What we do
Four services that only work together
Hire a recruiter, a trainer and a manager separately and the standard slips in the gaps between them. We run all four.
Recruiting
We start with the role, not the résumé: what the job has to produce, what someone must know, and what can be trained.
You receive a shortlist with our reasoning, you interview, and you decide. We never place anyone you have not approved.
What this covers
- Writing the role definition and the standard it will be judged against
- Sourcing candidates where we operate
- Screening and structured assessment against the definition
- A shortlist with our reasoning for each candidate
- Coordinating your interviews and the offer
Onboarding and training
A hire is not a result. The first weeks decide whether the role works, so we run them deliberately.
Each hire starts against a written plan: what to learn, who teaches it, and what they should do unsupervised by the end. Training continues after that.
What this covers
- A written onboarding plan for every role
- A named person accountable for each new hire’s ramp-up
- Checkpoints where readiness is assessed, not assumed
- Ongoing training as the role grows
Day-to-day management
A Gronari manager runs your team on the ground, so you are not supervising people across a time difference.
Attendance, workload, quality and escalation are handled locally and reported to you. When something goes wrong you hear it from us first, with a proposal attached.
What this covers
- A named manager responsible for your team
- Attendance, workload and quality oversight
- A clear escalation route when something needs your decision
- Regular reporting on how the team is performing
Retention and culture
Turnover is the hidden cost of hiring overseas. Every departure spends the recruiting and training again.
People are reviewed on a set rhythm, progression is written down, and the culture is built deliberately — which is what the Gronari name is about in the first place.
What this covers
- Scheduled performance and progression reviews
- Defined paths so people can see where the role leads
- Culture and standards held consistently across the team
- Performance management when someone is not meeting the standard
Scope
What we take on, and what we don’t
Being clear about the edges saves everyone a wasted conversation.
We’re a good fit when
- You want a team that is managed, not a list of candidates
- You are building something ongoing rather than filling one seat
- You want one group accountable for hiring, training and performance
- You care whether the people you hire are still there next year
We’re not the right choice when
- You want CVs delivered with no ongoing involvement from us
- You need staff based outside the country we operate in
- You would rather manage the team directly yourself day to day
- You need someone to set your strategy — we run teams, you set direction
Not sure which parts you need?
Describe the work and we will tell you which of the four applies — including if the answer is none of them.