Call center staffing for small businesses and startups — same screen, smaller cohort.
We've staffed 8-seat boutiques and 200-seat ramps. The screen is identical: recorded voice samples, scenario-based assessments, structured behavioral interviews, references. The engagement is lighter — one named recruiter, no weekly score-card overhead, faster decisions. Built for operators who are done outgrowing freelancers.
Get a quote
Written quote in one business day. No obligation.
- Written planNo obligation · one business day
- 200+Businesses served
- HIPAA · PCI · SOC 2Compliance-aware screening
- 14 countriesTrained agents on tap
Who we work with
Built for the operator who's done outgrowing freelancers — but isn't running 500 seats yet.
Three operator profiles fit cleanly inside our small-business model. If you recognize yourself in one of these, the quote process will feel built for you.
- Funded startups
Seed–Series B
Typically 5–25 agents in cohort 1, scaling to 50–100 over 12 months. Common stack: customer support + ops + bilingual sales. We size around your runway and your training calendar — not a fixed minimum.
- Owner-operated SMBs
$5M–$50M revenue
Established small businesses running an in-house support team or outbound sales team. You have the floor, the playbook, and the QA scorecard — you just need agents who pass it. Same screen we use for enterprise.
- Specialty BPOs
Boutique outsourcers
Small floors (8–50 seats) with calibrated quality bars and named-account ownership. We respect the way a boutique BPO sells trust — recordings, references, and named-recruiter accountability come standard.
What changes at small scale
Same discipline, lighter engagement.
The screen does not change. Every candidate goes through the same six stages we run on a 200-seat ramp: recorded voice samples, scenario-based assessments scored to your QA rubric, structured behavioral interviews against your competency model, references, and a final cohort-fit review by the lead recruiter. You hear the voice before you decide. We will not place a candidate into a regulated seat without the documentation in hand.
What changes is the engagement model. No embedded recruiter sitting on your floor. No 45-minute weekly cohort score-card review. Less reporting overhead, faster decision cycles, one named recruiter through the whole engagement. We can place 5 agents as cleanly as we place 50 — the difference is how much paperwork sits between the shortlist and the offer.
That is the trade. Same screen, same 90-day attrition guarantee, lighter operating cadence. If you want enterprise governance, you should be on the enterprise track anyway. If you want enterprise-grade screening with a small-business operating rhythm, this is the right page.
Honest limits
What we are NOT a fit for — read this before you submit a quote request.
Honest answer: if you need 2 agents and have a budget of “whatever Upwork costs,” we are not your fit. Saying so up front saves both of us a week. Six cases where we will tell you no — and usually point you somewhere better.
Single-agent placements
Under 5 seats, our placement-fee economics don't work for either side. Try a freelancer or contract platform — and come back when you're ready to staff a cohort.
Lowest-bidder budgets
Outside our wage-benchmark range — even nearshore and offshore. We are not the cheapest option on the internet, and we will not pretend to be.
Day-of replacement requests
We can move fast — but we don't promise next-day. First qualified shortlist usually inside 5–10 business days. If you need a body in a chair tomorrow, we are not it.
Generalist clerical or back-office
We only place call-center and contact-center work — voice, chat, email, and the supervisors who own them. No warehouse, no admin, no general office staffing.
Outsourcing the whole operation
We are not a BPO. We staff your floor; we don't run it. If you need a turnkey vendor that owns the QA, the WFM, and the P&L of your support function, we will refer you to one.
Anything that smells like consumer-facing recruiting
We work for operators, not job-seekers. We do not run resume-coaching, career-services, or training-to-hire programs. If you are an agent looking for work, our job board is the right door.
How a small-business engagement runs
Three steps, two weeks, one named recruiter.
Adapted from our enterprise process — same screen, less ceremony. No embedded model, no weekly cohort score-card. The 90-day attrition guarantee is identical.
- 01
30-min intake call
Half the length of an enterprise discovery. We need: role, seat count, region preference, target start date, and any non-negotiables on the QA bar. No deck, no NDA dance — most clients sign off on a scope inside the call.
- 02
5–7 candidate shortlist with recordings, in 5–10 business days
Same six-stage screen as a 200-seat ramp: resume and tenure review, recorded voice sample, scenario-based assessment, structured behavioral interview, references, and final cohort-fit review. You hear the voice before you decide.
- 03
One named recruiter through ramp + 90-day guarantee
A single recruiter owns the engagement from intake to day 90. No embedded model, no weekly cohort score-card overhead — just direct lines and a real attrition guarantee. If a placement leaves inside 90 days, we replace at no charge.
Every engagement gets a custom written quote built around your role, region and timeline. It is free, no-obligation, and arrives inside one business day. No decks, no gated whitepapers, no chatbot in the middle. A senior account manager writes it and signs their name to it.
Small-business engagements are not charged differently from enterprise. The placement-fee structure is the same regardless of cohort size — you pay only when a candidate is hired and starts, and the 90-day attrition guarantee is identical. We do not run a discount tier or a budget tier. The screen is the screen.
For exact ranges by region and engagement type, the FAQ covers what we publish openly. For numbers tied to your seat plan, request a quote.
Small-business FAQ
Six honest questions before you submit a quote.
Written by the senior recruiter who would actually own your engagement. If your real question is not here, ask it on the quote — every reply is read by a human.
Get a quote
Tell us the queue, headcount and timeline. We’ll map the staffing plan.
No public phone number, no direct email posted for bots to scrape. Use the protected form and we route the request to a senior account manager for a written plan.
- A real person reads your request
Not a chatbot. A senior account manager who understands call-center ramps.
- Response in 24 hours
One business day. Written next steps using the details you provide.
- No commitment
Region mix, hourly range and ramp calendar before you decide.
Tell us your floor — even if it’s small.
Five seats or fifty. Same screen, same 90-day guarantee, lighter engagement. A senior account manager writes back inside one business day with a plan and a written quote — or tells you straight if we’re not the fit.
Your written staffing plan includes:
- Recommended agent count and region mix
- Estimated hourly rate per agent
- Earliest shortlist and ramp timeline
- Compliance notes for regulated queues
A senior account manager reviews every protected request.