DHPDirect Hire Partners

Direct-hire remote recruiting for home services

Stop losing jobs because nobody answered the phone.

We recruit and vet remote CSRs, dispatchers, and support staff for HVAC, plumbing, roofing, and electrical companies. Meet the finalists, choose who you want, and hire them directly.

Start My SearchSee how it works
  • Human-vetted candidates
  • No ongoing agency markup
  • Replacement protection
HVAC technician loading tools into a service van in a residential driveway
The tech is already booked. That happened in the office.
Direct hire
You employ them, not us
Job-specific testing
Phone role-play before you meet them
One-time fee
No monthly per-hour markup
Replacement
Six-month protection

Every missed call is a job someone else may book.

When the office gets busy, calls go unanswered, estimates go unfollowed, and technicians lose time waiting on scheduling or paperwork.

Hiring another local office employee is expensive and slow. Hiring overseas can save money, but finding someone reliable takes weeks you do not have. We handle the recruiting.

Illustrative search volume

  • 214applications received
  • 31recruiter phone screens
  • 9role-play assessments
  • 3finalists you actually meet

Three strong candidates are more useful than three hundred applications.

The office side of the job

Revenue is protected before a truck ever reaches the driveway.

  1. 01

    Customer calls

    4:45 PM, no cooling

  2. 02

    Remote CSR answers

    First ring, not voicemail

  3. 03

    Appointment booked

    Right slot, right info

  4. 04

    Dispatch updated

    Tech routed, notes attached

  5. 05

    Technician runs job

    Nobody waiting on the office

  6. 06

    Follow-up completed

    Estimate and review chased

How the search runs

A defined process, not a talent marketplace. Every stage has an owner, a deliverable, and a decision point.

  1. 01

    Tell us what the office needs

    Call volume, business hours, service area, dispatch software, who they report to, what they will own, and the pay range. We write it down and you approve it before we start.

  2. 02

    We recruit

    We go find people with real customer service, dispatch, sales, or admin experience supporting U.S. service businesses. You do not sort applications. That is our job.

  3. 03

    We test

    Live phone role-play, written follow-up, scheduling judgment, note-taking, and software walk-through. Anyone who cannot hold a service call does not reach your calendar.

  4. 04

    Meet the finalists

    Two to four candidates we would put in our own office, each with a written profile, recorded call sample, pay expectation, and an honest note on where they are weak.

  5. 05

    Hire directly

    Pick the one you want and put them on your team. They work for you, they are paid by you, and our invoice is finished.

Why direct hire

Staffing should not mean paying a markup forever.

Most offshore staffing companies bill you every month for as long as that person works for you. We would rather get paid once for finding the right hire, then get out of the way.

Read the full comparison

Traditional outsourcing

  • You pay the staffing company monthly
  • They pay the worker a portion
  • The markup continues every month
  • The employee stays tied to the provider

Our direct-hire model

  • We recruit and screen
  • You meet the finalists
  • You make the hire
  • You pay the employee directly
  • The recruiting fee ends

We make money by helping you make the hire — not by sitting permanently between you and your employee.

Role-specific testing

We test whether they can actually do the job.

We do not claim anyone is "top 1%." We tell you exactly what we put them through and what we saw.

The scenario every CSR candidate runs

A homeowner calls at 4:45 PM because the AC quit. We listen for whether the candidate gathers the right information, communicates urgency calmly, sets honest expectations, books the correct slot, documents it, and stays professional the whole way through.

Dispatcher at a service company desk working a scheduling board with a headset on
Candidate evaluation scorecard
What we scoreHow
Spoken EnglishLive call, not a written sample
Call controlKeeps an upset homeowner on track
Scheduling judgmentKnows an emergency from a maintenance call
Note-takingJob notes a tech can actually use
Urgency recognitionNo heat, no water, no power — moves it up
Software familiarityWalks a CRM without hand-holding

Recruiting for the systems your team already uses

ServiceTitanHousecall ProJobberGoHighLevelCallRailPodium

Experience with platforms such as these. We are not a partner or reseller of any software company.

What shows up in your inbox

An illustrative example of the profile that comes with every finalist.

Maria S.

Remote Customer Service Representative · Philippines

Experience
4 years supporting U.S. service businesses
Handles
Inbound calls, scheduling, lead and estimate follow-up, CRM updates
Tools
ServiceTitan, Google Workspace, Slack, GoHighLevel
Availability
40 hrs/week, U.S. business hours
Pay expectation
$9 / hour

Recruiter notes

Strong spoken English and a professional phone presence. Experienced handling inbound customer calls, appointment scheduling, and follow-up. Calm under pressure and comfortable working from structured scripts and CRM workflows.

Reservation: her dispatch experience is limited to a two-truck shop. If you are routing eight or more techs a day, weigh that in the interview.

Example profile shown for illustration. Not a live candidate.

Roles we recruit

See the full directory
Front Office
  • Remote CSR
  • Receptionist
  • Appointment Setter
Operations
  • Dispatcher
  • Scheduling Coordinator
  • Administrative Assistant
Revenue Support
  • Estimate Follow-Up
  • Lead Follow-Up
  • Membership Renewals
  • Database Reactivation
Back Office
  • Billing Support
  • A/R Follow-Up
  • CRM Administration
  • Operations Assistant

Built for home-service operations

HVACPlumbingElectricalRoofingRemodelingProperty Services
Remote customer service representative taking notes during a call at a home desk

The economics

A $9/hour hire can protect far more than $9/hour of revenue.

The value of a strong remote CSR or dispatcher is not just lower payroll. It is fewer unanswered calls, faster lead response, more appointments booked, better technician utilization, consistent estimate follow-up, and an office that is not underwater.

We do not guarantee revenue outcomes. What we control is the quality of the person you interview.

Run the cost comparison

One fee. Stated up front.

No retainer, no per-hour margin, no charge for candidates you do not hire.

Search commitment

Due at kickoff. Applied in full toward the placement fee.

$500
Placement fee

Of first-year compensation, invoiced when your hire accepts.

20%
Minimum fee

Applies when 20% falls below the minimum.

$2,500
Replacement protection

A qualifying departure triggers a new search at no placement fee.

6 months

Worked example

Remote CSR at $9/hour, 40 hours a week — roughly $18,720 a year. A 20% placement fee is $3,744, paid once. After that you pay the employee directly and we are done.

Founding-client pricing. Standard rates may change as the service expands.

Full fee terms

You could post the role yourself.

You absolutely can recruit offshore staff without us. You would just need to:

  • Write the job posting
  • Review the applications
  • Screen communication
  • Run first interviews
  • Coordinate time zones
  • Evaluate role fit
  • Handle the no-shows
  • Compare the finalists

Owners hire us because they would rather spend two hours interviewing three serious candidates than forty hours running a search.

Get the phone answered. Keep the schedule full.

Start My Search