Aug 30

How to grow your business using outsourced staff

LOUIE: Hello, world, ladies, and gentlemen! Welcome to the Remote Staff radio. My name is Louie, and we are joined today by our special guest who has been in the recruitment business for over 25 years and he’s currently the chief executive officer of Remote Staff. We will know more about the landscape of the business, challenges, and strategies as we move along with this interview. So, please join me as we welcome Mr. Lance Harvey. Hello, Lance!

LANCE: Hey! Great! Thanks very much Louie! Thanks for having me on the call. Yeah, hopefully we can explore some of the benefits of outsourcing and also learn a little bit more about me and obviously the Remote Staff and what we do.

LOUIE: That is great, Lance. Could you give us a little story about you?

LANCE: Right. Yeah, I guess the more important thing to know about me is what I’m doing right now as the CEO of Remote Staff. My job is really to help companies that are located in 1st world countries, in Australia primarily. Our market is Australia 80%, New Zealand, UK, USA, and a little bit in Canada as well. Those countries and those people who are running businesses are struggling to find talent, I guess, finding staff and that’s where Remote Staff comes in to the picture. We offer a service to those kind of companies where they can have these skill sets at a very low cost and a very cost effective rate and also they have access to a huge pool of talent.

LOUIE: Alright. So, with that said, given that your career path started out at the engineering industry, so what made you decide to, you know, shift to remote staffing and recruitment?

LANCE: Well yeah I guess yes my first career was in engineering I have a degree in microelectronics and information processing. It’s a very geeky degree that I did it combined I guess programming or computer science with electrical and electronic engineering. A great degree because it was very hands on so from the first year of the degree right down to the 4th year, ‘cause it’s a 4 year degree with 1 year in industry, where I worked for IBM Hursley Park which is the IBM Research Center in Winchester in the UK. So, ending up doing a degree in engineering was fantastic for me and I was engineering for companies like Alcatel, IBM, Aristocrat in Australia, a company called Scitec, I also worked for a company called Mentor Graphics as well which is an American company. I worked across many different areas of engineering which uses computers or small microchips to control machinery. The chips are found in everything that you touch now. Even when you’re at the traffic lights and you push a button to cross the road, there’s a small little brain inside that thing that actually makes that traffic light work so all the way from there, all the way through, when you enter a plane you know there’s so much computer power in planes. I mean, electric cars have more than a hundred little brains everywhere so that’s kinda that stuff that I come from. That’s my background if you like.

LOUIE: Nice! That’s good to hear. I’m glad that you have a huge background in terms of engineering and you’ve shifted to recruitment but how fulfilling has it been working in this kind of industry?

LANCE: Well, you know, the reason to go into recruitment was actually quite by accident. It was really driven from a need to do a better job, ‘cause I personally as a job seeker, find it very frustrating when I first moved to australia back in ‘91. I was walking my CV around to the different agencies at the time— this is how old I am now, giving away my age (laughs). There was no internet, there was just fax machines and all of the records were on paper in big filing cabinets. Some of these companies, they used to rewrite my CV in their own format. So, anyway I got a hold of one of these CVs, and I looked at it and I was horrified, because what they’ve done is that they’ve reordered all of my skill sets in a manner that if I was a hiring manager in a technical company, I would think, “who is this person? This person is definitely not right.” because, you know, all the skillsets are all over the place. Eventually, I end up getting a job. I had a number of jobs as an engineer in Australia, but that idea stuck in my mind that perhaps because I’m technical and do understand what hiring managers want— I have actually recruited as a hiring manager— That perhaps as a recruiter, I could do a better job in matching the candidate to the skills that are required by particular companies. I basically started as a rookie. I was given no training but I had a system, so I applied my own engineering methodology to the problem, and I was able to accelerate my career path quickly and ended up actually owning my own firm in Australia. I did that for quite a number of years. And then to answer your other question about, is it a fulfilling discipline? is it a fulfilling job? Yeah, it is a fulfilling job. ‘cause as a recruiter, even though I don’t do this on a day to day basis now, I’m still very much in the trenches with my recruitment team. I have a big recruitment team here in the Philippines, here in Manila— in Makati. I’m very much involved with what they do and how they screen candidates. So, I’m really coaching them at the grassroots level. So, I get quite excited about it ‘cause everyday is different. Everyday you get you get a different job spec to fill, a different client to work with, a different candidate to work with. So, you’re always dealing with people and it keeps the whole thing interesting. On top of that, we leverage technology as well to help our recruiters to deliver good service to the market. So, no, it’s not boring at all. It’s very interesting and it can be stressful at times because you’re juggling a lot of balls in the air. You’re having to deal with lots of different people at the same time. So, time management is really important, but generally, it’s a very exciting field, I mean, technology is coming in more and more into this space but still it’s the human connection— od course technology can help us do the skills matching but we also have to do the soft skills matching and that’s the difficult part of recruiting.

