Build the team without the screening bottleneck.
Talvin interviews every candidate in their own time zone, verifies competency rather than reading claims, and returns a ranked shortlist to your ATS. Nobody stays up until midnight to run a first-round call.
The bottleneck isn't the talent. It's the distance.
Offshore markets are not short of good people. What is short is the number of hours your team can spend talking to them — and every hour of delay is an hour a competitor is using.
Four things that don't happen when you hire locally.
A first-round call between a hiring team in one hemisphere and a candidate in another takes two or three exchanges to arrange before it happens. Do that across two hundred applicants and the calendar, not the candidate pool, becomes the constraint. Talvin removes the scheduling step entirely — candidates interview whenever suits them, and results are waiting when your team logs on.
Local hiring carries informal verification you stop noticing until it's gone: someone walks in, you shake their hand, a colleague recognises the previous employer. Offshore, the entire assessment rests on what's on the screen. That raises the stakes on both halves of the problem — verifying the skill, and verifying the person.
An HQ recruiter screening a backend engineer for a delivery centre they have never visited cannot reliably tell a strong answer from a confident-sounding one. The usual workaround is to forward everyone to the hiring manager, which moves the bottleneck onto the people you were trying to protect.
Ramp times are longer, replacement cycles run through a different market, and the cost lands on a team already stretched. The screening stage is where that risk is cheapest to remove.
We didn't build this from a market study.
Talvin came out of Code94 Labs, a product engineering firm delivering for more than 135 customers across 14 countries. Growing it meant hiring continuously across offshore markets, and screening was always the part that broke first.
Not sourcing — we could find candidates. What we could not do was work out quickly enough which of them could actually do the work, from an office several time zones away.
The first case study on this page is our own hiring. We use it before we sell it.
I lost clients because I couldn't hire fast enough — not because talent didn't exist, but because I couldn't verify skills quickly enough. So I built the recruiter that never sleeps.
Set it up once, and it runs while you sleep.
Four steps. The first takes an hour per role; the rest happen without anyone in your time zone being awake.
Interviews run in parallel rather than in sequence, so the timeline is set by offers and notice periods instead of interview capacity.
The bar in your delivery centre should be the bar at head office.
The quiet risk in offshore hiring is not that standards are lower. It is that they are different — applied by a different team, under different pressure, with a different sense of what good looks like.
That divergence is rarely deliberate and almost never visible until a delivery team is underperforming and nobody can point to when the drift started.
Because the criteria are written down and applied identically to every candidate in every market, the standard stops depending on who ran the call or which office they sat in. A candidate in Manila is assessed against the same bar as one in Colombo or at head office, and you can read the transcript to check.
Consistency across locations is not a reporting feature. It is the whole point.
Built for the roles offshore teams are actually made of.
Sally is built for the range of English candidates in these markets actually speak — with pacing tuned so a non-native speaker is not rushed through an answer.
What this looks like in practice.
in 5 days
→ 15 finalists
→ shortlist of 10
Built to survive procurement.
Three questions your security, IT and legal teams will ask before anyone signs — and cross-border is the one that decides it.
Questions from teams hiring offshore
The ones that come up on almost every offshore programme call.
How does this work across time zones?
It removes the time zone from the equation rather than working around it.
Candidates receive a link and take the interview whenever suits them — evening, weekend, before a shift. There is no slot to agree, no calendar invite, and no exchange of availability that eats two days before anyone has spoken.
For your team, the practical change is that screening becomes asynchronous. Interviews complete overnight and results are waiting in the ATS when the working day starts. Instead of arranging calls, the morning begins with a ranked shortlist.
This is usually the single biggest speed gain in offshore hiring, and it is larger than it sounds. The scheduling round-trip is often the longest step in the entire process, and it is pure overhead — it produces no information about the candidate.
Can it handle candidates whose first language isn't English?
This is the most important question on this page, and it is worth testing rather than taking on trust from any vendor.
Speech recognition trained predominantly on North American English degrades on regional accents. When it does, the failure is invisible: the transcript looks plausible, the score looks reasonable, and a strong candidate is quietly ranked lower because the system misheard them. In an offshore pipeline, where most candidates are non-native speakers, that is not an edge case — it affects the majority of your funnel.
