Overseas staffing

We build your overseas team, and we keep it together.

We find, vet and onboard skilled professionals for businesses hiring outside their own market — then stay involved, so they stay.

See our services How we work

What we handle

Hiring

Scope the role, source, test properly, start them well.

Culture

A remote team with a reason to feel like one team.

Retention

Growth paths, recognition and check-ins that keep good people.

Reputation

A company strong candidates actually want to join.

The real problem

Hiring abroad rarely fails for the reason people think

When an overseas team underperforms, location gets the blame. It is almost never the cause. Three things go wrong first.

Colleagues talking together on tiered bench seating in a bright, planted breakout area

The role was never properly defined

A wish-list job description attracts people who match the words, not the work.

Onboarding was a folder of documents

Capable people look average for months when nobody owns their first weeks.

Nobody noticed them drifting

People rarely leave suddenly. They leave after months of not seeing what comes next.

So hiring, culture and retention sit with one team here, not three suppliers.

What we do

Four services, handled together

Take one or take all four. Each protects the value of the last.

Hiring and onboarding

Define the role against real work, test candidates, run a structured start.

Team culture

The routines that stop a remote team drifting from head office.

Retention

Growth paths, recognition and check-ins that surface problems early.

Employer reputation

The reputation that makes strong candidates choose you.

What each service includes

Why Occavi

What makes us different

One team, not four suppliers

All four owned by the same people, so nothing falls between vendors.

Screened against the work

Candidates are tested on real tasks, not just interviewed.

We stay after the placement

Retention is the job, not an extra. We keep talking to your people.

On the ground, not directed remotely

We work in the same market and time zone as the people we hire.

You hear the bad news early

A failing search or a struggling hire reaches you while there is time to act.

We say no to poor fits

If a role or timeline is unrealistic, we say so before we start, not three months in.

A wide view across the Occavi office, with colleagues talking in the lounge area and others working at the bar seating beyond

The short version

How it works

Three stages. The third one does not end.

You tell us what you need
The roles, the work, the timing. If the plan will not work, we say so.
We find, test and start them
Found, tested and started against the role you approved, culture set up from day one.
We stay involved
We check in with your people, report back, and adjust as the team grows.

Thinking about hiring abroad?

Tell us the roles you have in mind. If we are not the right fit, we will say so.

Contact us

About Occavi

One team for finding people, and for keeping them

Most companies buy hiring, culture and retention from three suppliers. We treat them as one job.

Why we exist

What we are built to do

The talent is rarely the problem. The match is, and everything after it.

Good people leave within a year not for a better offer, but because nobody built a reason to stay. Finding and keeping are one job here, owned by one team.

Two Occavi colleagues in conversation in front of a wall reading Occavi - Building teams. Building futures.

The name

Occavi is two words joined together

Said Oh-KAH-vee. Each half is a habit we hold ourselves to, and both are drawn in the mark.

Occa — from Latin, Occasio

Ready before the moment arrives

Occasio was the narrow, favourable moment — never luck, only preparation. That is the peak in the mark, pointing up.

Vi — from Norwegian, vi

We, not I

Vi means we. It puts the group at the centre; an opportunity that helps one person is worth little. That is the ring.

What we hold to

Our values

Behaviours we can be held to, not slogans. If we are not doing these, tell us.

Opportunity

We build the conditions for one, then act when it appears.

Readiness

People and processes kept prepared, so we move without a run-up.

Collective

Every door one person opens, we hold open for the next.

Momentum

We review each placement so the next improves on the last.

Loyal

Committed to the work and to each other.

Proud

Our own delivery is held to the standard we screen candidates against.

Four Occavi colleagues talking together with laptops open on sofas in a breakout area

How we are set up

What that means in practice

People who know the market first-hand

We work in the market we hire in: what roles pay, where candidates look, what makes people walk away.

One team across the whole cycle

Sourcing, onboarding, culture and retention by the same group. Context is never lost in a hand-over.

One person who owns your account

You are not routed between departments or re-explaining your business.

Your work stays with us

We do not subcontract your account or pass it through layers you cannot see.

See what we actually deliver

The four services, what each includes, where we stop, and who each suits.

Our services

Ready to talk it through?

Tell us the roles you have in mind and we will say honestly whether we can help.

Contact us

Services

Four services that build a team and hold on to it

Take one or all four. Each says plainly what it covers and what it does not.

Before you compare providers

Know which model you are buying

Providers here sell three different things and use the same words for all of them.

A recruitment agency

Finds you people and hands them over. Involvement ends at the placement.

An outsourcing provider

Takes a whole function and manages the work itself. An output, not a team.

Occavi

We find and hire the people; they work to your managers. The team is yours, and we stay to keep them.

