Hire vetted offshoreRecruiters.
Sprint Labs recruits, vets, places and manages vetted independent recruiters across Asia for companies in Australia, New Zealand, the US, Canada and the UK. You interview and direct them like an in-house hire. We handle the contractor agreement, fees, payments and engagement support.
- Full-time, dedicated, managed by Sprint Labs
- Named shortlist in 5–10 business days
- One flat monthly seat cost, no placement fee
- Role-specific AI training included
Recorded intros, prior work and references.
Get a recruiter shortlist
Named, vetted candidates with recordings and rates. No account, no call required.
How much does an offshore recruiter cost, and how does hiring one work?
A recruiter through Sprint Labs costs roughly USD 1,550–1,800 per month all-in at mid-level and USD 1,900–2,600 for senior — one flat seat cost with no recruitment fee and no entity required. A good hire runs a full desk from brief to offer so hiring stops stalling. Named shortlists land in 5–10 business days.
Embedded in teams across six markets
How fast can I get a candidate started?
Tell us the role
Two minutes, no account. Seniority, start date, anything specific.
We recruit and vet
Skills tests, a working session and reference checks against your brief.
You meet a shortlist
Named candidates with recordings, prior work and a flat monthly seat cost.
They start, we manage the engagement
Contracts, contractor fees and payments, time off, performance concerns and replacement sit with Sprint Labs. Role-specific AI training is available from their start, scheduled when it suits you.
Same role. A fraction of the cost.
Mid-Senior annual seat cost compared with hiring the same role locally in Australia, including employer on-costs.
- Dedicated full-time hire — included
- Contracted and managed by Sprint Labs — included
- Replacement at no extra cost — included
- Dedicated full-time hire — included
- Contracted and managed for you — not included
- Replacement at no extra cost — not included
Local figure: midpoint of the AUD 98,100–119,900 salary range (Robert Half AU 2026 Salary Guide (Sydney), 2026) plus default employer on-costs. Sprint Labs figure: typical Mid-Senior price (band midpoint) × 12, converted from USD at the mid-market rate of 2026-11-05. Indicative only.
What does a strong recruiter change?
In-house recruiting pays for itself the moment it replaces one agency placement. An offshore recruiter runs sourcing, screening, scheduling and pipeline reporting full-time for less than a single 15% placement fee, and every candidate relationship stays in your ATS.
What they own
- Take briefs and build role scorecards with hiring managers
- Source and approach candidates across channels
- Run screening calls and shortlist with evidence
- Coordinate interviews and keep the pipeline moving
- Manage offers, references and the ATS record
What skills should a recruiter have?
- End-to-end recruitment
- Boolean sourcing
- LinkedIn Recruiter
- Screening interviews
- ATS management (Greenhouse / Lever / Workable)
- Offer coordination
- Pipeline reporting
- Employer branding
- Candidate care
AI skills for your recruiter
A recruiter runs the full desk, from brief to offer. Training shows your recruiter how AI can help with briefs, outreach and shortlists, and how to keep every candidate assessment tied to evidence. Hiring decisions always stay with your hiring managers.
Turning a brief into a scorecard
Convert hiring manager notes and a job description into a role scorecard with must-have skills, nice-to-haves, screening questions and a draft job advert.
The hiring manager reviews and signs off the scorecard, and criteria are checked so they relate to the job and avoid proxies for age, gender or background.
Tailored outreach for open roles
Draft personalised outreach messages for candidates sourced from LinkedIn or your ATS, referencing their actual experience and the specific reasons the role suits them.
Every detail about the candidate is checked against their profile, and messages are reviewed for accuracy and fair, inclusive language before sending.
Evidence-based shortlist summaries
Summarise screening call notes into a shortlist report that maps each candidate's answers and experience against the agreed scorecard, with gaps and open questions listed.
Each claim is traced to the CV or call notes, AI-generated rankings are not used, and the hiring manager makes every progression and hiring decision.
Using a synthetic brief, six fictional CVs and practice screening notes, they build a scorecard, draft two outreach messages and write an evidence-based shortlist summary, then show where they removed unsupported claims or biased wording from AI drafts.
Available once your team member starts, scheduled when it suits you. No additional training fee.
Explore our AI training programme →Brief the role in two minutes. Shortlist in days.
Recruiter seat cost, USD per month.
Indicative monthly fee covering the contractor's fee, recruitment and vetting, contracts, payments and FX, management support, replacement and role-specific AI training. There is no separate recruitment fee; your exact quote is generated in-app. Benchmarks in USD, reviewed .
