FAQs

Who handles payments and contracts with the talent?

As the client, you are responsible for directly managing all aspects related to payments and contracts with your talent.

It’s essential to discuss and clarify salary, commissions, contract terms, and payment schedules during the first week of engagement.

This ensures mutual understanding and sets clear expectations from the outset.

What happens if something isn’t working out with my talent?

We’re here to help. During the first 90 days, we offer extra support to navigate any challenges—whether it’s alignment, expectations, or communication.

Let us know early so we can guide you through improvement plans or explore other solutions together.

What happens if my talent is not performing?

If your talent isn’t meeting expectations, we recommend open, honest conversations as early as possible.

You can also reach out to the Handoff team—we’ll support you through feedback strategies and performance check-ins.

And remember: if things don’t work out within the first 90 days, we offer a one-time replacement at no cost.

What happens if my talent quits?

If your talent chooses to leave within the first 90 days, we’ve got your back.

Handoff will help you find a qualified replacement—one time, at no additional cost.

We aim to make transitions as smooth and stress-free as possible.

Can I reach my talent outside of business hours?

We recommend respecting work-life balance whenever possible.

While emergencies happen, remember: we all have personal lives, and healthy disconnection helps your talent show up refreshed, focused, and ready to give their best.

Set clear expectations early about communication windows to avoid confusion.

How should time off and vacation requests be managed?

As the direct manager, you’re responsible for handling all time-off and vacation requests with your talent.

It’s best to align on expectations from the beginning. If needed, document a clear process to avoid misunderstandings.

What tools will my new hire use?

You’ll be in charge of giving your talent access to the tools and platforms your team already uses—communication, project management, and anything else they need to succeed.

Think of this as setting the stage for great collaboration.

Why are weekly one-on-one meetings important?

Weekly check-ins are powerful. They build trust, give space for reflection and realignment, and prevent small issues from becoming big ones.

They also help your talent feel seen, supported, and motivated to keep growing with you.

Can I provide feedback outside of scheduled meetings?

Definitely. Feedback is most powerful when it’s timely and clear.

Don’t wait for a meeting if something comes up—just be constructive and kind.

It shows you care about growth and success on both sides.