LOUIE: I see. Alright. So, since you’ve mentioned human connection, could you share with us a brief history of your connection with Remote Staff?

LANCE: Well, yeah. Sometimes, you know, in life things happen by accident. I’d actually never planned to come to the Philippines at all I mean I was quite happy I moved out of Australia after 18 years I moved back to the UK and I was there for a while then I moved and lived in Russia for about 4 years and then after Russia I moved back to the UK and it was just purely out of accident that a friend of mine that I had actually worked with in Australia when I first came over as an engineer a scottish guy contacted me out of the blue and said hey listen can you help me out? And so I was actually working for him or working for his company to try to set up a software center they were growing they were basically a software company and they wanted to hire more people they couldn’t hire the people in the UK or in Scotland so they’re branching out to other countries like India they actually have a small software development team in India and at first they wanted me to go and see if I could grow that team and it was a struggle in India because a lot of the engineers there they don’t want to work for small companies they want to work for the big boys so attracting good talent was really really hard so they were basically asking for my help to see if there’s anywhere out there I could go to set up maybe an offshore software center and I actually had met Chris about in 2007 when he’s kicking off in London at a trade show called Adtech I was just there ‘cause I was exploring the whole notion of internet marketing and branding on the internet I was just learning that just out of interest and I attend to this trade show and there was Chris and he had a little booth it was just a small little booth with him and his wife Rica and for some reason I got drawn into them and that’s kinda how we met and we kinda like stayed connected for a while and we never actually did any business or anything together for about 5 years after that and you know that’s where the opportunity for the Scottish company came up and that’s when I thought “Maybe we could try the Philippines?” I didn’t know how good the skill set was in the Philippines but I thought well I can give it a go and I contacted Chris out of the blue and said, “Listen, maybe we can do this. So, that’s what brought me to the Philippines and I set up a software center for this Scottish company and during that time when I was doing it is about 3 and a half month period Chris and I started talking and he actually needed a manager. So, that’s kinda how I ended up working here in the Philippines and working for Chris and growing Remote Staff.

LOUIE: And how long have you been here in the Philippines and with Remote Staff?

LANCE: So, it’s coming up to that 4 years November I think— this November is going to be 4 years.

LOUIE: Wow…about Remote Staff, so, what kind of services does Remote Staff offer?

