“What If It Doesn’t Work Out?” How RS Global’s Replacement Policy Actually Works

This is the question nearly every business owner asks before hiring remotely. It is a fair question. Here is an honest answer about what happens when a placement does not work out, and why 92% of RS Global clients never have to find out.

The Question Behind the Question

When a business owner asks “what if it doesn’t work out,” they are usually asking something more specific. They want to know whether they are going to be stuck. Stuck paying for someone who is not performing. Stuck in a contract they cannot get out of. Stuck going through the whole process again at full cost.

These are reasonable concerns. A bad hire at the domestic level costs an average of $17,000 to $21,000 when you account for recruiting, onboarding, lost productivity, and the time it takes to start over. Add international complexity, and the fear compounds.

So here is the straightforward version of how RS Global handles this.

What the RS Global Replacement Guarantee Actually Covers

If a placement does not work out within the trial period, RS Global runs a full replacement search at no additional cost. Not a credit toward a future search. Not a partial refund. A complete new search, identical in scope to the original: 60 to 100 candidates sourced from scratch, three rounds of internal screening, full government-level verification, and a new top-three shortlist delivered with written summaries, candidate CVs, and a custom video interview package tailored to your company.

The only thing that changes is the brief. When RS Global restarts the search, Ravi or Sunny personally re-engages to understand what worked about the original hire, what did not, and what to look for differently. That conversation is where the next search gets sharper.

Why the Replacement Policy Exists and Why Most Clients Never Use It

The replacement policy is not a fallback because RS Global expects placements to fail. It exists because hiring is inherently uncertain, and the right response to that uncertainty is to reduce the client’s risk, not to make the client bear it alone.

The more instructive number is the retention rate. RS Global’s placed professionals stay at a rate of 92%. The industry average for remote staffing sits between 60 and 70%. The gap comes down to how the search is structured before anyone ever meets the client.

When you source 60 to 100 candidates for a single role, run three internal screening rounds, and verify every candidate through Peru’s national government payroll database before presenting a shortlist, the people who reach the client interview have already been filtered in ways that most agencies never attempt. The government verification alone catches job stackers, fabricated work histories, and false credentials at a source that cannot be faked. Competitors relying on candidate-submitted documents have no equivalent check.

The result is that the three candidates a client meets are not the top three of whoever happened to be available. They are the top three of a purpose-built search conducted specifically for that client, that role, and that team dynamic.

What Happens to US Hires Who Don’t Work Out

It is worth putting the replacement guarantee in context. When a US-based hire does not work out, there is no replacement guarantee. There is no agency absorbing the cost of the next search. The business owner pays a recruiter again, or spends weeks sourcing candidates independently, or both. The average cost of a single bad hire is roughly 30% of that person’s annual salary, and that figure does not include the time the owner lost managing the situation.

RS Global’s model eliminates most of those costs. No upfront fees means no money at risk before the hire begins. The replacement guarantee means no additional recruiting cost if something goes wrong. One monthly consulting fee covers payroll, HR, compliance, and benefits administration for as long as the professional is in the role. There is no layer of hidden cost to navigate.

The Three-Month Trial Period

The standard trial window is three months. This is intentionally structured as a low-pressure evaluation period for both sides. The client gets time to see how the professional performs across real work, not just a set of onboarding tasks. The professional gets time to understand the client’s systems, communication preferences, and priorities.

Most of the very few cases that do not make it past the three-month mark involve a change in the client’s business circumstances, not a problem with the hire. A company reorganizes, a role scope shifts, a project gets shelved. In those cases, the replacement guarantee still applies, and the new search can be reframed around the updated need.

How Ending an Engagement Works

If there is a documented cause (performance issues, theft, or misconduct, for example), you can terminate the contract immediately. No waiting period, no penalty.

If there is no specific cause, all we ask is two weeks notice. That is the maximum notice you will ever owe. There is no 30, 60, or 90 day exit clause buried in the agreement.

One request before you let someone go: give RS Global the chance to replace that person first. When Ravi and Sunny step into a replacement search, the brief gets sharper, because they already know what worked and what did not the first time. Clients who take that option usually end up with a stronger second hire.

Owner-Led Involvement Before, During, and After Placement

One reason the replacement policy works in practice is that Ravi and Sunny are personally involved at every decision point. Every new client speaks directly with one of the founders before a search begins. They are not handing off to an account manager after the sale. They conduct the discovery, define the search brief, and stay involved through the shortlist presentation and final interview.

After placement, RS Global continues to manage payroll, HR, and compliance. If something starts to look off in the first few weeks, the team has direct visibility into it. Problems that surface early can often be addressed before they become reasons to end an engagement.

This is what boutique staffing looks like in practice. Not a platform that presents you with candidates and disappears. A team that remains accountable for the outcome.

A Realistic Picture of the Risk

The replacement policy matters, but the more useful question is: what reduces the probability of needing it?

The answer is the search itself. RS Global does not pull from a bench of pre-screened candidates. Every search starts from zero. When the team sources 60 to 100 candidates for a role, the shortlist that reaches a client is the result of that entire field being worked through three screening rounds and a full government verification stack. The client is not choosing from whoever was available. They are choosing from the three people who survived a process designed to filter for exactly what their business needs.

The government verification piece deserves particular attention. RS Global verifies every candidate’s employment history through Peru’s national government payroll database. This is a record maintained by the Peruvian government that tracks every employer who has reported income for that person. If someone is currently working multiple jobs simultaneously, that record will show it. If they have fabricated their work history, the government record contradicts it. No US-based staffing firm can access these records. It requires a legal Peruvian entity and in-country relationships that RS Global has built through its Lima legal entity.

That verification is one of the main reasons the retention rate is 92%. The placements that stick are the ones built on an honest, complete picture of who the candidate actually is.

What to Ask Any Agency About Their Replacement Policy

If you are evaluating multiple agencies, here are the questions worth asking directly before you commit to anything.

• Is there a replacement guarantee, and what does it cover exactly?
• Is the replacement a free full search, or a discount on the next search?
• What is the agency’s retention rate across all placements, not just the placements they choose to highlight?
• How are candidates verified? What specific sources are checked, and are those sources independently verifiable?
• Is there a long-term contract, and if so, what are the exit terms?
• Who specifically handles your search: a dedicated recruiter, a team, or a job posting distributed to a pre-existing pool?

Most agencies will give vague answers to the verification question in particular. “We use a comprehensive screening process” is not an answer. The specific steps, the sources checked, and the mechanisms for catching job stacking or credential fraud are what matter. RS Global can describe each step of its process in concrete detail because those steps are the differentiator, not a marketing claim layered on top of a resume review.

Frequently Asked Questions