Step 1: The Discovery Call (Day 0)
The engagement starts with a 15-minute call. On that call, we cover what role you're hiring for, what tools the role requires, your working schedule and timezone needs, your communication expectations, your ideal start date, and what hasn't worked in previous hires for this role.
This call isn't a sales call. It's a qualification call — for both sides. If Remote ACKtive isn't the right fit for your role, we'll tell you that here rather than start a process we can't deliver well.
Step 2: Role Brief (Day 1)
After the discovery call, we send a short role brief form. It takes 15-20 minutes to complete and captures: role title and level, primary responsibilities (top 3-5 tasks), required tool proficiency, required English level, personality and work-style requirements, compensation range, and start date.
The role brief is the foundation of the sourcing and vetting process. The more specific you are, the better the match quality. Vague briefs produce mediocre shortlists. Specific briefs produce fast, high-quality matches.
Step 3: Sourcing (Days 1-2)
Once the role brief is complete, Remote ACKtive activates sourcing across its LATAM talent network: the pre-vetted candidate database (first stop for active, available workers who've already passed baseline assessments), targeted outreach to passive candidates in the specific country market best suited to the role, and network referrals from placed workers and partners in each market.
Sourcing typically surfaces 8-15 candidates within 24-48 hours of role brief submission.
Step 4: Vetting (Days 2-4)
Every candidate who advances from sourcing goes through a structured vetting pipeline before being presented to you: written English assessment via a role-appropriate written prompt, scored against a rubric. Spoken English interview — a structured 20-minute interview conducted entirely in English, evaluated on comprehension, clarity, fluency, and professional communication style. Role-specific task exercise matched to the role brief. Work style evaluation revealing how the candidate manages self-direction and communicates proactively. Reference check for shortlist candidates.
Step 5: Shortlist Delivery (Days 3-5)
You receive a shortlist of 2-3 candidates. Each profile includes a summary of background and experience, English assessment result, role-specific task result, work-style evaluation notes, and Remote ACKtive's recommendation on fit.
This isn't a resume dump. You get our interpretation of each candidate alongside the raw profile — so you can make a fast, informed decision rather than conducting your own full assessment from scratch.
Steps 6-8: Interview, Placement, 90-Day Support
You interview your preferred 1-2 candidates. Remote ACKtive facilitates scheduling. The interview is yours to run — we recommend a 30-minute conversation. We can provide an interview guide if you want one.
Once you select a candidate, we move immediately to placement logistics: employment or contractor agreement processed, system access set up, onboarding schedule confirmed. The candidate is available to start within 2-5 business days of acceptance in most cases.
The placement doesn't end when the worker starts. Remote ACKtive provides 90 days of placement support: Week 2 check-in, Day 30 check-in, Day 60 check-in, Day 90 close-out. If at any point in the first 90 days the hire doesn't work out, Remote ACKtive provides a free replacement at no additional cost.