Work with international companies. Based in Amman.
Veilancy places English- and Arabic-speaking talent from Amman into managed remote roles with companies in the US, UK, Canada, Australia, and the GCC. The standard is high because clients judge us on the work our teams produce.
We recruit against live client engagements, not open-ended vacancy lists. Applying places you in a reviewed talent pool — not an offer, a queue position, or a promise of a role.
Submit your application.
Takes a few minutes. Be specific about the work you've done and the hours you can genuinely commit to — accuracy helps more than ambition here. Submitting doesn't guarantee employment; Veilancy contacts selected candidates when a matching role opens.
Want to help build Veilancy itself? Select one of the internal tracks — team lead, recruiting and training, or the founding leadership team — in the role preferences below.
What this role does for your career.
Most jobs in Amman pay for hours. This one builds an international track record — the kind that compounds long after your first placement.
International experience, from Amman
You work directly with companies in the US, UK, Canada, Australia, and the Gulf — real accounts, real customers, real accountability. That experience travels with you for the rest of your career.
Training most employers don't fund
Structured onboarding, documented playbooks, English and client-communication coaching, and tooling used by international teams — CRMs, ticketing, reporting.
Paid in a stable, managed setup
Competitive local compensation, defined shifts, a managed Amman office when required, and a company that handles the client relationship so you can focus on the work.
Built for the long term
Placements are designed to last. Clients renew and expand around people they trust, and our team leads are promoted from inside — not hired over you.
Small dedicated pods per client, not high-churn queues. You own a workflow, not a headset target.
No bidding, no chasing invoices, no client risk on you. One employer, one standard, one point of escalation.
You see the metrics you're measured on, when they're reviewed, and what the next level of scope requires.
What we assess for.
Not preferences — the criteria a candidate is measured against at every stage, and the reason most applications don't move forward.
- 01
Communication under pressure
Clear spoken and written English — and Arabic where required. You'll speak directly with clients and their customers, often without a script.
- 02
Discipline over enthusiasm
Structured shifts, agreed coverage hours, consistent attendance. Reliability is assessed continuously, not assumed from an interview.
- 03
Coachability
Feedback is frequent and specific. People who do well here treat correction as information, not criticism.
- 04
Process literacy
Comfort working inside documented workflows, CRMs, ticketing systems, and reporting cadences — and improving them where weak.
- 05
Ownership of your setup
Reliable connectivity, a workable environment, and readiness to work from our managed Amman office when required.
How candidates are reviewed.
Five stages, in order. Progress at each depends on evidence from the one before it.
Application review
We read every application. Most don't move forward, usually because role fit or availability doesn't match current client need.
Communication screen
A short conversation assessing spoken English, clarity, tone, and how you handle an unfamiliar question in real time.
Role-specific assessment
A practical task or roleplay from the actual work — a support ticket, a discovery call, a data exercise. We assess output, not confidence.
Reliability and setup review
Availability, shift tolerance, work environment, and references where relevant. A strong interview can still end here.
Client-facing calibration
For some roles, a final review with the client team before placement, so expectations are agreed before day one.
Growth is performance-based.
No fixed promotion ladder and no guaranteed timeline — just measurement, review, and a clear path for people whose results hold up over time.
Measured, then reviewed
Quality, responsiveness, accuracy, and reliability are tracked from day one and reviewed on a set cadence — progress is evidenced, not argued.
Scope before title
Growth usually arrives as wider scope first: harder accounts, more autonomy, ownership of documentation. Titles and pay follow sustained results.
Into team leadership
Team leads are promoted from people who already carry the standard, and are asked to hold it for others as cohorts expand.
Roles we recruit for.
Recruitment follows client demand, so the list below describes categories we work in — not roles currently open.
- 01Sales Development Representatives
- 02Appointment Setters
- 03Customer Support Agents
- 04Technical Support Agents
- 05Back-Office Operations Assistants
- 06CRM & Admin Support
- 07Client Communication Support
- 08Operations Support
We do not keep a permanent vacancy list
Roles open when a client engagement is scoped and approved. Applying places you in a reviewed talent pool, not a queue for a guaranteed seat.
We do not promise a timeline
Some candidates are contacted within weeks, others months later, many not at all. We'd rather say that plainly than imply otherwise.
We do not charge candidates
No fees at any stage — not for applying, assessment, training, or placement.
Ready when you are. One application.
Apply once and stay in the reviewed talent pool — including for internal Veilancy roles as we grow.