Note:
All productions managers are from America and based in our office.

A: We don’t implement an SSL network due to so many clients that we deal with wanting all different policies and practices set up for their security to their company network, the solution for this is we suggest to comply with your companies network security policies is that you simply set up a VPN (virtual private network) where your offshore employee will connect over the internet to your VPN server and this will then give him a secure tunnel to your location where you can implement what security you so desire.

Upon receipt of the job order and payment of the set-up fee, we provide you with qualified CV’s (Resumes) of the candidates that have already been screened and passed our background check. Once you have decided on a candidate then we will send him an offer letter and start the hire process for you.

A: Unfortunately, we do not allow employees to directly or indirectly receive any sort of bonus, salary increase, incentive, commissions, or anything similar that may be considered as such. However, if you strongly feel the need to reward your employee, you may forward this to our Human Resource Department to guide you on what is suitable and what is not.

This is also why it is paramount that all the employee requirements and preferences needed for the position are expressly detailed in each job order.

Specifying required specialties (i.e. prowess in flash, php, asp, .Net, etc.) will further help you find the employee best suited to your needs.

Our business model is to seat you with an accurate employee.

A: We don’t assign you employees from our existing staff, we use our human resource team that will actually go out and recruit for you based on what you wanted, and this is of course a much more accurate way for you to get the right person for the job.

A: Yes we do internal evaluations and we also send you out an evaluation on month one and again at various times, this is all done by the internal HR dept.

A: Yes we certainly do, we have a wide array of IT people here in the Pakistan, please enquire with our sales department for more information.

We also brain bench every employee and do other in house tests to make sure that we are doing every possible to have the right people in the first place.

A: We at all times maintain a safe and secure network and keep our security patches up to date when they arise. Our facility is secure and the building has 24/7 armed security with lockdown at the main entrance every evening. Before entering the office all employees must sign in using our state of the art biometric system. Employees also have to sign a non compete and non disclosure agreement with us, so you can be rest assured that we take every step to make sure that everything is safe.

It’s also in our interest to get you seated as soon as possible, however in the event that we could not deliver you your staffing requirements in 3 months then we would give you a full refund, no questions asked.

A: We have a biometric log in so we can check digitally the attendance and employees cannot get in and out of the office without using their own thumb print. You can request for this report to be complied by the Human Resource department.

A: You can ask your employee to email you a daily summary or task completion presentations in any form as soon as they complete their work day. These may include text files of daily report sheets, visual updates (sometimes known as “before and after” images), or other updates that you may require.

If you so desire you may ask at any point for the attendance log to be ran and the report sent to you from the human resource department.

Email is of course an option and we can also set you up in our ticket system so you can assign your tasks via email.

A: Billing begins the moment an employee has been chosen, and has begun work for you, this is a pro-rata invoice and the billing cycle is on the first of the month. Note: The set up fee is paid first to recieve resumes.

This can be more if you’re putting a team together of highly experienced employees and depending what you put on your job order, if your job description and qualifications are out of the generic scope then less candidates will apply or be suitable for the position.

For example if you wanted a data entry clerk or creative writer then we would have hundreds of applicants per day for this position. If you choose a level 4 programmer then we would expect to process 5-10 applicants per week before we give you qualified resumes also note that on high level staffing you will be expected to be patient through this process to avoid disappointment

This is the standard 40 hour work week.

• Computer (we purchase all new computers, specs available on request)
• Software licenses (Operating system and typically Adobe Photoshop)
• Recruiting Manpower team (for headhunting, interviewing, clearance and background checks)
• Advertising costs (to find YOUR candidate)
• Brain Bench (This is an international standard test that costs $20 + per employee that we interview)

If our costs go over the set up fee you paid, we continue to finance the recruiting process and there are no additional costs to you.

• Advertising
• Head hunting
• Screening
• Background checks
• Government clearance
• Interviewing
• Extensive personality test (Brain Bench)
• Preparing qualified resumes

You can now sit back and relax while we do all the work to bring you candidates

Important Note:

What you fill out to us is how we are going to hire and this will reflect on the resumes that you see, if you leave something out and we are already running adverts and processing candidates for you, asking questions based on what you put and it’s lacking something then this will ultimately be noticeable on the type of candidates that your going to be getting.

5 Keys to success:

1. State the level of employee your looking for
2. Keep It simple and to the point
3. Don’t type an essay about his/her tasks
4. Outline what they will be doing
5. Outline what you’re looking for

Once we get the form back to us then we send you out a proposal

A: No you don’t pay the set up fee if you employee resigns or does AWOL, we must stress that this is also rare for this to happen, however there are no fees and we replace your employee at no extra cost to you.

A: There is a 5 days evaluation period, if in this time you decide that you don’t think this employee you have chosen is the one for you, we will then change him at our expense and not yours.

A: All our computers are purchased brad new and well maintained, we don’t practice in purchasing 2nd hand computers that you might experience with a competitor. We also make sure that we have emergency machines available in the event that your employee’s machines develop any kind of issues. The terminal administrators are available around the clock should any such events arise and it will be promptly taken care of.

You can see the actual process here:

The average turnover can be done in less than 15 days, and it will not cost you extra. We change that employee at our expense and not yours.

A: We offer a FREE project manager with every 5 employees that you have. You can get a 1% discount of your bill if your monthly account is paid before the first of the month..

A: Although we have systems to prevent this as much as possible, in the event that such a problem occurs, our Human Resource department will address any concerns with the employee, and we will do our best to assist you in order for you to resume your normal course of business.

A: We implement a very strict attendance policy wherein if your employee does not report for work for more than 3 days in a month, then your bill will be adjusted to reflect these days.

A: You are not required to pay for an employee that leaves without any prior notice; we will replace your employee at our expense and not yours. We also have strict contracts in place and we must stress that it is very rare that such a situation would arise.

We are not outsourcing and please note the difference of “outsourcing,” “offshore outsourcing,” and “offshoring” are used interchangeably in public discourse despite important technical differences. To be consistent, “outsourcing,” in a corporate context, represents an organizational practice that involves the transfer of an organizational function to a third party.

When this third party is located in another country the term “offshore outsourcing” makes more sense. “Offshoring,” in contrast, represents the transfer of an organizational function to another country, regardless of whether the work stays in the corporation or not. In short, “outsourcing” means sharing organizational control with another organization, or a process of establishing network relations within an organizational field. "Offshoring,” on the other hand, represents a relocation of an organizational function to a foreign country, not necessarily a transformation of internal organizational control.

1. International bank-to-bank wire transfer
2. Epassporte
3. All Major Credit Cards
4. Pay Pal
5. Western Union

A: We are on +8 hours GMT and we operate 3 shifts per day so we are confident that we have a time zone to fit anywhere you are in the world.

A: Yes, our office already has multiple T1 pines dropped in and bandwidth is not an issue for any types of files sizes.

A: Most certainly, The Philippines is the 3rd largest English speaking country in the world. It is one of our policies that every employee can speak, read, and write in English.

A: Offshore staff leasing is a definite way for any company to compete with low cost competition. Winning internal support from your existing staff is critical to success. Once they embrace the idea, realize that fcmediagroup.com is not a threat to their jobs but rather to support them and make their jobs more productive and innovative. Now you can afford to throw more brains on the same job and get it done a lot faster. this gives you a competitive edge to your company against competition and more time to your existing staff to work on new ideas.