The Oasis Process

From first conversation to fully operational — in weeks, not quarters.

No internal hiring. No infrastructure build. No management overhead. Just a dedicated, SLA-accountable team — briefed to your standards and live inside your workflows.

Book a Discovery Call Download the Operations Brief
2–4 Wks
Average time from Discovery Call to go-live
0
Internal hires required on your side
100%
SLA accountability from Day 1
97%
Employee retention within Oasis teams
Why the process matters

Most businesses lose the window before they are operationally ready.

The average internal hiring cycle runs 60 to 90 days — and that is before onboarding, tooling, and performance ramp. By the time a business has the capacity it needs, the opportunity has moved on.

Oasis was built to eliminate that delay permanently. Our process moves from a first conversation to a fully briefed, fully operational team in 2 to 4 weeks — without a single internal hire, without infrastructure investment, and without pulling leadership away from the decisions that actually matter.

Building In-House

90+ days
Many steps · High cost
Job postings, screening, and lengthy interview cycles
Onboarding, tooling, and performance ramp-up
Infrastructure and management overhead

The Oasis Model

2–4 weeks
Three steps · Zero overhead
One 45-minute Discovery Call — no sales pitch
Oasis recruits, briefs, and equips entirely on our side
Team live and SLA-accountable from Day 1
Three steps only

Simple by design. Rigorous in execution.

Every Oasis engagement follows the same three-step process — regardless of team size, vertical, or complexity. It is designed to eliminate ambiguity at every stage, so you always know exactly where things stand.

01
Week 0

We map your operation — before we build anything.

A 45-minute working session with an Oasis account lead. Not a sales pitch. Not a product demo. A structured scoping conversation that produces a clear operational blueprint for your team.

In this session, we establish:
The specific functions, roles, and output volumes your team will own
The tools, systems, and workflows your team will operate within
Your SLA requirements — response times, quality benchmarks, reporting cadence
Your go-live timeline and any compliance or security constraints
The engagement model that fits your structure — Augmented Staffing, Employer of Record, or Managed Call Centre
Output

You leave with a scoped team design, a staffing model recommendation, and a proposed go-live timeline — not a brochure.

Book Your Discovery Call — No Obligation
02
Weeks 1–3

We recruit, brief, and prepare your team — entirely on our side.

Once scope is confirmed, Oasis takes complete ownership of the build. You are not involved in recruitment administration, shortlisting logistics, or onboarding coordination. That is our responsibility.

What happens during this phase:
Talent sourcing — We recruit specifically for your role profile from Nairobi's graduate and professional talent pool, drawing on our internal database and active pipelines.
Vetting and selection — Every candidate is screened against your role requirements, communication standards, and technical competencies. You interview final-stage candidates and make the selection decision.
SOP documentation — We work with you to document or formalise the processes your team will own. If you do not have written SOPs, we build them.
Tool access and briefing — Your team is set up in your systems, briefed to your brand standards, and equipped in our facilities before a single day of live operation.
QA framework — We establish the quality assurance checkpoints, performance benchmarks, and reporting structures that will govern your team from Day 1.
What you provide

Access to your tools, participation in candidate interviews, and SOP input. Nothing more.

What we handle

Everything else.

03
Week 4 onwards

Your team is live. We own the operational layer entirely.

On go-live day, your team is fully briefed, fully equipped, and operating to your SLAs. There is no ramp lag, no grace period, and no expectation that your internal team will manage the transition.

From this point, your dedicated account manager owns the relationship between Oasis and your operation:
Weekly reporting — SLA performance dashboards delivered every week, covering quality scores, output volumes, and any flagged exceptions.
Performance management — Oasis handles all day-to-day people management, including coaching, performance reviews, and any escalations.
Workforce continuity — If a team member leaves or is absent, Oasis handles replacement and cover. Your SLAs do not lapse because of attrition on our side.
Scaling — Need to add capacity? We can scale within two weeks. Need to reduce? We handle the transition without redundancy costs or HR complexity on your end.
Compliance and governance — Your account remains aligned to PCI DSS, SOC 2, and HIPAA standards throughout. Security protocols, data handling, and access controls are maintained continuously.
Your role from this point

Review the weekly report. Escalate if something is not right. Grow your business.

Choose your structure

One process. Three ways to structure the engagement.

Every Oasis engagement follows the same three-step process, but the legal and commercial structure of your team depends on your operating model, jurisdiction, and growth stage. Choose the model that fits — we handle the rest identically.

