Operational support for service businesses

Build the remote operations team that keeps calls answered, follow-up moving, and revenue protected.

SurPrime helps service businesses stop losing money in the daily operation: missed calls, weak follow-up, messy scheduling, delayed billing, CRM chaos, and overloaded managers.

We define the role, scope, workflow, and ownership first. Then we find bilingual talent who can actually carry the work.

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Carefully selected. Professionally screened. Built around your workflow.

Calls answeredFollow-up ownedRevenue protected

Five operating departments. One support layer built around your workflow.

OperationsFinanceCustomer ExperienceSales SupportMarketing Operations

Operational leakage

Stop losing revenue in the daily operation.

Growth does not only break at the strategy level. It leaks through missed calls, weak follow-up, messy scheduling, delayed billing, CRM chaos, and managers carrying work that should already have an owner.

Missed calls

Revenue disappears when new jobs, tenants, or customers wait too long for a response.

Weak follow-up

Estimates, leads, invoices, vendors, and customer updates need consistent ownership.

Overloaded managers

Owners and managers should not carry every dispatch, CRM, billing, and scheduling detail.

Use cases

Real operational scenarios we help clean up.

Before we recommend a person, we map the workflow that is costing your team time, attention, or revenue.

For a plumbing company

Missed calls, dispatch changes, estimate follow-up, technician updates, CRM notes, and a clean daily recap.

For a property manager

Tenant requests, vendor coordination, work orders, portal updates, owner communication, and follow-up tracking.

For a cleaning company

Recurring schedules, client updates, cleaner check-ins, quality follow-up, billing handoff, and schedule changes.

Departments

Five departments. One cleaner way to scale.

We start by understanding where your team needs support, then shape the department, role, scope, and ownership around how your business actually works.

01

Operations

The coordination layer for schedules, projects, owners, teams, and daily execution.

DispatcherProject CoordinatorOperations CoordinatorOperations ManagerExecutive Assistant
02

Finance

Cleaner follow-through across billing, receivables, payables, job costing, and payroll support.

BookkeeperAP / ARAccounting SpecialistJob Costing SpecialistPayroll Support
03

Customer Experience

A stronger front line for calls, intake, scheduling, customer updates, and tenant communication.

CSRCustomer SuccessScheduling CoordinatorIntake SpecialistTenant / PM Coordinator
04

Sales Support

Consistent ownership for pipeline activity, outbound follow-up, appointment setting, and lead management.

SDRBDROutbound SalesAppointment SetterLead Manager
05

Marketing Operations

Support for the systems that keep CRM, content, email, social, and automation moving.

Marketing CoordinatorCRM SpecialistSocial MediaEmail MarketingAutomation

Before hiring

What we build before we introduce anyone.

A better hire starts before sourcing. We define the operating gap, the department, the responsibilities, the schedule, the tools, the communication style, and what ownership should look like in practice.

  • Role and department defined
  • Candidate scorecard
  • Clearer onboarding
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How it works

How it works from first conversation to productive support.

The process is built to reduce guesswork, protect your time, and make sure the candidate fits the actual workflow.

  1. 01

    Diagnose

    We understand the department, workflow, tools, schedule, and current pressure.

  2. 02

    Define

    We turn the need into role scope, responsibilities, scorecard, and success criteria.

  3. 03

    Source and screen

    We filter for communication, experience, English, ownership, and fit.

  4. 04

    Meet a shortlist

    You meet focused candidates, not a generic stack of resumes.

  5. 05

    Select and onboard

    Move forward with managed talent or direct hire with clear expectations.

Hiring options

Two clear ways to build the right remote support layer.

Choose ongoing managed support with SurPrime, or use a custom search when your company wants to hire directly. Not sure which model fits? We recommend the right path after understanding the role, workload, and operating pressure.

Managed Remote Talent

For companies that want SurPrime close after the search.

SurPrime helps define the role, introduce the professional, support the ramp, and stay involved while the operating cadence settles.

Relationship: Monthly managed support with SurPrime.

Your team leads: Daily priorities, tools, standards, and decisions.

SurPrime supports: Coordination, expectation alignment, and role recalibration.

Best when: You want dependable remote support without building the structure alone.

Managed support gives you one partner for the professional, the role, and the first month of operational alignment.

Discuss managed support

Direct Hire

For companies that want to hire and manage directly.

SurPrime runs a custom recruiting search around the role, experience level, communication needs, and hiring requirements.

Relationship: Your company hires or contracts the professional directly.

Your team manages: Priorities, tools, schedule, and performance after hire.

SurPrime manages: Role definition, sourcing, bilingual screening, and shortlist quality.

Best when: You already have internal structure to onboard, manage, and develop the hire.

Direct Hire is quoted as a one-time recruiting engagement after we understand the role, search depth, experience level, and hiring requirements.

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Real client experience

How a U.S. field-service company built a dependable remote support layer.

A real example from a SurPrime client operating in locksmith and property services. The role developed through hands-on training, clear standards, and growing responsibility inside the daily operation.

Client profile

U.S. locksmith and property-services company

A small field team serving property managers, tenants, homeowners, and warranty clients through a fast-moving daily schedule.

Role installed

Remote Customer Service & Operations Support

SurPrime helped integrate and develop one remote professional around the client’s systems, service rules, communication standards, and recurring office workflows.

