Skilled international professionals, interviewed by us before you ever meet them. Lower cost, available during US business hours, and no fee unless you hire.
Most job sites hand you a pile of resumes. Labor Doctor does the screening for you.
Email us your resume and tell us about your experience. We interview you ourselves, keep your information on file, and match you with US companies hiring remote staff. It never costs you anything.
We interview every candidate first, including their English and work experience, so the people you meet already fit the role. You pay a placement fee only if you hire someone we introduce.
Three simple steps for candidates and employers.
Candidates email us their resume. Employers email us the role they need to fill. Both go to office@labordoctor.com.
We interview every candidate ourselves by video, checking English level, experience and availability, and keep their information on file so we can move quickly when a role opens.
We set up interviews between employers and the best-matched candidates. If the employer hires, a placement fee applies.
A good dispatcher keeps a service company running. They answer the calls, assign technicians, update customers and make sure no work order falls through the cracks. When the role is done well, nobody notices. When it is done poorly, everyone does.
More US service companies are filling this seat with remote staff. Here is how to do it well.
Write down the daily work before you start interviewing. Will this person take incoming service requests, schedule technicians, chase updates from the field, close out work orders in your CMMS or client portals, or all of the above? A clear list makes it easier to find the right person and to judge them fairly once they start.
Dispatch depends on being available when your customers and technicians are. Decide which US time zone and which hours matter most, and make that a firm requirement. Many international professionals work US business hours as a matter of routine, but confirm it up front rather than assuming.
A dispatcher spends the day talking to customers, technicians and client portals. During interviews, pay attention to spoken English, how clearly they write, and how they handle a frustrated caller. A short role-play, such as a customer calling about a technician who is running late, tells you more than a resume.
A remote dispatcher needs a reliable computer, a stable internet connection, a quiet place to take calls and a backup plan if the power or connection drops. Ask about all of these directly.
Give your new dispatcher access to your systems, a written process for your most common calls and a person to shadow. Start with simpler tasks such as updating work orders, then add live calls as they learn your clients and technicians.
Labor Doctor interviews every candidate by video before you meet them, checking English level, experience and availability during your business hours. You pay a placement fee only if you hire someone we introduce. Email office@labordoctor.com with the role you need to fill.
Every repair or maintenance job creates paperwork. Someone has to receive the request, get it to the right technician, keep the client updated, collect photos and notes, and close the job out so it can be invoiced. In most service companies, that person is the work order coordinator.
The details vary by company, but the job usually includes:
Almost everything a coordinator does happens on a computer and a phone. Work orders arrive through portals and email, technicians send updates from the field, and clients expect updates online. As long as the coordinator has access to your systems and can work your business hours, where they sit matters much less than how organized and reliable they are.
That is why many US service companies hire remote coordinators. It widens the pool of qualified candidates, and it can lower the cost of the role.
Look for someone who is detail-oriented, comfortable juggling many open jobs at once, and confident communicating in English by phone and in writing. Experience with facility management platforms or a CMMS is a plus, but a strong organizer can learn a new system quickly.
Labor Doctor connects US service companies with international professionals who work remotely. We interview every candidate ourselves and introduce only those who fit your role. There is no upfront cost, and you pay a placement fee only if you hire. Email office@labordoctor.com to get started.
Hiring remote staff from outside the United States can give a growing company access to skilled people at a lower cost. It also comes with a few questions that do not come up with a local hire. Here are five things to check before you make an offer.
For customer-facing and coordination roles, communication is the job. Interview by video, have the candidate explain a past task in their own words, and ask for a short written sample, such as an email updating a client about a delay.
Confirm the exact hours the candidate can work in your time zone, and whether that schedule is sustainable for them long term. A candidate who agrees to overnight hours they cannot keep is likely to leave.
Ask what computer they use, how fast and reliable their internet is, and what happens during a power or connection outage. Some candidates keep a backup connection or battery for exactly this reason.
Many US companies engage international remote staff as independent contractors and pay them through an international payment service. Foreign contractors commonly provide IRS Form W-8BEN instead of a W-9. Rules differ by situation and country, so talk to your accountant before you set up payment.
Decide which systems the new hire needs, give each person their own login rather than sharing one, and remove access promptly if someone leaves. This protects your clients and makes onboarding cleaner.
Labor Doctor interviews every candidate before you meet them, covering English level, experience, availability and work setup. Candidates never pay a fee, and companies pay only when they hire someone we introduce. Email office@labordoctor.com to tell us about your role.
Email your resume to office@labordoctor.com and we’ll set up an interview. Always free for job seekers.
Send Your Resume