Offshore Recruitment with Human Review

We combine AI-assisted assessment with human review against your role brief. Tell us which responsibilities, tools and experience matter so the assessment reflects the work the person will do.

You can interview candidates to discuss their experience, communication and approach to your work. Tell us how you’d like to run interviews when we define the role together.

We need a complete brief and confirmed job requirements before preparing candidate profiles. First-time clients also sign the commercial terms for proceeding with a hire. Profile preparation runs on working days, excluding Philippine public holidays. We agree the delivery schedule when the brief is confirmed.

For a non-urgent search, allow two to four weeks from role approval to candidate selection. The start date then depends on the chosen person’s notice period. We can discuss a faster search when you need someone urgently, although rushing recruitment can limit your choice of candidates.

Our recruiters use AI assistance alongside human review. You meet candidates and make the hiring decision.

Describe responsibilities, working hours, tools, reporting relationships and examples of the outcomes you want the role to support.

Raise changes during the review conversation so the responsibilities and expectations can be reconsidered together.

A job description is enough to start the conversation. We can discuss the role with you from there. Preparing candidate profiles is a later step that requires a complete brief and confirmed job requirements.

Your business has the day-to-day context needed to decide how responsibilities should be divided. We flag responsibilities that appear too extensive for one person during the proposal stage. Once someone is working with you, we also raise signs of consistent overwork that come through overtime requests or our HR check-ins. You remain responsible for deciding how to organise the work.

We make the offer to the candidate. The engagement arrangement is agreed with you; contractor arrangements are our default, with employee arrangements available by request where appropriate.

You can discuss a candidate’s salary or benefits with us. Negotiations must go through Covela so we can coordinate the offer with the candidate.

Share your budget with us upfront. If a candidate asks for more, we can discuss whether they would accept a lower amount or look for another suitable person within your budget.

We can discuss making a counteroffer or look for alternative candidates. This applies when the competing offer comes from another business or the candidate’s current employer.

You can agree a future start date with the candidate through Covela, including a date aligned with the start of your project.

A start date can be delayed if the candidate accepts the change. If a delay that was not disclosed at the outset causes you to lose the candidate, an additional recruitment charge may apply. Tell us about any timing uncertainty during briefing.

Our team in the Philippines follows up locally and works to resolve the situation as quickly as possible. If the person never starts work, we look for alternatives.

Generally, an accepted offer cannot be withdrawn. In some cases, withdrawal may be possible before contracts are signed. We execute contracts promptly after committing to a candidate to secure them for your role, so contact us immediately if your circumstances change.