Sagan Find my next hire
global talent hiring consultation

Stop settling for less,
scale the business you've envisioned.

Hire outstanding, full-time global talent from $1,100/month, without the US hiring tax, without months of recruiting, and without the risk. Your next A-player placed in 2-4 weeks.

30 minutes. Role, salary band, market fit, and the next move.

dispatcher CSR bookkeeper estimate coordinator ServiceTitan admin lead follow-up
Direct hire The talent works with your team, not behind an agency wall.
Global reach Latin America, South Africa, Philippines, Eastern Europe, and more.
Operator-led Role design starts from workflow, not a generic job-description template.
Clean math No mystery markup sitting between you and the person doing the work.
★★★★★ 4.9 G2 G2 (39 reviews)
★★★★★ 4.8 Clutch Clutch (45 reviews)
#20 Clutch 100 · Fastest Growing
wall of love

The customers are not subtle about this.

Founders and operators talking about the hires they made through Sagan.

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

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
the model

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.

BPO / staffing
relationship The agency owns the employment relationship.
economics Recurring margin is baked into the monthly bill.
incentive Keep the person abstract enough that the markup feels normal.
Sagan direct hire
relationship You hire the professional into your operating rhythm.
economics You see the salary, the role, and the hiring path clearly.
incentive Build a real team member who can earn trust and compound context.
why sagan

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.

01

Role design before sourcing

We map the work, the tools, the time zone needs, and the judgment required before we touch the talent pool.

02

Talent with actual trajectory

Operators, analysts, coordinators, assistants, marketers, and support leaders who want ownership, not gig work.

03

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.

roles sagan places

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.

typical salary: $1.2k-$2.5k/mo

Bookkeeping and AP/AR

Clean books, vendor bills, customer invoices, collections follow-up, and month-end support.

typical salary: $900-$2.5k/mo

CSR and call intake

Phones, web leads, booking questions, membership calls, and customer updates.

typical salary: $900-$2k/mo

Estimate follow-up

Unclosed estimates, financing nudges, abandoned quotes, and polite rehash until the answer is clear.

typical salary: $900-$2.5k/mo

ServiceTitan admin

Job cleanup, tags, memberships, forms, pricebook support, reports, and CRM hygiene.

typical salary: $1.5k-$2.5k/mo

Marketing coordinator

Review requests, email campaigns, neighborhood lists, vendor coordination, and local promo execution.

typical salary: $800-$2.5k/mo

Reporting and data

Daily scorecards, close-rate reports, tech performance, lead source cleanup, and dashboard upkeep.

typical salary: $1k-$2k/mo

Ops coordinator

Permits, parts, warranties, vendor follow-up, technician notes, and the admin work nobody owns.

typical salary: $1.2k-$2.5k/mo
the hiring path

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.

01

Map the bottleneck

What is stuck, who owns it today, what does it cost you, and what would good look like?

02

Shape the role

Responsibilities, tools, schedule, communication load, seniority, and likely country fit.

03

Pressure-test the economics

Salary expectations, tradeoffs, and whether a direct global hire beats the alternatives.

04

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.

book the consultation

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.

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
Find my next hire