How We’re Different

Discovery-Based Hiring

We start by asking the right questions: 

  • What software do you use daily?
  • What hours must they be online?
  • What kind of communication style fits your team?
  • What skills are must-haves — and what can be trained?

This becomes a blueprint for our sourcing team.

Fresh Sourcing for Every Role

We do not rely on a bench or talent pool. Every search is started from scratch, targeting our internal LATAM database, referrals, and cold outreach based on your job requirements. Our recruiters run the same process a U.S.-based executive search firm would — but for virtual hires.

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High-Stakes Vetting

Every candidate must:

Pass a live English interview (C1/C2 only)
Demonstrate communication and critical thinking
Record a personalized intro video
The option to complete a tool-specific skills test (e.g., QuickBooks, Clio, Shopify)
Complete scenario-based responses with our recruiters

They must log into screen tracking software whenever they’re working for you

Shortlist Delivery

You don’t get “20 options.” You get 2–3 finalists — curated, documented, and ranked.

We present: 

  • Video recordings
  • Resumes and background info
  • English test results
  • Recruiter commentary
  • Reference feedback
  • Salary expectations
  • Social media links
  • Most importantly, we share our concerns. People aren’t perfect, and if we uncover anything during the process, we share it transparently so you can make a better hiring decision.
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Each candidate comes with a rationale: “Why this person? Why for this role?”

Structured Onboarding

Once hired, we help you:

  • Confirm tools and accounts
  • Set up schedule expectations
  • Kick off with a 7-day onboarding outline
  • Perform 30/60/90-day reviews

Continuous Support

We follow up. We coach. We stay involved.

  • If something changes, we’ll re-source.If you need another team member, we already understand your culture. If there’s friction, we mediate and fix it.

You’re never “on your own.”

Real Results

“Before Choris, we burned through three hires in six months. The difference with them was obvious from day one — they actually understood our business.”

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