Our Process
Our Process Removes the Guesswork and the Churn
Hiring a virtual professional isn’t hard. Hiring the right one — someone who’s accountable, skilled, communicative, and aligned with your tools and culture — that’s hard.
That’s what Choris solves.
We don’t show you 50 profiles. We build your hiring strategy, recruit to match it, and deliver 2–3 vetted professionals who feel like they’ve already worked with you for months.
Here’s how we do it — step by step
Want to stop shopping and start hiring?
STEP 1: Discovery Call
Purpose: Understand your business, culture, workflows, and role.
We start with a 30–45 minute Zoom call to deeply understand your needs. This isn’t just “tell us the job title.” We ask questions that staffing platforms never do:
What tools do you use daily?
What hours do you want them online?
Do you need client-facing polish or back-office speed?
What’s burned you with previous hires?
What would a "perfect week" look like for this person?
We treat this call like a consultation — not a sales pitch.
You walk away with a hiring plan: what you need, how we’ll fill it, and what success will look like after 30, 60, and 90 days.
STEP 2: Custom Recruitment Campaign
Purpose: Recruit fresh, handpicked talent based on your exact role.
Once we finalize the hiring brief, our recruiters begin a targeted, curated search.
We do not pull from a shelf or talent pool.
Every search is custom. Every candidate is fresh.
Our sourcing includes:
Internal LATAM database (100,000+ vetted professionals)
Regional recruiter outreach
Job boards, cold outreach, referral networks
Social screening and work samples
Pre-screening interviews (in English)
We typically review 25–50 applicants per search, screen 10–15, and forward only 2–3 finalists.
Every candidate we present has been:
- Personally interviewed via live video by a senior recruiter
- Recorded with a professional video introduction for your review
- Evaluated and scored on both technical skills and interpersonal fit
- Tested for English fluency and proficiency in relevant tools
- Verified for location, schedule alignment, and immediate availability
Our recruiters take notes like hiring managers — evaluating not just skills, but responsiveness, clarity, reliability, and overall fit.
STEP 3: Shortlist Delivered
Purpose: Present curated finalists for client interview.
Within 7–10 business days, you’ll receive a curated presentation of your top 2–3 matches.
Each candidate comes with:
- A 2–3 minute intro video
- Resume and credentials summary
- C1/C2 English test results (written + spoken)
- Tool proficiency checklist (QuickBooks, Clio, etc.)
- Availability and preferred schedule
- Recruiter insights (summary of why they’re a fit)
- Reference checks or prior employer comments
This is not a talent dump. It’s a handpicked menu. We don’t overload you with choices — we present only those we’d personally hire for your role.
STEP 4: Interview & Selection
Purpose: Let you meet the candidates and make a confident hire.
You schedule video interviews with the finalists. We coordinate everything — scheduling, reminders, candidate preparation.
During interviews, you’ll notice something different:
Candidates speak clearly and confidently in English
They reference your tech stack fluently
They ask insightful questions
They act like real professionals — because they are
After your interviews, we
- Gather your feedback
- Offer a decision-making framework (our perspective, not pressure)
- Handle job offers, scheduling, and start date confirmation
- If you don’t love the candidates? We keep recruiting. You don’t pay until you hire.
STEP 5: Onboarding & Integration
Purpose: Ensure your new hire is productive and aligned from Day 1.
Once hired, we don't vanish.
We guide you through a frictionless onboarding process:
Time zone confirmation and shared calendars
Tech tool login and security practices
Expectations checklist (start time, breaks, reporting)
Workflow alignment (how to communicate tasks, updates, wins)
First-week success path (3–5 goals + integration points)
We also provide
- An onboarding email template you can copy
- A welcome orientation call with the candidate
- Suggestions on what to delegate first
- Training tools if you need them (Loom, Notion, Google Docs)
STEP 6: Ongoing Partnership
Purpose: Support retention, performance, and future growth.
Our support doesn't stop at the first payday.
We stay involved with:
Candidate replacement if a role evolves or expectations shift
Performance coaching for the candidate (if needed)
30/60/90-day check-ins
Re-recruitment support if you’re expanding and want to build a full remote team
Choris isn’t just a staffing agency — we’re your talent operations partner. As your business grows, we grow with you.
Example Timeline
| Day | Milestone |
|---|---|
| 1-2 | Discovery Call + Hiring Brief Finalized |
| 3-10 | Candidate Sourcing + Internal Vetting |
| 11 | Shortlist Delivered |
| 12-15 | Client Interviews |
| 16 | Offer Made + Onboarding Begins |
| 17-30 | Team Integration + Ongoing Support Starts |
Average time from call to start date: 14–21 calendar days
Tired of wasting time hiring and rehiring Virtual Professional who don’t work out?
Let’s build your remote team the right way.