I wanna gush about my new admin who started last month She revamped my whole company. She worked late to finish a whole new automated process for customer engagement and sales....
— Mike Okhravi @mikethelummox source
Hire the person. Skip the staffing markup.
Sagan helps HVAC, plumbing, roofing, cleaning, and home service operators hire career-caliber professionals across Latin America, South Africa, the Philippines, and beyond. Dispatch, phones, books, estimates, follow-up, and ops support without the staffing markup.
30 minutes. Role, salary band, market fit, and the next move.
The customers are not subtle about this.
Founders and operators talking about the hires they made through Sagan.
In the past two weeks I've received several cold DMs and emails pitching me on hiring remote talent. If we ever made the decision to hire remote talent, Sagan Passport is the...
— Chad @Chad_Nelson_ source
I just had two interviews with global talent, and it blew my mind. High quality talent and hungry people. They had the American spirit that I remembered growing up. I am...
— Jared Peno @jaredpeno source
1st week in the books with our new hire from @SaganPassport @MatznerJon - @BinsiDevadasan and team did a great job finding JN. They found him faster than we were ready to take...
— Ken Otto @BroknClok source
Want your own Monica? Highly recommend talking to @MatznerJon and the team at Sagan Passport. Not sponsored, no affiliate, just good people.
— Peter Lohmann @pslohmann source
@MatznerJon and @SaganPassport have helped us hire 3 new team members since starting. Accounting Specialist - Philippines Customer Service Rep - Argentina And most recently:...
— Jake Wakely @jakelywakely source
The economics on hiring through Passport are crazy. I've used them for 4 hires - each one amazing and crushing it! https://t.co/V2DtEaRQIo
— Josh Schultz @joshuamschultz source
@MatznerJon is your guy - better service, better price, and better for your prospective hire.
— Brock Briggs @BrockHBriggs source
Beyond impressed with what @MatznerJon is building with Sagan We just kicked off a role in LATAM with them and their team is crushing it thus far Beyond excited to see the...
— Sean O'Dowd @SeanODowd15 source
While we haven't started yet (we will), I gotta give Sagan a shout out. We've talked to several companies about overseas talent and Sagan had the best offer with the best perks...
— Nick Garren @nicholasgarren source
We've had 35% growth in the first 5 months of this year and a big reason we've been able to do it without churn and on time is the @SaganPassport membership we picked up pretty...
— Dialed In Bookkeeping @DIBookkeeping source
Rarely do you find yourself increasingly pleased as time goes on when you buy a membership. Especially one paid annually. But I am just that! Thank you.
— Tyler Groce @tylergroce1 source
I'm strongly considering hiring (3) offshore talent hires this week alone.@SaganPassport is how I found all of them. In total, I'll pay them what I pay one straight out of...
— Alex Kirby @serial_smb_guy source
Thanks! I'd argue that the hiring is a really small component of the value of @SaganPassport. The trainings, the Skool community, and the network have been terrific. I'm really...
— John Kelly @JKBusiness35 source
We made our first overseas hire through @SaganPassport this week. Here's a few takeaways so far. My goal was to offload all scheduling/dispatch/invoicing (jobber). Also to be...
— Brandon Dixon @brandonadixon source
Summary of my experience as a new business owner leveraging global talent via @SaganPassport Hires made: 6 (by end of this week) Cost of hires (to date) : $4,000 Headaches...
— Greg Van Horn @gvh41 source
Cosponsored We're hiring 5 roles this month. Sagan is our #1 pipeline for high quality talent without the leg work.
— Ben Billups @BenBillups source
His name is Alex. We are already predicting he will be promoted further with time, and has the skills & potential to lead groups of people. His responses to all our questions...
— Jacob Becker @SuccessWithJake source
Sagan's easily the highest value service we use - and I wouldn't say that if it wasn't far-and-away true.
— Rich Jordan @StrongpointRich source
Jon is an animal. But Sagan is a terrific product. Hugely fair and productive for us, and enriching for our global staff. Some of our best ppl.
— AD @adamdej source
This is not outsourcing with better branding.
The old model hides the worker, marks up the labor, and calls it managed service. Sagan is built around the opposite idea: find excellent people, make the economics visible, and get the middle layer out of the relationship.
The best global talent has options.
They do not want to be treated like a seat in a call center. They want serious work, real responsibility, and a company that sees them as a professional. That is the unlock.
Role design before sourcing
We map the work, the tools, the time zone needs, and the judgment required before we touch the talent pool.
Talent with actual trajectory
Operators, analysts, coordinators, assistants, marketers, and support leaders who want ownership, not gig work.
A hiring path you can explain
No black box. The consultation turns your messy headcount idea into a role, market, salary band, and next step.
Build the office behind the truck.
The consultation is useful whether you know the exact seat or only know where the day keeps breaking. Bring the bottleneck. Sagan will turn it into a hireable home service role with a realistic monthly salary range.
Dispatch and scheduling
Answer the board, route techs, manage reschedules, and keep the day from melting down.
Bookkeeping and AP/AR
Clean books, vendor bills, customer invoices, collections follow-up, and month-end support.
CSR and call intake
Phones, web leads, booking questions, membership calls, and customer updates.
Estimate follow-up
Unclosed estimates, financing nudges, abandoned quotes, and polite rehash until the answer is clear.
ServiceTitan admin
Job cleanup, tags, memberships, forms, pricebook support, reports, and CRM hygiene.
Marketing coordinator
Review requests, email campaigns, neighborhood lists, vendor coordination, and local promo execution.
Reporting and data
Daily scorecards, close-rate reports, tech performance, lead source cleanup, and dashboard upkeep.
Ops coordinator
Permits, parts, warranties, vendor follow-up, technician notes, and the admin work nobody owns.
The call should make the hire obvious.
You do not need a perfect job description. You need a clear operating problem, a realistic talent market, and a decision on whether this is worth moving.
Map the bottleneck
What is stuck, who owns it today, what does it cost you, and what would good look like?
Shape the role
Responsibilities, tools, schedule, communication load, seniority, and likely country fit.
Pressure-test the economics
Salary expectations, tradeoffs, and whether a direct global hire beats the alternatives.
Decide the next move
If there is a fit, you leave with a clear path to the shortlist. If not, you still get the map.
Leave with the global hire your company should make next.
Bring the work you want off your plate, the role you are considering, or the team constraint you keep working around. The point is not to sell you a generic VA pitch. The point is to find the highest-leverage hire and decide whether Sagan should source it.
Thanks — now book your consultation.
Book my consultation →If the work matters, hire someone who can own it.
Use the consultation to turn vague hiring pressure into a practical global talent plan.
Find my next hire