01

Augmented Staffing

Best for: Businesses that want direct team selection and operational integration without employment liability.

You control who joins your team
30-day rolling contract — no long-term lock-in
Replacement guarantee included
Full HR, payroll, and compliance managed by Oasis
02

Employer of Record (EOR)

Best for: Businesses expanding into East Africa without a registered legal entity, or those seeking to formalise an existing remote workforce.

No Kenyan entity required
Full payroll and statutory compliance
Zero cross-border HR liability
Team members aligned exclusively to your operation
03

Managed Call Centre

Best for: Businesses that need a complete contact centre function without the management overhead.

End-to-end recruiting and training managed by Oasis
Custom reporting and forecasting included
Dedicated workforce management team
Minimal day-to-day involvement required from your side
Clear accountability

You focus on growth. We own the operations.

One of the most common concerns in any outsourcing engagement is accountability — who owns what when something goes wrong. At Oasis, this is defined before the engagement begins and enforced through SLAs throughout.

Oasis OwnsYou Own
Talent sourcing and vettingFinal candidate selection
SOP documentation and maintenanceBusiness rules and standards input
Day-to-day people managementStrategic direction for the team
Performance management and coachingEscalation decisions
IT infrastructure and securityTool licences and system access
Payroll, HR, and complianceCommercial relationship with Oasis
Weekly SLA reportingReview and approval of reports
Workforce continuity and replacementGo/no-go on team scaling decisions
Quality assurance and QA governanceOutput standards definition
Built-in, not bolted on

Enterprise-grade infrastructure — without enterprise-level complexity.

Every Oasis facility and team operates within a compliance framework aligned to international enterprise standards. This is not optional and it is not tiered by contract size — it is the baseline for every engagement.

PCI DSS

Payment Card Industry Data Security Standard compliance for all teams handling financial or payment data.

SOC 2 Type II

Independently audited controls across security, availability, and confidentiality of client data.

HIPAA

Healthcare data handling protocols for teams supporting healthcare clients.

ISO Alignment

Infrastructure and process standards aligned to ISO frameworks.

NDA on Request

Confidentiality agreements available before any scoping conversation begins.

Data Residency

Client data handling protocols aligned to your jurisdiction and regulatory requirements (GDPR, CCPA, and others on request).

Your deployment timeline

Operational in 2–4 weeks. Here is what that actually looks like.

Day 0
Discovery Call — scope confirmed, team structure agreed
Days 1–5
Proposal and SLA framework delivered for your review
Days 5–10
Recruitment begins — Oasis sources and screens candidates
Days 10–16
You interview shortlisted candidates and make selections
Days 16–22
Onboarding, SOP briefing, tool access, and facility setup
Days 22–28
Shadow and quality assurance period — team observed before going live
Day 28
Go-live — your team is operational and weekly reporting begins
Common questions

Answers before you need to ask.

Most clients do not. That is not a blocker. During the Team Design phase, an Oasis process lead will work with you to document the workflows your team will own. We will ask the right questions and produce working SOPs before go-live.
You will participate in candidate interviews and provide input on your tools, processes, and standards. Beyond that, the build is managed entirely by Oasis. The typical client time commitment during the build phase is 3 to 5 hours across two weeks.
Yes. Additional team members can be added within two weeks of a confirmed request. Reductions are handled with a notice period agreed in your contract — typically 30 days — with no redundancy costs on your side.
Oasis carries full workforce continuity responsibility. If a team member exits, we manage the replacement process within agreed timelines. Your SLAs do not lapse as a result of attrition on our side.
No. Under the Employer of Record model, Oasis employs your team members on your behalf. You do not need a registered entity in Kenya, and you carry no cross-border employment liability.
English is the primary operating language across all Oasis teams. Additional language capabilities are available depending on role requirements — discuss this during your Discovery Call.
Your account manager delivers a weekly SLA report covering quality scores, output volumes, attendance, and any flagged issues. Performance management — including coaching, warnings, and if necessary exits — is handled by Oasis. You are informed but not required to manage.
There is no fixed minimum. Oasis has deployed single-seat specialist roles as well as multi-seat operational teams. Team size is determined entirely by your scope, not our commercial thresholds.
Ready to begin

Your next team is 45 minutes away.

A Discovery Call is not a commitment. It is a working session that produces a clear operational blueprint — team structure, SLA framework, and a realistic go-live timeline — with no obligation to proceed.

Book a 45-Minute Discovery Call Contact Us
Response within 24 hours
NDA available before the call
No long-term commitment to start