When Priya, the CEO of a Series B SaaS company with 45 employees and $12M ARR, needed two full-time ops specialists in 30 days, she chose between a patchwork offshore marketplace and a structured talent pipeline. The marketplace offered speed but no guarantees; the pipeline promised vetted talent, MFA/SSO, endpoint controls, and a 24-hour SLA for role replacement. Priya picked reliability—and saved her team 160 hours of manager time in the first quarter.
Hours are a terrible metric. Outcomes are the only currency that scales. Ad-hoc offshore hiring often buys clocked time: resumés, interviews, and hope. It rarely delivers documented onboarding, consistent SOP adoption, or measurable improvements to team throughput.
MySigrid frames staffing as an operational system: hire for outcomes, onboard with playbooks, and measure with KPIs. That shift turns hiring from a one-off procurement event into a predictable lever that scales with leadership needs.
The SigridSource Pipeline is MySigrid’s proprietary framework for sourcing, vetting, onboarding, and scaling remote teams. It combines targeted sourcing, multi-stage technical and behavioral assessments, and a two-week onboarding template synced to tools like Slack, Notion, and Zapier.
SigridSource produces three concrete guarantees: 1) candidates meet a documented role rubric, 2) a security baseline (MFA/SSO, endpoint controls, SOC2-aligned processes) is enforced before access to AWS or Google Cloud resources, and 3) a 12-month retention benchmark—95% for core operational hires—backed by quarterly performance reviews.
Remote work magnifies security risk. Ad-hoc hires often bypass enterprise controls, exposing data in Slack channels, shared drives, and third-party integrations. MySigrid treats security as baseline: we require MFA/SSO, device health checks, and least-privilege access before provisioning credentials.
We integrate with clients’ identity providers (Okta, Azure AD) and apply endpoint controls and logging to every role. That means you get vetted talent without turning security into a blocker that slows onboarding from 2 weeks to 2 months.
Define outcomes, not tasks. We map each role to 3-5 measurable outcomes (e.g., reduce weekly ticket backlog by 40% in 90 days) so expectations are clear from day one.
Sourcing and vetting. Using SigridSource, we run targeted outreach, skills vetting, and live task assessments; candidates pass through a 4-stage funnel that includes communication scenarios and a Notion-based task simulation.
Security pre-provisioning. MFA/SSO and device checks are completed before access to Slack, AWS, or Google Cloud is granted; we use templated IAM roles and time-bound credentials.
Two-week role ramp. Onboarding templates in Notion, paired with a Zapier-driven automation for checklist reminders, deliver consistent ramping across hires in 10–14 days.
Outcome-based weekly reviews. For the first 90 days, managers run 30/60/90 outcome checkpoints tied to OKRs and time-to-value metrics.
Continuous improvement loop. Performance data feeds back into SigridSource—candidates, assessments, and playbooks are refined quarterly to maintain a 95%+ fit rate.
We track three operational KPIs that matter to founders and COOs: time-to-productivity (target: 14 days), retention at 12 months (target: ≥90% for core ops roles), and cost-per-outcome compared to a US hire (target: ≤70%). In client implementations we’ve reduced hiring time by 60%, cut total cost of ownership by 30% versus equivalent US hires, and maintained response SLAs under 24 hours for role issues.
These numbers aren’t marketing claims; they’re the result of playbooks, templates, and measurement. If your current process can’t show weekly outcome gains or a documented onboarding checklist, it’s not a scalable system—it’s a hiring lottery.
No standardized vetting: skills and cultural fit vary dramatically across platforms.
Security gaps: provisional access is often given before MFA or endpoint checks.
Onboarding friction: no documented SOPs means each manager recreates orientation, wasting 10–20 hours of senior time per hire.
Poor performance visibility: without outcome metrics, managers default to time-based supervision instead of measuring impact.
Begin with a two-step diagnostic: map the three outcomes you need from the role and identify the security posture required (SSO, data access, integrations). MySigrid can deliver a candidate shortlist within 14 days using SigridSource and a 10–14 day ramp with documented Notion playbooks and Slack onboarding flows.
Explore our approach in more detail on our Remote Staffing page and compare plans on Plans & Pricing to find the model that fits your leadership team.
Staffing is an operational lever, not a tactical scramble. When you replace ad-hoc processes with an Outcome-First Talent Pipeline and enterprise-grade security, hiring becomes predictable, measurable, and aligned with company goals. That’s how founders like Priya move faster without sacrificing control.
Ready to transform your operations? Book a free 20-minute consultation to discover how MySigrid can help you scale efficiently.