LANCE: Well, Remote Staff is one of many players in the market. When Chris started in 2007 they weren’t that many players that was selling this service. So, what does Remote Staff do? First of all, let’s just define that. So, you know, everybody has heard of the notion of outsourcing. Everybody, all the big companies have been doing outsourcing for decades now. Most of the outsourcing has gone out to well, at first, technology outsourcing went out to India and then a lot of the other manufacturing outsourcing has gone out to China. So, outsourcing is a buzzword. It’s been around for a long, long time and why do people outsource? Outsourcing came about because of the cost of labor and, you know, the likes of Nike and all these manufacturing companies have manufactured products. They jumped on this notion of really acquiring accessible talent at a very cheap price, so, the big companies were able to put up their factories on very cheap soil. They’re be able to get very cheap buildings put up. They’re able to acquire very cheap labor and off the back of that labor and also to get tax incentives from certain governments. They were able to lower their operational cost and, therefore, they can sell their product at a higher profit. So, that’s where the whole notion of outsourcing came up, but this outsourcing concept was never available to the small to medium sized businesses. It was never really down at that level, because there wasn’t really anybody set up to do that to provide that level of support for the small to medium sized businesses and then around 2005 to 2007, I guess, people were doing it since before then, but in the Philippines, Chris saw the opportunity. He actually came out himself, would you believe it? To hire people for the company that he was working in. Just like my story, I came out to set up a software center. He came out to set up a back office center, for a company that he was actually also working for. When he did that for that company, he thought, “Oh great! This is an opportunity for business.” and that’s when this thing kicked off, but at that time, there weren’t that many players in the market. Now, the market is getting a bit more crowded and there’s a lot more players but, you know, he is quite established he’s been around for a long time. So, what we do at Remote Staff is that, we basically provide those outsourcing capabilities, where small businesses could save cost on their wages on their staff up to 70% and they have access to a huge pool of talent. I mean, the Philippines they are pushing out so many graduates. I don’t even know how many it is, probably a million graduates every year, and the average age of the working people here is around 25. So, there’s access to young and hungry talent here across many many disciplines. It’s very attractive for companies in the west where they have a declining population. Their skill base has been eroded. So, the only way they can add to that is through immigration and, you know, there’s all sorts of the immigration control and it becomes very political. So, what Remote Staff does is it actually bridges those issues. It bridges those restrictions to offer talent, basically, to help companies to grow and be competitive in the marketplace. So, Remote Staff encapsulates many many skill sets. So, anything that can be down in front of a computer, we can typically provide that skill from web development to copywriting, to doing software engineering, you know, c sharp, c++, php, whatever you want graphic design. CAD people that do CAD drawing, and things like that accountant. So, anything that can be done across telemarketers, anything that can be done over the internet by using a computer, we can typically provide that resource, we have an IT’s focus, Remote Staff tends to have 40% of our roles are kind of IT oriented and 60 are kinda non-IT oriented. So, we’re kind of heavily IT oriented in a way with the kind of skills we provide to the market, but it’s a whole gambit of different skill sets that Remote Staff can provide. Small businesses typically are the clients that we service- small businesses, anywhere from, one man bands all the way up to 50 people— anything between. Typical our clients will hire 1 to 2, maybe 3, some a bit bigger, 10 or 15 staff that they have. Then, we have an office offering as well, where people can actually have their contractors working for them in our office, which is 1000 sqm, and half of that is for our clients, subcontractors, and then the rest of the contractors work from home over a fast internet connection. So, we provide a lot of support to make sure that relationship works as well, so Remote Staff doesn’t just do the recruiting for you. It makes sure that they provide quality candidates, ‘cause we give you a lot of choice in a high level of candidates that you can pick from, but we also provide all the tools. We’ve developed our own in-house technology to manage those people. We also have our compliance team and our account managers, that basically help you will all the soft skills aspects, the culture differences and all that sort of stuff. We do your payroll for you, we pay the subcontractor and we invoice you. So, it’s a complete package that we offer and we’re very, very committed to making that whole experience work. We have a motto here, we make it work we make it last.

LOUIE: Nice! That’s good to hear, Lance. How many clients do you have right now and how long have these clients been partnering with Remote Staff?
LANCE: So that’s a good question, off the top of my head I’m not sure, I think it’s around 300 clients, I think around there, and these clients, they vary in the length they’ve been with us? As some have been with us for a long, long time, in the years, maybe 2 years or 3 years, some of them being shorter, the average length of a contract we have is 12 months.

So just to go back on the service model that we have, so, typically in the west everybody’s heard of staffing agencies or recruitment agencies, so what do these recruitment agencies do? They are specialized service providers and what they do is: they help companies to locate talent quickly.

Because most companies, they haven’t got the time, unless they’re a big company who have their own internal recruitment teams, they’re not that effective sometimes because they may not be doing their own recruiting. So a lot of small companies don’t have the luxury of hiring people in-house that are just going to do their recruiting, so they normally engage the services of a recruitment agency and they pay a fee. So how do recruitment agencies or staffing agencies, how do they make money?

