How we work
Five stages, and who does what in each
It is written down because knowing exactly what happens, and what is expected of you, is most of what you need before starting.
The engagement
The five stages
Each stage says what we do and what we need back from you, so there are no silent dependencies.
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Scoping the role
What the role has to produce, which skills are non-negotiable and which can be trained, and how you will judge whether it is working. This becomes the written definition everything else is measured against.
What we need from you
An honest description of the work and what good looks like in your terms.
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Sourcing and screening
We recruit against the definition, not a job title, and assess candidates in a structured way so the comparison between them is real. You get a shortlist with our reasoning for each person.
What we need from you
Nothing, until the shortlist.
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Your decision
You interview the shortlist and choose. If none of them are right, we tell you why and go back to sourcing rather than push a weak candidate through.
What we need from you
Interview time, and a clear yes or no.
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Onboarding and training
The hire starts against a written plan with a named person responsible for getting them to competence, and checkpoints where readiness is assessed rather than assumed.
What we need from you
Access to whatever is specific to your business — systems, context, and someone to answer questions early on.
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Running and reviewing
Your manager runs the team day to day and reports to you. Reviews happen on a set rhythm, covering performance against the standard and where the person is heading next.
What we need from you
Feedback when something is not right, and a decision when we escalate one.
On the ground
Someone is accountable for your team every day
Stage five is where most arrangements go quiet. Ours does not.
Your manager runs the team and reports on it, so the picture you hold of your team is the real one — nothing waits until it becomes a problem you discover yourself.
What we commit to
The things we hold ourselves to
These are not aspirations. They are the terms we work to, from the first conversation.
- You approve every hire. We never place someone you have not signed off.
- Every role is defined in writing before we source against it.
- Every hire starts against a written onboarding plan with a named owner.
- One named manager is accountable for your team, and you know who they are.
- Problems reach you from us first, with a proposed answer attached.
- If we cannot staff or run something well, we say so instead of taking the work.
Questions
Straight answers to the things companies ask first
If something you need to know is not here, ask us and we will answer it plainly.
Who decides which candidates get hired?
You do. We define the role with you, source and screen against that definition, and give you a shortlist with our reasoning. You interview and approve. We do not place anyone you have not signed off.
Who manages the team day to day?
A Gronari manager based on the ground with the team. They handle attendance, workload, quality and escalation, and report to you. You are not supervising individuals across a time difference.
What happens if someone is not working out?
You raise it with your manager, or more often they raise it with you first. We address it through performance management, and if that is not the right outcome we recruit a replacement.
How involved do we need to be?
You set the standard and approve every hire. After that the day-to-day is ours. Most of your involvement sits at the scoping stage and in reviews.
What are the working hours like?
Our teams work on West Africa Time, one hour ahead of the UK. That gives a full working-day overlap with the UK and Europe, and a morning overlap with the US East Coast.
What language do teams work in?
English, which is the working language of our teams.
Do you only handle recruiting?
No. Recruiting is the first stage. Onboarding, training, day-to-day management and retention are part of the same service — and they are the reason the standard holds after the hire.
How do we know the standard is being kept?
Your manager reports on how the team is performing, and reviews run on a set rhythm rather than only when there is a problem.
What does it cost?
It depends on the roles and the size of the team. We will walk you through it once we understand what you need, before you commit to anything.
Ready to scope a role?
Tell us what the work involves and we will start at stage one.