No months of recruiting. No coin‑flip hires. The bench is already vetted — what happens next is a process with dates on it.
How many files is each of your case managers carrying? That single figure tells us — and you — whether a placement pays for itself. If you're under 80, we'll say so and you keep the math. Over 85, we talk about which lanes your team would hand off first.
Drawn from the standing bench by practice mix, case management software, and shift. Both survived the full gauntlet — legal education, C1‑certified English, skills assessment, and a paid working trial.
Thirty minutes with each candidate — your managing partner, your lead case manager, whoever should have a voice. Judge the English live. Ask about chasing hospital records in two languages.
Not "here's your VA, good luck." A documented 30‑day onboarding that your lead CM co‑signs:
Files per CM, records turnaround, client contact rate, cycle time — pulled from your own case management data, delivered as one page, reviewed in forty‑five minutes. It's how you'll know it's working, and how we earn the renewal.
Offshore staffing doesn't fail on talent. It fails on installation. Each failure mode below has a named countermeasure in our process.
No owned lanes means the placement becomes a ticket queue and nobody's job changes. Countermeasure: the task‑lane agreement, co‑signed by your lead CM before day one.
U.S. staff hoard tasks for the first month out of habit. Countermeasure: the week‑two daily check‑ins exist precisely to catch and unstick this.
The placement gets excluded from team rhythm and slowly goes quiet. Countermeasure: a standing seat in your weekly case review, written into the plan.
Problems surface at month three instead of week three. Countermeasure: a named escalation contact, the day‑30 review — and the 90‑day re‑match guarantee if it's still not right.
Run your files‑per‑CM count. Then give us fifteen minutes.
Book the 15‑Minute Call