If you want a provider to own the work itself, we are not the right fit — and we say so on the first call.

Hiring and onboarding

We define what the role really needs, find people who match, test them on the work, and start them properly.

What is included

Role scoping. The job description pulled apart until it describes the work, not a wish list.
Sourcing. Direct approaches, not adverts that only reach people already looking.
Vetting and skills screening. Tested against the work itself, not just interviewed about it.
Structured onboarding. A defined first stretch with someone responsible for it.

Best for: teams that would rather get the fit right than fill a seat fast.

Not included: we do not make the decision for you. You interview the shortlist and choose.

Two people reviewing a candidate's practical task, its brief and test cases shown on a wall screen beside them

Team culture

People far from head office drift without anyone deciding to let them. We put in the routines that stop it.

What is included

Culture and onboarding programmes. What a new person is told about how you work, and who tells them.
Team rituals. A weekly rhythm and a way of marking finished work, so a scattered group acts like a team.
Internal communication support. Decisions at your end reach your team in a form they can act on.

Best for: teams where the people abroad feel like contractors rather than colleagues.

Not included: we do not manage daily work or set priorities. That stays with your managers.

Occavi team members in a meeting room on a video call with four colleagues joining remotely

Retention

People rarely leave suddenly. We build the reasons to stay, then watch closely enough to catch the drift early.

What is included

Growth and career pathing. A written answer to “what is next for me here”.
Recognition. Work noticed by someone whose opinion counts. The cheapest reason people stay, and the most skipped.
Ongoing check-ins. Regular conversations with your people, separate from their manager.

Best for: companies losing good people without a clear reason why.

Not included: we do not set salaries or make promotion decisions. We tell you what the market is doing and what your people are saying.

Three views of retention in practice: a team health dashboard on a laptop beneath the words 'Retention is built in conversation, not in contracts', a retention overview on a wall display, and a card reading 'We stay close to the small things so big things don't go wrong'

Employer reputation

Your employer reputation is what candidates believe about working for you before they speak to you. It decides who applies and who accepts.

What is included

Positioning. What is genuinely true and appealing about working for you, said consistently.
Talent community and referrals. Staying in touch with strong people who were not right this time; making referrals easy.
Pipeline building. A pool built ahead of the need, so the next role does not start from zero.

Best for: companies hiring abroad more than once.

Not included: we do not run your consumer marketing or manage your public social accounts.

An office wall reading 'Real support from real people', with three mounted panels carrying quotes from placed staff

Three views across the Occavi office and terrace, captioned 'People first. Distance doesn't change that.' and 'Better teams. Stronger outcomes. Built to last.'

The method

How an engagement runs

Most hiring goes wrong before anyone is contacted, so we spend real time at the start.

Intake
How your business runs, what the team will do, who they report to, what has been tried.
Role scoping
What the job genuinely needs on day one, what can be learned, and what belongs in a different role.
The honest market check
Whether that mix of skills exists in one person, and what it takes to attract them. If not, you hear it now.
Sourcing and screening
Direct approaches, tested against the work. Assessed separately: can they do it, will they stay, will they work your way.
Shortlist and your interviews
Our reasoning attached to each candidate, reservations included. You interview and decide.
Onboarding and culture setup
A defined start with an owner, and the routines that keep a distributed team connected.
Check-ins and review
We keep talking to your people, report back, and adjust as the team grows. This stage does not end.

Boundaries

What we do, and what we don't

We do

Scope roles with you before sourcing anyone.
Find, screen and test every candidate we present.
Run onboarding and set up how the team works together.
Keep checking in with your people after they start.
Report what we are seeing, including bad news.
Tell you when a role or timeline is unrealistic.

We don't

Manage your team's day-to-day work or set priorities.
Take over a whole business function and run it as our own.
Pass your account to another agency or subcontractor.
Present candidates we have not screened ourselves.
Promise a hire will work out regardless of how the role was defined.
Take on a search we do not think we can do well.

Fit

Whether this is right for you

A good fit if you are

Building or growing a team outside your own market.
Tired of coordinating a recruiter, an HR vendor and a culture consultant separately.
Losing hires you thought were good, without a clear reason why.
Planning to hire again, not just once.

Probably not a fit if you

Want a whole function taken off your hands and run independently.
Want the cheapest possible hire and nothing else.
Need one contractor for a short piece of work.
Cannot give your team abroad a manager on your side.

What we ask of you

What we need from your side

A short list, but the engagement depends on it.

A named owner

Someone on your side who owns this team. No manager at home is the most reliable way to fail.

Honest detail about the work

What the job involves on a normal day, tedious parts included. Better now than in month two.

Time to interview

You decide, so we need your availability once a shortlist is ready. Shortlists go stale.

