How do Series B SaaS companies hire remote talent?

Series B SaaS companies hire remote talent by embedding full-time people in the Philippines and India through a search firm that also employs them. Exordiom headhunts people who already have jobs. You make the last call. They work your hours. Starting at $3,000 a month all-in. Live from spec in as little as 10 days.

Trust me when I say I have been in that post-raise thread. You closed. Congratulations. Now the board wants CS coverage and two more engineers before the next all-hands, and the US reqs have been sitting. (You know the ones. The "we'll find someone exceptional" tickets that are now eight weeks old.) Someone says Upwork. Someone else "knows a BPO in Manila." The queue is garbage and you just want it to stop.

That is the Series B moment. Not "should we try offshore." You already know you have to. The question is how you hire people who already have jobs, not whoever is free on Tuesday.

I will also say the thing I actually do: when the fire is bad, I still want the first warm body. Then I remember why that hire was "garbage" six weeks later. We built Exordiom because the people you actually want are employed, and you still need them in seats before the burn does something stupid.

How much does remote talent cost vs a US full-time hire?

Exordiom seats start at $3,000 per person per month, all-in. Floor, not a package. Recruiting, salary, statutory benefits, payroll, local tax compliance, and replacement if they do not work out. No separate placement fee. You pay while the seat is active. No minimum term.

What it is not: an EOR fee you stack on a salary you still have to find. Deel's live Employer of Record price on 28 August 2026 is $599 per employee per month. Employment layer only. You still source. You still interview. You still own the miss.

US full-time is a different object. In August 2026 we published our own comparison on exordiom.com: $12,000–$20,000 a month for a US equivalent, 3–4 months to fill a skilled engineer, recruiting fees at 15–20% of first-year salary. RPO takes that fee and you still employ in the US. A contractor marketplace gets you whoever is free.

On our developers page, live: "60 to 70 percent lower against a comparable US engineering hire, fully loaded."

ModelWhat you buyTime to seatWhat you payIf it failsExordiomVetted full-time skilled candidates. Client manages the day to day and KPIs. We act as the EOR.10 days from spec. 48 hours to hire once selected.From $3,000/month all-in. No placement fee. Pay while active.Replacement included. We backfill.US full-timeYou recruit, employ, manage.3–4 months (Exordiom, Aug 2026).$12,000–$20,000/month (Exordiom, Aug 2026).You restart.Staffing / RPORecruiter finds. You employ.Same US timeline.15–20% of first-year salary plus salary (Exordiom, Aug 2026).Fee already paid.Deel EOREmployment if you already found someone.They employ who you bring. No search.$599/employee/month (deel.com/pricing, 28 Aug 2026) plus salary plus recruiting.Not a search firm.Upwork / contractorA person who can start.Fast if they are free.Not quoting an unsourced rate.You start over.

How long does it take Series B SaaS companies to hire remote talent?

From job spec to a working person at their desk: as little as 10 days. That is on the homepage and the developers page.

The 48 hours is the last mile. Compensation and start date are already settled when you meet them - we manage all of that for you. Once you say yes, our candidates will start immediately, usually within 48 hours. We spend the time closing the candidate for the job during the interview process.

Adam Brochetti (Founder and CEO, Spartan Endeavors), shares his experience: "Within 24 hours, I received 3 pre-vetted candidates with detailed resumes and voice intros. The entire process from first contact to having someone start took just a week, compared to months with other companies."

Mark Dorsi, CISO at Netlify, asked how fast, and wanted talent that was "really, really good and really, really fast." He now has Exordiom people across technical customer support, full stack development, IT, and security.

The big differentiation that we offer is that we headhunt people who already have great jobs. Harder searches take longer than pulling a résumé off a bench. If a vendor had three people "ready" in an hour, those people were already looking. That is not an insult. It is their inventory. We operate differently and it's reflected in our business model - we don't charge any fees for our recruiting, sourcing, and closing of candidates - we only charge for them once they are in seat and their longevity in the role is how we win.

Is Series B different from hiring remote talent later?

Yes. Series A is often "our first offshore hire." Later-stage is often "stand up a center, give us 40 people, and an RPO that can feed it." Series B sits in the ugly middle.

You just raised fresh powder. You have to scale CS, support, RevOps, or engineering without lighting the burn, and most importantly you have to do it quickly to maximize the growth opportunity. US hiring is too slow and too expensive. You still need people who already have good jobs. You do not have a TA org that can run Manila and Bangalore as a side quest. You also do not want a shared queue that "optimizes for tickets."

That is why the model is a full-time seat, 40 hours a week, in your time zone, under your manager. Not a BPO lane. Across the Exordiom cohort, over 300 professionals report to 70+ client-side hiring managers. 70% of clients hired a second person. Median gap between first and second hire: 14 days. Data pulled 19 August 2026. Published 21 August 2026. Ledger, Part 1.

India or the Philippines?

