A senior US-based operator and a vetted offshore team — running the work that's burning out yours.
Pick a defined operational function. We take it over — soup to nuts. You stop managing it. We just deliver.
A senior US-based operator owns your relationship, builds your SOPs, and guarantees quality. They run a vetted offshore team that does the actual work — at a fraction of the cost.
A US-based operator who owns your account end-to-end. Builds the SOPs, runs the team, sets the bar, and is on a Slack message away when something needs judgment.
Vetted operators in low-cost geographies who execute against your SOPs full-time. Not gig workers. Not shared. Yours.
A pre-vetted bench of replacements, a documented escalation path, and a QA layer baked into every workflow. When someone leaves, the work doesn't.
Most offshore arrangements break because they push the management overhead back onto you. We absorb it.
A real operator on your account — not a CSM, not an account manager. Someone who'd be your COO if you hired one.
Every workflow we build is documented, versioned, and yours. Take them with you if you ever leave.
If a team member moves on, we replace them in days — same SOPs, same ramp, no interruption. You don't even hear about it.
Spot QA on every deliverable, weekly metrics review, and a no-questions credit if work doesn't meet spec.
That's the moment your CO3 starts paying for itself.
Hand it offDiscovery week. Your CO3 lead shadows your team, watches the work, and writes down everything. By Friday, you have a documented SOP for a function that's lived in someone's head for two years.
We pull from a vetted bench, match the right operators to your function, and ramp them on the SOPs. Your CO3 lead trains them, runs the QA loop, and signs off when they're ready to ship.
Work flows through your normal tools — email, Slack, your CRM, whatever. You see weekly metrics, monthly reviews, and your CO3 lead on demand. You never see the team, the timesheets, or the turnover.
Founders, COOs, and operators who know what they need but don't have the bandwidth (or the budget) to hire and manage another full-time team.
What you'd pay vs. an equivalent internal hire — fully loaded, including the manager.
No HR, no payroll, no recruiting, no offer letters. We handle every person on the team.
From kickoff to your first SOP shipped and your team running production work.
We've outsourced before — VAs, agencies, the usual. They all required the same thing: my time. CO3 is the first thing I've handed off and actually had it leave my plate.
Each engagement starts focused, then quietly absorbs more — at no extra management cost. The SOPs compound. The team gets sharper. The function disappears from your weekly review.
We start with a 30-min scoping call and a 14-day pilot. If it isn't running smoothly by day 14, you walk — no contract, no clawback.
Hire on easy modeYour senior lead is US-based — typically a former operator from a real company, not a career consultant. The execution team is in low-cost geographies (Philippines, Latin America, South Asia) — vetted, full-time, and dedicated to your account.
Upwork hands you a candidate. We hand you a working function. We do the recruiting, vetting, training, QA, and replacement. You hand off a workflow on Monday and never think about it again.
Spot QA runs on every deliverable and your CO3 lead reviews the metrics weekly. If we miss a spec, you get the work re-done and a credit on your next invoice — automatically.
We replace them in days, not months. Because the SOPs are documented and we run a vetted bench, the next person ramps on the work — not on your business. Most clients don't even notice the change.
Monthly retainers from $5K depending on team size and scope. Month-to-month, no annual contracts. We start with a 14-day pilot so you can see the work before you commit.
No. We work in your stack — your CRM, your inbox, your project tool, your file storage. The team plugs into your existing workflows so the only thing that changes is who's doing the work.