A straight answer on constraints

Hours, overlap, and what the role can pay. We tell you what each costs in candidate pool.

Questions

Before you get in touch

Who manages the team day to day?

You do. Your managers set the work and priorities. We handle what surrounds the job: how someone was hired and started, and whether they still want to be there in a year.

Can we use just one of the four services?

Yes. Many start with hiring and add the rest once there are people to look after.

How do you assess candidates?

Against the work wherever the role allows: a real task, not only a conversation. We assess separately whether they can do it, will stay, and will work your way.

How long does hiring take?

It depends on how tightly the role is scoped, so a number quoted blind would be a guess. You get a realistic timeline once we understand the need.

What happens if a hire does not work out?

We look at why before we replace anyone: sometimes the person, often the scoping, onboarding or the job itself. We tell you which, even when it reflects on us. Remedies are in your engagement terms.

How is the time-zone difference handled?

Settled during scoping, because it changes who will accept the role. We tell you what a given schedule costs in the size and quality of the pool.

How is the employment structured?

Settled before anyone is hired, with which parts sit with us and which with you set out plainly.

Tell us what you need

Bring the roles you have in mind. We will say honestly how they sit in the market and whether we are the right fit.

Contact us

Contact

Get in touch

Message us on LinkedIn and one of our team will reply. The roles you have in mind and roughly what they involve is enough to start.

Message us on LinkedIn (opens in a new tab)

After you reach out

What happens next

A person replies
Someone on our team answers directly. Not an autoresponder, not a sales sequence.
We ask a few questions
Enough to understand the roles, who they report to, and which service applies. Often you need less than you thought.
A short conversation
We talk through the work and say honestly how it sits in the market, and whether we are the right fit.

Worth having ready

None of it is required, but the first conversation goes further with it.

Roughly what the work involves on a normal day.
Who the team would report to on your side.
Whether this is one role or the start of a team.
Any hours or overlap the role genuinely requires.

Read our services first

Three views of Occavi team members reading and replying to enquiries, beneath the words 'We read with care. We reply with thought.'

Legal

Privacy Policy

This policy explains what information Occavi handles, why we handle it, and the choices available to you. It covers this website and enquiries made to us through it.

Who this policy covers

It applies to visitors to this website, to people and organisations who contact us about our services, and to candidates who take part in a recruitment process we run on behalf of a client.

Information we collect

This website does not use contact forms and does not ask you to create an account. We do not collect names, email addresses or phone numbers through this site.

Information you send us

If you contact us through LinkedIn, we receive whatever you choose to include in that message, along with the profile information LinkedIn makes available to us. LinkedIn's own handling of your data is governed by its privacy policy, not ours.

Candidate information

Where we run a recruitment process, we handle information supplied by candidates or their referees — for example work history, qualifications, assessment results and interview notes — for the purpose of assessing suitability for a specific role.

Technical information

Our hosting provider may record standard server log information, such as IP address, browser type and the pages requested. This is a normal function of serving a website and is used for security and reliability.

How we use information

To respond to enquiries and discuss whether we can help.
To assess candidates against a specific role and present suitable shortlists to the client concerned.
To provide the services agreed with a client, including onboarding and retention support.
To keep our website secure and functioning correctly.
To meet legal, regulatory and contractual obligations.

Cookies and analytics

This website does not set advertising or tracking cookies and does not run third-party analytics. No consent banner is shown because there is no non-essential tracking to consent to. If analytics are introduced in future, this policy will be updated first and any consent required in your market will be requested.

Text messages and SMS

We do not operate an SMS or text-message programme, and this website does not collect phone numbers or offer an SMS sign-up. We do not send marketing text messages.

Should Occavi introduce SMS messaging in future, we would obtain express opt-in consent before sending messages, message frequency would vary, message and data rates may apply, recipients could stop messages at any time by replying STOP and request assistance by replying HELP, consent would never be a condition of purchase, and mobile opt-in information and consent would not be sold or shared with third parties for their own marketing or promotional purposes. This paragraph describes the standards we would apply; it does not describe a programme currently in operation.

Sharing information

We share candidate information with the client for whose role the candidate is being considered. We may share information with service providers who help us operate — for example website hosting — and only to the extent needed to provide that service. We may disclose information where required by law. We do not sell personal information.

International transfers

We work with client companies located in other countries. Where information is transferred across borders as part of delivering our services, we take steps to ensure it remains protected to an appropriate standard.

Retention

We keep information only as long as needed for the purpose it was collected for, or as long as required by law and our contractual obligations. Candidate information is kept for as long as it is relevant to current or reasonably foreseeable opportunities, and is deleted or anonymised when it is not.

