Pakistan Hiring & Talent Market Consultant

About Us We're Stony Creek Homes, a 26-person residential rehabbing (fix-and-flip) company based in the Washington, DC metro area. Most of our team works remotely around the world: we've been hiring globally since 2017, primarily in the Philippines and Egypt, with some team members in Mexico and Spain. Remote hiring isn't new to us; we have established recruiting, interviewing, and onboarding processes. What is new to us is Pakistan. We've noticed a deep pool of strong candidates there: particularly construction estimators with US takeoff experience (PlanSwift, Bluebeam, CSI divisions), and we want to start hiring from this market with confidence. Before we do, we want a knowledgeable local expert to teach us how the Pakistani talent market actually works and help us avoid the mistakes first-time foreign employers make. What We're Hiring You For This is a consulting engagement, not a recruiting placement (though it may grow into one). We want someone who deeply understands the Pakistani white-collar remote-work market to help us build and pressure-test our Pakistan hiring playbook. Specifically: 1. Market education & strategy (core deliverable) How the talent market works for US-facing remote professionals: where candidates look for jobs, which channels actually produce quality (Rozee.pk, Indeed PK, LinkedIn, Facebook/WhatsApp groups), and how to position a US employer to win. City-by-city guidance (Lahore vs. Islamabad/Rawalpindi vs. Karachi): talent depth, pay expectations, infrastructure reliability. Realistic, current compensation benchmarks for US-facing night-shift roles (we work 9–6 US Eastern), including the norms around USD-pegged pay, night-shift premiums, and inflation/COLA adjustments. 2. Legal & payment structure Walk us through our options: Employer of Record (which providers, real costs, tradeoffs) vs. independent contractor agreements paid via Payoneer/Wise. Norms on notice periods, probation, benefits expectations, and anything compliance-related a US company should know before its first hire. (We will engage counsel for final legal review, we need you for practical, on-the-ground knowledge, not legal opinions.) 3. Vetting & due diligence Help us design a screening process suited to the local market: verifying experience claims, identity/reference checks (CNIC, prior employers), skills-testing norms, and spotting inflated CVs. Guidance on moonlighting norms and how to set exclusivity expectations. Infrastructure vetting: what to require and verify for power backup (UPS/solar) and internet redundancy, given load-shedding and connectivity disruptions during US-overlap hours. 4. Retention & culture What actually motivates and retains Pakistani remote professionals working for US companies; common reasons for churn (counter-offers, emigration) and how to mitigate them. Cultural and communication guidance for integrating Pakistani team members into a US/Philippines/Egypt remote team. Deliverables: A written Pakistan Hiring Playbook covering the above, plus working sessions (video calls) with our CEO and talent team to transfer the knowledge. We'd also like your review/feedback on our first job posting and compensation offer before we publish. Optional Phase 2: If the engagement goes well, we may extend into hands-on sourcing/recruiting support for our first Pakistan hires (construction estimators and an estimating team lead). Who We're Looking For Required: Deep, current, first-hand knowledge of the Pakistani professional job market: you're based in Pakistan or have recently recruited/managed teams there. Direct experience helping foreign (ideally US) companies hire Pakistani remote workers: as a recruiter, HR consultant, agency operator, or hiring manager. Fluent written and spoken English; comfortable presenting to US leadership on video calls. Practical knowledge of payment rails (Payoneer/Wise), EOR providers operating in Pakistan, and standard employment norms. Strongly preferred: Experience hiring for construction estimating, quantity surveying, or engineering roles, especially US-facing night-shift positions. Familiarity with the Lahore-based US-estimating ecosystem (takeoff/estimating back-office firms). A track record we can verify: client references from foreign employers you've advised. Not a fit: Generic offshore staffing agencies pitching pre-packaged candidates, or consultants whose knowledge of Pakistan is secondhand.