They make it two ways: They make it on the basis of one, what they call a Permanent Placement Fee which is a one-off fee which is normally the percentage of that individual, that they’re trying to find, or candidate’s, annual salary. Let’s say for example, you’re looking for an accountant.

A typical accountant in Australia would go anywhere from Seven (7) to a Hundred (100) or a Hundred Twenty Thousand (120,000) a year if they’re sort of mid-level, with Three or Five (3-5) years of experience. Typically, the fees in Australia are hovering anywhere between Twelve (12) and a half to twenty (20) percent, so let’s say an average of Fifteen (15) percent, so if they’re on a Hundred grand (100,000) let’s say as a salary, then the agency will get Fifteen Thousand (15,000) dollars once that person starts working with their client and then the agency guarantees that particular placement for Three (3) months, so they have to guarantee that the person stays with that company for Three (3) months, after that the guarantee expires.

So that’s one business model, so the agency gets their one-off fee and that’s it, they do their job and they’re away. The second business model is what they call a Contracting Business Model and in the first world countries, the agencies will charge based on a daily rate or an early rate. So a contractor, typically an agency would go to their candidates and say “Well, how much do you want an hour?” if they’re a contractor and they say “Well gunny, I want Fifty (50) dollars an hour, I want Seventy (70) dollars an hour” so they would get that rate from the contractor, let’s say Seventy (70) dollars an hour, they would then put their own margin on top of that and that’s the price that they would charge the client so they make a small margin on the early or daily rate.

And so that person will typically go a company for about Three (3), Six (6) months, sometimes even longer, some of these contracts they go on for years, so the contract will typically only be hired by a company when they have an overflow of work.

So let’s say you’re an organization and you’ve got a big project that came in and you have all your stuff that you’ve normally used to do that work but this work is too much so you need an extra pair of hands, so you go to an agency and say “Hey, listen I need a contract, this project’s gonna run for a year or Six (6) months, I need somebody, can you find me someone that’s gonna come on board for Six (6) months, we’ll pay a little bit extra.” and then the agency goes out and finds a contractor to do that work for that duration, but typically projects tend to run over time, so a Six (6) month contract would normally turn into a Nine (9) month contract or a Twelve (12) month contract, and a Three (3) month contract would turn into a Six (6) month contract, and so on.

So that’s typically what happens, and that’s what we are, so imagine that Remote Staff is not a permanent placement kind of company, we do do permanent placements, one-offs from time to time, but our core business is contract recruitment so that’s a kind of reason to get your head around cause most people have heard of recruitment agencies and staffing agencies, so that’s how we make our money, so what we do is we do the same thing, well our client would say “Look, I need a zero accountant.” I said “Okay, well what do we need?” So they fill in a JobSpec and from that JobSpec we have to ask them, “Well, what sort of level do you want? Do you want Junior, Intermediate, Senior?” and then we know what sort of prices that the Filipinos would be asking for we would then quote the client based on the fee or the early rate that the contractor would want then we put our own margin on top of that, and that’s rate that we will tell the client.

And so that’s kind of what we do, so the client will basically sign up our agreements and the contractor would then work for them. In the West, when a contractor wants to get paid they would normally get a timesheet, it would normally be a manual timesheet, oh, these days it could be an electronic timesheet, they go to their web interface and they put in the hours that they work, and then they have to send that timesheet to their manager at that company for approval, so their manager would then approve it, and that approved timesheet would then come to the agency, and the agency will work what the cost is for those number of hours based on the early rate and that’s what they would invoice the client. And that’s what we do, and that’s what our technology does, but we do it in a little bit more of a clever way, we have technology that’s monitoring their actual activity in the sense that our contractors have to log-in to a piece of software and as soon as they log-in, it’s like a clocking in sort of situation, they clock in and while they are clocked in they’re working, and the system is taking screenshots and all that sort of stuff.