Security

We apply reasonable technical and organisational measures to protect information against loss, misuse and unauthorised access. No method of transmission or storage is completely secure, and we cannot guarantee absolute security.

Your choices and rights

Depending on where you live, you may have the right to request access to the personal information we hold about you, to ask for it to be corrected or deleted, to object to or restrict certain processing, and to withdraw consent where processing relies on consent. To make a request, contact us through the channel on our contact page. We may need to verify your identity before acting on a request.

Children

Our services are directed at businesses and working professionals. This website is not intended for children, and we do not knowingly collect information from them.

Third-party links

This website links to LinkedIn. We are not responsible for the privacy practices or content of any third-party site, and we encourage you to read the policies of any site you visit.

Changes to this policy

We may update this policy as our services or legal obligations change. The version published on this page is the current one.

Contact

Questions about this policy, or a request relating to your information, can be sent through the channel on our contact page.

Legal

Terms & Conditions

These terms apply to your use of the Occavi website. By using this site you accept them. If you do not accept them, please do not use the site.

About this website

This website provides general information about Occavi and the services we offer. It is intended as an introduction to our work, not as a binding offer, a quotation, or professional advice on any specific situation.

Services are governed by a separate agreement

Nothing on this website forms a contract for services. Any engagement with Occavi is governed by the written agreement entered into for that engagement, which sets out the scope, responsibilities, fees and remedies that apply. Where anything on this website conflicts with that agreement, the agreement takes precedence.

Intellectual property

The content of this website — including text, layout, design, graphics and the Occavi name and logo — is owned by Occavi or used under licence, and is protected by intellectual property law. You may view and print pages for your own reference or to evaluate our services. You may not copy, republish, adapt or use our content or branding for commercial purposes without our written permission.

Acceptable use

You agree not to:

Use this website in a way that breaks any applicable law or regulation.
Attempt to gain unauthorised access to the site, its server, or any connected system.
Introduce malicious code, or otherwise interfere with the operation of the site.
Use automated tools to scrape or harvest content in a way that places unreasonable load on the site.
Misrepresent your identity or affiliation when contacting us.

Accuracy of information

We take care to keep the information on this website accurate and current, but we do not warrant that it is complete, error-free, or up to date at all times. Information may change without notice.

Third-party links

This website links to LinkedIn. We do not control third-party sites and are not responsible for their content, availability, or practices. A link does not imply endorsement, and your use of any third-party site is subject to that site's own terms.

Availability

We aim to keep this website available, but we do not guarantee uninterrupted access. We may change, suspend or withdraw all or part of the site at any time without notice.

Disclaimers and limitation of liability

This website is provided on an “as is” and “as available” basis, without warranties of any kind to the fullest extent permitted by law. To the extent permitted by law, Occavi is not liable for any indirect or consequential loss, or for loss of profit, revenue, data or business, arising from your use of, or inability to use, this website. Nothing in these terms limits or excludes liability where it would be unlawful to do so.

Privacy

Our handling of information is described in our Privacy Policy, which forms part of these terms.

Changes to these terms

We may update these terms from time to time. The version published on this page is the current one, and continued use of the site after a change means you accept the updated terms.

Contact

Questions about these terms can be sent through the channel on our contact page.

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Back to home

We build your overseas team, and we keep it together.

Hiring

Culture

Retention

Reputation

Hiring abroad rarely fails for the reason people think

Four services, handled together

Hiring and onboarding

Team culture

Retention

Employer reputation

What makes us different

One team, not four suppliers

Screened against the work

We stay after the placement

On the ground, not directed remotely

You hear the bad news early

We say no to poor fits

How it works

You tell us what you need

We find, test and start them

We stay involved

Thinking about hiring abroad?

One team for finding people, and for keeping them

What we are built to do

Occavi is two words joined together

Ready before the moment arrives

We, not I

Our values

Opportunity

Readiness

Collective

Momentum

Loyal

Proud

What that means in practice

See what we actually deliver

Ready to talk it through?

Four services that build a team and hold on to it

Know which model you are buying

A recruitment agency

An outsourcing provider

Occavi

Hiring and onboarding

Team culture

Retention

Employer reputation

How an engagement runs

Intake

Role scoping

The honest market check

Sourcing and screening

Shortlist and your interviews

Onboarding and culture setup

Check-ins and review

What we do, and what we don't

We do

We don't

Whether this is right for you

A good fit if you are

Probably not a fit if you

What we need from your side

Before you get in touch

Tell us what you need

Get in touch

What happens next

A person replies

We ask a few questions

A short conversation

Worth having ready

Privacy Policy

Who this policy covers

Information we collect

Information you send us

Candidate information

Technical information

How we use information

Cookies and analytics

Text messages and SMS

Sharing information