Here's what that looks like.
60+
Worldwide Founders
Trust Us
Here's how it works
Every engagement starts the same way: a 90-day pilot with 1-3 people.
You test the model, evaluate the results, and decide what's next with real data.
No long-term contracts until you've seen it work.
THE PILOT
We believe in proof,
not promises.
The 90-Day Pilot
Start with one role. No long-term commitment.
You define the KPIs. We recruit, hire, and onboard. At day 60, we review real performance data together. At day 90, you decide: keep going, scale up, or stop. No 12-month contract required before you've seen a single result.
Long-Term Numbers
Teams that stay. Performance that compounds.
Most clients who pilot, scale. The reason is retention. Our employees average 5–7 years with the same client, versus 6 months for equivalent U.S. roles. That continuity shows up in the numbers: < 4% attrition rate versus a ~60% industry average.
PHASE 1
We find the right people
You tell us what you need: the role, the skills, the tools, the pace.
We handle everything from there. Our recruiting team sources, screens, and shortlists candidates based on your needs. Every candidate goes through technical assessments, language proficiency checks, and competency-based interviews before you see them. You decide how involved you want to be. Some clients review every shortlist. Others say "send me the best three" and make a decision in a week.
We're not pulling from a bench of idle contractors. Every hire is recruited specifically for your team, your tools, your workflows.
P H A S E 2
Onboarding, training,
ready to perform
Once your team is hired, we handle onboarding: contracts, compliance, payroll, equipment, and access to your systems. HKR.TEAM acts as the Employer of Record (EOR), which means international labor law, tax, and HR are covered across 150+ countries. You don't deal with any of it.
Training runs on your processes, your tools, and your standards. We build custom training materials and run structured onboarding so your team ramps up fast and consistently. Cross-training is built in from the start, so you never have a single point of failure.
By the time your team hits the floor, they're working inside your Slack, your Zendesk, your CRM. Not in a separate system. In your workflows, next to your people.
P H A S E 2
Onboarding, training,
ready to perform
Once your team is hired, we handle onboarding: contracts, compliance, payroll, equipment, and access to your systems. HKR.TEAM acts as the Employer of Record (EOR), which means international labor law, tax, and HR are covered across 150+ countries. You don't deal with any of it.
Training runs on your processes, your tools, and your standards. We build custom training materials and run structured onboarding so your team ramps up fast and consistently. Cross-training is built in from the start, so you never have a single point of failure.
By the time your team hits the floor, they're working inside your Slack, your Zendesk, your CRM. Not in a separate system. In your workflows, next to your people.
PHASE 3
Co-management.
This is what makes it work.
This is where HKR.TEAM is fundamentally different from every outsourcing, staffing, or BPO company on the market.
Every hire is paired with a dedicated Operations Manager. Not a shared team lead responsible for 50 people at three different companies.
A dedicated manager, trained in HR Business Partnership, who knows your team, your goals, and your standards.
The Operations Manager handles:
- Regular 1-on-1 coaching with the team leader
- Performance tracking against your KPIs
- Flagging issues before they become problems
- Managing scheduling, PTO, and HR logistics
- Running regular performance reviews
You run the team. You set priorities, give feedback, and manage the daily work the same way you would with in-house staff. The Operations Manager doesn't sit in your standups or manage your team's tasks. They work alongside you to make sure the people side holds together: performance stays on track, problems get caught early, and your standards get enforced consistently.
Co-management isn't about adding another manager to the daily workflow. It's about giving your leadership a support layer that keeps the team stable, accountable, and growing, so the management you're already doing actually sticks.
This is why our attrition rate is under 4%. The industry norm for similar roles is ~60%.
What co-management looks like in practice
It's easier to trust the model when you can picture the week. Here's what a typical week looks like for a co-managed team.
Your team members
- Work their scheduled shifts inside your tools and channels
- Follow your processes and escalation paths
- Attend your standups, team meetings, and syncs
- Report to you on the work, just like an in-house hire
Your Operations Manager
- Runs regular 1-on-1s with the team leader
- Tracks KPIs and flags trends (positive or negative)
- Handles scheduling, coverage gaps, and PTO
- Coordinates with your leadership on performance and growth
- Manages HR, payroll, and compliance behind the scenes
Your Leadership
- Manages the team's daily work, priorities, and quality
- Gets performance data and insights from the Ops Manager
- Focuses on results, not on HR, scheduling, or compliance
The result?
You lead your team.
The Ops Manager makes sure the people infrastructure underneath is solid.
The management you're doing actually holds.
You have the data. You decide.
"HKR.TEAM performs at or above our NYC-based staff in the same roles while saving our business close to $2M a year in payroll costs."
FAQ
Common questions about working with HKR.TEAM
How long does it take to get a team running?
Most clients have their first team member starting within 2-4 weeks of kickoff. The 90-day pilot begins once the team is in place and ramped up.
What's the commitment?
The 90-day pilot. At day 60, we review real performance data together. You have until day 90 to decide whether to continue or walk away. No long-term contracts until you've seen the results and made the call.
How is this different from a traditional BPO?
BPOs give you a shared team in a call center, managed by their team leads, using their processes. HKR.TEAM gives you dedicated people who work inside your tools, your Slack, and your workflows. You manage the daily work directly. Each hire has a dedicated Operations Manager who handles performance tracking, coaching, HR, and compliance to support your management.
What does the Operations Manager actually do?
The Ops Manager runs regular check-ins with the team leader, tracks performance against your KPIs, handles scheduling and PTO, manages HR and compliance, and flags issues before they become problems. They don't manage your team's daily work; that's your job. Think of them as the support layer that makes your management stick: they enforce your standards, catch problems early, and handle the people ops so your leadership can focus on results.
What happens if someone doesn't work out?
It happens, and we handle it. The Operations Manager identifies performance issues early through weekly coaching and KPI tracking. If someone isn't the right fit, we manage the transition and recruit a replacement. You're not stuck with underperformers.
What roles can HKR.TEAM build teams for?
Customer service, sales, operations, marketing, design. The co-management model works the same way regardless of the function. The recruiting, onboarding, and Ops Manager structure adapts to the specific role.
How much does HKR.TEAM costs?
Pricing depends on the roles, the location, and the team size. Use our savings calculator to get an estimate, or start a conversation and we'll build a transparent cost breakdown for your specific needs.