Discover the constraint
We understand the work creating pressure, why it matters now, who will own the role and whether it is suitable for a distributed team.
Shared: Sprint + clientHow it works
Start with one role. Prove the model. Scale with confidence.
A disciplined process reduces risk. We define the work, recruit for the scorecard, clarify responsibilities and support the employment relationship while your business leads the work.
The Sprint process
From business constraint to integrated team member.
The process is designed to make the decision easier, the responsibilities clearer and the first 90 days more deliberate.
Build the role scorecard
We define responsibilities, outcomes, experience, communication standards, working hours, training needs, KPIs and escalation paths.
Shared: Sprint + clientRecruit and assess
Sprint sources and screens candidates for relevant experience, communication, professionalism and role fit before presenting a focused shortlist.
SprintInterview and choose
You meet the candidates, assess fit for your team and make the final hiring decision. Sprint does not choose your employee for you.
ClientPrepare and onboard
Sprint establishes the employment relationship. Your team trains the employee on your business, products, systems, processes, brand and expectations.
Shared—with client leading job trainingReview, support and grow
Your business provides day-to-day leadership and feedback. Sprint supports the employee relationship, HR matters and formal performance or continuity processes when required.
Shared: clear ownershipRole readiness
The best first role is not simply the cheapest one.
A strong first role has meaningful business value, repeatable work, an internal owner and a realistic training plan.
Clear work. Clear owner. Clear value.
- Recurring work suitable for remote delivery
- An internal manager with capacity to train and give feedback
- Defined responsibilities and success measures
- Tools and documentation can be provided
- The role creates meaningful capacity or service improvement
- The employee can become a long-term member of the team
Ambiguity creates avoidable risk.
- No one is available to train or manage the person
- The work is not yet understood internally
- The role requires constant physical presence
- System access cannot be appropriately controlled
- The goal is the cheapest possible short-term labour
- The expectation is that Sprint will replace leadership
Shared responsibility
Successful onboarding works like a good onshore hire.
Sprint brings the person and employment framework. Your business brings the knowledge, standards and leadership that no external provider can replicate.
Sprint owns
The employment relationship.
- Recruitment support and screening
- Employment and payroll administration
- Employee HR and wellbeing support
- Support for formal performance matters
- Replacement or continuity coordination where required
The client owns
The role and daily work.
- Business, product and systems training
- Priorities, coaching and feedback
- Quality standards and performance measures
- Documentation, tools and internal escalation paths
- All access, privacy, data and security decisions
Security and confidentiality
Your systems remain under your control.
Clients contract with Sprint's Australian legal entity. Sprint employees are bound by applicable employment and confidentiality obligations.
You decide access.
Your business determines which systems, applications, data and intellectual property the employee can access.
You control permissions.
Your business provisions, limits, monitors and removes access under its own IT and security policies.
Responsibilities stay clear.
Sprint does not determine or administer client system permissions. We support the employment relationship while you retain operational control.
A practical next step
Start with one role. Prove the model. Scale with confidence.
A focused conversation will help us identify the right first role, clarify responsibilities and decide whether Sprint is the right fit.