10/10
Client rating on candidate English fluency
5 talents
Pre-vetted to interview
2 weeks
Time to complete task handoff
“It was very clear that Remote Leverage had the best candidates.”
Alyssa Miller
DoubleClose.com
Challenge:
DoubleClose.com funds double closings for real estate wholesalers nationwide, with a same-day funding model that lives or dies on responsiveness. As the business grew, so did the phones.
The team needed a customer support specialist to take inbound calls, build relationships with wholesalers, and be the first voice a prospective borrower hears. As Kelsey put it, they were looking for someone to “ultimately be like the face of our company when people call in to find out about us.”
That standard made the role hard to fill. The team spent close to two years searching and worked through several staffing companies without a hire.
Two requirements kept killing candidates:
Other providers failed on a third point before the candidates were even evaluated. “I found that a lot of other companies weren’t responding,” Alyssa said.
Solution:
Remote Leverage took the role definition, ran recruiting and vetting end-to-end, and returned pre-vetted candidates in batches of five, each one already cleared on the fluency bar that had eliminated candidates everywhere else. The team hired directly under a direct hire model, with a flat placement fee and no recurring monthly markup.
The differentiator was not just the shortlist. DoubleClose.com runs an unusual hiring sequence, including a client-designed assessment administered before the first interview and a preference for Remote Leverage to lead the questioning. The process was rebuilt around theirs rather than the reverse.
Key Highlights
| Metric | Value |
|---|---|
| Role placed | Customer Support Virtual Assistant |
| Search history before Remote Leverage | ~2 years, multiple providers, no hire |
| Candidates shortlisted by Remote Leverage | 5, pre-vetted for English fluency |
| Time to full task handover | 2 weeks |
| Scope transferred | Inbound client calls, client relationship building, front-line company representation |
| Hiring model | Direct hire, flat placement fee, no recurring markup |
Streamlined Hiring, Start to Finish
Every candidate who reached the team had already cleared the fluency bar. The team rated the English of the candidates they interviewed 10 out of 10, and the screening meant no interview slot was spent on someone who could not do the job. “These were the only candidates that we’re interviewing.”
The contrast was the point. At other providers, candidates were nominally English speakers with an accent too strong for a client-facing phone role.
DoubleClose.com required shortlisted candidates to complete their own assessment before the first interview. It is not how most clients hire. Remote Leverage built it into the funnel anyway. “He was very adaptable, which was great,” Alyssa said.
Interviews then ran on the team’s terms: Remote Leverage led the questioning, one candidate at a time, with the client adding follow-ups at the end.
With fluency and experience already validated, the choice came down to fit. Remote Leverage ran mock interviews with the selected candidate to prepare her for the final round, then closed the loop: a three-way onboarding call with the new hire and the client, documentation covering payment and timesheets, and a check-in afterward to confirm everything was in place.
“You guys made the process so smooth, and really took a lot off our plate when we were getting started.”
Kelsey, DoubleClose.com
The pace surprised them in the other direction. “It was really refreshing that he was willing to go pretty quickly with us,” Alyssa said. “I definitely felt the urgency on his side.” She eventually told the hiring manager to ease off, because finding the right person mattered more than speed.
Outcomes
2 weeks
To full client call queue handoff
10/10
English fluency, every candidate interviewed
Overcoming the Remote Training Objection
The team arrived skeptical, and specifically so. Their previous in-office assistant sat next to Kelsey from nine to five, which meant she could be coached through live calls. Remote appeared to remove that entirely, in a field where a new hire starts with no vocabulary at all.
The fix was structural, not technological. The team reorganized their day rather than trying to replicate an office: two to three scheduled check-ins daily through the first two weeks, live role-play sessions, and a full back catalog of recorded client calls, roughly a year’s worth, for the hire to work through independently.
Two weeks after her start date, with no prior exposure to lending or real estate, she was cleared to run the call queue on her own. “Her ability to pick up on what we do, I was just surprised. She’s a pro at it now.”
The team’s advice to companies stuck at the same hesitation: “It’s just reorganizing your day a little bit to make that remote work feasible.”
Why DoubleClose.com Chose Remote Leverage
Kelsey first contacted Remote Leverage months before the hire, researched competitors, and came back. When Alyssa joined the business earlier in the year, they came back again. What made the difference:
“We always just ended up coming back to Remote Leverage.”
Kelsey, DoubleClose.com
Results Summary
| Success Metric | Outcome |
|---|---|
| Search history before Remote Leverage | ~2 years, multiple providers, no hire |
| Candidates per interview batch | 5, all pre-vetted for English fluency |
| English fluency rating | 10 out of 10, across all candidates interviewed |
| Time to independent client-facing work | 2 weeks |
| Recurring fees | None. 100% of wages go to talent |
DoubleClose.com had spent two years and several providers looking for one customer support hire who could be the voice of the company on the phone. Remote Leverage delivered pre-vetted candidates in batches of five, absorbed the team’s own assessment into the process, and two weeks after her start date the hire was running the client call queue independently.
Related reading: Case studies for Fast Real Estate and The Acre Hub.
