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Call Center Staffing
Launching a New Call Center
Solutions

Staffing for a New Call Center Launch

Launching a new call center means recruiting is racing the same clock as your lease, IT and training build-out — and it is usually the milestone that slips. We staff greenfield launches end to end, pre-building an agent bench in your target market before badging is even possible, so your first cohort lands inside ramp and every seat is graded to your quality bar. Onshore, nearshore or offshore, you get launch-ready agents on the calendar your go-live demands — on our payroll, paid only for hours worked.

Get a quoteOur approach

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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.

Standing up a new call center is a project-management problem disguised as a recruiting problem. Lease, build-out, IT, telco, badging, training and recruiting all run on the same critical path — and recruiting is almost always the variable that slips.

Most staffing firms come to a launch with the same playbook they use to backfill seats at a mature site, only louder. That playbook breaks at greenfield. There is no employer brand yet, no referral pipeline, no QA team to grade candidates. The firm that wins the launch is the one that has already built the bench in that market, before the lease was even signed.

Our approach

How we solve it differently.

We co-plan the launch with your ops, IT and program-management teams from week one, mapping recruiting milestones onto the same critical path as lease, build-out, telco and badging. We pre-build a candidate bench in the market 30–60 days before badging is even possible, so the first class is ready the moment your site is.

From there we run cohort-aligned classes with named owners on our side and yours, and report against the launch critical-path — not against an abstract recruiting funnel. The first cohort lands inside ramp and the last cohort lands at full quality, so go-live isn't the day your staffing risk begins.

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

    Pre-launch market build

    We spool up a candidate bench in the target market 30–60 days before badging begins — well before your competitors notice.

  • Step 2

    Cohort-aligned classes

    Recruiting waves are sized and scheduled to your training calendar. Every class has a named owner on our side.

  • Step 3

    Critical-path reporting

    We report against your launch milestones — not against a recruiting funnel. The status doc is shared.

  • Step 4

    Quality bar from cohort one

    No “build the muscle in cohort 3.” Cohort 1 is graded to the same QA bar as cohort 12.

Outcomes

What good looks like — measured.

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

Headline metric
60 days
Average from contract sign to first 25 seats live
94%
Average cohort completion through ramp
40%
Of placements come from our pre-built market bench
Live cohort reporting
Updated weekly
  • 30-day attrition flag
  • 60-day calibration
  • 90-day score-card
Fintech BPO · name withheld
Case study
Fintech BPO · name withheld

How it played out

From challenge to outcome — in their words.

The challenge

A new 250-seat BPO build in Guadalajara with a 90-day launch calendar and three concurrent client ramps.

The result

First cohort live at day 38, full 250 seats live at day 84, all three client SLAs in green by week 12.

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

Launching a New Call Center — common questions.

Ready when you are

Ready for launching a new call center?

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.