What it costs
An offshore recruiter through Sprint Labs costs about USD 1,200 to 2,600 per month, all-in.
| Seniority | Monthly all-in rate USD | Approximate monthly AUD | Local salary, Australia AUD per year | Local salary, US USD per year |
|---|---|---|---|---|
| Associate | 1,200 to 1,550 | 1,714 to 2,214 | ||
| Mid-Senior | 1,450 to 1,800 | 2,072 to 2,572 | ||
| Senior | 1,750 to 2,600 | 2,500 to 3,714 |
USD ranges use the role's existing all-in rates across recruitment markets. AUD is an indicative conversion using Sprint Labs mid-market billing FX feed, dated 2026-10-21: AUD 1 = USD 0.69997032. Actual quotes use the rate at billing.
Local figures are annual salaries, not monthly all-in staffing costs. Blank cells mean no reliable, seniority-specific benchmark has been verified. No salary percentiles have been relabelled as seniority bands.
- Entry
- USD 1,300–1,550
- Mid
- USD 1,550–1,800
- Senior
- USD 1,900–2,600
- Entry
- USD 1,250–1,500
- Mid
- USD 1,500–1,750
- Senior
- USD 1,800–2,500
- Entry
- USD 1,200–1,450
- Mid
- USD 1,450–1,650
- Senior
- USD 1,750–2,400
- Entry
- USD 1,250–1,450
- Mid
- USD 1,450–1,700
- Senior
- USD 1,800–2,450
Entry-level covers capable candidates with 1–3 years' experience, best where the work is well defined and supervised.
Brief the role in two minutes. Shortlist in days.
Interviewing a recruiter.
Listen to them pitch your company
Ask them to make the outreach call for one of your open roles, cold. Recruiters live or die on that first 40 seconds and you will hear the standard immediately.
Work sample beats CV claims
Sprint Labs screens every recruiter on a short, realistic task drawn from the work you actually need done, then sends you the output alongside the CV. You see the standard before you spend an interview slot on it.
English and communication are scored
Written and spoken English is assessed and you get a voice recording before you interview, so you know how this person will land in a client call, a Slack thread or a handover note.
Add AI accent conversion for $1/hour per user.
If the role spends time on the phone, our AI accent conversion neutralises accent in real time so every call lands clearly with your customers — without losing the person behind the voice.
Real-time neutralisation
Accent is softened live on the call, with latency low enough that the conversation still feels natural.
Their voice, preserved
Tone, pace, warmth and intent stay theirs. It is your actual team member on the line, just easier to follow.
Your existing phone system
Layers over the softphone or dialler you already run. No porting, no new platform, nothing to retrain.
Hire a recruiter from Asia.
Questions about hiring an offshore recruiter.
How much does an offshore recruiter cost?
Around USD 1,550–1,800 per month all-in at mid-level and USD 1,900–2,600 for a senior recruiter — typically less per year than two agency placements.
Can they recruit in our local market?
Yes, and many do — sourcing and screening for Australian, UK and US markets is standard offshore recruitment work. Where the role needs local employer knowledge, they run the desk and your hiring manager owns the final judgement calls.
What AI skills will my recruiter learn?
Your recruiter learns to use AI to turn briefs into scorecards, draft tailored outreach and write shortlist summaries grounded in CVs and screening notes. Criteria are checked for bias, claims are traced to evidence, and hiring decisions always stay with your hiring managers. Practice uses fictional candidates, and tool use depends on what your business approves.
Do I need a local entity to hire a recruiter offshore?
No. You sign a Master Services Agreement and Work Order with Sprint Labs, and Sprint Labs engages the recruiter as an independent contractor. We handle contracts, fees and payments, engagement support and one monthly invoice. You direct the work day-to-day exactly as you would an in-house hire.
How long does it take to hire a recruiter through Sprint Labs?
Most briefs produce a named, vetted shortlist within 5–10 business days. From there you interview, choose, and we handle the offer, contract and onboarding — typical brief-to-start is three to five weeks depending on the candidate's notice period.
What happens if the hire is not the right fit?
Tell us within the first 30 days and we replace them at our cost. After that, engagements carry a 60-day cancellation notice, which protects the contractor and gives you time to hand over work, but if you want to swap rather than offboard, we run a replacement search in parallel at no additional recruitment cost.
Is AI training included with this placement?
Yes. Once your team member starts, they can enrol in role-specific AI training with no additional training fee. You choose when they enrol, and the self-paced modules run during their normal working hours.
Can the training align with our tools and AI policies?
Yes. The course teaches general skills on practice material, and how your team member applies them depends on the tools, access and AI policy your business approves. If certain work must stay AI-free, they follow your rules. Third-party software subscriptions aren't included and are agreed during onboarding.
Brief the role in two minutes. Shortlist in days.
Brief the role. See a shortlist within 5–10 business days.
Named, vetted candidates with recordings, prior work and references — plus a flat monthly seat cost in your own currency.
