2025 - Competitive Analysis: Hey Foster vs. Somewhere (Support Shepherd)

Introduction
Hey Foster and Somewhere (formerly Support Shepherd) are headhunting agencies specializing in remote offshore talent placement. Both help companies (primarily in North America) hire full-time remote employees at a fraction of local costs. This analysis compares their services across key dimensions – from candidate sourcing and industry focus to pricing and customer experience – to identify gaps in Hey Foster’s offerings and opportunities to sharpen its competitive edge. Each section provides side-by-side insights, and a final summary outlines actionable recommendations for Hey Foster.

Candidate Sourcing & Quality

Both Hey Foster and Somewhere emphasize finding high-quality remote candidates, but their sourcing strategies differ in geographic scope and scale:

• Geographic Talent Pool: Hey Foster currently focuses on the Philippines, leveraging the country’s strong English proficiency and cultural alignment with Western businesses (Hire Top Remote Talent - The top 1% of remote talent) It highlights that Philippine professionals offer “excellent English skills” and “familiarity with Western work culture” (Hire Top Remote Talent - The top 1% of remote talent) Somewhere sources talent not only from the Philippines but also Latin America (and recently South Africa), using local recruiting teams in those regions (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) This broader reach means Somewhere can provide bilingual Spanish-English candidates and more time-zone alignment options for U.S. clients.

• Candidate Vetting Process: Both firms have rigorous screening to ensure candidate quality. Hey Foster conducts multiple interviews, skill assessments, English proficiency exams, and background checks before presenting a candidate (Contact Us About Your Hiring) This “rigorous selection process” is tailored to the client’s needs (Contact Us About Your Hiring) Similarly, Somewhere boasts a “robust vetting process” to deliver “high-quality talent” (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) In practice, Somewhere’s recruiters interview and screen candidates and only shortlist those who meet its standards. Each company then presents a curated shortlist of three top candidates per role to the client (Hire Top Remote Talent - The top 1% of remote talent) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) – an approach that indicates confidence in candidate quality.

• Quality Assurance: Both agencies back their placements with a 6-month guarantee, underscoring confidence in their candidate quality. Hey Foster’s “Right Match Promise” offers a free replacement if the hire doesn’t work out within 6 months (Contact Us About Your Hiring) Likewise, Somewhere provides a 6-month “Perfect Hire Guarantee” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) allowing clients ample time to assess fit. This safety net ensures clients aren’t stuck with a poor match, reflecting each firm’s commitment to long-term quality.

• Experience & Network: Somewhere has been operating (as Support Shepherd) for several years and, according to third-party analysis, has been sourcing talent in Asia since 2009 (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) Its recent growth and acquisition indicate a large network of pre-vetted candidates and established recruiting infrastructure (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) Hey Foster is newer (founded in 2024) and is building its talent pool; it compensates by taking a “specialized recruiting” approach, aligning searches closely with each client’s business goals to find the right fit (Contact Us About Your Hiring) As a more boutique operation, Hey Foster’s recruiters can provide hands-on attention to each search, though its network may not yet be as extensive as Somewhere’s.

Comparison – Candidate Sourcing & Quality

Industry Specialization & Roles Covered

Both Hey Foster and Somewhere can fill a wide range of remote-capable roles across industries, though their marketing of specialization differs:

• Role and Industry Range: Hey Foster asserts that if a job can be done remotely, they can fill it. Their FAQ states they recruit for positions from “versatile virtual assistants to senior department leaders”, across a “wide range of positions” (Contact Us About Your Hiring) In practice, Hey Foster showcases example roles mostly in the operational, administrative, and creative domains – e.g. Customer Support Agents, Virtual Assistants, Bookkeepers, Content Writers, Sales Reps, Project Managers, and even Software Developers (Hire Top Remote Talent - The top 1% of remote talent) (Hire Top Remote Talent - The top 1% of remote talent) All these example roles are ones that companies commonly offshore to the Philippines, which aligns with their talent focus and salary figures (e.g. a Philippine Software Developer at ~$2,150/month) (Hire Top Remote Talent - The top 1% of remote talent) This indicates strong coverage of support, back-office, and junior-mid professional roles (with some technical roles as well).

• Somewhere’s Industry Focus: Somewhere similarly covers broad job functions – “all job categories such as customer support, finance, operations, programming, creative, and more.” (Jobs Somewhere (formerly Shepherd Careers)) It provides extensive role catalogs and even a Salary Guide for various positions in the Philippines (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) The company has dedicated landing pages for industries like E-commerce, Tech Startups, Real Estate, Media, Professional Services, etc. (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) suggesting they tailor their recruiting approach to the specific needs of those sectors. They even offer “sector-focused virtual assistants” trained for particular industries (like e-commerce or real estate) (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) This targeted content implies that Somewhere has experience serving those industries and can speak the language of those business domains.

• Specialization vs. Generalization: Hey Foster’s approach is more generalized (promoting its service for any remote roles) whereas Somewhere explicitly markets specialization by industry. For example, an agency or media company visiting Somewhere’s site will find content addressing how Somewhere can help their business type (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) Hey Foster may handle those roles equally well, but it has not (yet) segmented its marketing by industry. The advantage of Somewhere’s strategy is that prospective clients see a firm that understands their industry context, whether it’s hiring a Real Estate Virtual Assistant or a Tech Startup’s software engineer.

