The questions brokerages actually ask.

We fill seats at US freight brokerages and 3PLs. Two ways: a dedicated full-time team member based in Ukraine whom we employ and manage on your behalf, or recruiting a US-based candidate who joins your own payroll directly.

Carrier sales, track and trace / night operations, back office and accounting, sales development, safety and compliance support, and customer service. Full descriptions are on the roles page. If your role isn’t listed, send the job description — the sourcing process is the same and we’ll tell you if it’s outside what we do well.

No. Nova sells staff, not dispatch. Our people are trained to a standard set by years of running these roles in US freight, but engaging Nova means hiring a person who works for you — not handing your freight to somebody else to manage.

One seat. Plenty of brokerages start with a single night track-and-trace desk or one billing person and expand once it’s obviously working. We’d rather you start small and stay than commit to five seats and unwind it in month three.

Ukraine — primarily Lviv and Khmelnytskyi, in the west of the country, where we recruit, train and run our teams.

It’s a fair question and we won’t wave it away. Our answer is operational: teams in two separate cities, backup power and redundant internet at each office, every person equipped to switch to a prepared home setup, and cross-trained cover so one person being offline doesn’t stop your account.

Ukrainian teams have served US logistics clients continuously throughout the war, including ours. On the scoping call we’ll walk you through what specifically would happen on your account in a bad week, rather than asking you to take it on trust.

Yours. Offshore staff are hired onto a US shift as their normal working schedule — Eastern, Central, Mountain or Pacific, day or overnight. That’s a genuine full shift on your clock, not a few hours of overlap.

Dedicated. One named person, full time on your account, who learns your customers and your process. We don’t rotate people through accounts or split someone across three clients.

Nova does. They are our people under Ukrainian employment, and we handle payroll, local taxes, equipment and HR. You have no foreign employment relationship, no immigration question and no US payroll exposure — you pay Nova a monthly rate per seat.

We cover it. Planned leave is scheduled with you in advance and covered by a cross-trained colleague; unplanned absence is covered the same day where the role allows it. Keeping the seat staffed is part of what the monthly rate buys.

Tell us early and we replace them. Recruiting and re-training the replacement is our cost, not a new fee to you. We’d also want to understand why — sometimes the honest answer is that the role was scoped wrong rather than the person being wrong.

Yes. Staff typically work inside your own phone system or CRM dialler with a US number, so from the outside a call is indistinguishable from one made from your office. If you don’t have a system for it, we can advise on one.

Mostly in who does the screening. Our screeners have run brokerage desks, so candidates get a freight-specific assessment rather than a keyword match on a résumé. We also tell you who we rejected and why, which most agencies don’t.

When your hire starts. The fee is agreed in writing before the search begins and isn’t charged for sending you candidates.

Yes — if the hire leaves or doesn’t work out within the guarantee window set in your agreement, we run the search again. The length of that window is agreed up front rather than being buried in terms.

Ask us. We’re strongest on the operational seats we’ve run ourselves. For a VP-level search we’d tell you honestly whether we’re the right firm.

Good enough that a carrier or a shipper doesn’t have to work at understanding them — that’s the bar, and it’s tested on a live call rather than self-reported. Accents exist; comprehension problems are what disqualify a candidate. For written roles we test writing separately, because they’re different skills.

They arrive with the fundamentals — equipment types, rate confirmations, accessorials, load boards, how a broker makes money. You teach them your customers, your lanes and your process, which is what you’d do with any hire.

Role-specific, not a generic interview. A mock rate negotiation for carrier sales, a document set with deliberate errors in it for back office, a live exception scenario for track and trace, a cold call for SDRs. Then English, references and a background check appropriate to the role.

Nova is new, so quoting a retention statistic would be inventing one. What we can tell you is how we manage it: we employ offshore staff properly with career progression and pay reviews, we don’t overload night desks, and replacing someone costs us rather than you — which is the incentive that matters.

Yes, and we’d encourage it. You meet the finalists and make the decision. If none of them are right, we source again rather than pressing you to pick one.

Yours. If your TMS runs in a browser we can train someone on it — commonly McLeod, Aljex, Turvo, Tai, Revenova or in-house tools, plus DAT and Truckstop on the board side. Product names are used here for identification only; we’re not affiliated with them.

Named accounts with least-privilege access in your systems, no shared credentials, company-provided and encrypted workstations, endpoint protection, signed NDAs at both company and individual level, and a documented same-day offboarding checklist when someone leaves your account.

Send it during scoping. We’ll read it and tell you in writing what we can meet, what we can meet with changes, and what we can’t — before you commit to anything.

That’s your call and we follow your lead. Staff work under your brand, in your systems, on your email domain if you want them to. We won’t advise you to make claims to your customers that aren’t true — if a customer contract requires US-based handling, that’s a genuine constraint we need to know about.

Offshore is a flat monthly rate per seat covering recruiting, employment, equipment, training and management. Onshore is a one-time placement fee. We don’t publish rates because a night track-and-trace desk and a senior carrier rep aren’t the same product — the pricing page explains exactly what moves the number.

Never. We’re paid for staffing, not a cut of your load revenue or margin, so nothing about our incentives touches your buy rate.

There’s a notice period on offshore seats, because we employ a real person who needs more than a week’s warning. The length is agreed in your contract before you sign and we’ll flag it explicitly rather than leaving you to find it.

It depends on the role and how specific your requirements are — a standard track-and-trace seat and a senior bilingual carrier rep are very different searches. We’ll give you a realistic date on the scoping call and then hold ourselves to it, rather than quoting a headline turnaround here.

Talk to us about it. Most clients start with a single seat as the low-risk way in. If you want something more structured than that, raise it on the first call and we’ll tell you what we can offer in writing.