HEW Recruitment Group

Add capacity in your time zone, without opening an entity.

Support, coordination, and back office roles built with talent in the Caribbean and Latin America. Recruited to your requirements, employed through an employer of record, working your hours.

Book a scoping call See how the structure works

Same hoursAtlantic and Central time coverage means the work moves during your working day.

No entityEmployer of record handles payroll, contracts, and local compliance in market.

Your controlDay to day direction, tools, and priorities stay entirely with your team.

For teams whose work has outgrown the people doing it.

There is a point where your coordinators are drowning in scheduling, your billing sits three weeks behind, and your support queue is triaged by whoever has a free hour. Hiring locally for those roles is slow and expensive relative to the work.

These functions do not need to sit onsite. They need someone reliable, trained properly, and awake at the same time you are. That is what this practice builds.

Common fits include administrative and executive support, customer support and success coordination, billing and accounts receivable, scheduling and dispatch, data entry and CRM hygiene, and recruiting coordination.

How the structure works

Five stages, each with a defined output, so you always know what has been decided and what comes next.

Role and workload assessment

We map what is actually being done today, what can move, and what has to stay in house for regulatory or relationship reasons. You get a written scope for each role before anyone is recruited.

Market and structure selection

Choosing the country and the employment structure that fits the role. Language requirements, time zone, cost, and the level of local compliance risk all sit in that decision, and the reasoning is documented rather than assumed.

Recruitment

Full search against your requirements. Sourcing, screening, skills assessment, and a shortlist you interview yourself. You make the hiring decision every time.

Employer of record onboarding

The employer of record issues the local employment contract and runs payroll, benefits, and statutory compliance in market. You do not register a foreign entity and you do not carry the local employment risk.

Ramp and handover

Documented onboarding, an SOP for the role, system access under your controls, and a thirty day check in. After that the person reports into your team the way any other hire would.

What stays with you, and what does not.

The most common failure in offshore arrangements is unclear ownership. This is written into every engagement so there is nothing to relitigate later.

Yours

  • Hiring decision on every candidate
  • Day to day direction and priorities
  • Systems, tools, and access controls
  • Performance management and progression

Handled for you

  • Search, screening, and assessment
  • Local employment contract and payroll
  • Statutory compliance in market
  • Role documentation and onboarding structure

Data handling written down before anyone logs in.

Distributed teams touch customer records, candidate data, and billing information. Every engagement includes a written data handling schedule covering what systems the role can access, at what permission level, under whose account, and what happens to that access on the last day.

This background comes from operating as a processor of health information under a signed Business Associate Agreement and building candidate data handling processes across healthcare clients. If your legal or security team has questions, they can be answered directly rather than deferred.

Common questions

How is this priced?

Structure and pricing depend on the roles, the market, and whether you want a single hire or a small team, so it gets scoped on the call and confirmed in writing afterward with the full cost picture laid out.

Are these contractors or employees?

Employees of the employer of record, on a local employment contract, working exclusively for you. That structure is what keeps misclassification risk off your books.

Which markets do you recruit in?

Primarily the Dominican Republic, with broader Caribbean and Latin America coverage depending on the role. Bilingual English and Spanish talent is available across all of them.

What if the hire does not work out?

Replacement terms are set out in the engagement agreement before anything starts, along with notice periods on both sides. You will know exactly what happens in that scenario before you sign.

Can we start with one person?

Yes, and most teams should. One well scoped role, documented properly, tells you far more about whether the model fits than three at once.

Start with one role and a clear scope.

A thirty minute call to look at the work sitting on your team right now, what can reasonably move, and what the structure would look like. You leave with a recommendation in writing either way.

Book a scoping call