And if they wanna take a tea break or if they wanna take a lunch break there are two buttons, one is for tea break or coffee break, and one is for lunch break, they‘d push that button and the timer stops and so once the time has stopped they will not be paid, so they have to have their tea break, or whatever, lunch break and come back push that button again, and then the clock starts again, and at the end of the day they log-out, they clock out and then the system then measures the number of worked hours and that’s what we charge the client.

So it’s actually slightly different, it’s actually the number of worked hours and our systems are automated so it does that automatically. And so that’s kind of what Remote Staff does and offers, to customers around the world, and it really does help the customers because a lot of customers set in Australia are struggling to find talent, cause there’s a thing called a talent war, I mean, if you’re any good at anything you’re gonna be headhunted, people are gonna want you because in the first world countries like Australia there’s not that many people that have got those skills that companies want, and companies wanna grow, and there’s more companies, therefore the more the companies, the more skills they need as they grow, so and there’s only a limited number of resources in the country that they can hire, so it becomes a salary-competitive war, basically, between companies bidding for a resource whereas if they work with companies like ourselves, they have a competitive advantage cause they can then outsource that work to somebody in the Philippines who can do it at Thirty (30) percent of what they normally would pay, and also, we can find those people for them, because there’s so much talent here for them to access.

LOUIE: Wow, that is such a wonderful… instructions, y’know, the guidelines that you’ve given us and the success of Remote Staff. So, what is the edge of Remote. Staff compared to the other remote staffing agencies in the Philippines and abroad?

LANCE: Well that’s a good question. One of the the advantages, I guess, one of the competitive advantages that we believe that we have is that, one is that we really care for the customer, I’m sure that other companies do as well but we really, I mean, I instill this very deeply in the company culture, is that the user experience is king, we have to make sure that the user experience from when they engage with us, that’s candidates and clients, has to be exceptional. So we have spent a lot of time, and energy, and money to make sure that our processes are very, very, well refined, you know, our touchpoints are minimized so that they’re not having to deal with frustration trying to get stuff done with us, we’ve also developed our own technology in-house, we haven’t bought any technology, we’ve developed it in-house, and we continue to evolve that technology as well, we actually have a development team, I think, we’ve got now… we’ve got Seven (7), Ten (10)… Eleven (11) developers in our team, Three (3) QAs, and not just a development team, we also have our own internal IT infrastructure support team, so we’re very heavily invested in technology, I think, that’s I guess a competitive advantage, and the time tracking system that we’ve developed, we sort of developed it in-house, and to be honest with you, there was nothing like that on the market back in 2007 that was catering to this kind of industry, and now, of course, there are more offerings, and people are offering these kinds of things out there, but again none of that technology, and I’ve reviewed all of those technology solutions, none of them actually map as well to our actual offering, to our needs, to our technology that we’ve developed in-house, so that gives us a really good advantage because we can then continue to evolve our technology, and customize it for the maturing markets, as the market matures, and as all this new technology comes in, like AI is making a big impact in every area, and we’re actually exploring AI as well for automation so I’d say technology is definitely– we believe that we are a technology company delivering a service, so our services: recruitment services by technology we’ve built in-house and not only that because I’m from a technology background I’m very much a geek still at heart and I’m always looking around for a competitive angle to leverage technology to deliver a more delightful experience to our customers, the other thing is, of course, we’ve been around, we’ve been around since the very beginning, since 2007 so it’s 2018 now so we’re around almost Eleven (11) years so we’re a mature business in that respect, we know the market space, we know the Philippines, we know where the talent centers are, we’re very aligned with some of the universities, we know where to access the talent if you like, we have a huge database for candidates, we have those everywhere, we produce a lot of digital content as well for content marketing, and we’ve actually recently put together an e-book as well which I’ll talk about at some point as well towards the end of the podcast, but what we’re trying to do is, we’re trying to really offer the best possible service, and also the other thing I believe we have a competitive advantage is that we’re very competitive on price, I’ve looked at some of the prices that our competitors are actually putting out there and to be honest we are extremely competitive for what the service level that we’re giving ,so I guess it’s great to have competition, I actually love competition because it keeps us on our edge, because if you got competition you don’t get complacent, you’re always looking to do better so I think it’s very healthy to have competition in the marketplace, and we will continue to innovate and build on our strengths to offer an even better service to our customers, we’re basically a technology company I believe and that’s where the future is moving to, we bringing in a lot of automation but we haven’t lost sight of the human touch as well, we also believe that as much as technology is gonna add, and I’m very supportive of technology, I think we’re in the human resources business, we’re in the connecting people business, the human part is never really going to go away.

