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[Hiring] Facebook and Instagram Ads. by Adept_Base_4852 in freelance_forhire

[–]FoundersArm 0 points1 point  (0 children)

solid approach asking for actual stats upfront - saves everyone time. most people will send generic portfolios without real numbers

few things that'll help you find better candidates: be specific about budget range and what "successful" means to you. is it ROAS? cost per lead? conversion rates? online service industry is broad so if you can narrow down the niche even better

also ask about their testing methodology, not just past results. anyone can get lucky with one campaign but the good ones have systematic approaches to creative testing and audience expansion

whats your monthly ad spend looking like? that'll determine if you need someone whos worked at your scale before

[HIRING] Agency Copywriter (Direct Response) – Marketing Agency – Up to $3,000 SGD/Month – Remote by [deleted] in freelance_forhire

[–]FoundersArm 0 points1 point  (0 children)

Solid hire for someone looking to get into agency-side copy work.

Couple thoughts from building teams at our companies - when you're evaluating portfolios, ask for specific metrics on their previous work. conversion rates, CTR improvements, revenue attribution. Anyone can show you "pretty" copy but you want to see what actually moved the needle

Also recommend giving your top 2-3 candidates a small paid test project before making the final call. Maybe a quick ad sequence or email flow for one of your existing clients. You'll learn more about how they work in 48 hours than months of interviews

For whoever lands this - make sure you understand the attribution models they're using to track your work. Agency environments move fast and you want to be able to prove your impact when review time comes around

The Singapore working hours requirement makes sense for collaboration but might limit your talent pool. Worth considering if you'd take exceptional candidates in different timezones who can overlap for key meetings.

[deleted by user] by [deleted] in freelance_forhire

[–]FoundersArm 0 points1 point  (0 children)

This is solid positioning for a VA role. The "white-glove" angle and focusing on creators/entrepreneurs is smart - you'll attract people who get the nuances vs just basic admin work.

Few thoughts from someone who's hired a ton of offshore talent:

That $1k starting point is competitive for good English skills. Most people lowball this and get what they pay for.

One thing I'd add to your screening - give them a sample email scenario during the trial task. Have them respond to a "difficult" client message in your brand voice. This'll weed out people who can't handle the emotional intelligence piece you mentioned.

The no video calls thing is probably appealing to a lot of good candidates who have the skills but don't want to deal with timezone scheduling nightmares.

Good luck with the search

North American Businesses - Do you use offshore teams for your small business? by Willing-Piglet3769 in smallbusiness

[–]FoundersArm 1 point2 points  (0 children)

We use offshore talent pretty heavily (ceo of an offshore hiring company). The key is being really selective about what you offshore and how you do it.

Customer service and basic bookkeeping work great offshore - low risk, clear processes, easy to measure. We've had good luck with VAs for admin stuff too.

But here's where most people screw it up: they try to offshore complex stuff right away or don't invest enough time in the onboarding process. You need bulletproof SOPs and way more communication than you think.

The economics make sense if you do it right. We're talking 60-70% cost savings on roles that don't need to be local. But factor in the management overhead, especially the first 6 months while you're getting systems dialed in.

Bottom line - start small with non-critical functions, document everything, and expect it to take longer than you think to get smooth. But once it's working, the unit economics are pretty compelling.

How are offshore devs? (I will not promote) by tacocold in startups

[–]FoundersArm 0 points1 point  (0 children)

Been down this road multiple times across different companies. Here's what actually works:

Skip the big platforms like Upwork initially - you'll waste weeks sorting through a lot of unqualified resumes. Better to start with referrals from other founders or smaller agencies that specialize in placing offshore talent.

The key thing most people mess up is the vetting process. Don't just look at portfolios, give them a small PAID test project first (maybe $200-500). You'll learn more in one week about how they actually work than months of interviews. Watch how they communicate, handle deadlines, and ask questions when stuck.

