ONE FEE PER HIRE · NO MONTHLY BILLING · NO LOCK-IN

The remote staffing agency that charges you once

Most offshore staffing runs on a monthly fee — $6,000 to $14,000 per developer, every month, for as long as they work for you. The engineer sees a fraction of it. Some vendors charge as much as $50,000 if you ever want to move that person onto your own payroll.

We don’t work that way. We find and vet the person, you hire them directly at their actual salary, and you pay us once — 15% of that first-year salary. Year two costs you nothing.

Same person. Same seniority. Three ways to get them.

Read the last two rows again.

A monthly-fee agency bills around $96,000 a year for a senior engineer who receives roughly $36,000 of it. They keep about $60,000 annually — more than eleven times our entire fee, every year, for as long as that person works for you.

We charge $5,400 once, and then we’re done.

You are not renting a person. You are hiring one.

15% of first-year salary. Paid once, on success.

And critically — 15% of the Pakistan salary, which is already 40–70% below the US equivalent. You get the arbitrage. We take a slice of the smaller number, once.

• No monthly fees. No markup on their salary — what you pay your hire is between you and your hire.
• You employ them directly from day one. There’s nothing to convert later.
• Nothing owed until you’ve met the shortlist and made a hire.
• 30–90 day replacement guarantee on every placement.
• Exec search and full-pod builds are quoted separately.

The fair question, answered directly.

The gap isn’t a quality discount. It’s a currency and cost-of-living gap, and it works in a direction most founders don’t expect: a salary paid from abroad in dollars competes against local Pakistani packages worth substantially more on paper. A senior engineer earning $36,000 from a US startup is, in practice, doing better than a peer on a considerably larger local salary at a Pakistani firm.

• Your offer is genuinely competitive, not a lowball. You’re not asking anyone to accept less than they’re worth locally — you’re offering more.
• They stay. Attrition is the real cost of offshore hiring, and it’s driven by people using your role as a stepping stone. When the role is already better than the local alternative, that pressure disappears. Our placements run at 91% retention.

The saving is structural, not a compromise on the person.

Monthly billing exists because it’s better for the agency, not because it’s better for the hire. Once a vendor’s revenue depends on your engineer staying on their payroll, three things follow:

1. They’re incentivised against your ownership. Converting your own team member to your own payroll becomes a chargeable event — sometimes a five-figure one.
2. You never build equity in the relationship. Two years in, you’ve paid six figures and still don’t employ the person doing the work.
3. The margin is hidden in the salary. Markups of 30–60% over what the engineer actually receives are standard, and rarely disclosed.

We took the other side of that trade. We’re paid for the hard part — finding and vetting the right person — and then we get out of the way.

We recruit in Pakistan only. That’s a deliberate constraint, not a limitation.

• Depth of senior talent. 300,000+ IT professionals and 20,000+ new engineering graduates a year, with a mature outsourcing sector that has served US and UK firms for over a decade.
• Hours that actually overlap. PKT gives you meaningful overlap with both European mornings and US East Coast mornings.
• English as a working language. Business English is standard in Pakistani tech, not something you screen for from scratch.
• Cost that hasn’t been arbitraged away. LatAm rates have climbed sharply as nearshore demand concentrated there. Pakistan hasn’t seen the same compression.
• We know the market personally. A generalist covering fifteen countries knows none of them. We know which universities, which employers, and which résumés don’t survive contact with a real interview.

Most agencies put a salesperson in front of you and a junior sourcer behind the scenes. Here, the person who takes your call is the person who screens your candidates.

Hassam Khan spent 14 years in talent acquisition — Head of Talent at Folio3, then building the recruiting function inside Spekit, a venture-backed US SaaS company, plus recruitment leadership in the Gulf. Every candidate runs through a five-signal framework built out of that experience: skill, communication, ownership, reliability and context fit.

Offshore hires rarely fail on raw skill. They fail on the four signals a checklist never captures.

Read how the vetting framework works →

30+ over two years — DTC Force, a Salesforce Silver implementation partner. Technical and delivery roles across a two-year partnership.

15+ in one GTM pod — Blue Equinox, Nashville. 10 SDRs, 2 developers, and 3 marketing and VA hires.

Zoho and .NET specialists — Sales Element. Developers matched precisely to an existing stack.

400+ hires · 60+ companies · ~2 weeks average time-to-hire · 30–90 day guarantee

1. Discovery call (Day 1) — the role, your stack, and what great looks like for you.
2. Curated shortlist (Days 3–5) — three or four interview-ready candidates. Not a CV dump.
3. You interview and select (Week 2) — on your schedule. We coordinate everything between.
4. You hire directly (Live) — they join your team, on your terms, backed by a 30–90 day replacement guarantee. Our involvement ends. So does our invoice.

Tell us the role. We’ll come back with a shortlist worth interviewing — and one fee, agreed before we start.