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OFFSHORING HAS AN 80% FAIL RATE

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Here’s the Main Reasons Why…

AND HOW TO AVOID THEM

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Low Level Talent:

Most Near Shore and Offshore markets are unsophisticated, leading to poor performance.

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Source the Top 1% of Talent:

Gain access to candidates with 10+ year experts with proven US company experience.

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Cheap = Churn:

Typical BPOs push low level talent. This results in an average Churn of 80%. Common complaints are ‘hand holding’ and ‘poor performance’.

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Investing in higher pay & better benefits:

Top talent costs more, but their expertise, efficiency, and quickly deliver an ROI make it worth the investment, with 4+ years average retention.

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Time Zone Differences:

Working on different time zones creates communication and integration issues.

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Build a truly integrated global team:

Align offshore staff to your shifts, US hours, and public holidays

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Language and Cultural Barriers:

Most companies struggle with language barriers, cultural disconnects, and misaligned expectations.

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Choose English-neutral countries:

The Philippines is a sophisticated BPO market; culturally aligned, English-neutral workforce holding comparable degrees to Western professionals.

Resources

View Other Offshoring Best Practices & Resources

HERE

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Outsourcing Success™ Plan

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Outsourcing Success™ Top Talent

Get inside access to the Top 1%! These are candidates that you cannot find on job boards. There’s a world of difference between low-level L1 ‘yes ma’am’ hires and top-tier L3/L4 talent with 10+ years’ experience—you get what you pay for, so don’t just outsource—upskill!

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Outsourcing Success™ Head Hunting

Top talent isn’t on job boards or in BPO pools—tap into our headhunters on the ground in the Philippines to access experienced professionals from US companies. SCHEDULE A CALL

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SUCCESS PLAN

Discover how to integrate offshoring, upskill your team, and build a leaner, smarter structure. You’ll get:

✔️Analyze your current roles, skill levels, and salaries.

✔️Create a customized report that shows exactly where to save and reinvest

✔️ Expert guidance on building agile, hybrid teams that are flexible and scalable

✔️ How to build a dedicated, in-house marketing and lead generation engine room for a similar cost to an agency retainers.

Don’t just outsource—reshape your org chart for growth and agility.

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Industries Leading with

Strategic Outsourcing

SaaS

Ecomm

Project Management

Software Development

Professional Services

Healthcare & HealthTech

Real Estate & PropTech

Finance and Accounting

Data and Analytics

Human Resources

Customer Support

Sales and Marketing

Common Questions

Will offshore team members work U.S. hours and observe U.S. holidays?

Most BPOs operate on standard local schedules, which can create delays and misalignment. However, a few providers—like Concertina—specialize in real-time team alignment. Unlike other BPOs, their offshore talent works U.S. hours unless they’re assigned to after-hours functions like 24/7 CX or tech support. Time zone alignment is critical for seamless collaboration and leadership visibility.
How is data security and confidentiality handled?

Data security practices vary widely across providers, so it’s important to ask how systems are managed and what controls are in place. Many managed service models offer tools and processes that help protect sensitive data, such as role-based access, secure cloud platforms, and clear data-handling protocols. Companies concerned with compliance often partner with providers who align with their internal standards and industry regulations.
Will we face communication or language barriers?

In top offshoring destinations like the Philippines, English proficiency is high, especially among professionals with 5–10 years of experience in global roles. That said, strong communication is about more than language. Providers that vet for clarity, context, and leadership communication (not just accents) deliver a much smoother client experience.
What level of talent can I realistically hire offshore?

You’re not limited to entry-level or task-based VAs. Many U.S.-based companies now offshore strategic roles: fractional CMOs, customer experience managers, senior engineers, and finance leads. Providers that headhunt rather than post job ads are able to source domain experts with deep specialization and leadership experience.
Is there cultural alignment with U.S. teams?

Yes, especially in markets like the Philippines, where Western education, media exposure, and client experience are common. That said, cultural fit isn’t guaranteed by geography alone. Top-tier firms invest in structured onboarding, shared values, and leadership alignment to ensure cultural integration from day one.
How do I manage a team that's not physically present?

The key is structure. Offshore teams succeed when there are clear KPIs, regular reviews, and embedded supervision. Some providers offer dedicated Team Integration Managers (TIMs) who ensure performance, accountability, and alignment with your internal processes. Without this, U.S. managers often feel like they’re flying blind.
What happens if someone leaves? Is there a backup plan?

In high-churn BPO environments, replacements can be slow and disruptive. Look for partners with retention rates above 90% and proactive succession planning. For example, Concertina teams operate with long-term alignment and structured development, resulting in 97%+ retention. That reduces churn risks significantly.
Can offshore talent interact directly with our clients or exec team?

Absolutely—if they’re the right hires. Senior offshore professionals with client-facing experience can lead accounts, run presentations, and manage vendors. The key is to vet for executive presence and industry fluency, not just technical skills. Many U.S. companies now rely on offshore leaders to own key relationships.
How long does it take to build a high-performing offshore team?

It depends on the complexity and seniority of the roles. Basic placements can happen in 2–3 weeks, but strategic team builds often take 30–45 days. Providers who use headhunting (not job boards) take a bit longer but deliver stronger talent aligned to your business goals.
What are the hidden costs or risks I should watch out for?

The most common traps are low retention, weak onboarding, poor supervision, and hidden management drag. Choosing the lowest-cost provider often leads to repeat hiring, retraining, and burnout. Look for a provider that’s transparent about outcomes, embeds operational support, and focuses on long-term ROI, not just seat filling.

TIME TO REVISIT OUTSOURCING,
DONE PROPERLY.