• Notable Role Niches: Both agencies excel at virtual assistant and support roles, as that was Support Shepherd’s original niche and is a common use-case for Philippine remote staff. Somewhere was literally known for matching executive assistants and support staff (e.g. a testimonial: “helped me hire a new EA…great addition to my team” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) . Hey Foster also targets this space (Virtual Assistants, Administrative Assistants, etc., at ~$800–$1,000/month salaries (Hire Top Remote Talent - The top 1% of remote talent) (Roles) . Beyond that, each has placed technical roles (developers, data analysts) and creative roles (designers, content creators) – evidence that neither is limited to low-level tasks. For instance, Somewhere has helped clients hire engineers and developers successfully (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) and Hey Foster advertises being able to fill even senior remote leadership positions if needed (Contact Us About Your Hiring)

In summary, both firms cover a broad spectrum of job types (from entry-level support to skilled technical roles) and operate across many industries. The key difference is in positioning: Somewhere explicitly markets industry-specific expertise and provides data on role-specific savings (e.g. hiring a Product Manager offshore can save ~74% in costs (Roles) , whereas Hey Foster presents a more general “any remote role” front, with examples to illustrate possibilities. Hey Foster may consider mirroring some of the targeted approach to demonstrate deeper understanding of specific client industries.

Comparison – Industries & Roles

Client Experience & Customer Service

Client experience encompasses the ease of the hiring process, communication, and support provided by the agency, as well as post-placement service. Both Hey Foster and Somewhere tout a “hassle-free” hiring experience but there are nuances:

• End-to-End Support: Hey Foster promises “effortless talent acquisition”, handling everything from crafting the job description to sourcing, vetting, and scheduling interviews (Hey Foster, Headhunter Pricing) (Hire Top Remote Talent - The top 1% of remote talent) In fact, Hey Foster’s service includes help in defining the role – their recruiters “craft a job description, job title, compensation range, and search strategy to attract the strongest candidates.” (Hey Foster, Headhunter Pricing) This consultative approach can be very valuable for clients who are new to offshore hiring. Somewhere similarly positions itself as taking the heavy lifting off the client’s plate: “Our team finds, screens, and vets candidates for you” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) and then facilitates interviews with the top 3 candidates (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) Both agencies essentially act as an outsourced recruitment arm for the client, making the process as easy as possible.

• Communication & Responsiveness: Client testimonials indicate both companies are responsive and easy to work with. Hey Foster’s lone testimonial on its site notes “the process was smooth, the team was professional” (Hire Top Remote Talent - The top 1% of remote talent) Somewhere, having worked with more clients, has multiple testimonials highlighting a painless process: “easy, painless, and fast” says one CEO client (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) and another founder praised Somewhere’s team as “competent and responsive throughout the entire process” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) when hiring engineers. This suggests that both agencies maintain good communication, provide updates, and are quick to address client needs during searches.

• Client Satisfaction & Repeat Business: The ultimate test of experience is whether clients would reuse the service. Hey Foster’s testimonial implies strong satisfaction (“Highly recommend!” (Hire Top Remote Talent - The top 1% of remote talent) but being newer, it doesn’t yet boast public claims of repeat clients. Somewhere’s testimonials explicitly mention coming back: “we will definitely be back for more [hires]!” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) Additionally, Somewhere’s roster of clients includes notable entrepreneurs (e.g. the creator of WooCommerce, the founder of Sharma Brands) who have publicly vouched for it (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) indicating a high level of trust and satisfaction. This kind of social proof adds to a client’s confidence in the experience they’ll receive.

• Post-Placement Support: Both firms offer the 6-month guarantee which is a form of post-placement support – if the candidate doesn’t work out, the agency will find a replacement at no extra charge (Contact Us About Your Hiring) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) That reduces client risk. There’s no indication either company provides formal check-ins or training after the hire (aside from Somewhere’s optional Delegation course for clients), so the main post-hire support is the replacement promise. However, the presence of a guarantee itself reflects an ethos of service – they are concerned with the outcome (successful hire) not just the transaction.

• Speed & Efficiency in Service: A component of experience is how quickly and smoothly the hire is made (more on time-to-hire in a later section). Clients of Somewhere often emphasize speed – e.g. “quickly [got] top talent” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) Hey Foster explicitly manages expectations by citing a typical 2–4 week hiring process (Contact Us About Your Hiring) which most clients would consider reasonable for quality hires. If either agency significantly misses such timelines, that could sour experience. There have been some reports in online communities that as Support Shepherd grew, certain clients experienced “long wait times and a limited candidate pool” during the recruitment process (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) This suggests that maintaining a high-touch, responsive service can be challenging at scale. Hey Foster, being smaller, might currently offer each client more personalized attention (e.g. direct interaction with senior team members), whereas Somewhere has a larger operation where service depends on the account manager assigned.

Overall, client feedback for both is very positive in terms of ease and outcome. Hey Foster is perceived as professional and seamless by its early customers (Hire Top Remote Talent - The top 1% of remote talent) Somewhere has a proven track record of satisfying clients across different roles, often exceeding expectations in candidate quality (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) The main difference is one of scale and proof: Somewhere has accumulated many success stories and a reputation for reliability, while Hey Foster is in the process of building that credibility (with no known negative marks so far). This means Hey Foster’s challenge is to maintain top-notch customer service as it gains more clients, ensuring every engagement is as “smooth and effortless” as advertised.

Comparison – Client Experience

Pricing Models & Transparency

Pricing is a critical factor for clients choosing a recruiting partner. Both Hey Foster and Somewhere use a one-time placement fee model with no ongoing costs, but there are differences in transparency and structure:

• Placement Fee Structure: Hey Foster clearly discloses its fee: 20% of the new hire’s first-year annual salary for a single placement (Hey Foster, Headhunter Pricing) This contingent fee is only paid upon a successful hire (no upfront cost), and if no suitable candidate is found, nothing is owed (Hey Foster, Headhunter Pricing) Somewhere also follows a one-time fee model (“a single, straightforward fee” after hire, with “no hidden costs” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) , but the exact percentage or amount is not published on their website. Industry norms for such services range from 15–25% of annual salary; it’s likely Somewhere’s fees fall in that range. The key is both do not charge any recurring monthly markup or management fee – the placed employee joins the client’s company directly, and the client only pays the agency once. This is explicitly emphasized by both as a selling point (contrasting with BPO or outsourcing firms that charge ongoing fees). For example, Hey Foster advertises “no recurring fees or hidden costs” with its flat fee model (Hire Top Remote Talent - The top 1% of remote talent) and Somewhere uses almost identical language (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent)

• Transparency of Pricing: Hey Foster is more transparent upfront. It not only states the 20% fee on its site, but also provides pricing options for multiple hires. They offer subscription-like packages: “Up to Six Placements per Year” for a flat $1,000/month (annual commitment) (Hey Foster, Headhunter Pricing) and an enterprise plan of “Up to 30 Placements per Year” for $3,167/month (Hey Foster, Headhunter Pricing) These packages effectively reduce the per-hire cost for clients with ongoing hiring needs (the 6-placement plan works out to roughly $2,000 per hire if fully utilized, which is a discount from the one-off 20% fee for higher-salary roles) (Hey Foster, Headhunter Pricing) (Hey Foster, Headhunter Pricing) Hey Foster even mentions that if a client will make ~2 hires in a year, the 6-placement plan is more cost-effective (Hey Foster, Headhunter Pricing) This level of transparency – listing exact fees and discount structures – is quite unusual in the headhunting space and gives Hey Foster a credibility boost with cost-conscious clients.

• Somewhere’s Pricing Model: Somewhere does not list pricing on its public site; prospective clients have to contact them (or start the process) to get a quote. However, they emphasize “no recurring fees” and “cost savings year after year” from the one-time fee model (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) This suggests their pricing is similarly a percentage of salary or a flat fee per placement. In practice, clients have noted that agencies like Support Shepherd/Somewhere charge a one-time percentage fee for the matchmaking – for instance, anecdotal sources mention they might be “the cheapest” or competitive among headhunters in the offshore space (I want to hire Filipinos and I discovered Support Shepherd, but it seems that they don't have such great reviews on this subreddit. I want to pay an agency instead of direct salary. Which agency was your best experience? : r/buhaydigital) but lack of transparent info can leave clients guessing. The Pearl Talent review of Support Shepherd also pointed out “lack of comprehensive details about…clear pricing structures” on their website as a potential drawback, warning that it could lead to misunderstandings if not clarified in advance (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) In short, Somewhere’s pricing is presumably in line with market rates but not openly advertised, which is a contrast to Hey Foster’s open-book approach.

• Additional Costs: Neither Hey Foster nor Somewhere charges ongoing commissions or management fees beyond the placement fee. The placed employee’s salary is paid directly by the client (or via an Employer of Record service) with no markup going to the agency. This is important for transparency – the salary figures they quote (like $1,000/month for a support agent) are what the worker actually earns, not an inflated bill rate. Both companies highlight this “no hidden fees” aspect (Hire Top Remote Talent - The top 1% of remote talent) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) Any ancillary services (like Somewhere’s delegation course) are offered free to clients.

• Payment Terms and Guarantees: Hey Foster only charges the fee after the client has selected a candidate and decided to hire (Hire Top Remote Talent - The top 1% of remote talent) ensuring clients pay for success, not attempts. Somewhere’s process is the same: the fee is due once the “perfect candidate” is found and accepted (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) If the hire leaves or is let go within the 6-month guarantee window, both agencies would presumably either refund the fee or (more commonly) conduct a replacement search at no extra charge. This guarantees the client gets value for the fee. In Hey Foster’s case, the guarantee is explicitly a “free replacement” promise (Contact Us About Your Hiring)

Comparison – Pricing & Transparency

Unique Selling Points (USPs)

Hey Foster – Key USPs:

• Dramatic Cost Savings: Hey Foster’s headline promise is the ability to hire “astonishing remote talent…for 80% less” than the U.S. equivalent cost (Hire Top Remote Talent - The top 1% of remote talent) For example, they note a full-time Philippine employee can be hired for “only around $10,000/year” (Hire Top Remote Talent - The top 1% of remote talent) This value proposition – significant budget savings without sacrificing quality – is front and center.

• Philippines Expertise: By focusing on the Philippines, Hey Foster positions itself as an expert in that talent market. The site highlights attributes of Filipino professionals (excellent English, Western cultural familiarity, remote work experience) (Hire Top Remote Talent - The top 1% of remote talent) (Hire Top Remote Talent - The top 1% of remote talent) essentially saying “we know how to find you the best talent in the PH.” This specialization can be a USP for companies specifically interested in Filipino remote staff, as it implies a refined network and understanding of that labor market.

• Full-Service, Hands-off Hiring: Hey Foster stresses “Hassle-free remote hiring” (Hire Top Remote Talent - The top 1% of remote talent) They manage the entire recruitment process end-to-end, which is a big selling point for busy clients. The client doesn’t need HR expertise in-house to hire offshore – Hey Foster will “handle sourcing, screening, and vetting…tailored to your needs” (Contact Us About Your Hiring) even helping to define roles and compensation. This concierge level service (sometimes phrased as “white-glove headhunt” (Hey Foster, Headhunter Pricing) is a USP for clients who want to outsource the hiring headache.

• Transparent & One-Time Pricing: Unlike many recruiting firms, Hey Foster openly shares its pricing model (20% fee) and emphasizes no recurring costs (Contact Us About Your Hiring) The simplicity and transparency of “a single, straightforward fee” (Contact Us About Your Hiring) – plus the guarantee that you “only pay if we successfully find you the right candidate” (Hey Foster, Headhunter Pricing) – is a strong USP for clients wary of hidden charges or retainers. Additionally, the availability of subscription plans for multiple hires (unique in this space) can be a selling point for startups in growth mode.

• Right Match Guarantee: The 6-month “Right Match Promise” is a confidence signal to clients (Contact Us About Your Hiring) It assures them that Hey Foster stands by its placements and will rectify things if the hire isn’t a fit. This guarantee reduces risk and is used as a differentiator from typical short guarantee periods (some recruiters offer 3 months). Knowing they have “top remote talent, guaranteed” (Hire Top Remote Talent - The top 1% of remote talent) gives clients peace of mind.

• “Growth Partner” Approach: Hey Foster markets itself as more than a recruiter – “we go beyond traditional headhunting to act as your growth partner” (Contact Us About Your Hiring) This suggests a consultative approach, understanding the client’s business goals and finding talent aligned to those goals. The USP here is that Hey Foster is not just filling seats; it’s helping build the client’s business by recruiting the right people. This personalized, partnership mentality can attract clients who want a recruiter who is invested in their success.

• Speed and Efficiency: Though both firms aim for speed, Hey Foster’s lean operation and clear process (3 candidates in 2–4 weeks) is a selling point in itself. They essentially promise quality and quick turnaround, which is attractive to companies that need to scale teams fast but carefully.

Somewhere (Support Shepherd) – Key USPs:

• Global Reach & Larger Talent Pool: Somewhere’s ability to source talent from multiple regions (Philippines, Latin America, South Africa) is a major USP (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) They can find English-speaking talent in varied time zones – e.g. Latin American hires who share more workday overlap with U.S. time, or South African hires for European time zones (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) This geographic breadth means clients aren’t limited to one labor market. They advertise “top overseas talent for your company” wherever it may be (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent)

• Cost Savings & Role Flexibility: Like Hey Foster, Somewhere emphasizes up to “80–86%” cost savings on salaries (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) They illustrate this with many roles in their salary guide, making the cost-benefit very tangible. A USP for Somewhere is showing clients not just generically “save 80%”, but specific dollar figures for hiring, say, a developer or a marketing manager offshore (Roles) (Roles) This data-driven approach can convince clients of value across a wide range of roles.

• Proven Track Record & Social Proof: Somewhere has built a strong reputation and backs it with testimonials from high-profile clients. Endorsements from CEOs and founders (e.g. of Supply, WooCommerce, etc.) on their site provide social validation (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) Additionally, being part of the Need/Want portfolio and then achieving a $29.7M valuation with a new CEO in 2024 (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) Somewhere can tout its success and reliability. Clients may see Somewhere as the “market leader” in this niche, which itself is a USP (you’re choosing a firm that many other successful companies use).

• 6-Month Guarantee: Their “Perfect Hire Guarantee” for 6 months (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) mirrors Hey Foster’s, ensuring clients that Somewhere stands behind their hires. The guarantee is branded and highlighted as a key feature, reinforcing their commitment to a perfect match.

• No Recurring Fees (Direct Hire Model): Somewhere explicitly differentiates itself from Business Process Outsourcing (BPO) firms by saying “We are not a BPO firm. If one of our clients hires you, you join them full-time in a great career at no cost to you.” (Jobs Somewhere (formerly Shepherd Careers)) (this is from the candidate perspective, but it reflects the model). The USP here is the transparency and fairness of the arrangement – clients pay once, and candidates get hired directly. Both Hey Foster and Somewhere share this philosophy, but Somewhere’s larger marketing reach means more clients are aware of it.

• Additional Client Resources: Somewhere offers extra value-adds such as “The Delegation Course” (also known as The Delegation Leap) which is a free course teaching clients how to effectively delegate to virtual assistants (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) This is a unique selling point – they’re not just providing a VA, they’re helping you use that VA effectively. They also publish guides (like “Hiring in The Philippines” and salary benchmarks) to educate clients (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) These resources position Somewhere as a thought leader in remote hiring, not just a service provider, which can attract clients looking for guidance.

• Scalability & Multi-Role Hiring: With teams of recruiters on staff and a growing organization, Somewhere can handle large hiring initiatives. If a client needs to build an entire team overseas, Somewhere has the capacity. Their new CEO explicitly said they “want to be the preferred talent firm for North American companies seeking exceptional global talent” (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) – implying an ability to scale and fill numerous roles. Hey Foster can also do multiple hires, but Somewhere has a track record of doing so for bigger clients, making it a safer bet for those with high-volume needs.

In essence, both agencies share many core USPs – cost savings, pre-vetted quality talent, no ongoing fees, 6-month guarantee, and a done-for-you hiring process. They even use very similar phrasing to advertise these points (Hire Top Remote Talent - The top 1% of remote talent) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) The distinguishing USPs lie in Hey Foster’s transparency and niche focus versus Somewhere’s scale and breadth:

• Hey Foster’s uniqueness comes from its openness (clear pricing, flexible plans) and tight focus (Philippines expert, very personalized service).
• Somewhere’s uniqueness comes from being a one-stop-shop for global remote hiring with a proven brand, additional training resources, and the ability to tap multiple labor markets.

Market Reputation & Reviews

Hey Foster’s Market Reputation: As a relatively new entrant, Hey Foster’s market presence is still developing. It was founded in 2024 (as indicated by its site copyright) and so far has limited public reviews. The testimonial on its homepage from a real estate professional is positive (Hire Top Remote Talent - The top 1% of remote talent) and the company has begun forging partnerships (e.g., being listed as a talent partner by Remofirst, a global Employer of Record service (RemoFirst has partnered with Hey Foster!) . This partnership suggests credibility, as Remofirst trusts Hey Foster to provide recruiting for its clients, and even offers a discount for the first placement (RemoFirst has partnered with Hey Foster!)

On third-party platforms, there isn’t much data yet – a listing on NachoNacho (a marketplace for SaaS deals) encouraged users to “be the first to review” Hey Foster (Hey Foster Discounts, Pricing & Reviews - NachoNacho) This indicates that, to date, there haven’t been many public client testimonials outside of Hey Foster’s own materials. The lack of negative feedback is a good thing, but it also means Hey Foster has to work on building brand recognition and trust through proven results. In essence, its reputation is nascent but untarnished. Early adopters have been pleased, and the company needs to leverage those successes into broader word-of-mouth.

Somewhere’s Market Reputation: Somewhere (formerly Support Shepherd) has a much more established reputation in the remote hiring arena. Over the past few years, it has become well-known, especially in startup and small business circles, as a go-to for hiring offshore staff. Its reputation can be characterized by:

• Client Testimonials & Case Studies: The company proudly displays many client success stories on its site, as discussed. These serve as micro “reviews” from CEOs and founders. The consistency of positive feedback (quality candidates, ease of process, etc.) builds a narrative that Somewhere delivers results.

• Online Communities & Word-of-Mouth: On forums like Reddit, Support Shepherd/Somewhere has been a topic of discussion for those looking to hire remotely. Some threads have users sharing their experiences – for example, one user detailed their hiring process via Support Shepherd as smooth and about a month long (I want to hire Filipinos and I discovered Support Shepherd, but it seems that they don't have such great reviews on this subreddit. I want to pay an agency instead of direct salary. Which agency was your best experience? : r/buhaydigital) (I want to hire Filipinos and I discovered Support Shepherd, but it seems that they don't have such great reviews on this subreddit. I want to pay an agency instead of direct salary. Which agency was your best experience? : r/buhaydigital) while another comment suggested the company was “massively growing” as of late 2023 and is “a great solution for long term people” (I want to hire Filipinos and I discovered Support Shepherd, but it seems that they don't have such great reviews on this subreddit. I want to pay an agency instead of direct salary. Which agency was your best experience? : r/buhaydigital) This indicates that among the digital nomad and outsourcing community, Support Shepherd was known and generally regarded positively for the service it provides. There have also been a few criticisms – one Reddit post alleged the company might be paying low rates for tech jobs causing turnover (Has anyone heard of somewhere.com? You're in for one hell of a ...) (likely from the perspective of candidates or industry observers), and Pearl Talent’s review aggregated some client reports of slow recruitment during high demand (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) However, these critiques seem to be outnumbered by success stories and recommendations.

• Employee Perspective: Support Shepherd has garnered good reviews on Glassdoor (4.4 out of 5 across 100+ employee ratings) (Support Shepherd Reviews: What Is It Like to Work At ... - Glassdoor) implying that even internally it’s considered a solid, well-run company. While this is an internal metric, happy recruiters and staff often translate to better service for clients. It also signals stability.

• Media and Recognition: The rebranding to “Somewhere” in 2024 came with press coverage – notably a PR Newswire piece highlighting its $29.7M acquisition and new CEO (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) This media coverage not only increases brand visibility but reinforces confidence that this company is a serious player (secured significant investment and leadership). Being part of the Need/Want family early on also gave it a pedigree among tech entrepreneurs. All told, the brand “Somewhere” is quickly becoming synonymous with offshore hiring for many startups, much as Support Shepherd was. This kind of market positioning – where your name is brought up as a top option – is something Hey Foster will need to strive for.

• Client Base: While exact numbers aren’t public, the scale of Somewhere’s operations (they mention connecting great companies with talent “globally” and have filled roles ranging from junior to “Head of X” level (Roles) suggests a large client base. They’re trusted by “top brands and entrepreneurs”, as an employment site blurb puts it (Support Shepherd Careers and Employment | Indeed.com) In contrast, Hey Foster’s client base is smaller and likely consists of early adopters and SMBs who have recently discovered them.

In summary, Somewhere enjoys a strong market reputation as an established, reliable provider of remote talent – bolstered by many endorsements and successful placements. Hey Foster is in the reputation-building phase, with positive initial feedback but a need to increase its visibility and proof points. The competitive gap here is primarily one of awareness and trust-by-volume: Hey Foster must strategically accumulate testimonials, perhaps encourage online reviews, and highlight any differentiators to carve out its own reputation in a space where Somewhere is currently a benchmark.

Technology and Automation in the Hiring Process

Both Hey Foster and Somewhere primarily operate as service-driven agencies, relying on human recruiters, but they do leverage standard recruiting technologies to streamline operations. Neither prominently advertises proprietary software or AI-driven hiring tools as part of their value proposition – their pitch is more about human curation – but let’s examine how technology factors in:

• Applicant Tracking Systems (ATS): Hey Foster uses RecruitCRM (an ATS SaaS) for managing candidates – evidenced by their “Apply for Open Positions” and “Join Our Talent Pool” links going to a recruitcrm.io domain (Hire Top Remote Talent - The top 1% of remote talent) This suggests they maintain a database of candidates and track applications digitally. Similarly, Support Shepherd had a “Shepherd Careers” site (now jobs.somewhere.com) which also used recruitcrm.io for candidate applications (Jobs Somewhere (formerly Shepherd Careers)) (Jobs Somewhere (formerly Shepherd Careers)) Using an ATS is a basic but crucial piece of automation, as it helps manage candidate pipelines, search resumes, and coordinate the hiring workflow efficiently. Both firms likely have thousands of candidates in their systems given the interest in remote jobs in PH/LatAm.

• Online Scheduling and Communication: Hey Foster heavily utilizes Calendly for scheduling client calls (the “Hire Now” button opens a Calendly link for booking a meeting) (Hire Top Remote Talent - The top 1% of remote talent) This automation simplifies the process of engaging with prospective clients – a minor tech convenience, but it speaks to an embrace of digital tools to reduce friction. Likewise, Somewhere’s “Start Hiring” process is online and likely involves scheduling a consultation, though specifics aren’t cited. Both will communicate with clients and candidates via email, Zoom, Slack, etc., as part of their process (not unique tech, but standard practice in remote recruiting).

• Automation in Sourcing: Neither Hey Foster nor Somewhere explicitly mentions using AI or automated candidate sourcing (such as resume parsing bots or LinkedIn scrapers). Instead, they emphasize “expert headhunters” and local recruiting teams doing the work (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) For instance, Somewhere credits its success to “teams of local recruiters in the Philippines and LatAm to scout the best talent” (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) – a very human-centric approach. This likely means the recruiters post jobs on local job boards, leverage networks, and manually screen applicants, rather than an algorithm doing the matching. Hey Foster, being smaller, probably takes a similarly hands-on approach: posting vacancies, searching LinkedIn, using their talent pool, and personally interviewing candidates.

• Candidate Assessment Tools: As part of their vetting, both companies might use online assessment platforms (for English tests or skills tests). Hey Foster mentions English proficiency exams and skill assessments (Contact Us About Your Hiring) – these could be administered via online testing tools. For example, they might use services like TestGorilla or Indeed Assessments to evaluate skills at scale before a human interview. The specifics aren’t given, but incorporating such tools is a form of automation to filter out unqualified candidates efficiently. Somewhere, given its scale, almost certainly uses similar assessment tools to maintain quality.

• Client-Facing Technology: On the client side, neither company has a dedicated client portal or app (at least not mentioned) – the process is managed through emails and calls where they present candidates. One could imagine a future improvement where a client could log in to see candidate profiles, interview schedules, etc., but currently the “high-touch” model likely means those details are communicated by the recruiter directly.

• Use of Data: Somewhere’s creation of a Salary Guide (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) indicates they collect and analyze data on salaries in their talent markets. While this is a content piece, it also reflects an internal use of data to advise clients on competitive compensation. Hey Foster likely has similar data (they list average salary figures for roles on their site) and would use that in consultations. This data-driven approach (what is the market rate for a “Content Writer” in Manila, for instance) is a valuable aspect of their expertise, enabled by their information systems.

In conclusion, technology plays a supporting role for both Hey Foster and Somewhere, rather than being a marquee feature. They use common recruiting tech (ATS, scheduling, online assessments) to operate efficiently and handle large volumes of candidates, but neither has introduced a unique automation or AI system that sets them apart in the market. The emphasis remains on the quality of the human process.

For Hey Foster, this parity in tech suggests an opportunity: adopting more advanced recruitment automation could improve speed or scale. For example, integrating AI candidate matching to quickly surface top resumes from a large pool, or using chatbots to pre-screen candidates 24/7, could enhance their efficiency without sacrificing quality. At present, however, clients choosing between Hey Foster and Somewhere will not see a stark difference in “tech and automation” – instead, they’ll hear about the people and process. Both agencies ensure that while “hiring doesn’t need to be a full-time job for you” (Somewhere - Headhunter Agency for Overseas Talent) (because they handle it), it is still a carefully managed human process on their end, not a faceless algorithm.

