Let's design your team in twenty minutes
One short call is enough to map what your operation could look like — the team, the coverage hours, the service levels you'd hold us to, and what it would genuinely cost compared with running it yourself.
You'll leave with something useful either way: a clear view of what the work should cost, how quickly a team could be running, and where your current setup is quietly losing money.
Choose a timePrefer to write first? There's an email option at the bottom.
Twenty minutes well spent, even if you're only exploring
By the end you'll have a realistic view of what a team handling your work would look like, a cost range you can take to your board, an honest timeline, and a proper like-for-like comparison against what you spend today.
Most businesses have never costed their in-house support properly. Salaries are the visible number — employer National Insurance, pension contributions, holiday and sick cover, recruitment, equipment, desk space, and management time absorbed supervising it all are the invisible ones. Together they usually add far more than people expect.
Here's exactly how it goes
No discovery theatre, no qualification script. This is the actual structure.
What you're fixing
Not your org chart — the specific thing that made you start looking. Response times slipping, a backlog nobody has time for, weekend calls unanswered.
Volumes and hours
How much work, which channels, when the peaks land, what hours genuinely need covering. This is where the team takes shape.
Standards
The service levels you work to, the quality bar you'd hold us to, and any compliance or data requirements shaping the design.
What we'd build
The shape of the team, a realistic cost range, how quickly it could be running — clear enough to decide on without waiting for a follow-up call.
What this call is, and what it isn't
What it is
- A working conversation with someone involved in delivery
- A realistic view of cost, timeline, and team shape
- A proper comparison against what you spend today
- Your chance to interrogate how we hire, train, and pay people
- A clear answer on the call, not a week later
What it isn't
- A slide deck about our values and our journey
- A qualification call to book you into a real call later
- A pitch that ignores what you said and describes our packages
- A commitment of any kind
- Twenty minutes you'll wish you'd spent elsewhere
Tell us what you need, then pick a time
Two minutes of questions so the call starts with context, not small talk. Then choose a slot and you'll get an instant confirmation with a calendar invite.
Your company
What do you need help with?
Select all that apply.
What's the main problem?
Team size required
Coverage required
Expected workload
Calls, tickets, emails or tasks — roughly how many, and over what period?
Systems you currently use
Target start date
Anything else we should know?
Anyone can promise cheaper. We can explain why it's also better.
The saving comes from where the cost of employment sits — not from who we hire.What happens next
A written proposal
Team structure, coverage hours, service levels, and costs, set out plainly enough to put beside your in-house figures and compare like with like. Usually within a few days of the call.
A first phase that proves it
Most clients begin with a defined scope or a small dedicated team. It's the fastest route to seeing the quality yourself, so the big decision gets made with evidence rather than promises.
Scale on your terms
Once the numbers and the quality reporting back it up, expanding is straightforward — more channels, more hours, more people, added as your volumes justify them.
The questions worth asking first
What will it cost?
Cost depends on team size, coverage hours, and complexity. We'll give you a realistic range on the call rather than a headline figure that changes once anyone looks at the detail.
What's worth knowing beforehand: your in-house cost isn't salaries — it's salaries plus employer NI, pension, holiday and sick cover, recruitment, equipment, desk space, and management time.
We've had a poor experience with offshore support before.
The cause is almost always the same — the provider competed on price, which meant hiring cheaply, training briefly, and replacing people constantly. Our model is built the other way round: graduates only, Academy training before anyone touches a client account, and heavy investment in retention. Bring that experience to the call and ask about pay, training hours, and expected attrition.
How small can we start?
As small as makes sense for you — a single process, one channel, or a couple of people is a perfectly good first phase. Starting narrow means you see the quality for yourself before committing further.
Who will I be speaking to?
Someone involved in running accounts, not a salesperson working from a script. You'll be talking to the people who'd actually deliver the work.
What are the contract terms?
Terms are set out in the proposal. Recruiting and training a dedicated team is a real investment, so there's usually a minimum commitment — we'll be upfront about exactly what we're asking for and why.
How do you maintain quality once we're live?
Quality measures are agreed during design and reported on an agreed cycle. Structured QA, call and ticket monitoring, and regular calibration are part of how accounts run from day one. Underneath that sits the thing that matters most: retention.
How is our data handled?
Access controls, storage, retention, and destruction procedures are agreed and documented before any work begins, alongside confidentiality agreements covering everyone on your account.
What's it like working with a newer partner?
You get senior attention and a partner with everything to prove. The fundamentals aren't new though: graduate-only recruitment, structured Academy training, and documented quality processes from day one.
Rather email first?
Send us the shape of the problem — what needs covering, roughly how much of it there is, and what you've tried so far. We'll come back within one business day.