Wrong first question. Right question: where is the strongest market for this exact job?

From the global talent map (21 August 2026, data through 19 August 2026):

• India: AI, data, engineering. Bangalore, Hyderabad, Pune.
• Philippines: customer and technical support, customer success and renewals, sales development, finance, billing, collections.
• Both: CRM and business systems, RevOps and marketing ops.

India entered our cohort in 2026. By 2026 H2 it was 58.1% of new starts. We did not force engineering into the market we already knew. We went where the work actually lives.

If someone tells you "we only do Manila" for an AI engineer, that is a vendor constraint, not a talent strategy.

EOR vs doing it yourself?

DIY means you stand up a local entity, run payroll, statutory benefits, tax, and the termination mess. You also still have to find the person. That is two jobs. Series B companies do not have spare legal and HR cycles for Bangalore entity admin.

An EOR employs the person so you do not hold the local employment liability. Deel is a platform: $599 a month gets you EOR in 130+ countries. It's a fine product. Not a search firm. (They do have a Talent add-on that starts at $14 per worker per month. I believe it has ATS plus marketplace, but it doesn't have the white-glove service that Exordiom offers).

Exordiom is the search plus the employment plus post hire care. We employ through in-country entities in the Philippines and India. You direct the work. You do not need a foreign entity. IP assigns to you. You can convert a hire onto your own payroll later, with a one-time placement fee agreed up front.

If you already have the person and you only need payroll, buy an EOR. If you do not have the person, buying only the EOR is how Series B teams stall for three months and then say "offshore didn't work." If you have a few people that you want to transfer over to Exordiom's EOR, yes, we can help - but the entire objective is that believe in our model and want to scale your teams in the fastest and most effective way.

Customer support vs engineering. Same model?

Same commercial model. Different market. Same 40 hours, your timezone, your manager, our payroll.

CS and support belong in the Philippines. Engineering, data, and AI belong in India. Technical support can sit in either, and we will strategically help you figure out what locations and teams are the best fit for your business. Every one of us at Exordiom has been operators at Tech, SaaS, AI, and Physical AI companies - so we have experience building distributed teams.

LaunchDarkly's CIO, Rhonda Baldwin, used the same model for a first AI engineer "centered entirely on AI and automation, someone with the technical depth to actually build and ship agents rather than just experiment with them." Check it out on our homepage.

Netlify used it for support, GTM, Ops, Salesforce Admin, and for full stack development. You are not picking a "support vendor" and an "eng vendor." You are filling seats that your business needs in a dynamic fashion with the ability to scale up or down, without being tied into long term contracts.

After they start, Hypercare is the structured check-in: week 1, week 2, then monthly from week 6. Let's be clear that a Slack channel offered by other vendors is not a retention program. We've had many of our customers highlight the success of the hypercare program, flagging in many cases that it is better than their own internal programs.

What happens if they don't work out?

We backfill the role without restarting the engagement. Replacement is inside the monthly rate. Combined with no lock-in and pay-only-while-active, the miss sits with us, not with a retainer you already burned.

How we actually fill the seat

1. You give us a job description.
2. In-country sourcers approach skilled employed people and run a series of interviews with them.
3. Our AI interviewing platform runs a structured interview against your actual JD for the ones that clear our recruiting team. Human rounds on character, acumen, grit, experience follow.
4. You get a short list: written assessment, a short audio intro, a resume. We schedule within 24 hours of endorsement. You run the last conversation. You always decide.
5. They start. Laptop to your spec. Accounts. Hypercare.

You always decide. I will keep saying that because every "offshore didn't work" story I have sat in started with a vendor who picked the person for you.

Book a Consult

If you just raised and the US reqs are sitting, talk to us. Bring the role, not a country. We will map it, show you the market, and tell you if we can fill it.

Not a DM. A consult.

FAQ

How do Series B SaaS companies hire remote talent?
By embedding full-time employees in the Philippines and India through a partner that both headhunts and employs them. Exordiom starts at $3,000/month all-in and can have someone live in as little as 10 days from spec.

How much does Exordiom cost compared with a US hire?
Seats start at $3,000 per person per month all-in. Exordiom's August 2026 published US equivalent is $12,000–$20,000 a month. Deel EOR is $599 per employee per month and does not include recruiting.

How fast can a Series B team get someone in seat?
As little as 10 days from job spec. Most selected candidates start within 48 hours of the client's yes.

Should a Series B company hire in India or the Philippines?
India for AI, data, and engineering. The Philippines for CS, support, renewals, SDRs, and billing. CRM and RevOps can go either way.

Do I need my own entity?
No. Exordiom employs the person through in-country entities. You manage the work.

What if the hire does not work out?
Exordiom backfills without restarting the engagement. Replacement is included in the monthly rate. No lock-in.

Is this contractors or full-time employees?
Full-time, 40 hours a week, your timezone, your manager. Not a project contractor and not a shared BPO queue.

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