Firm Leaders Summit (November 16-18): https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com

Atlas, the CRM that actually understands context: https://recruitwithatlas.com/

Well Oiled Machine, proven offshore recruiters you pay directly, no middleman: https://www.welloiledmachine.co/

Part 2 of 2. Part 1 gave you the first three steps of the offshore playbook: function, region, and compensation. This is where it gets real. Steps four and five, finding the person and supporting them, which Greg Fischer says is where most of the 7 out of 10 failures actually happen.

Greg says the quiet part out loud early: you do not need a firm like his to do this. Then he shows you how. The best offshore talent does not apply to job ads, the same thing you tell your own clients. Skip Upwork and onlinejobs.ph entirely. Headhunt on LinkedIn with Boolean searches, and learn the local titles first, because a great recruiter in Mexico might show up as headhunter or reclutador. Greg interviewed 32 candidates before making his own first hire, and he walks through the 3-step interview process he recommends, including why a true solo should bring in an outside advisor for round two, and the practical assessment that exposes a weak candidate before you pay them.

Then the step everybody treats as an afterthought. Support. The 30, 90, and 180-day milestones you map before you hire, including the quantitative floor Greg uses, like 12 submissions from a sourcer by day 90. Weekly meetings built around roadblocks. Why your international hires belong in the all-hands, the engagement survey, and the quarterly roadmap. Plus the question I could not stop thinking about afterward: what your offshore team figures out about you in their first week that you do not know about yourself. Greg's answer involves the biases they quietly spot, and the lifeline exercise he uses to build real connection with every hire. Steal that one even if you never hire internationally.

And the case study. A solo biller doing $650K, completely burnt out, no time to work on the business. His first offshore recruiter billed $120K in placements within 4 months, as Greg tells it. The second billed $60K in her first 60 days. He is now on hire number four, on pace to more than double his best year, and went from solo operator to running an actual firm.

What You'll Learn:

• Where to actually find top offshore recruiters and the job boards to avoid
• The 3-step interview process and the practical assessment that filters out the bottom half
• The one interview question that reveals how a candidate thinks about performance
• Resume red flags a US owner will not recognize
• The 30-90-180 day milestone map to build before you ever make an offer
• Why BD and client-facing work usually stays onshore, and the $800K exception
• The lifeline exercise that builds loyalty with any hire, offshore or not

Missed Part 1? Go back for the first three steps and the real 2026 salary numbers.

Connect with Greg Fischer: https://www.linkedin.com/in/offshoreisasuperpower/

Well Oiled Machine: https://www.welloiledmachine.co/

Firm Leaders Summit (November 16-18): https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com

Atlas: https://recruitwithatlas.com/

Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community

Newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe