I caught you!! 

What are you doing reading my "about" section??

Now this can go one of two ways.

1) you can move along with your LinkedIn stalking and check out more profiles

2) you can hit the connect or DM button and make a genuine connection

Fingers crossed it's the latter. 

If you want to learn about sales, entrepreneurship and general business lessons, that's what I'm here for.

I had a sales career for 10+ years going through all the ups and downs of the corporate world. 

More downs than ups if I'm being honest. 

Now I'm a Solo Founder building a highly profitable business to support myself and my family, sharing the wins, losses and learnings along the way.

Thanks for checking out my profile and I look forward to building that genuine connection. 

Have a great day!!

Daniel Seligman

🇿🇦 South Africa 🇿🇦 isn’t usually the first name on a hiring manager's list. 

But it should be.

When I talk to founders in North America, they often have a blind spot. 

They’ve mapped out their local talent markets, and they’ve looked at the "standard" offshore hubs.

But they’ve completely overlooked a goldmine of university-educated, native English-speaking talent sitting in the southern hemisphere.

Just in the last 30 days at Talently, we’ve placed: 

→ A Senior Marketing Manager who helped scale a U.S. SaaS startup from 0 to $10M. 
→ An Ops Lead who spent five years optimizing workflows for a Fortune 500 company. 
→ An Executive Assistant who has saved a Canadian CEO 20+ hour of work per week.

These aren't people you "hand off" low-level tasks to. 

These are strategic operators.

They have the digital fluency to navigate your tech stack and the cultural fluency to lead a meeting with your board. 

And because the cost of living in South Africa is what it is, these incredible employees are coming on board for $2,000–$4,000/month.

I’ve made it my mission to bridge this gap. 

Because once you see the level of talent coming out of SA, you realize the old "geographic" hiring rules don't just feel outdated—they feel like a liability.

$2,000/m for a full-time hire in South Africa (Sales, Marketing, Finance and Support)

Just a few notes and thoughts on why you should be thinking about making your next hire in South Africa.

Wanna learn more? Book a call with me directly -  https://lnkd.in/gqW2PXkK

🚨 Hiring an Executive Assistant? You’ll want to see this. 🚨

I’m working with an incredible EA who’s available immediately and comes highly recommended.

Here’s the rundown:

✅ $2,000/month USD (Full-Time)
✅ Available to work EST hours
✅ Based in Cape Town, South Africa
✅ 5+ years of experience supporting C-level executives
✅ Calendar management, travel coordination, inbox zero—handled
✅ Discreet, proactive, and highly organized

If you're looking for someone who can truly be a right hand to your leadership team, comment below or send me a DM.

I’ll share her resume, intro video, and LinkedIn profile.

She won’t be on the market long.

U.S. companies haven’t stopped hiring. 

But where they are looking has changed forever.

In 2020, the shift to remote was a loud, chaotic explosion. 

Everyone was scrambling to buy webcams and figure out Zoom backgrounds.

But in 2025, we started seeing a different kind of shift. 

It’s quiet. 
It’s strategic. 
And in 2026, it’s going to 10x.

For years, the "offshore playbook" was a race to the bottom. 

Companies looked for the cheapest possible labour in the Philippines or India, often sacrificing quality and communication just to save a buck. 

They viewed offshore staff as "task-doers," not team members.

But today’s founders are playing a different game.

They aren't looking for "cheap." 
They are looking for leverage. 
They are turning to South Africa.

At Talently, I’ve watched this realization hit founders in real-time. 

It usually starts with a "let’s try one role" experiment. 

Within three months, they’re asking how they can move their entire back office to SA.

Offshore hiring isn’t a budget hack anymore. 

It’s a competitive advantage. 

For those who move early, it’s a superpower. 

For the rest? It’s a missed opportunity.

If a company ghosts during the interview process, it’s a blessing in disguise.

Candidates are always told to "make a good impression."
 
But the same should go both ways.

Here are 5 red flags to watch for when you're interviewing:

1. They show up late
 
If the hiring manager is late to the interview without acknowledgment or apology, it says something.
 
You’re expected to be professional, so should they.

2. Communication is slow or inconsistent
 
Dragging out timelines, going dark for weeks, or vague next steps usually point to disorganization behind the scenes.
 
A smooth hiring process often reflects strong internal operations.