Time-to-Hire & Efficiency

Time-to-hire is crucial for employers with pressing needs. Both Hey Foster and Somewhere aim to fill roles quickly by pre-screening candidates and streamlining the interview process, with largely similar timelines:

• Typical Timeframe: Hey Foster explicitly states that the hiring process typically takes 2–4 weeks from start to finish (Contact Us About Your Hiring) This timeframe can vary by role complexity – generic positions might be closer to 2 weeks, while specialized or leadership roles might push towards 4+ weeks (Contact Us About Your Hiring) This guidance sets a clear expectation that within a month, the client should have their new hire on board, which is relatively fast compared to traditional hiring (and even compared to some other agencies). Somewhere does not list an exact average duration on their site, but the process described (and client feedback) indicates a similar range. They commit to presenting 3 qualified candidates after conducting interviews and screenings (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) doing this thoroughly usually takes a couple of weeks of sourcing and vetting. Indeed, clients have reported roughly a month from initial contact to having a hire via Support Shepherd (I want to hire Filipinos and I discovered Support Shepherd, but it seems that they don't have such great reviews on this subreddit. I want to pay an agency instead of direct salary. Which agency was your best experience? : r/buhaydigital) which aligns with Hey Foster’s guideline. In one testimonial, a client noted Somewhere “helped us quickly select top talent” (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) implying the turnaround met or exceeded their expectations.

• Process Efficiency: Both agencies follow a structured 4-step process that drives efficiency:

  1. Kickoff (client shares role details),
  2. Candidate search & internal interviews by agency,
  3. Presentation of finalists to client (usually 3 candidates),
  4. Client interviews and selection, then payment and hire (Hire Top Remote Talent - The top 1% of remote talent) (Hire Top Remote Talent - The top 1% of remote talent) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent)
     This model is efficient because the client only engages at the very beginning and at the very end (to interview a shortlist). By curating a small number of excellent candidates, the agencies save the client from wading through dozens of resumes or conducting many first-round interviews. It also means once the role is launched, the next time-intensive step for the client (interviews) waits until the agency finds the top 3 – which compresses the client’s active time-to-hire considerably.

• Factors Affecting Speed: Hey Foster acknowledges certain factors can extend the timeline: highly specialized roles or senior positions might need more search time, and client availability for interviews can influence the total duration (Contact Us About Your Hiring) Somewhere likely faces the same factors. One advantage Somewhere might have is sheer capacity – with more recruiters and a bigger existing pool, they could potentially fill common roles faster if their database has ready candidates. However, rapid growth challenged their pipeline at times (clients mentioned waiting longer than hoped for candidates during demand spikes) (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) Hey Foster, while smaller, might be more nimble for certain searches or give more focused attention that keeps things moving quickly.

• Offer Acceptance & Onboarding: Neither site goes into detail about post-selection, but an important aspect is that once a candidate is chosen, the hire can start quickly since they are typically already pre-screened and likely immediately available (many are job seekers ready to start). The agencies likely help coordinate any offer letters or contracts. The time to start after selection is usually just the notice period (if any). For offshore hires, if clients use an Employer of Record (like Remofirst, which Hey Foster partners with), that arrangement can be set up in parallel so that it doesn’t delay the start date. In most cases, a remote hire could start within days of selection, meaning a candidate identified in week 3 could be working for the client by week 4 or 5.

• Efficiency Metrics: While we don’t have exact metrics, the combination of cost and time efficiency is a selling point. Pearl Talent’s review of Support Shepherd noted that using their service, clients can “significantly reduce…time-consuming tasks” in hiring and focus on their core work (Honest Review of SupportShepherd: A+ Guide for 2024 - Pearl Talent Blog) Both Hey Foster and Somewhere essentially condense what could be a 8–12 week hiring process (if done in-house with multiple interview rounds and sourcing) into roughly half that time, by running much of the process in parallel and filtering heavily.

In comparing the two, there is no strong evidence that one is consistently faster than the other in delivering hires. Both target the 2–4 week window for most roles, which is quite efficient. Hey Foster makes this timeline explicit (a point in its favor for expectation-setting) (Contact Us About Your Hiring) Somewhere’s numerous client stories of fast hires suggest they generally hit these marks as well (Somewhere (formerly Support Shepherd) Hire Top Overseas Talent) If a company had an urgent need, either agency would likely strive to expedite the search; possibly a smaller firm like Hey Foster could flex to accommodate a rush hire (since each client is crucial to them), whereas a larger firm like Somewhere might stick more to its standard process. On the flip side, Somewhere’s larger team could throw more recruiters at a tough search if needed.

To sum up, time-to-hire for Hey Foster and Somewhere is comparably efficient, typically around a month or less, with both using a model that minimizes the client’s time investment until final interviews. Clients should ensure they provide prompt feedback and availability to interview the presented candidates – both agencies’ efficiency partly relies on the client being responsive once candidates are ready. Hey Foster’s clear communication of the expected 2–4 week timeline (Contact Us About Your Hiring) is a good practice, and maintaining that speed as they scale will be key to staying competitive with Somewhere, which has set a high bar for quick, quality placements.

Branding and Market Positioning

Branding and positioning refer to how each company presents itself in the market and is perceived by its target customers:

• Hey Foster’s Branding: Hey Foster has adopted a friendly, conversational brand name (“Hey” gives it a approachable tone) combined with a professional promise of high-quality talent. The branding seems targeted at small to mid-sized businesses or startups looking to scale with affordable remote talent. Phrases like “Hire the best remote staff” and “astonishing remote talent” (Hire Top Remote Talent - The top 1% of remote talent) position Hey Foster as a curator of top-tier talent, not just any offshore workers. They also emphasize the cost-saving angle heavily, which appeals to budget-conscious companies. The visual branding on their site is straightforward and modern, and they use some playful touches (referring to a community of “business nerds” or “geeks” in their pricing plans (Hey Foster, Headhunter Pricing) (Hey Foster, Headhunter Pricing) which matches the tone of being friendly and startup-oriented).

