Skip to content
Call Center Staffing
Direct-to-Employer Staffing
Solutions

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 quoteOur approach

Get a 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.

  • Written plan
    No obligation · one business day
  • 200+
    Businesses served
  • HIPAA · PCI · SOC 2
    Compliance-aware screening
  • 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.

Operators since 2003
Names withheld at client request
Call center operations professional at work
38 days
to 60 seats live
We had already promised the client a launch date, then needed 60 bilingual agents on a Mexico City floor to hit it. They had the first cohort screened in under two weeks and all 60 seats live in 38 days. Honestly, the hires came in stronger than what our old retained search firm used to send.
VP, Customer Operations
Healthcare BPO · nearshore program
Call center operations professional at work
0 → 120
agents in 90 days
We stood up a new BPO from nothing. Their recruiters basically embedded with our ops team — sat in on calibration, learned our scorecard — and we hit our first SLA inside the ramp window instead of two months late like everyone warned us.
Chief Operating Officer
Outsourcing startup · new-site launch
Call center operations professional at work
98%
seat fill held
What actually sold me was that the pipeline never stopped. We run hot — attrition sits around 22% — and even so our seats stayed full and the 90-day quality scores held. That kind of consistency is the thing most agencies can’t really deliver.
Director of Workforce Management
Financial services · inbound support

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 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.

Protected request: we do not publish phone or email contact details on the site. This form is the cleanest way to reach the staffing team without opening the door to spam.

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 dayProtected formNo public phone or email
What you'll get

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
Get a quote

A senior account manager reviews every protected request.