Beyond VAs: Why Smart Companies Are Offshoring AI & Engineering Roles

• The Talent Shortage: Local markets are drained of high-tech talent; the global market is overflowing with it.
• Complex Roles: SkyeDesk fills roles in AI, Product Design, Architecture, and Engineering.
• Cost vs. Quality: Get senior-level technical capability for the price of a local junior.
• Innovation: Access to global talent pools brings diverse perspectives and new problem-solving approaches.

The horror story of outsourcing usually goes like this: You post a job ad on a freelancer marketplace. You wake up to 500 applications. You spend three weeks interviewing people who looked great on paper but can't actually do the job. You finally hire someone out of desperation, and they ghost you two weeks later.

This "hiring fatigue" is why many businesses give up on global talent. The problem isn't that the talent isn't out there—it's that finding the diamonds in the rough is a full-time job.

At SkyeDesk, that’s our full-time job. We don’t just forward you resumes; we act as a rigorous filter. Our process is designed to reject the 99% so you only see the top 1%.

Step 1: The Skills Gauntlet

A resume is marketing, not proof. Anyone can write "Advanced Excel" or "Fluent Python" on a CV. We make them prove it.Before a candidate ever speaks to a recruiter, they undergo role-specific testing.

• For Accountants: We test knowledge of Xero/QuickBooks and GAAP principles.
• For Developers: We run coding challenges relevant to your stack.
• For VAs: We test attention to detail, email etiquette, and calendar management logic.

If they don't pass the hard skills test, they don't move forward.

Step 2: The Communication Check

Since we specialize in "local hours" integration, communication is non-negotiable. We aren't just looking for "passable" English; we are looking for professional fluency.We assess candidates on:

• Nuance: Can they understand the subtle tone of a client email?
• Confidence: Are they comfortable speaking up in a Zoom meeting?
• Clarity: Can they explain a complex problem simply?

Step 3: The Attitude Interview

This is where most recruitment fails. A candidate can be technically brilliant but a cultural disaster. We conduct structured behavioral interviews to assess soft skills.

• Are they proactive, or do they wait to be told what to do?
• Are they looking for a long-term career, or just a gig to pay the bills?
• How do they handle feedback?

The Result: You Only Interview Finalists

By the time a candidate profile lands on your desk, they have already been vetted, tested, and interviewed by us. You skip the "screening" phase entirely and move straight to the "selection" phase.

Usually, we present you with 2 or 3 finalists. You conduct a final interview to see who you click with best, and that’s it. This reduces your time-to-hire from months to days (usually 7-14 days).

Hiring shouldn't be a gamble. Don't let the fear of a bad hire stop you from scaling. Let a partner handle the vetting, so you can focus on leading your new team.

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