VIRTUAL ASSISTANCE
Engage a limitless atmosphere of global, virtual talent to perform routine tasks and augment project deficiencies.
TALENT POOLS AND PIPELINES
NEED PRESSURE AND PATIENCE
Maintaining a steady stream of filtered local talent data is time-consuming and expensive.
OUT OF TOUCH
In-house employee records don’t usually include keyword-searchable data on specialty expertise that inherently exists within the walls of our organization but outside the scope of our staff’s day-to-day responsibilities. This lack of access means we’ll be inclined to look externally for help on tasks or projects we already had the internal capability to perform.
DOWN THE DRAIN
Employment applications have a viable shelf life of about three to four weeks. Whenever our business has a talent requirement, we’ll need the resources to maintain a filled, flowing, and well-filtered recruiting funnel or pay a staffing company to do the work instead. It’s a high-cost, low yield model that wastes money we could have reallocated elsewhere.
AGAINST THE CLOCK
Projects and routine tasks have necessary deadlines, yet we’ll waste too much time searching for the right talent to complete the work. Once hired or contracted, we’ll need to onboard them, train them, and do the whole meet the bosses, office tour thing as the clock ominously ticks toward zero hours.
IN A PINCH
HIRE A TEMP – RIGHT?
When I was in my early 20s, I loved temping because expectations for job performance were low, and I’d get paid a premium for just being available on the fly. I had access to all sorts of confidential information in my various job duties and learned a bunch of trade “secrets” that I’ve molded into best practices over the years. However, some of my coworkers enjoyed the intrigue of espionage and leaked operational intelligence to their agency to gain favoritism and bonuses.
I’m not saying all temps are bad for business, but loyalty is reciprocal, and our return is only as good as our investment.
CLOUDS AND CURRENTS
EBB AND FLOW
How fast could you move forward with organically filtered global talent data?
VIRTUAL WORKFORCE
Did you know there are over fifty-seven million freelancers in the United States alone and another twenty million more spread across the rest of the developed world? That’s an army of talent sitting at home working on projects for our competitors. It’s called the Human Cloud, and it’s the workforce of the future – today.
VIRTUAL WORKFLOW
This Gig Economy is the best resource on the planet for finding experienced talent. It’s brimming with full-time freelancers, part-time professionals, and side-hustle specialists that are eagerly ready to accept new assignments. They can join our existing teams in a hybrid dynamic to collaborate on big projects or solely execute a similar workflow in delivering their piece of the puzzle.
VIRTUAL WORKSPACE
Most of the infrastructure and individual resources that we provide in-house staff isn’t necessary for engaging virtual talent. WHF (work from home) professionals use their private workspaces, computers, Internet connection, and supplies while performing flex-time projects or routine work during regular hours.
B-HARMONY
The Human Cloud is where more and more companies are sourcing highly rated professionals from just about any skill set and level under the sun. Conversely, amateurs and experts alike are using this virtual community to beef up their resumes and bolster their portfolios.
“Fulfill my joy by being like-minded, living in harmony, united toward one goal.”
~ Philippians 2:2 ~
So many perfect matches are made every minute because of this harmony of supply to demand.
WHY DO YOU NEED U.S. CLOUD CONSULTING?
To do more, in less time, with less overhead and expense.
HOW DOES THIS WORK?
Virtual Assistance is as beneficial to the support systems of modern business as the assembly line is to manufacturing. Knowing when to use it, where to find it, and how to manage it is crucial augmenting internal productivity. My involvement, to assist in the success of your mission, would be through:
PHASE 1: PREPARATION
- Learning the future goals and foreseeable challenges of your mission
- Reviewing the general patterns and processes of departmental workflows
- Assessing the requirements and capabilities of your technical infrastructure
- Surveying the internal culture and external ecosystem of your institution
PHASE 2: PRESENTATION
- Reporting our analysis and interpretation to verify overall comprehension
- Qualifying our knowledge and experience relative to your scope of expectation
- Researching the best cloud products and services to align with objectives
- Proposing a cooperative solutions blueprint with phased milestones and deadlines
PHASE 3: PRODUCTION
- Screening potential outsourced partners and SaaS platforms
- Mediating vendor relationships to maximize efficiency and ongoing support
- Facilitating productive virtual meetings and collaborative brainstorming sessions
- Managing the progress and accountability of internal and external teams
PHASE 4: PROPAGATION
- Administrating solutions implementation and employee transition
- Establishing policy addendums and revised procedural documentation
- Mentoring principle staff on how to utilize new tools and systems effectively
- Evaluating results and making potential next-step recommendations
SCHEDULE A CALL
In the past twenty (20) years, I’ve had the privilege to help countless businesses exceed expectations by simplifying problems into two key elements, psychology and tech-knowledgy. As an outside consultant, I’m able to see the bigger picture from an unbiased perspective and efficiently support your teams’ ability to achieve success.
