How a Melbourne Recruitment Firm Used Aristo Sourcing to Build a Stable Offshore Team

A mid-sized recruitment firm in Melbourne hit a wall. The two founders were spending 30 hours a week each on admin, sourcing, and scheduling. They had tried Upwork and Onlinejobs.ph, but every freelancer they hired ghosted after three months. The founders needed a team that would stay.

What Was the Challenge?

The firm placed white-collar professionals in finance and tech. Their workflow required a virtual assistant to screen CVs, schedule interviews, and manage client communications. The founders had cycled through five freelancers in eighteen months. Each one left without notice, and the rehiring cycle ate into billable hours. The founders wanted a remote employee who would treat the role as a career, not a side gig.

Why Did They Choose Aristo Sourcing?

Aristo Sourcing places remote staff from the Philippines and South Africa who work as direct employees of the client. For the Melbourne founders, that structure solved the turnover problem. Aristo Sourcing handles payroll, compliance, and ongoing support. The founders did not want to manage a contractor relationship. Aristo Sourcing also provided a pool of candidates with recruitment experience. The founders interviewed three candidates and picked one who had worked as a recruitment coordinator in Manila.

How Did the Engagement Actually Work?

Aristo Sourcing matched the firm with a candidate in Cebu within two weeks. The first month focused on training the virtual assistant on the firm's ATS and interview process. The founders set up daily stand-ups via Zoom. By month two, the virtual assistant was handling all inbound screening calls. By month three, the virtual assistant owned the entire interview scheduling pipeline and was drafting offer letters for approval.

What Was the Outcome?

The founders reclaimed 25 hours a week each. Response times to candidates dropped from 48 hours to under 4 hours. The virtual assistant stayed past the twelve-month mark, a first for the firm. The founders reported that the quality of hires improved because the virtual assistant could spot weak CVs before they reached the founders. The firm hired a second virtual assistant through Aristo Sourcing six months later.

What Does This Mean for Other Recruitment Firms?

Recruitment firms that rely on freelancers face constant churn. A dedicated remote employee through an agency like Aristo Sourcing removes that risk. The upfront investment in training pays back within the first quarter. For any SMB founder who is tired of replacing freelancers, the agency model is worth a look.