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.
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.
Tell us what you need, the role, the hours, the problems you're trying to solve.
Listen, ask the right questions, and give you a straight answer on whether this makes sense for your situation.
We turn your brief into a detailed role specification. Responsibilities, required experience, tools and systems, hours, timezone overlap, and success criteria.
Review the role spec and confirm it matches what you need. Add anything we've missed.
Draft the specification, advise on what works well offshore for this type of role, and set realistic expectations on candidate profile and timeline.
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.
Review candidate profiles. Interview who you want, video call, task-based assessment, whatever gives you confidence.
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 pick the person. We handle everything required to get them working, employment contract, payroll registration, statutory enrolments, equipment coordination, and onboarding logistics.
Make your selection. Prepare your internal onboarding, access, systems, first-week plan.
Employment setup end-to-end. Contracts, compliance, payroll infrastructure, and coordination with the hire.
Your team member starts. Payroll runs monthly. HR and compliance support is always available. We check in with both you and the hire regularly.
Manage the work. Set priorities, give feedback, include them in your team rhythms.
Payroll, leave management, compliance, HR support, and performance check-ins. If something isn't working, we help you address it.
The timeline depends on role complexity and candidate availability.
| Discovery + role scoping | 1-3 days |
|---|---|
| Candidate sourcing + screening | 5-10 days |
| Interviews + selection | 3-5 days |
| Onboarding + employment setup | 3-5 days |
| Total | ~14-23 business days |
Timelines are indicative and vary depending on role complexity and candidate availability.
The cleanest offshore briefs come from separating repeatable workflow from judgment-heavy work. The guide shows where AI helps, and where a real operator still pays off.
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.
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.
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.
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.
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.
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