Two ways to fill the seat. You pick the one that fits.
Most brokerages use both: offshore for the volume roles that run on process, onshore for the seats that have to be in the room. The screening standard is the same either way.
Offshore managed team, or onshore direct hire.
| Nova Offshore | Nova Onshore | |
|---|---|---|
| Where they sit | Our offices in Ukraine, working your US shift | Your office or remote in the US |
| Who employs them | Nova. You have no US or foreign employment exposure. | You do. We recruit; you hire directly. |
| What you pay | A flat monthly rate per seat | A one-time placement fee |
| Equipment & workspace | Provided by Nova — desk, machine, headset, redundant power and internet | Your responsibility, as with any employee |
| Ongoing management | Nova handles HR, payroll, attendance, QA and cover for leave | Yours from the start date |
| Best for | Track & trace, back office, SDR, compliance, overnight desks, and carrier sales at volume | Senior carrier sales, account managers, anyone who must be on site or on your payroll |
| Scaling up or down | Add or end a seat on notice under your agreement | A new search each time |
A dedicated team member, managed by us.
Not a call centre and not a shared pool. One named person, full time on your account, who learns your customers and your process.
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Scoping call
We go through the role, the shift and time zone, your TMS and load boards, your volume, and what a good week looks like in your operation. If we don’t think we can staff it well, we say so on this call.
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Sourcing
We pull from an active pipeline in Lviv and Khmelnytskyi, built over fourteen years of hiring for exactly these seats. Because we have run these roles ourselves, the screening isn’t theoretical.
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Screening
Spoken and written English, freight knowledge, and a role-specific exercise — a mock rate call for carrier sales, a document set for back office, a live exception scenario for track and trace. You get a short list, not a stack of résumés.
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You interview and choose
You meet the finalists yourself and make the call. If none of them fit, we go back and source again. Filling the seat with the wrong person costs us more than it costs you.
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Onboarding
Equipment and workspace on our side. Named accounts and least-privilege access on yours. Then training on your TMS, your SOPs and your escalation rules before they touch a live load.
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Ramp and review
A supervised start with quality checks on their work, then regular check-ins with you. Problems get raised while they’re still small — that is the part most staffing arrangements skip.
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Ongoing management
We stay responsible for employment, payroll, attendance and cover when your person is sick or on leave. You direct the work; we keep the seat filled.
Direct-hire recruiting in the US.
For the seats that have to be yours. We do the sourcing and screening; the person joins your payroll and reports to you like any other hire.
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Intake
Role, compensation band, location or remote policy, must-haves versus nice-to-haves, and who the candidate will interview with. We’ll tell you if the band and the requirements don’t match the market.
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Search
Targeted outreach into people currently doing the job at brokerages and 3PLs, not a job-board repost. Freight is a small industry; we recruit into it as insiders.
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Screen and shortlist
Phone screen, freight-specific assessment and reference checks before you see anyone. You get a shortlist with notes on why each person is on it, and who we passed on.
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Your interview process
We coordinate scheduling, keep candidates warm, and give you honest read-outs after each round rather than pushing whoever is closest to accepting.
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Offer and start
We help structure the offer, manage the counter-offer conversation, and stay in contact through notice period and the first weeks — the window where new hires most often fall over.
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Replacement guarantee
If the hire doesn’t work out inside the guarantee window in your agreement, we run the search again. Terms are agreed in writing before the search starts.
What happens to your data and your logins.
Reasonable questions to ask any staffing provider, and the ones US brokerages ask us first.
Named accounts only
Every Nova team member logs into your systems as themselves under least-privilege access. No shared credentials, so your audit log actually means something.
Signed agreements
NDA and confidentiality terms with Nova at the company level and with each individual assigned to your account.
Managed workstations
Company-provided machines with disk encryption, endpoint protection and a written acceptable-use policy — not personal laptops.
Documented offboarding
When someone leaves your account, we notify you and confirm access removal on both sides the same day. It’s a checklist, not a memory.
Business continuity
Our teams work from offices in two cities with backup power and redundant internet, and staff can switch to a prepared home setup if a site goes down.
Your policies apply
If you have a security addendum, a customer-imposed requirement or a specific tooling rule, send it during scoping and we’ll confirm in writing whether we can meet it.
Start with one seat.
Pick the role that hurts most, run it for a quarter, and add the second only when the first has paid for itself.