Case study
How a real estate recruiting firm added 250 daily outreach capacity with a LatAm recruiter
A real estate recruiting company needed more outreach capacity to contact 250 prospective agents each day and keep recruiter calendars productive. The company partnered with Global Squirrels to hire a full-time Latin America based recruiter and appointment setter. Global Squirrels handled sourcing, screening, interviews, onboarding, payroll, and compliance support, creating 40 hours of weekly outreach capacity with recruiter overflow coverage.
Executive summary: Expanding daily agent outreach without overloading recruiters
A real estate recruiting company needed more capacity at the top of its recruiting funnel. Its internal recruiters were responsible for persuading experienced real estate agents to consider joining the organization, but a large part of their day was being consumed by outbound prospecting and appointment setting.
The business wanted a dedicated remote professional who could contact approximately 250 prospective agents per day, create a steady flow of appointments, and step into recruiter conversations when internal calendars were full. The role needed to combine the persistence of an appointment setter with the communication skills of a recruiter.
The company partnered with Global Squirrels to hire a full-time remote recruiter and appointment setter from Latin America. Time zone alignment and strong English communication were priorities because the employee would work closely with the North American recruiting team and speak directly with prospective agents.
Global Squirrels screened candidates for communication, work history, equipment, internet reliability, and role fit. Qualified profiles were presented within 3 to 5 business days, and the full hiring cycle was planned around a 2 to 3 week window.
The selected hire added 40 hours of dedicated weekly outreach capacity and flexible backup coverage for recruiter meetings.
About client: Real estate recruiting team scaling agent outreach
The company was not looking for a basic administrative assistant. It needed someone who could manage high-volume outreach and also support recruiting conversations when extra meeting capacity was needed.
The challenge: 250 daily contacts required more dedicated capacity
The recruiting model depended on volume. Reaching approximately 250 prospective agents each day required consistent outreach, follow-up, scheduling, and accurate handoff to internal recruiters.
Without a dedicated person owning that workflow, recruiters risked spending too much time generating appointments and too little time conducting the conversations where their experience created the most value.
Capacity was another challenge. If outreach worked well and several prospects wanted to meet, internal recruiter calendars could fill quickly. The company wanted the new hire to do more than schedule appointments. Once trained, that person needed enough confidence and recruiting ability to take selected meetings directly.
Location mattered too. The company preferred Latin America because the employee could work during similar business hours as the internal team. That overlap supported live coaching, faster handoffs, and easier recruiter overflow.
The company was also comparing providers, so screening quality, pricing transparency, speed, and a straightforward employment model were important.
The solution: A full time LatAm recruiter and appointment setter
Global Squirrels helped structure the position around two connected responsibilities.
First, the employee would own high-volume appointment setting by contacting prospective agents, following up, identifying interest, and scheduling conversations for recruiters.
Second, the role would provide recruiter overflow. After training, the employee could take selected meetings directly when internal calendars were already full.
Global Squirrels focused the search on English-speaking Latin American candidates who could work 40 hours per week in time zones compatible with the client.
Pre-screening covered communication ability, employment history, equipment readiness, internet reliability, and relevant outreach or recruiting experience. This allowed the client to spend interview time on candidates who had already met the core operational requirements.
The expected monthly cost was approximately $1,500 to $1,700, including candidate compensation and the applicable service fee, giving the client visibility before making a hiring decision.
How the hiring process runs: From role request to daily agent outreach
Step 1: Define the role
The client documented the daily outreach target, appointment-setting responsibilities, recruiter overflow expectations, schedule, English requirements, and preferred Latin American location.
Step 2: Submit the request
The online hiring request took about 5 to 10 minutes. Global Squirrels then began sourcing candidates against the role requirements.
Step 3: Pre-screen candidates
Candidates were reviewed for communication skills, work history, equipment, internet connectivity, and relevant recruiting or appointment-setting experience.
Step 4: Review profiles
Qualified candidate profiles were delivered within 3 to 5 business days, including compensation information for cost visibility.
Step 5: Interview and select
The client interviewed candidates directly and retained control over the final decision. The complete process was expected to take about 2 to 3 weeks.
Step 6: Onboard
After selection, Global Squirrels prepared the offer details covering responsibilities, compensation, work hours, and start date. The client then trained and managed the employee while Global Squirrels supported onboarding, payroll, and contractor administration.
Results: 40 weekly hours focused on outreach and recruiting support
The hire gave the company a dedicated resource built around the activity level its recruiting model required.
The team gained 40 hours per week of focused outreach capacity, with a target of approximately 250 prospective real estate agents each day. Internal recruiters no longer had to carry the entire burden of both prospecting and recruiter conversations.
Appointments could be routed to internal recruiters, while the remote hire provided additional meeting coverage when calendars were full. This made the role more flexible than a traditional appointment setter.
Latin American time zone alignment also supported live coaching and same-day communication with the recruiting team.
The company gained predictable cost visibility, with the role expected to remain within the approximate $1,500 to $1,700 monthly range.
Most importantly, the business created a repeatable model for separating high-volume outreach from higher-value recruiter conversations as hiring activity grows.
Testimonial: More outreach without stretching the recruiting team
Why real estate recruiting companies choose Global Squirrels
Real estate recruiting is often a volume and follow-up challenge. Even a strong recruiter team can lose capacity when the same people are responsible for every cold contact, follow-up, appointment, and recruiting conversation.
Global Squirrels helps businesses add dedicated remote talent without building a separate international sourcing, onboarding, and payroll process internally.
Clients define the role, preferred country, schedule, skills, communication requirements, and budget. Global Squirrels sources and pre-screens candidates, while the client keeps control over interviews, selection, training, daily management, and performance.
For this company, the model added 40 hours of weekly support around a 250-contact daily outreach target and created backup recruiting capacity when calendars were full.
That combination addressed the immediate need for more prospecting activity and the longer-term goal of scaling recruiter capacity without adding unnecessary administrative complexity.
Scale agent outreach without stretching your recruiting team.
Hire a full-time remote recruiter from Latin America to manage prospect outreach, appointment setting, follow-up, and recruiter overflow. Global Squirrels handles sourcing, screening, onboarding, payroll, and contractor support while your recruiters stay focused on high-value conversations and bringing the right agents into your organization.