  Positioning-wise, Hey Foster is trying to be the go-to partner for offshore hiring for growing businesses. By calling themselves a “growth partner” and highlighting success in finding “your next amazing hire” (Hire Top Remote Talent - The top 1% of remote talent) they position as invested in the client’s success, not a one-off vendor. Their content marketing (blogs like the “2025 Guide to Hiring Offshore Talent”) further positions them as experts in the offshore hiring trend, attempting to build thought leadership. Since the brand is new, it doesn’t carry legacy baggage – they can shape it fresh as a youthful, transparent, and agile firm. The challenge will be breaking through the noise and being recognized alongside more established players.

• Somewhere’s Branding: The rebrand from Support Shepherd to Somewhere in 2024 was a deliberate positioning move. The name “Somewhere” evokes the concept that talent can be anywhere in the world (“talent is everywhere – hire with Somewhere” as the PR phrased it) (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) It’s a clever, aspirational brand name that is easy to remember. Post-rebrand, the company has presented itself with a somewhat more ambitious and global persona. The messaging is that Somewhere connects companies with exceptional talent globally, making it “easier—and cheaper—for businesses to tap into top remote talent worldwide.” (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) This positions Somewhere as a pioneer in the future of work, almost a platform to “hire anywhere.”

  The involvement of notable entrepreneurs (like Marshall Haas and now Nick Huber) and a professional CEO (Petar Nedyalkov) gives the brand gravitas in the business community (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) They are aiming to be seen as the leader in offshore staffing – the “preferred talent firm for North American companies” as stated by the CEO (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) Their branding is thus slightly more enterprise-friendly now, while still appealing to the SMB/startup segment. They highlight being trusted and experienced, and use case studies of well-known clients to solidify their positioning. Essentially, Somewhere’s brand has evolved to convey: established, trusted, big enough to deliver at scale, but still modern and focused on remote work. The tagline on Need/Want’s site calling Shepherd “the headhunter agency for finding top overseas talent” (NEED/WANT – A family of brands) is succinctly what they want to own in the market.

• Differentiation in Positioning: Hey Foster, at its core, competes in the same space with a very similar offering. To carve out a position, Hey Foster leans into being transparent and customer-friendly (no corporate fluff). The pricing transparency is one aspect; another could be the name and tone which is a bit more personal (in contrast, “Support Shepherd” had a very service-oriented feel, and “Somewhere” is more concept-driven; “Hey Foster” feels like you’re chatting with a helpful partner). If Hey Foster can convey a story or mission (for instance, maybe the name implies “fostering growth” or “fostering talent”), that could strengthen its brand identity. Right now, its positioning overlaps a lot with Somewhere’s initial positioning – focusing on offshore hiring for cost savings. To stand out, Hey Foster might emphasize things like greater flexibility, boutique attentiveness, or specialization in certain regions/roles more sharply in its branding as it matures.

• Trust Signals: Branding is also about trust. Somewhere uses trust signals like listing notable clients, media mentions, and having an established “About Us” story (pivoting from Shepherd to a larger vision). Hey Foster will need to build those trust signals – e.g., showcasing any key clients (even if not famous, strong testimonials or logos can help), and perhaps the background of its founders or team to show their credibility in recruiting. Right now, Hey Foster’s site is focused on the offering and less on the people behind it. Introducing the team or success metrics (number of hires placed, etc.) over time can help position it as a credible player. The competition’s rebrand press release explicitly frames them as “trusted platform” and highlights shareholder vision (Shepherd Rebrands as Somewhere.com with $29.7M Acquisition and New CEO, Signaling the Future of Global Recruiting) which appeals to a higher-end market as well. Hey Foster might continue to position itself as the flexible upstart that is more nimble and transparent in contrast to the bigger “incumbent” (Somewhere).

• Target Market Focus: Both seem to target mainly U.S., Canada, and maybe other English-speaking country clients who want to hire overseas. Somewhere’s messaging is squarely aimed at North American companies. Hey Foster also appears to target similar clientele (their cost comparison is vs. U.S. salaries, and content is in USD). Neither is explicitly targeting, say, European companies in their copy, though there’s no exclusion. This means their branding is tuned to the pain points of North American SMBs – high local wages, tight local talent pools, desire to save costs and still get good talent. On that front, both are aligned, but Somewhere now has a slightly broader “globally connect talent” vibe, whereas Hey Foster is more “offshore staff for your business, done simply”.

In conclusion, Hey Foster is positioning itself as a fresh, transparent, and expert partner for offshore hiring (with a focus on PH talent), while Somewhere has positioned itself as the leading, one-stop global talent solution backed by a strong track record. Hey Foster’s branding challenge will be to highlight what makes it different or better than an established competitor like Somewhere – whether that’s a more personalized service, more openness, or some innovative approach – and to communicate that clearly. Right now, the two brands’ messaging are very similar on the surface (even using many of the same selling points), so sharpening a unique angle will help Hey Foster in the competitive landscape.