Role development

From guided support to trusted ownership

Over two years, the role expanded across written customer communication, work-order follow-up, documentation, internal reminders, and daily office support.

Operating shift

Managers kept the decisions, not every detail.

Recurring communication and follow-through gained a dependable owner, giving management more room for escalations, field support, and higher-value work.

Investment

Investment follows the role, not a generic package.

Most full-time managed roles fall between $1,900 and $2,500+ per month. Final pricing reflects workload, live communication, operational pressure, systems knowledge, and the ownership the role needs.

Core operating layer

Core Operations Support

Starting at $1,900/month

For recurring operational workflows that need consistency, clean follow-up, and clear escalation paths.

  • Scheduling and customer updates
  • CRM activity and follow-up
  • Lead intake and basic routing
  • Recurring, clearly defined workflows
  • Client escalations when a decision is needed

Best fit: Teams that need dependable daily execution before adding live dispatch pressure.

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Top Pick

Advanced layer

Advanced Operations & Dispatch

Starting at $2,200/month

For faster-moving operations where live coordination, judgment, and independence matter every business day.

  • Live dispatch and route changes
  • Customer and field-team communication
  • Prioritization and escalation handling
  • Operational decisions within defined parameters
  • More independence and experience

Best fit: Plumbing, property management, cleaning, field services, and teams where work moves quickly.

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Specialized department layer

Specialized Department Support

Starting at $2,500+/month

For specialized roles that require stronger technical knowledge, systems thinking, leadership, or advanced ownership.

  • Finance, AR/AP, and job costing
  • Property management workflows
  • Reporting, CRM systems, and automation
  • Sales operations or department coordination
  • More technical knowledge, responsibility, or leadership

Best fit: Roles where expertise, systems, judgment, or deeper ownership materially change the outcome.

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Managed monthly investment includes the professional's compensation, SurPrime coordination, role calibration, screening, and ramp support. Schedule and coverage are confirmed before quoting.

Direct Hire remains separate as a custom recruiting proposal, quoted after we understand the role, search depth, experience level, and hiring requirements.

Industries

Made for service businesses with daily operational pressure.

Home Services

Calls, booking, dispatch, estimates, field-team coordination.

Property Management

Tenants, vendors, maintenance, work orders, portal updates.

Cleaning & Facility

Recurring schedules, client updates, cleaner coordination.

Restoration & Maintenance

Urgent jobs, vendors, scheduling, documentation.

Insurance Agencies

Intake, documentation, policyholder follow-up, CRM.

Legal Services

Client intake, scheduling, documents, admin workflows.

Real Estate Teams

Lead intake, CRM updates, appointments, coordination.

Medical & Wellness

Intake, scheduling, reminders, admin support.

Field Service Teams

Dispatch boards, route changes, technician updates.

Our story

Built inside the operation, not from the outside.

SurPrime was born close to the real rhythm of service businesses: calls, schedules, invoices, systems, customers, field teams, and the daily decisions that keep work moving.

I have worked inside service operations myself, handling dispatch, work orders, customer communication, field coordination, invoicing, and follow-up. That experience became our standard: understand the workflow first, define the role carefully, then introduce bilingual talent with judgment, communication, and a systems mindset to own the work well.

01Scope before search

We map responsibilities, rhythm, tools, and decision points before introducing candidates.

02Talent with context

We evaluate English, experience, ownership, and fit with the daily rhythm the role actually needs.

03Close support

We support the role landing so your team gains capacity without losing control.

Reinaldo Garcia, founder of SurPrime Talent

A note from the founder

Reinaldo Garcia

Founder, SurPrime Talent

SurPrime exists for operators who need real relief in the day-to-day: fewer dropped balls, clearer ownership, better communication, and people who understand how the work actually moves.

Operator lens

What we look for before introducing talent.

Where work gets stuckWho owns follow-throughWhat decisions need escalation

FAQs

Smart questions before you hire.

Clear answers to choose the right role, model, and scope before the search begins.

What makes SurPrime different from a virtual assistant agency?

We start with operational design: department, scope, workflow, tools, scorecard, and ownership. Then we search for talent that fits the work.

How quickly can we see qualified candidates?

When the role is clear, we can prepare an initial shortlist in around 72 hours. Typical placement often takes 1-2 weeks depending on complexity, availability, and feedback speed.

What if we are not sure which role we need?

That is normal. We map the workload first and recommend whether the need belongs in operations, finance, customer experience, sales, marketing, or a realistic blended role.

Can one person cover responsibilities across departments?

Yes, when it makes operational sense. We review scope, workload, tools, urgency, and communication volume first so the role stays realistic and the person can do the work well.

Does the monthly investment include the professional's compensation and SurPrime support?

Yes. Managed monthly investment includes the professional's compensation, SurPrime coordination, role calibration, screening, and ramp support. The exact schedule, coverage, and service components are confirmed before we quote the role.

How do Managed Remote Talent and Direct Hire differ?

Managed Remote Talent keeps SurPrime involved after selection with coordination and ramp support. Direct Hire is a recruiting engagement where your company hires and manages the professional directly.

Do you only support the industries listed here?

No. These are common fits because operational pressure is high, but we can evaluate other service businesses with similar workflows.

Talent request

Tell us what your team needs.

Share the department, role, workflow, schedule, and responsibilities you need help with. We will review your needs and recommend a realistic next step.

We review every request carefully and reply with the most practical next step.