Frequently
asked

From $14/hour + GST for a full-time dedicated team member in Australia, and from US$9/hour for US clients. Specialist roles — developers, designers, senior finance — sit higher. There are no placement fees, recruitment fees, setup fees or exit fees.

The team member's wage, our recruitment and interviewing, HR and payroll administration, performance management, leave cover, their equipment and connectivity, and account management. There is no second invoice and no annual increase you didn't agree to.

Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.

Weekly in advance is standard for most clients — in AUD for Australian clients and USD for US clients. Larger businesses with an accounts payable function can be invoiced monthly instead. Either way invoices and payments run automatically through our client platform, so there's no chasing, no manual transfers and no surprise catch-up bill.

Yes. Full-time (40 hours) and part-time (20 hours) are our standard engagements, and from there we'll shape it around what you actually need — 15, 10 or even 5 hours a week to get started. Lower hours are priced accordingly, and plenty of clients begin small and scale up once they see what comes off their plate. Tell us the workload on the call and we'll suggest the hours to match it.

No. Meeting candidates is free and there is no charge until someone starts work with you.

Yes, and most clients eventually do. The second and third hires are faster because we already know your business, your tools and the kind of person who works out in your team.

Around two weeks from the discovery call to a first day, in most cases. You'll usually see three matched profiles within a week of the brief.

We recruit continuously rather than starting from zero when a brief lands, so there's a live bench for common roles. Every shortlisted candidate is interviewed by our talent team before you see them.

Every shortlisted candidate is interviewed by our talent team before you ever see them. We verify their work history directly with previous employers, check qualifications and certifications where the role calls for them, and assess written and spoken English in that conversation rather than taking a CV's word for it. Anyone we wouldn't hire ourselves doesn't reach your shortlist — and you then interview the ones who do, so the final judgement is yours.

You tell us what was wrong and we go again. That costs you nothing, and it's useful information — a mismatch on the first round usually means the brief needs sharpening.

Yes, and we recommend it. Most clients run a 30-minute conversation with each shortlisted person. We arrange it and sit out of the way.

You do, always. We shortlist; you choose.

Your hours. Australian business hours are standard, and we cover US time zones for American clients. Shifts are agreed with the team member before they start, not imposed afterwards.

However your team already communicates — Slack, Teams, email, phone, a daily video stand-up. They join your tools and your rhythms rather than sitting behind a portal.

You direct the work: tasks, priorities, standards, feedback. We handle the hiring and the people admin: pay, HR, performance process, leave and cover. In practice you manage them like any other team member and call us when something needs us.

Roles evolve constantly — an admin assistant becomes a bookkeeper, a customer service rep starts doing outbound. Tell us and we'll train into it. Retraining an existing team member is far cheaper for you than replacing them.

Budget two to three hours a week for the first month, then far less. The clients who get the most out of this are the ones who treat week one like a new local hire's week one.

Their own — the same as any remote worker you'd engage. Every team member supplies a work computer, a stable internet connection with a backup, and a headset for phone-based roles, and we verify all of it before they start. You don't buy hardware, ship anything overseas or carry an IT asset for them. The only thing that might sit on your side is a licence seat in your own software, because that account should belong to you.

Us — StaffingSolutions.io, an Australian company. One agreement, one invoice, one point of contact. You have no direct obligation to the team member: no Fair Work exposure, no superannuation, no payroll tax and no workers compensation liability. We handle their engagement, their pay and the HR side of it; you direct the work.

Tell us early. Most of the time it's a fixable expectations or process problem and we'll work it through with you. If it isn't, we replace the person at no cost, for as long as you're a client.

Same answer — we recruit the replacement, we cover the gap as far as we can, and you don't pay a fee for it. Our incentive is to keep good people, which is why we pay properly in the first place.

They take leave and public holidays like anyone else on a team. We arrange cover for planned leave, and for extended absence we put someone in so your work continues — that's our problem to solve, not yours.

It comes up. Talk to us — there's a sensible path, and it isn't a trap door with a five-figure fee behind it.

It's as safe as your access management makes it, which is also true of your local staff. Use named accounts, role-based permissions and a password manager, and offboard properly. We've written the full version on the offshore security page.

Yes. Confidentiality and IP terms are part of their employment, and the work they produce for you belongs to your business.

Yes, and many do — NDIS participant records, patient bookings, financial data. Access is limited to what the role requires and we'll work to your policies where you have them. What they can't do is licensed or regulated work: no financial or credit advice, no tax lodgement or sign-off, no legal advice, nothing clinical, and nothing that requires an Australian licence, registration or professional membership. That work stays with your qualified staff — your team member does the preparation and processing behind it, under your supervision.

It's our largest specialisation. Claims and invoicing through PACE, service agreements, participant notes, rostering and audit evidence. See the NDIS hub for the detail.

Yes — Queensland-headquartered and Australian-owned, with our operating team in Manila. Your agreement is with an Australian entity.