3. The role keeps changing
 
If the job description shifts midway through the process or the responsibilities feel unclear, proceed with caution.
 
You don’t want to accept a role that turns into something completely different on day one.

4. No one can answer "what success looks like."
 
If you ask what a great first 90 days looks like and get vague answers, that's a problem.
 
It often means there’s no real plan and no clear support once you're hired.

5. The interview feels one-sided
 
You should have time to ask thoughtful questions and evaluate them just as much as they evaluate you.
 
If you’re treated like you’re lucky just to be there, that’s not a good sign.

A job interview goes both ways.
 
You’re not just trying to get hired, you’re trying to find the right fit.

Don’t ignore the red flags.

They usually get worse, not better.

Follow Talently to learn more

If I were job hunting today with zero connections, here’s exactly what I’d do…

No warm intros.
No referrals.
No shortcuts.

Just a cold start and a clear playbook.

Here’s the approach:

1️⃣ Find
 Get laser focused on who you want to work with.
 → 10–20 companies you genuinely admire
 → Hiring managers or team leads on LinkedIn
 → Roles that actually match your skills
Skip the “spray and pray.” Be intentional.

2️⃣ Approach
 Don’t just hit “Apply.” Stand out.
 → Connect on LinkedIn with a short, specific note
 → Engage with their posts (real comments, not “Great post!”)
 → Send a personalized message showing how you can help
You’re not asking for a job—you’re starting a conversation.

3️⃣ Differentiate
 This is where 99% of job seekers fall flat.
 → Create a 60-second video explaining why you’re interested
 → Build a one-pager showing how you’d add value in the role
 → Share proof of work—case studies, mock projects, even a Loom walkthrough

Resumes are passive.
 
This is active. Strategic. Memorable.

Would it take more effort?
 
Yes.

But would it get me hired faster?
 
Also yes.

If you're job searching right now, don't just follow the herd.
 
Build a strategy that actually gets attention and earns opportunities.

If you want help hiring your next superstar for your team, DM me and connect with Talently

🚨 Know a team looking for a high-performing SDR? 🚨

I’m working with a sharp, driven Sales Development Rep who’s ready to start immediately.

Here are the details:

✅ $2,500/month USD (Full-Time)
✅ Based in Cape Town, South Africa
✅ Available to work EST hours
✅ 3+ years of SDR experience in SaaS
✅ Outbound, cold email, cold calling, LinkedIn experience
✅ Strong communicator with a proven track record of booking qualified meetings

If you're building a sales pipeline and need someone who can hit the ground running, drop a comment or DM me.

I’ll send over his resume, intro video, and profile.

He’s hungry, coachable, and already interviewing, don’t wait. Talently

Yes, you’ll save 60 to 70 percent when hiring from South Africa with Talently.

But if cost is your main reason for hiring offshore, you’re thinking too small.

Here’s what the smartest founders are actually optimizing for:

→ Speed of hiring (weeks, not months)
→ Time zone alignment for better collaboration
→ Ownership and initiative from day one
→ Talent that’s eager to grow, not just clock in

These are the levers that matter.

Lower payroll is nice. 

But leverage? 

That’s how companies scale.

We help founders at Talently shift their mindset and their team toward that.

If you're looking to hire your next SDR, Account Executive, Graphic Designer, or Virtual Assistant, send me a DM, and I'll personally take care of you.

She has 10 years of experience, increased NPS by 30 points, and worked for a San Francisco startup.

She also lives in Durban, South Africa.

When she interviews, most hiring managers assume she’s in North America. 

Her accent is neutral, her slang is current, and her understanding of the "SaaS grind" is deep.

But she often gets filtered out by automated systems because her zip code doesn't start with a "9" or a "1."

It’s a massive mistake.

While companies are fighting over the same 500 candidates in Austin or Denver, there is a "stealth" layer of talent in South Africa that is just as capable, more loyal, and significantly more cost-effective.

At Talently, we just placed a Senior CSM like her for $3-4k/m.

She isn't just "covering a shift." 
She is building the customer success playbook for a company that was struggling to keep up with churn.

The smart companies aren't hiring for "location" anymore. 

They are hiring for "outcome." 

And the outcomes we are seeing from SA right now are second to none.

A client told me today,
 
“I trust you more than my internal recruiter.”
 
That one hit.

It wasn’t luck. 
It was intentional.

Here are three things we focus on to build real trust with our clients:

1. Freaky fast communication
 
If you have to chase your recruiter for updates, something’s broken.
 
We move fast and stay responsive. No black holes. No delays.

2. Keep timelines tight
 
Hiring should move quickly.
 
We keep things on track by setting clear expectations, managing calendars, and avoiding unnecessary back-and-forth.

3. Over-communicate every step
 
We make sure both the client and the candidate know exactly what’s happening.
 
What stage they’re in. 
What’s next. 
What to expect.
 
No guessing. No surprises.

Trust is built through consistency.
 
Not big promises, but small things done well over and over.

That’s what makes a partner worth relying on.

 if you're looking to work with a recruiting company that you'll trust more than your internal team, DM me today Talently

If you’ve ever wondered about the actual ROI of offshore hiring, I’ll just say this...

Most founders are tired of the "hiring treadmill." 

You find someone great in NYC or SF, you pay them a massive base salary, and 12 months later, they leave for a 20% bump elsewhere.

You’re spending all your time recruiting instead of building.

Look at the math: 

🇺🇸 U.S. Senior SDR: $80,000 + Comm 
🇿🇦 SA Senior SDR: $30,000 + Comm 

🇺🇸 U.S. Ops Manager: $110,000 
🇿🇦 SA Ops Manager: $48,000 

But here is the "thoughtful" part of this equation that most people miss:

The SA salary isn't "cheap" to the person receiving it. 

In South Africa, $4,000/month puts you in the top tier of earners. 

It buys a high quality of life. 
It creates loyalty.

When you hire through Talently, you aren't "exploiting" a market. 

You are offering a career-defining opportunity to a high-level professional.

You get a world-class employee who is actually excited to stay with you for 3, 4, or 5 years. 

They aren't looking for the next exit. 

They are looking to grow with you.

You save on the bottom line, but you gain in retention and culture. 

That is the real ROI.

I’ve interviewed 1,000s of candidates. 

This one question separates the "great" from the "good."

When you’re hiring someone who will be working 8,000 miles away from you, you can’t rely on "vibes." 

You need to know how they act when you aren't looking.

I always ask: 

“Can you tell me about a time something went wrong at work and how you handled it?”

I’m not looking for a "perfect" story. 

In fact, I don’t want one.

I’m listening for Ownership. 

Did they say, "The system crashed," or did they say, "I missed a deadline because I didn't plan for the system crash"?

I’m listening for Communication. 

Can they explain a complex failure with clarity? If they can’t explain a problem, they can’t solve it.

I’m listening for Adaptability. 

Remote teams live and die by "figure-it-out-ness." If you need a manual for every minor hiccup, you aren't the right fit for a fast-scaling startup.

At Talently, we use this question as our north star. 

We don't just find people with the right CV; we find people who run toward problems. 

In a remote-first world, that is the only thing that matters.

I was the CEO, but I was doing the work of an intern.

It was 10:30 PM on a Tuesday. 

My laptop screen was the only light in the room.

I wasn’t strategizing our next marketing campaign. 
I wasn’t hunting for new clients. 
I wasn’t closing a major deal.

I was formatting a spreadsheet and colour-coding my calendar.

Early on in building Talently, I convinced myself, "It’s faster if I just do it myself." 

I told myself, "Nobody else will do it quite right."

But that night, it hit me: 

I was the bottleneck.

Every hour I spent on administrative tasks was an hour I took away from the core activities that moved the ball forward. 

I was hiding in the busy work, instead of focusing on revenue-generating tasks.

I realized the business wasn't going to move to the next level without me letting go.

So, I took the leap. 

I hired a Virtual Assistant and slowly started peeling tasks off my plate.

It was the best thing I ever did.

Almost immediately, my free time unlocked. 

I stopped drowning in admin and started closing deals again. 

The business grew because the CEO was finally acting like a CEO.

The hardest part wasn't hiring the help it was knowing exactly what to delegate first.

Piggybacking on that experience, we created a specific "Delegation Workbook" here at Talently.

It is designed to help Founders and CEOs audit their time, identify the "energy drainers," and delegate like a master.

It’s time to stop working in your business so you can start working on it.

Want the workbook for free?

👇 Drop the word "delegate" in the comments, and I’ll send it directly to your inbox.

If your competitor just hired a Senior Ops Lead for $3,500/m, and you’re paying $10k for the same output... who wins?

Business is a game of resource allocation.

If you are a founder, your biggest expense is almost always "People." 

But if you are still limiting your "People" search to a 50-mile radius of your office, you are playing with a massive handicap.

The "offshore" stigma is dead. 
The "outsourcing" era of low-quality work is over.

We are now in the era of Global Integration.

At Talently, we help you find the "Top 1%" in South Africa.

 People who are university-educated, native English-speaking, and incredibly hungry to help your company win.

Imagine what you could do with an extra $60,000–$100,000 in your budget per hire. 

You could hire more people. 
You could spend more on ads. 
You could extend your runway by 6 months.

It’s not just about saving money. 

It’s about building a better team, faster, with more stability.

The talent is everywhere. 

Why are you still hiring like it’s 1995?

For a long time, I thought "any company hiring remote" was our Ideal Customer Profile (ICP).

I was wrong.

After helping hundreds of companies at Talently, I’ve realized our sweet spot isn't just "anyone." 

It’s actually a very specific window: 20 to 500 employees in Software and Business Services.

Here is why that specific range is the "Goldilocks Zone" for offshore hiring and why being outside of it usually means you aren't ready for us yet.

1. The "Under 20" Rule: You Need Founders, Not Staff

If you have fewer than 20 employees, you are still in the trenches of finding or refining Product-Market Fit. At this stage, you don’t need a distant team; you need the founders and a core group of "special forces" working day-in and day-out, literally finishing each other's sentences.

2. The "Over 500" Rule: You’ve Outgrown the Need for a Partner

Once a company crosses the 500-employee mark, the math changes. These orgs usually have massive internal recruiting machines. They have the legal and financial backing to set up their own foreign corporations, navigate South African labor law themselves, and handle international payroll in-house.

3. The Sweet Spot: 20 to 500 Employees

This is where the magic happens. These companies are in the "Scale" phase. They have a proven product, and now they need to pour gasoline on the fire.
The leaders in this bracket face a specific set of challenges:
They need superstar talent: 

They can’t afford "task-doers": they need strategic operators.
They must be cautious with spend: Every dollar saved on a North American salary is a dollar that can be reinvested into R&D or Ad Spend.
They don't want distractions: They don't have time to learn the nuances of South African employment law or how to wire ZAR to a bank in Durban.

They want the ROI of offshore talent without the administrative nightmare of international expansion.

At Talently, we’ve leaned into this. 

We realize we aren't just a recruiting firm, we are the bridge for growth-stage companies that need to move fast without breaking their budget or their focus.

If you’re between 20 and 500 people, you don't need "outsourcing." 

You need a competitive advantage.

We all want more runway.

But here’s a question every founder needs to ask:

💰 Would you rather hire one mid-level US employee for $80K…
 📉 …and lose 3 months of runway?

Or

🇿🇦 Hire 3 highly-skilled team members in South Africa for the same cost…
📈 …and extend your runway by 9 months?

Same investment. 3x the output. 3x the time to grow.

At Talently, we call this the Runway Multiplier Effect.

It’s not about cutting corners. 

It’s about hiring smart.
 
Smart = Global talent, lean ops, and extended lifelines.

Founders, don’t burn your cash to feel like you’re “hiring up.”
 
Instead, buy time the most valuable currency in early-stage startups.

🌍 South Africa has the talent.
💸 You have the budget.
⏳ The question is: will you multiply your runway?

For years, the offshoring playbook was predictable: you looked to India or the Philippines.

But in 2026, the "default" is being challenged.

South Africa has emerged as the "Champion Challenger" to traditional hubs, and for founders who prioritize high-level strategy over simple task-execution, the shift is permanent.

Once a company hires in South Africa, they rarely go back.

Here is why South Africa is winning the offshore talent war:

Native English Proficiency: 

We aren’t just talking about "fluency." We’re talking about native communication that is so seamless, most North American hiring managers assume the candidate is local.

Western Cultural Alignment: 

South African talent operates with Western-aligned norms and deep experience working with U.S. and global SaaS startups.

The Cost-to-Skill Ratio: 

This is the "punchline." You can hire a Senior Customer Success Manager with 10 years of experience for $3,000/m.

You aren’t just saving money. 

You are gaining strategic operators who take ownership.

In the past, offshoring was about trading quality for cost.

Today, it's about gaining both.

At Talently, we’ve seen this move from a "quiet shift" to a massive competitive advantage for the companies moving early.

The world is getting smaller, but the talent pool is getting better.

Most people bomb interviews. 

It’s why we don’t let our candidates "wing it."

I’ve seen brilliant, highly-qualified candidates lose out on their dream jobs because they treated the interview like a "chat."

At Talently, we don't just send over a resume and hope for the best. 

We schedule "Deep Prep" calls with every candidate we represent.

We tell them the same four things every time:

Research is your "In": 

Don't just read the website. Listen to the CEO’s last podcast. Read the last 3 months of their LinkedIn posts. If you don't know their pain points, you can't offer the cure.

5 Minutes Early is On Time:

 In a remote world, your tech is your office. If your mic glitches or your internet lags in the first 2 minutes, the trust is gone.

The Power of the Story: 

"I am a hard worker" is a boring sentence. "I stayed up until 2 AM to ensure our client's launch went off without a hitch" is a story. Stories stick.

The Follow-Up is the Closer: 

A personalized "thank you" that references a specific part of the conversation shows you were actually listening.

The basics win games. 

In a crowded market, these "small" things are what make you undeniable.

Creative Market

Creative Market is the world's preferred one-stop shop for the creator community - a platform where creators from across the globe buy and sell digital high-quality design assets. Together with Fontspring, our font marketplace, we’re passionate about building tools and experiences that make design beautiful, effective, and accessible to everyone.

As a People Operations Generalist for Creative Market, I support the Senior Director of People Operations and play a key role in our organization's day-to-day operations as well as strategic initiatives within the scope of HR. Working to support multiple departments, I help create an exceptional employee experience for our team!

People Operations Generalist

leap tools

Leap Tools is the creator of Roomvo, a proprietary AR visualization platform that is changing the way people buy online and in stores! They have helped support Fortune 500 companies, global manufacturers, and leading retailers in the interior design sphere while continuing to expand the reach of the business and the sophistication of their product.

As a People & Culture Business Partner on the team, I provided operational and strategic service and guidance in a wide array of functional HR areas within a start-up SaaS environment. I continuously worked to improve processes related to candidate experience and employee engagement, screening interviews, learning and development initiatives, health and safety compliance, people analytics data visualization, and more.

Being the first point of contact for both candidates as well as team members, I loved providing timely and informative service with excellent client experience always at the forefront of my work.

People & Culture Business Partner

Saskatchewan Health Authority

The Saskatchewan Health Authority is the largest organization in Saskatchewan, employing more than 40,000 employees and physicians, and is responsible fo​r the delivery of safe, high quality health care for the entire province of Saskatchewan.

In a division of 10,000 unionized and out-of-scope employees, I provided high-volume recruitment and strategic talent management guidance to hiring managers, supporting a portfolio of 10 healthcare facilities within urban and rural areas in a similar scope to that of an HRBP.

I had led the creation of user-friendly internal reports by retrieving and cleaning data from relational databases which housed HRIS information for employees, as well as supported the workforce planning reporting of positions created to support facilities throughout the COVID-19 pandemic.

Prior to supporting the Saskatoon region and surrounding rural areas, I had supported hiring managers within the southern regions of the province, focusing on talent sourcing and recruitment incentives for rural southwest facilities.

Workforce Planning & Employment Associate

Government of Canada

The Correctional Service of Canada (CSC) is the federal government agency responsible for administering sentences of a term of two years or more, as imposed by the courts. CSC is responsible for managing institutions of various security levels and supervising offenders under conditional release in the community.

Within the Finance division of Correctional Service of Canada, I supported the Regional Comptroller and the Finance division through various administrative tasks, including the management of schedules, shared inboxes, and the archival of financial records.

Administrative Assistant

Within the HR Staffing Operations division, I had been responsible for managing employee files, screened candidates’ applications to job postings, as well as tracked and entered employee/candidate data into public service HRIS programs.

Working in the public service, I had developed knowledge of federal legislation such as the Public Service Employment Act, Human Rights Codes, and various collective agreements to make strategic staffing decisions.

Human Resources Student Assistant

Hi there, I'm Chelsea!

I'm a people-first People & Culture professional with experience in industries such as the technology (SaaS) sector, e-commerce, healthcare, and public services. I provide support to my team in a wide array of functional and strategic HR areas, with an emphasis on employee experience, data-driven decision making, and inclusivity.

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