LOUIE: Alright, so how will your clients benefit from this edge that you’ve mentioned?

LANCE: Well the clients benefit from the edge because they have a seamless and frictionless interaction with us, if they wanna pay a bill they can just go to our portal, we’re just about to develop two apps actually, one iOS app and one Android app, so that people can actually go and look at their staff and see what they’ve been doing, they can look at their screenshots, they can approve leaves, they can also pay their bills on their phone, so I guess that’s the advantage that the clients will get from our investment in technology, it’s gonna be easier to interact with us, they’re gonna get a much more frictionless experience at a very cost-effective price.

LOUIE: I see, and what are the measures that you take to continually improve your services?

LANCE: So the things that we are constantly doing is we’re constantly looking out there, we’re looking at what other people are doing, we’re looking at not just our own industry, but we’re looking at other industries which are similar and what are they doing, and we’re trying to bring that knowledge and wisdom into our own operations so that we can add even more value to our customers, also like I said with the investment in technology, it’s always gonna be there, also internal processes, we try to make sure that we have our QA and our auditing systems we try to put in systems internally that actually make it easy for all our departments to interact and work together as well, we believe that we are a transparent company, I believe in complete transparency across the company and also transparency with our clients and with our staff, so its a company that really believes in the mission, or the vision, and the vision is to empower people, and for us the vision is to allow professional careers, Filipinos can have professional careers just by working from home they don’t have to travel two hours, one thing we didn’t touch on is that traffic in the Philippines is atrocious, particularly in Manila, a lot people have to travel two hours each way just to get to work, so having the option to work from home is a great offering that we are now giving, or, we have been giving since the beginning to Filipinos, so we’re adding to the Filipino community and we’re also adding to our clients abroad as well, by giving them all these benefits of talent at such a cost-effective price, but allowing them to interact with us in a very frictionless way so that they’re not having to grapple with anything, the whole process that we’ve got is designed to be as frictionless as possible.

LOUIE: Alright and what piece of advice can you give people who are looking to start a remote staffing journey for their business?