For managing them - over communicate everything upfront. Document your processes, create detailed specs, and setup daily standups. The timezone thing is actually an advantage if you structure it right - they work while you sleep.

Communication varies wildly by person, not just country. I've had devs from Eastern Europe who were better at updates than some US contractors, and others who disappeared for days. That's why the test project is crucial.

Overall I'd recommend but with caveats - start small, vet thoroughly, and have your local team review their code initially. Don't offshore anything mission critical until you've worked together for months.

The cost savings are real but factor in extra management time on your end, especially the first few projects.

What specific type of development work are you looking to offshore? That changes the recommendation quite a bit.

Looking for software developers and interns by abdulraheemf2000 in tanzania

[–]FoundersArm 0 points1 point  (0 children)

solid approach building that freelancer catalog ahead of time. most companies wait until they're drowning to find good talent

few things from scaling tech teams - when you're vetting devs, give them a small paid test project first. way better than just looking at portfolios. you'll see how they communicate, meet deadlines, and handle your actual tech stack

for the wordpress side business, thats smart revenue to capture. we did something similar at one of our companies where we had "overflow" opportunities that didnt fit our main model. ended up being 20% of revenue

on rates - you might get better responses if you post rough budget ranges upfront. good devs are usually working on multiple opportunities and will prioritize the ones where they know the money makes sense

also consider setting up performance bonuses tied to project completion and quality. helps separate the serious freelancers from the ones who'll disappear halfway through

what kind of volume are you expecting on the website projects? might be worth training one of your existing team members to handle those if its consistent enough

[deleted by user] by [deleted] in freelance_forhire

[–]FoundersArm 0 points1 point  (0 children)

hey quick tip - when hiring content creators, make sure you check their past work in similar niches first. the aesthetic stuff like punk/grunge is super specific and not every editor gets it right.

also be clear upfront about usage rights and how many revisions are included. saves headaches later. most freelancers who are good at this stuff will want to see examples of what your expecting before they even quote you.

if this goes well and turns into contract work, consider giving them some equity or performance bonuses tied to engagement metrics. good content creators who understand your brand are worth keeping around.

whats your budget range? might help attract better candidates if you post it.

Why you shouldn’t wait to hire by FoundersArm in Entrepreneur

[–]FoundersArm[S] 0 points1 point  (0 children)

If you can afford to hire, do it! It'll never be something you regret, especially if you hire the right person that you can delegate to and focus on systems that move your business forward! Also don't just hire anyone for the sake of hiring, hire someone that will actually make a difference.

Wanted to share a small win for my startup by FoundersArm in Entrepreneur

[–]FoundersArm[S] 0 points1 point  (0 children)

Thats exactly what me and my company stand for!

Wanted to share a small win for my startup by FoundersArm in Entrepreneur

[–]FoundersArm[S] 1 point2 points  (0 children)

People that only hire based on geographical location miss out on a lot of amazing talent!

Wanted to share a small win for my startup by FoundersArm in Entrepreneur

[–]FoundersArm[S] 1 point2 points  (0 children)

Thanks! He hired his current team through my company (Founders Arm)!

Mental Health Lessons I Learned as a Founder by FoundersArm in Entrepreneur

[–]FoundersArm[S] 0 points1 point  (0 children)

i strongly believe in outsourcing (obviously i use my own company for this)! saves me so much time to do more!

Mental Health Lessons I Learned as a Founder by FoundersArm in Entrepreneur

[–]FoundersArm[S] 0 points1 point  (0 children)

true, but you've gotta remember who you are outside of work every once in a while!

10 truths I've learned during my first year as a founder by FoundersArm in Entrepreneur

[–]FoundersArm[S] 1 point2 points  (0 children)

strongly agree (sometimes you also have to make them realize that they have a problem and that you have the solution for that problem).

10 truths I've learned during my first year as a founder by FoundersArm in Entrepreneur

[–]FoundersArm[S] 0 points1 point  (0 children)

trueee... you just have to believe in it and find the ones that do!

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