We find great remote staff for your business and make sure they succeed. These are people who live overseas and do the work for you without being here. Like a member of your team working from home - the only difference is their home is a little bit further.

Firstly, finding good people ain't so easy. To add, hiring directly across borders can expose you to compliance, tax, contractual, and misclassification risks. We structure the engagement properly, manage documentation, and ensure the setup is compliant reducing your legal and operational exposure. Beyond compliance protection, we ensure quality and standards are met, KPIs and performance are recorded and look after payroll and attendance, so you can focus on the work.

Don't worry, we hold your hand along the journey. Starting with Discovery all the way through to set up and onboarding.

We can jump a discovery call pretty quickly to see if we're a good fit.

We are specialists in Finance and Legal — this is our core focus and where we deliver the highest quality outcomes. Subject to a case by case assessment, we can potentially service other technical roles, only if we believe we can do it successfully. We only operate in sectors where we understand the workflow and standards required.

Most commonly: Law firms, Conveyancing firms, Accounting firms, Financial planners, Mortgage brokers, and other Finance and Legal professional services firms.

Legal — Legal Administrators, Paralegals & Conveyancers. Finance — Bookkeepers, Accountants, Financial Controllers & Analysts. Subject to a case by case assessment, we can potentially service other technical roles, only if we believe we can do it successfully.

Our specialists are qualified Finance and Legal professionals — accountants, bookkeepers, paralegals, legal administrators, conveyancers, and more — who choose remote work as a long-term career path, not a side hustle. Many have worked with Australian, UK, or US firms and understand Western business standards.

We only present candidates who meet our internal technical and communication standards. Each specialist goes through skills testing, structured interviews, and reference checks before being shortlisted. We do not forward volume. We forward quality.

Yes. If you require CPA accreditation, specific legal experience, or other Finance and Legal credentials, we recruit accordingly. The brief is built around your exact requirements.

Remote work gives them access to global opportunities while remaining in their home country. It allows them to build stable and long-term relationships with international firms.

Primarily the Philippines and Vietnam due to strong technical capability, time zone alignment with Australia, and cultural compatibility. For highly specialised roles, we recruit globally. Capability comes first, location follows.

Typically 5–15 business days depending on the role and seniority. We prioritise quality over speed. If a role requires deeper screening, we take the time to get it right.

Every role goes through a structured process: Role scoping and capability alignment, Targeted sourcing, Technical assessment, Structured interview, Communication screening, Reference checks. Only shortlisted, vetted candidates are presented.

Usually 2–4 highly aligned candidates. We do not overwhelm you with options. We filter before you see them.

We refine the brief and continue recruiting until the right fit is found. We stand behind our process.

Part-time: 20 hours per week. Full-time: 40 hours per week. Monday to Friday.

Yes. They can align with Australian business hours and your preferred start/finish times.

They notify you and our team immediately. We track attendance and support continuity, including backup planning where needed.

Yes. We recommend giving ample rewards and leave days as necessary.

You retain control of your internal systems. You provide access to your existing software licences (e.g. Xero, LEAP, MYOB, Clio, etc.), just as you would for an in-house employee. We provide the specialist's hardware, secure setup, and connectivity. This keeps your systems centralised and under your control.

Yes. We structure engagements carefully to ensure cross-border arrangements are set up correctly. Contracts, documentation, and engagement terms are handled through our framework to reduce legal and misclassification risk.

York Hamilton contracts the specialist and manages the employment structure. You engage York Hamilton as your service provider, reducing your exposure to cross-border employment risk.

Yes. All specialists sign confidentiality and data protection agreements before commencing any work. Where required, we can also support additional client-specific NDAs.

We implement structured access controls, secure device protocols, and clear data-handling expectations. Access to systems is managed by you, just as it would be for an in-house employee.

Any suspected breach is escalated immediately. We work with you to investigate, contain, and resolve the issue promptly. Prevention is prioritised through screening, onboarding, and clear protocol.

While retention is a priority, if a specialist resigns we begin replacement recruitment promptly and support transition to minimise disruption.

No.

In most cases, yes. You gain qualified support at a lower cost base while avoiding recruitment expenses, superannuation, leave loading, office overheads, and HR administration.

Rates may be reviewed periodically to reflect performance growth or market conditions, but any changes are discussed transparently in advance.

Invoices are issued fortnightly in arrears. They clearly outline: hours worked, adjustments, and total payable. Our management fee is built into the hourly rate.

Book a short alignment session with your Client Success Manager and specialist. We clarify the task, update documentation, align expectations, and implement. The system evolves with your business.

Our process is structured and transparent: 1. Discovery, where we understand your workflow, expectations, and role requirements. 2. Role Design and Scoping, where we define responsibilities and capability level. 3. Recruitment and Screening, where candidates are sourced, assessed, and shortlisted. 4. Selection, where you interview and select your preferred specialist. 5. Onboarding and KPI Setting, where tasks, expectations, and performance metrics are clearly defined. 6. Ongoing Management, with regular oversight and structured support throughout the engagement.

You're not expected to figure this out alone. Your Client Success Manager works with you to identify suitable tasks, align them with the correct skill level, and convert them into a structured operating plan. Clarity is established before work begins.

KPIs are defined during onboarding based on the role and expected output. We measure performance through agreed deliverables and deadlines, quality benchmarks, communication responsiveness, and attendance and consistency. Performance is reviewed regularly through structured check-ins and monthly reporting. KPIs are practical and aligned to real work, not generic metrics.

Once the specialist is active, work begins under your direction, attendance and performance are monitored, regular check-ins ensure alignment, and adjustments are made where needed.

Yes. Many clients begin with one specialist and expand once the structure is proven. Because we already understand your systems and expectations, adding additional roles becomes faster and more streamlined.