Keep the hire. Skip the back-office mess.
$495/mo per placed hire. We handle payments, light HR, and the culture work that keeps your senior remote hire on the team past 90 days.
Optional. Add it at kickoff or anytime after. Cancel anytime.
The 90-Day Replacement Promise is the safety net. The retainer is the maintenance plan.
Most Staffing Studio talent is senior remote professionals in the Philippines and Kenya. You pick how you employ them: an international contractor, an EOR (Employer of Record) like Deel, Remote.com, or Oyster, or another setup. The retainer is the done-for-you layer on top of whichever you choose.
Culture and engagement services
Most remote hires don't leave over pay or workload. They leave when anniversaries get missed, birthdays go unmentioned, and the holidays slip past without a word from the company.
This is the most distinct piece of the retainer. We run anniversary and birthday gifting, plan holiday touch points, and handle the small moments that keep a remote hire feeling like part of the team. It is the same culture work xFusion bundles into its managed contractor fee, available a la carte for your direct hire.
The retention moments we run for you
- Birthdays
Personal, on-brand, on the right date. - Work anniversaries
Year one through year five and beyond. - Holiday gifting
Structured calendar of touchpoints across the year. - Team-building moments
Quarterly virtual gatherings and milestone celebrations. - Engagement check-ins
Light-touch quarterly conversations that surface retention risk early.
What we coordinate
- EOR coordination
Deel, Remote.com, Oyster, or your provider of choice. - Contractor agreement support
If you prefer to engage them directly. - Payment timing and approvals
Run on your schedule. - Contractor-to-employee transitions
Handled so there's no gap in pay.
Payment coordination
We work with your chosen EOR (Deel, Remote.com, Oyster) or your contractor agreement to handle timing, approvals, and the pay schedule. You don't have to build a new process for a single seat.
If your hire is moving over from an existing contractor setup, we handle the switch so there's no gap in pay.
Light HR support
Onboarding paperwork, benefits help through your EOR (if it offers them), and the day-to-day support that comes with a remote international team member. We answer the standard questions your hire asks in month one, month three, and month twelve.
What we are not: a PEO, an EOR, a full HR department, or a benefits administrator. The retainer is a service layer that sits on top of the setup you pick. For full HRIS, benefits brokerage, or PEO services, we will point you to partners we trust.
The HR layer we hold
- Onboarding paperwork
Offer letter, NDA, handbook acknowledgement. - Benefits help
Through your EOR, if it offers them. - Ongoing support
Day-to-day, for the placed seat. - HR Q&A for your hire
Month one, three, and twelve standard questions.
The fourth leg of the stool.
The 90-Day Replacement Promise covers the worst case. The retainer covers the long haul. Hires stick when you get four things right: a clear role, fair pay, thorough TraitX vetting, and ongoing care after the hire starts. The retainer is the fourth leg of that stool. It's optional because some clients already have the systems and time. It exists because most don't, especially when the hire is overseas.
I forget that they're technically not in-house employees, they truly are part of the team.
Four steps from sign-up to sticky.
Add the retainer at any time
Sign up at kickoff, on your hire's start date, or six months in when you realize you don't want to learn international pay cycles on a Tuesday night. The $495/mo starts the month it kicks in. No setup fee. No long-term contract.
Onboarding handoff
We do a short handoff call in the first week. You tell us how you employ the hire (EOR or contractor), and we plug into it. We share the gifting calendar, the check-in schedule, and the contact path for your hire. Under an hour of your time.
Monthly rhythm
Payments run on time. We handle the back-office work in the background. Your hire gets birthday and anniversary touches without you remembering the dates. Holiday gifting goes out on a set calendar. You get a short monthly summary if you want one, or radio silence if you don't.
The stickiness compounds
Three months in, the placement feels settled. Six months in, the hire feels like part of the team. Twelve months in, you are past the industry-average tenure by 6x. The retainer pays for itself the first time you don't have to re-hire the role.
The retainer questions clients ask.
No. The retainer is fully optional. The core placement service stands on its own at 33% of the hire's first-year base salary, with the 90-Day Replacement Promise included.
Keep it. The retainer is unbundled, so we focus on the culture work and any light HR support you want. Tell us at kickoff and we'll set expectations clearly.
Onboarding paperwork, benefits help through your chosen EOR (if it offers them), and answers to the day-to-day questions that come up with a remote international team member. We are not a full HR department, a benefits broker, or the people who handle a serious performance issue or a legal claim.
A PEO co-employs your team under a shared employer model. An EOR (Employer of Record) is the legal employer for international hires, and the team member sits on the EOR's payroll. The Sticky-Team Retainer is neither. You pick how you employ the hire (EOR or contractor). We sit on top and run the coordination, light HR support, and culture work.
Yes. Day one, day 91, or month 14. Clients who skip the retainer at kickoff usually circle back after their first international payment headache or after a work anniversary slips past unnoticed.
Yes. No long-term contract. If you decide to bring pay coordination and people ops in-house, we'll help you hand it off cleanly. The placed hire is yours either way.
It does. TraitX placements average more than 12 months of tenure (vs. the industry's roughly 6 months). That comes from thorough vetting, fair pay, clear expectations at kickoff, and ongoing care after the hire starts. The culture work is the fourth piece. Paired with a clean placement, it is the difference between a hire who lasts a year and one who is still on your team in year three.
No. Performance management lives with you. You direct the work, set expectations, and run reviews. If a performance issue shows up in the first 90 days, the 90-Day Replacement Promise covers a re-run of the search at no extra charge.
Sticky-Team Retainer
$495 / month per placed hire
Optional. Add at any time after placement. Cancel anytime.
- Payment coordination with your chosen EOR or contractor setup
- Light HR support (onboarding paperwork, benefits help if your EOR offers them, standard Q&A)
- Culture and engagement services (anniversary and birthday gifting, holiday touch points on a set calendar, team-building moments)
- Monthly check-in summary
- Direct contact with your retainer point of contact
Hire them once. Keep them for the long haul.
The placement is the hard part. Most firms walk away once the hire starts. The Sticky-Team Retainer is built for the years that come after: payment coordination, light HR, and the culture work that turns a new senior remote hire into a long-tenure member of your team. Optional. $495/mo per placed hire. Add it whenever it makes sense.
Book a discovery call$500 refundable deposit on the core placement. Placement fee is due before your hire starts. Retainer is optional. Cancel anytime.