4 Step Process That RGP Uses to Vet Offshore Video Editors

Hiring a great video editor isn’t easy. In fact, when we hired our last offshore video editor, we reviewed 1,898 profiles. That’s not a typo.

So how did we get through all of those and find the right person?

In this post, we’re giving you the exact system we use to vet video editors at Remote Growth Partners (RGP), the same process that powers content production for fast-growing agencies, course creators, and B2B brands.

Whether you’re looking to scale your YouTube channel, crank out UGC for paid ads, or build a content machine that runs without your input, this guide will show you what separates okay editors from the elite.

Why We’re So Intentional About Video Editor Vetting

We’re big on video. Internally, we use editors for everything from LinkedIn content and thought-leadership reels to podcast shorts and product explainers. Our clients count on us to provide editors who can handle dozens of formats, from TikToks and testimonials to brand films and full podcast production.

That’s why our vetting process is designed to do one thing extremely well:

Surface editors who don’t just follow directions, they elevate the content.

We don’t believe in hiring based on portfolios alone. We want editors who are:

• Strong communicators
• Detail-oriented under pressure
• Creative problem solvers
• Fast, coachable, and reliable

So we built a hiring process that tests for exactly those traits.

Here’s how it works:

Step 1: Video Screening

The first step is a short video screen. It's designed to quickly assess:

• English fluency
• Video call quality
• Basic communication skills
• Portfolio walkthrough
• Editing process explanation

We typically send candidates a short Loom link or schedule a 10-minute async or live interview. During this step, we’re not just evaluating hard skills, we’re checking for professionalism, responsiveness, and enthusiasm.

We ask things like:

• “How do you typically approach a new editing brief?”
• “Can you walk us through your role on this video in your portfolio?”
• “What editing software do you use and why?”

This first filter often eliminates 70–80% of candidates, especially those who look great on paper but fall short in communication or context-sharing.

Step 2: Video Critique Exercise (30–60 Minutes)

Great editors know how to take feedback. The hardest part of working with any editor isn’t editing, it’s communication.

That’s why our second step is a video critique exercise. We send candidates a video clip and ask them to review it in writing or via Loom. We’re looking for how well they can:

• Identify what's working
• Point out what’s off
• Suggest edits with clarity
• Think like a storyteller

This step tests:

• Attention to detail
• Business writing
• Nebulous problem-solving

We’re deliberately vague on a few points to see how the editor navigates ambiguity. Can they interpret subtle creative direction? Can they give professional feedback without being blunt?

You’d be surprised how many editors can’t explain why something “feels off”  or worse, say nothing at all. The best ones break things down with nuance and tact.

Step 3: In-Depth Interview with a Content Hiring Manager

We don’t use generic recruiters for this. Editors go through a real interview with a content lead, someone who actually manages editors day-to-day.

In this call, we dive into:

• Relevance of experience: Have they edited similar formats before?
• Past performance: What campaigns or brands have they supported?
• Frameworks: How do they approach things like storytelling, pacing, and retention?
• Culture fit: Will they align with our client’s tone, speed, and feedback style?

We also ask scenario-based questions:

• “You’re given a raw testimonial with no b-roll and tight budget. What’s your plan?”
• “If a client asks for a revision you disagree with, how do you handle it?”
• “How do you stay creatively sharp when editing similar content every day?”

This step gives us a strong read on whether they can think strategically, or if they’re just button-pushers.

Step 4: Paid Test Edit (3–5 Hours)

By now, only the top 2–3% of candidates make it to this stage.

We give them a paid test project that simulates real client work. The brief includes:

• Brand context
• Target platform (e.g. TikTok, YouTube Shorts, LinkedIn)
• Technical guidelines (frame rate, resolution, captions)
• Voice + tone style

We're not just looking at the final output, we're observing how they:

• Interpret the brief
• Ask clarifying questions
• Communicate revisions
• Benchmark vs. other finalists

We also pay close attention to revision handling. Do they nail it after one round of feedback? Or do they need three back-and-forths for basic changes?

This step often separates the editors who “look good” from those who can actually deliver under real-world conditions.

Why We Pay for the Test

We always pay for test projects. Here’s why:

• It respects the editor’s time, which builds trust.
• It encourages realistic effort, no corner-cutting.
• It creates a professional tone from the start.

This also tends to attract more experienced, serious editors, the kind of people who are used to delivering work, not jumping through hoops.

What Happens After the Vetting?

Once someone passes all four stages, we introduce them to the client and start a trial engagement. Even then, we provide ongoing quality checks, coaching, and creative support.

We don’t believe in “place and forget.” Our model includes:

• Regular check-ins with the editor and client
• Slack channels for async support
• Quarterly performance reviews
• Optional upskilling and tool training

This ensures our clients aren’t just getting talent, they’re getting long-term editorial firepower.

Why This Process Works

This system isn’t magic, it just takes work. But it’s worth it.

Instead of rolling the dice on a Fiverr profile or wasting hours managing underqualified freelancers, we give our clients editors who are:

• Technically sharp
• Creatively aligned
• Great communicators
• Easy to manage
• Ready to grow with the brand

We’ve used this same process to hire editors who’ve gone on to lead in-house teams, scale content pipelines, and 3x creative output for clients.

So if you’re tired of hit-or-miss editors, let us do the heavy lifting.

Want Us to Vet for You?

If you’d rather skip reviewing thousands profiles and get a shortlist of elite offshore editors, already screened, tested, and ready to roll, we’ve got you covered.

Book a free consultation and we’ll help you build a high-performance video team that fits your brand like a glove.