Frequently asked questions.

RemoteTalentz is a remote hiring partner. We source, vet, and manage elite remote professionals — engineers, designers, marketers, and operations staff — and embed them in your team at a flat monthly rate. You direct the work; we handle sourcing, payroll, compliance, and performance support.

Tell us the role, the stack or skill set, the seniority you need, and your timeline — through the contact form or a quick intro call. We come back within one business day with availability and a plan, and you typically have an interview-ready shortlist within 48 hours to 3–5 business days.

Just enough to source accurately: the role title, the tech stack or tools, the seniority level, the time-zone overlap you expect, your budget range, and when you'd like someone to start. The sharper the brief, the tighter the shortlist.

A recruiter scopes the role with you, sources from our vetted pool, and runs final checks. You receive a curated shortlist of 3–5 candidates, interview the ones you like, and make the call. Once you choose, we handle the contract, onboarding, and payroll setup.

No. You don't need an entity in our talent's country and you don't take on local employment paperwork. We manage the contract, payroll, and compliance end to end — you simply pay one monthly invoice.

Every professional is screened across technical depth, a live build or work sample, and English communication before they reach you. You only ever interview people we'd be comfortable hiring ourselves.

Always. We do the heavy lifting — sourcing, screening, and shortlisting — then you run your own interviews on the finalists and make the final decision. We never push a hire you haven't chosen.

Yes. We present the strongest candidates with full profiles; you review, interview, and decide. Our job is to make sure every option in front of you is genuinely qualified.

Remote developers (front-end, back-end, full-stack, mobile), AI and LLM engineers, designers, QA, DevOps, digital marketers, recruiters, customer support, and executive or virtual assistants. From a single specialist to a full cross-functional team.

Most teams see a curated shortlist within 48 hours to 3–5 business days and finalize a hire within one to two weeks. The pace mostly comes down to how quickly you can review profiles and run interviews.

Because we match on stack and seniority, most hires are contributing within their first week. Your account manager supports onboarding to keep the transition smooth.

Dedicated remote talent starts from $1,499/month per hire, scaling with seniority and whether the role is part-time or full-time. Direct-hire recruitment is a one-time fee from 15% of first-year salary. Both are quoted upfront with no hidden add-ons.

The talent's salary, payroll and compliance, HR support, performance management, a dedicated account manager, monthly reporting, and the replacement guarantee — one flat number, no setup costs.

No. You pay one flat monthly fee per dedicated hire that bundles salary, performance oversight, and all admin. No setup costs, no surprise charges — pricing stays clear and easy to scale.

Teams typically save up to 80–85% against equivalent U.S. or Western European salaries for comparable seniority — without trading down on quality, since every hire is pre-vetted.

Dedicated talent is billed monthly in advance — each month's cost is paid on the 1st, with no timesheets or weekly invoices. Direct-hire is either 50% upfront and 50% on hire, or 100% on hire at a slightly higher fee.

Yes. Building a squad of three or more gets you blended, volume-based rates and a single account manager. Tell us the roadmap and headcount and we'll price it around your plan.

No long lock-ins. Dedicated engagements are month-to-month and you can scale up or down with 30 days' notice. Direct-hire is a one-time placement fee with no ongoing commitment.

For dedicated talent, we replace free of charge within the first 90 days. For direct-hire placements, the replacement window runs from 60 to 180 days depending on seniority. Reach your account manager and we activate the search at no extra cost.

Easily. Add hires as you grow, or reduce with 30 days' notice on dedicated engagements. Because we keep a deep, ready talent pool, scaling up rarely means waiting.

Yes — dedicated hires come with a two-week risk-free trial so you can confirm the fit in real working conditions before you're committed.

We manage outcomes, not just resumes. Ongoing post-hire support, performance tracking, and a real stake in both client and candidate success make us a long-term hiring partner rather than a one-off placement agency.

For dedicated talent, we handle the employment relationship, contracts, and payroll on the ground. You direct the day-to-day work; we carry the administrative and compliance load. For direct-hire, the person joins your company directly and we step out after placement.

We run payroll in local currency, on schedule, and manage the associated taxes and statutory requirements. You receive one consolidated monthly invoice — no multi-currency payroll to administer yourself.

Yes. Contracts are drafted to local law, and we keep on top of the statutory obligations around payroll, benefits, and termination so your engagement stays compliant.

Every professional signs an NDA and an IP-assignment agreement before they start, so work product and confidential information belong to you from day one.

We support onboarding to get a new hire productive quickly, and if an engagement ends we manage the exit cleanly — handover, final pay, and any local-law requirements included.

AI-native engineers fold modern AI tooling — Claude Code, Cursor, Copilot — into their daily workflow by default, and many specialize in building AI products: LLM features, agents, and retrieval systems.

Among others: LLM Engineer, AI/ML Developer, AI Agent Developer, RAG Engineer, LangChain Developer, Prompt Engineer, AI Automation and Workflow Engineer, and Forward-Deployed or Founding Engineers for early-stage products.

Yes. We vet AI proficiency as its own dimension — LLM and API experience, agent and RAG frameworks, evals, and vector search — alongside core engineering, so you get people who've shipped, not just experimented.

Commonly Claude Code, Cursor, and Copilot for delivery; and LangChain, the major LLM APIs, vector databases, and automation tools like n8n, Zapier, and Make for building. We match specialists to your exact stack.

Used well, yes — AI-native engineers typically ship meaningfully more at the same seniority because tooling accelerates the routine work and frees them to focus on judgment and architecture.

Yes. Our talent works to meaningful overlap with your hours — standups, reviews, and real-time collaboration included. We confirm the overlap before you commit, so there are no surprises.

Our talent pool is mainly in Bangladesh — top university graduates and seasoned professionals. Everyone speaks fluent English, works to U.S. and Western time zones, and is trained to align with Western business standards.

You direct the work; we handle the wrapper. Regular check-ins, monthly reporting, and an account manager mean issues get surfaced early — with coaching first, and a fast replacement if it's genuinely not the right fit.

Yes — team-building is a specialty. A deep talent pool and a streamlined process let you stand up a blended squad quickly, under a single account manager, without trading away quality.

A dedicated account manager owns your relationship — onboarding, reporting, performance, and any replacement. One person who knows your team and your roles, not a ticket queue.

Because the incentives are aligned: we only succeed when a hire works out long-term. Rigorous vetting, post-hire support, and a real replacement guarantee mean we carry the risk of a bad fit, not you.

Candidates go through identity verification, live video interviews, and reference checks, plus a live build or work sample — so the person you interview is the person who shows up and the skills are real.

Candidate and client data is stored securely with role-based access, and it's never sold or shared with third parties. NDAs and IP-assignment agreements cover confidentiality on the talent side.

Tell your account manager. We start with coaching where the gap is fixable; if it isn't, we activate a free replacement within the guarantee window so you're never stuck carrying a mismatch.

Reach out through the contact page or book a quick call. We'll answer directly — and if it's a common one, it'll probably end up on this page.