LANCE: Well I think the first thing that I guess you must do, let’s say you’re a business in Australia, or the UK, or whatever, you see most companies have these growing pains when they’re growing, and a lot of that is to do with people, you see a lot of business owners I’ve spoken to, a lot of them are saying when you ask the question: “what is your biggest failure” or “your biggest downfall” and a lot of people would say: it was the people, they couldn’t find enough people secondly the quality wasn’t there, the trust wasn’t there, blah blah blah, so it comes down to people, so I guess the first thing you need to do as a business owner, you have to ask yourself why do you need more hands, sometimes maybe you don’t need more hands, let’s say you’re a company in Australia, let’s say you’re an accounting firm, a small accounting firm, and you wanna grow, and then you suddenly get all these clients, and then you don’t know what to do with them, you’re working all the hours that God sends and you need help, now that’s a genuine need there because there you actually got clients the process is very well defined, you’ve gotta crunch through their invoices, you gotta do their bases, you gotta do their financial end of the year tax returns, whatever it is, you know there are defined pieces of work that can be done, in which case you can then map a skill to that very easily, so for an accounting situation, that’s very easy, you can come to us and say: “Listen we’ve got all of these extra clients and they’re gonna be with us for a long time but there’s only like Five (5) of us and we need to have more people on board to do this, and that’s where we can really add value, cause then we know it’s very defined, the actual requirement is very defined, the application of the skill that we provide you is very defined, the client will be able to communicate what they expect from the candidate or from the staff very clearly, so that’s a very, very easy thing for us to deal with and that’s where we can add a lot of value straight away so what I say to businesses is, you need to really sit down and think about if you need to go this path, first of all because one of the things we all say to our clients: “Look, we are here to help you, can make this work, we’ve been making this work for a long time, for almost Eleven (11) years, we’re up to 600 something odd contractors, we’ve placed 6,000 people over that period, we know this works and we have made it work, but you also have to commit to this journey, because this journey… we can’t do it on our own for you” and what do we mean about commitment, first of all, you have to understand there is a slight culture difference from the Philippines to Australia, or the UK, or Canada, or whatever and Filipinos are very, very lovely people but there are some misunderstandings in the way that they interact, so you would have an account manager that will lead you through that journey, but you’ve gotta be willing to commit the time at the out front, you gotta be able to commit the time at the beginning to be able to get this person up the learning curve to understand you, understand your process, understand your company, make these people feel welcome, and give them tasks which are measurable, and keep in touch with them, and monitor them, give them feedback and coaching and so on, and if you do all that, you’re gonna get a very loyal individual who can be very productive for you.
But you’ve gotta invest the time up front, if you’re not willing to do that, see remote staffing is not a magic bullet, some people think “Oh yeah, I can save Thirty (30) percent, I can just turn on a tap and I can get all these benefits without me actually doing anything.” Well unfortunately, in life, not everything works out, if you don’t put the effort in you’re not gonna get the returns, so we ask our clients, particularly when we engage with somebody, look you have to actually be with us, we’re here to help you, we’re gonna be there all the way, but you need to also commit. So what I suggest to clients, or potential people who are looking to outsource, you are gonna get all those benefits that we’ve mentioned, but you’ve gotta go down this journey with us and also you’ve gotta be sure that you have enough work, with Remote Staff, we don’t do ad hoc or project-based work, so if you try and build a website we’re not the right kind of company for you or if you’re trying to, “end of financial year” you just need somebody for a month, we don’t do that unfortunately because we have to guarantee work for our staff here for long term, so it’s gonna be work that’s ongoing, and we do offer part-time and full time, and we also offer Twenty (20) hours a week or Forty (40) hours a week, but you’ve gotta go along this path, so there’s gotta be work that’s ongoing, it can’t be ad hoc or project-based work so if all those things are in place, you can definitely get a huge amount of benefit from going down this path, and if you’re a medium sized company, you’ve got like Fifty (50) staff, there may be divisions in your company that you might find that it might actually be better to outsource those divisions because you can actually save a lot of money and with that saving, you can actually add more people to that particular subgroup, therefore, grade your company even more effectively, so there’s lots of ways that you can benefit from going down this path.

LOUIE: I see, and I think I’m gonna wrap this up, I’d love you to stay a couple of hours with you Lance, at Remote Staff Pod Radio, thank you for sharing with us your story of success, if the listeners would like to connect with you or learn more, where’s the best place they to reach you?

LANCE: Okay, well, you know, you can reach me at Remote Staff, my direct email address is just or I suggest you actually visit our website, it’s now that site is actually a global site, its got an AU domain, we service clients from all over the world there, but that will actually give you a really good overview of our services, on the site we actually have samples of some of our active candidates that we are currently working with so you can get a feel for the kinds of candidates that we can actually offer you. You’ll be able to see their picture, you’ll be able to listen to their voice recording, you’ll be able to see their full CV and then you can book an interview with a particular person if you like them.
So how can you reach us? So check out our website and I just wanna also tell you we’ve written an e-book it’s called the Beginner’s Guide to Outsourcing and that’s freely available, and if anybody’s interested they can download it from our website, it’ll be on the homepage very soon, so look out for that, it’s been thoroughly written on outsourcing, the benefits of outsourcing and so on, so people get a lot of value from reading that book, it’s a free e-book you can download that, and you can engage with us on the site, there’s a callback form if you want us to reach you, there’s a job description form if you’re really ready to hire right now, just fill up that JobSpec, there’s lots of ways to reach me, you can reach me directly though my email or like I said you can go to our website and engage us there.

LOUIE: That would be awesome and Lance thanks again, and listeners thank you for joining in and we’ll see you in our next episode.

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