The specifics — notice periods, initial engagement terms, replacement commitment conditions — are discussed on your discovery call and confirmed in your service agreement.
Ready to start?
Book a 15-minute discovery call. We'll tell you whether offshore hiring fits your situation — and if it does, what the next step looks like.
Book a discovery call