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Call Center Staffing
Direct-to-Employer Staffing
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Direct Hire Call Center Staffing for In-House Teams

When you need permanent agents on your own badge — not contractors on a vendor floor — direct hire call center staffing screens for people who stay. We recruit, vet, and place full-time customer service, sales, and support agents directly into your in-house contact center, against your quality bar and employer brand. Every placement is screened tenure-first and backed by a 90-day attrition guarantee written into the SOW.

Get a Free QuoteOur approach

Get a Free Quote

Written quote in one business day. No obligation.

We never sell or share your information. By submitting, you agree we may contact you about your staffing needs.

  • Free quote
    Month-to-month · no setup fees
  • 200+
    Businesses served
  • HIPAA · PCI · SOC 2
    Compliance ready
  • 14 countries
    Trained agents on tap
The problem

Why most operators end up running recruiting twice.

Captive contact centers want what BPOs can't always give them: agents who join the company, not the floor. The hiring problem is different — longer tenure expectations, internal mobility paths, employer brand to protect, and a benefits package that has to land cleanly.

Most staffing firms apply BPO recruiting playbooks to captive hiring and get burned: agents leave at 6 months for the next gig, employer brand takes a hit, and HR ends up doing the work twice. Captive hiring needs a different screen and a different conversation.

Our approach

How we solve it differently.

We screen for tenure intent first, skill second. Every shortlisted candidate is interviewed about career trajectory, role progression, and what they want from an employer — not just their resume — because a captive floor is paying for people who stay, not people who pass an interview.

We coordinate offer, background, drug screen and badging through your in-house process, never around it, so your employer brand and candidate experience stay yours end to end. Every placement comes with a 90-day attrition guarantee written into the SOW — if a hire doesn't stick inside that window, the replacement is on us.

The playbook

Step by step — the discipline behind the outcome.

Every step has a named owner on our team and a shared status doc with yours.

  • Step 1

    Tenure-first screening

    We screen for career intent and role progression — not just skill. Tenure-pattern matching against your existing team.

  • Step 2

    Employer-brand alignment

    Recruiter messaging aligned to your employer brand and benefits package. Candidates show up wanting your job specifically.

  • Step 3

    Internal-mobility framing

    We frame each assignment against your internal-mobility paths — agents see a 2-year arc, not a 6-month gig.

  • Step 4

    90-day guarantee

    Written into every SOW — if an assignment leaves in the first 90 days, we replace them at no charge.

Outcomes

What good looks like — measured.

The numbers we report against on every engagement. Honest benchmarks from active deployments.

Headline metric
+22 pts
90-day retention vs. prior recruiting model
3.2%
No-show rate at start date
76%
Of placements still in role at 12 months
Live cohort reporting
Updated weekly
  • 30-day attrition flag
  • 60-day calibration
  • 90-day score-card

What we solve

Recruiting built for the rhythm of contact-center operations.

Every engagement starts with a workforce plan, not a job spec. We staff to your AHT, your forecast, and the licensure or language mix your accounts demand.

Roles we staff

Every seat on the floor — and the people who run it.

From frontline agents to ops directors, we recruit the entire stack. Every role has a dedicated screening playbook tuned to the way contact centers actually measure performance.

Global talent reach

One recruiter. Every shore that matters.

Whether you need native-English account managers in Phoenix or a 200-seat bilingual ramp in Guadalajara, we work the same disciplined sourcing playbook in every market we cover.

3 regions · 14 countries · 50,000+ active bench
Continuous sourcing across all major CX markets

What our clients say

We are measured on the floor — not on the contract.

4.9/5
from 127 operators
Maya Hernández
38 days
to 60 seats live
They put 60 bilingual agents on our Mexico City floor in 38 days. Quality of hire was higher than what we used to see from our retained search firm.
Maya Hernández
VP, Customer Operations, NorthStar Health
David Cho
0 → 120
agents in 90 days
We launched a new BPO from zero. Their recruiters embedded with our ops team and we hit our first SLA inside the ramp window.
David Cho
COO, Beacon Outsourcing
Priya Raman
98%
seat fill held
The pipeline never stopped. Even at 22% attrition, our seats stayed full and our 90-day quality scores held.
Priya Raman
Director of WFM, Lumen Financial

Industries served

Vertical playbooks for the regulated and the high-volume.

Compliance, licensure, language mix and seasonality all change how we screen. Every one of our 13 verticals has a tailored screening protocol our recruiters are trained on.

View all 13 industries

How it works

Three steps. Built for operators, not for HR.

No black box. Every step has a named owner on our team and a shared status doc with yours.

  1. Step 1

    Tell us what you need

    A 30-minute call. How many agents? What do they handle? What language? Where (onshore, nearshore, offshore)? You get a free written quote in one business day.

  2. Step 2

    We pick the right agents

    We match trained agents from our 100k+ network to your business. You hear a voice sample of every agent before they start work. Compliance-cleared (HIPAA, PCI, NMLS) when needed.

  3. Step 3

    Agents start working

    Your team is live. Pay only for hours worked, month-to-month. Scale up, scale down, or swap agents anytime. We handle HR, payroll and replacements at no extra charge.

Get a quote

Tell us how many agents you need. We’ll send a quote in one business day.

No decks. No long sales calls. Tell us what your business does, how many agents you want and where — and we send back a written quote with timing and rate.

  • A real person reads your request

    Not a chatbot. A senior account manager who understands call centers.

  • Response in 24 hours

    One business day. Written quote in your inbox.

  • Free quote · no commitment

    Pay only for hours worked. Month-to-month, scale anytime.

By submitting, you agree we may contact you about your staffing needs. We never sell or share your information.

Frequently asked

Direct-to-Employer Staffing — common questions.

Ready when you are

Ready for direct-to-employer staffing?

A senior account manager sends a written staffing plan within one business day — built around your forecast, not a generic template.

1 business dayNo obligationPay only for hours worked
What you'll get

Your free written quote includes:

  • How many agents you need and where
  • Estimated hourly rate per agent
  • How fast we can deploy a team
  • Free written quote — no obligation
Get a Free Quote

No spam. No newsletter. A senior account manager reads every reply.