Managed HR
An embedded operator. Fully managed.
They work inside your team, on your hours, on your priorities. We employ them: payroll, compliance and performance all sit with us, and if they leave, we replace them.They work inside your team, on your hours. We employ them: payroll, compliance and performance sit with us.
Operators on our payroll,
working in client seats todayOperators on our payroll, in client seats today
$400
Management fee from, per
employee per monthFee from, per employee / month
$0
What a backfill costs youWhat a backfill costs you
Days
To onboard, not monthsTo onboard, not months
Start with one seat
Tell us the role. We come back with a shortlist and a fixed monthly quote.
OperationsParalegalFinance managerFinanceExecutive assistant
Marketing
Bookkeeper01
What employing them yourself involves
Hiring offshore is the easy part. Employing someone in another country is where it gets expensive.
Labour law you have never read, in a country you do not operate in
Statutory benefits, government contributions, and a termination process with real penalties.
Your best hire gives notice in month seven
The search starts from zero, on your time, while the work piles up behind an empty seat.
Nobody owns their performance, so it slides
No reviews, no goals, no one to raise it with. Small problems stay quiet until they are big ones.
02
What the monthly fee carries
Seven things you stop worrying about the day they start.
Employment liability fully assumed
They are employed by us, not you. Contract, payroll, statutory benefits and termination risk sit on our books.Contract, payroll, benefits and termination risk sit on our books.
Your team, our payroll
Full-timeGuaranteed backfill at no cost
If they resign or it stops working, we replace them. No new fee.
Full-time operator, fractional U.S. cost
One dedicated person on your hours. Not shared, not a pool.
Performance-managed, not monitored
Monthly reviews against goals you set. No screenshot tracking.
Compliance and security handled
Labour law, client confidentiality and device policy, kept current.
Onboard in days, not months
Contract, equipment and access ready before their first morning.
With buy-out option
Want them on your own payroll later? Buy out the contract and they move across to you.Move them onto your own payroll later.
03
How it runs, month to month
Three steps to get them in the seat. Two that keep running for as long as they are in it.
01 You tell us the seat
The role, the tools, the hours you need covered. One form, then a short call to agree the monthly quote.Role, tools and hours. One form, then a short call to agree the quote.
02 You choose the person
We shortlist and skills-test. You interview and decide. Nobody is placed in your team without your yes.We shortlist and test. You interview and decide.
03 We employ and onboard
Contract signed, payroll set up, equipment and access ready. Days, not the quarter it takes to do it yourself.Contract, payroll, equipment and access. Days, not a quarter.
04 We manage performance, every month
A review against the goals you set, a note to you on what is going well and what is not, and a plan when something slips. You direct the work, and an attorney still signs off on it; we make sure it gets done well.A review against your goals, and a plan when something slips.
Monthly reviewGoals you setNo screen tracking05 If they leave, we backfill
Resignation, or a fit that stopped working. We run the search again and put someone new in the seat at no cost.Someone new in the seat, at no cost.
04
You run the work. We run everything around it.
You
Full control of the day
- Priorities, tasks and deadlines
- Your tools, whether that is Clio, QuickBooks or HubSpot
- Who sits in the seat, and when to change it
Priorities, tools like Clio or QuickBooks, and who sits in the seat.
Us
Everything that is not the work
- Contract, payroll and statutory benefits
- Compliance, confidentiality and device policy
- Monthly performance reviews
- Backfill when someone leaves
Contract, payroll, compliance, performance reviews and backfill.
05
What it costs
One monthly management fee per employee, on top of their salary. Everything on this page is inside it.One monthly management fee per employee, on top of their salary.
- Employment liability fully assumed
- Guaranteed backfill at no cost
- Full-time operator, fractional U.S. cost
- Performance-managed, not monitored
- Compliance and security handled
- Onboard in days, not months
- With buy-out option
Best for
Running core functions with full control and guaranteed backfill on demand.
Employing them yourself
Local entity or contractor risk, benefits admin, and a new search every time someone leaves.
Managed HR
One monthly fee. We carry the employment, and the seat stays filled.
06
When this is the wrong service
Managed HR is for seats you want filled for the long run, without carrying the employment. Two cases where that is the wrong shape.
Done-For-You Hiring
We find them, you employ them. One placement fee and no monthly cost after. Done-For-You Hiring
Talent on Demand
A trial, a document review, eight weeks of overflow. A full-time hire makes no sense there. Talent on Demand
The backfill guarantee
If your operator leaves, for any reason, we put someone new in the seat. You do not pay for the search.
Resignation, a move, or a fit that stopped working. Tell us, and the replacement search starts that week.
07
From a client
“Our intake paralegal resigned in month eight. Her replacement was in the seat before her notice period ended, and we never touched a contract.”“Our intake paralegal resigned in month eight. Her replacement was in the seat before her notice period ended.”
Copy and photo are placeholders. Swap both for a real client on the record before launch.
08
Questions buyers actually ask
What does the $400 cover?
Employment, payroll, compliance, performance management and backfill. The operator’s salary is separate and depends on the role; we quote both before you commit.Employment, payroll, compliance, performance management and backfill. Salary is separate and quoted first.
Who is the legal employer?
We are. The contract, payroll and statutory obligations sit with us. You direct the work day to day.We are. You direct the work day to day.
What happens if they resign?
We backfill at no cost. The search starts the week you tell us, and you interview the replacement the same way you chose the first.We backfill at no cost, starting the week you tell us.
Do you monitor their screen?
No. We manage performance against goals you set, in a monthly review. Screenshots measure activity, not output.No. We manage performance against goals you set, monthly.
How fast can they start?
Days after you choose them. Contract, equipment and access are set up in parallel with your final interview.
Can I hire them directly later?
Yes. Every contract comes with a buy-out option. Pay the buy-out and they move onto your own payroll.Yes. Every contract has a buy-out option.
Is this legal for a law firm?
Yes. You supervise a non-lawyer assistant, which is what ABA Opinion 08-451 contemplates. They produce inputs; an attorney reviews and signs.
How is this different from Done-For-You Hiring?
Done-For-You Hiring ends at the hire: one fee, then they are your employee. Managed HR continues: we hold the employment for a monthly fee.That one ends at the hire. Managed HR continues: we hold the employment for a monthly fee.
Put someone in the seat. Leave the paperwork with us.
Tell us the role. You get a shortlist and a fixed monthly quote, and from the day they start, the employment is ours to carry.
Get started