Sally is built for the range of English candidates in these markets actually speak, with pacing tuned so a non-native speaker is not rushed. Candidates rate the experience 4.3 out of 5, collected after every completed interview across a largely multilingual base.
If you are evaluating tools, ask any vendor to run a live test with candidates from your own pipeline rather than a demo script. It is the quickest way to see whether accent handling is engineered or assumed.
How do we keep the hiring bar consistent between head office and the offshore team?
By making the bar explicit rather than cultural.
In most organisations the standard lives in the heads of the people who do the interviewing. When the interviewing happens in a different office, under different pressure, with different local norms about what a strong candidate looks like, the standard drifts — usually without anyone noticing until delivery quality raises the question months later.
Because you define the criteria and the probing depth per role, the same assessment is applied to every candidate regardless of location or who set up the requisition. And because every score comes with a transcript and reasoning, you can audit it — read what a candidate actually said and judge whether the bar was applied the way you intended.
That auditability is what makes consistency real rather than asserted.
We hire through a BPO or staffing partner. Does this still work?
Yes, and it often resolves a specific tension in that arrangement.
When a partner does the screening, you are trusting their judgment about your standard. Most of the friction in outsourced hiring relationships traces back to that — candidates arriving who meet the brief on paper but not the bar in practice, with no way to see where the assessment diverged.
Running Talvin at the screening stage means both sides work from the same evidence. Your partner sources and manages the pipeline; the assessment against your criteria is consistent and visible to you, with the transcript available if a decision needs examining.
Some customers run it themselves and share results with the partner; others have the partner run it under a shared configuration. Both work, and the right one depends on how your commercial relationship is structured.
How do we verify candidates we'll never meet in person?
This is the half of offshore hiring that gets least attention and causes the most damage.
Every Talvin interview carries verification by default. Real-time video confirms the person taking the interview is the person who applied. Activity monitoring flags the behavioural signals that suggest someone is reading from another window or being coached. And each interview link works once — it cannot be forwarded, resat, or passed to someone better qualified.
There is also a structural defence. Sally's follow-up questions depend on what the candidate just said and are not predictable in advance. Reading a prepared answer aloud works for a scripted question; it falls apart when the next question probes a specific claim made forty seconds earlier.
None of this makes fraud impossible. It makes it considerably more effort than the fabricated CV that got the candidate to the screening stage.
What roles does this work best for?
Anywhere the offshore team is doing work that involves judgment or conversation — customer support, inside sales, operations, back-office and finance, engineering and QA, and BPO and contact-centre roles of most kinds.
For customer-facing positions specifically, Job Tryouts add a second layer: candidates handle a realistic scenario against an AI persona that reacts to them, so you see how someone manages a difficult customer rather than how they describe managing one.
It is less useful where the work is purely mechanical and the output is easily testable in another way. For those, a conventional skills test usually tells you more.
How quickly can we ramp a new delivery centre?
The screening stage stops being the constraint, which usually reshapes the whole plan.
The pattern most teams describe is that a ramp gets planned around interview capacity: how many first-round calls the team can physically run in a week, multiplied out to a headcount target. When that ceiling is removed, the timeline is set by the parts that genuinely take time — offers, notice periods, onboarding, equipment.
Practically, screening capacity scales without adding recruiters. A ramp of fifty people takes no longer to screen than a ramp of five, because interviews run in parallel rather than in sequence.
How does this fit with our existing ATS?
Talvin sits on top of the ATS you already run rather than replacing it. Candidates are pulled from open roles, and completed interviews — score, transcript and reasoning — are written back to the candidate record where your team already works.
Once a role is connected, invitations go out, reminders chase the candidates who have not started, and follow-ups handle the no-shows automatically.
The lowest-risk way to start is in parallel: keep your current process untouched on one live role, run Talvin alongside it, and compare the two shortlists before changing anything.
What does it cost?
Plans are an allowance of interview time, shown as a number of interviews and billed underneath as minutes. You are charged for interviews run rather than per seat.
For offshore programmes the comparison worth making is against recruiter hours — at 7 to 9 hours of admin per hire, the arithmetic tends to resolve quickly once a ramp is underway. Enterprise pricing covers custom volumes, whitelabel branding and ATS integration options.
Plans start at $175 a month. See full pricing →