Four steps, and three of them are ours.
Most of the cost of hiring is not the salary. It is the sourcing, the interviewing, the training and the supervision. That part is the service.
- 01
A 30-minute call
We ask what the week actually looks like and where it goes wrong. By the end you have a scope and a number, whether that is a person, an HR fix, or both.
Your partHalf an hour.
- 02
We match, typically within 48 hours
We shortlist against the scope, not against whoever is free. You meet them before they start, and if the fit is wrong you say so and we go again.
Your partOne introduction call.
- 03
We run onboarding
Access provisioned, tools connected, your procedures written down so they survive the first week. Your account manager owns this, not you.
Your partApproving access.
- 04
It runs, and you can see it running
A written report every day, a performance review here every week, and one person to call when something changes.
Your partReading the report.
You always know exactly what happened.
No wondering what a remote assistant did with their day. One written report lands before you finish work: what was done, what is in progress, and the short list of things that need you specifically.
- Written and sent by your assistant, not auto-generated
- Anything blocked on you is called out by name
- Reviewed weekly by their account manager here
Daily report Example
- 9:04Cleared overnight inbox. 23 replies sent, 4 flagged for you.Inbox
- 10:30Confirmed 5 client meetings for this week, moved 1 conflict.Calendar
- 12:15CRM updated with 47 new leads from the weekend forms.CRM
- 14:00Scheduled 3 posts, answered 11 comments and 2 DMs.Social
- 15:40Sent 12 invoices. 3 are now 30+ days overdue, list attached.Billing
- 16:20Next: proposal follow-ups for Kaplan and Ortiz. Need your pricing.Waiting on you
The things people ask before the first call.
If yours isn't here, ask it on the call. We'd rather answer it than have you guess.
How quickly can we start?
Most clients are matched within 48 hours. After a short onboarding session your assistant can start immediately. HR engagements start with a scoping call and a written plan before any work begins.
Where are your assistants based?
Assistants are recruited and vetted to work your business hours, from secure professional environments, in fluent English. We tell you exactly who you are getting and where they work before you commit.
What if the match is wrong?
There is a 7-day trial period. If the assistant is not the right fit we replace them at no extra cost.
Is there a minimum commitment?
No. Service is month to month. We would rather earn it each month than hold you to a contract.
Can we start part-time and scale?
Yes. Many clients start around 20 hours a week and grow to full time. Add capacity within 48 hours; scale back with 30 days notice. No penalty, no new contract.
How is the assistant supervised?
Staff Glide handles supervision. Your assistant follows your written procedures, submits a daily progress report, and has a dedicated account manager here who reviews performance and handles issues.
How do we communicate day to day?
Whatever you already use: Slack, email, Zoom, Teams or phone. Your assistant adapts to your tools rather than the other way round, and you get a daily written update either way.
What about data security?
Every assistant signs an NDA and completes security training. We work inside your existing protocols, on access you provision and can revoke, and we help you set up password management and role-based access if you do not have it. Engagements involving patient information run under a signed BAA.
What tools do assistants work in?
Google Workspace, Microsoft 365, Slack, Zoom, HubSpot, Salesforce, QuickBooks, Shopify, Trello, Asana, Calendly and the major schedulers. If you run something specific, we train on it before the start date.
Do you replace our HR person or work alongside them?
Either. Most clients have no HR function at all and we become it. Where there is an office manager already carrying HR, we take the parts that carry risk (classification, leave, documentation, the handbook) and leave the rest with them.
Do you give legal advice?
No. We build compliant process, documentation and training, and we tell you plainly when something needs an employment attorney rather than an HR provider.
Tell us what you keep not getting to.
A 30-minute call. We scope the role or the HR gap, tell you what it costs, and tell you plainly if we are not the right fit.