Our goal is to help build the best offshore team for our clients. While doing that, we made mistakes and came across challenges. However, we’ve also learned and applied these experiences to our work. We also aim to provide our team with the best financial opportunity while ensuring adequate work-life balance and the chance to learn and grow.
As humans in a developing country, we value our jobs and work hard to serve you and make the best living for ourselves and our families. While doing so, we may make mistakes, but we do our best to avoid and not repeat them.
Offshoring may be one of the solutions that have worked for firms who have dutifully invested in it for the long term as a part of the firm core strategy. And the truth is that offshoring hasn't worked for many firms. Of course, the post-pandemic situation has changed.
Offshoring may be one of the solutions that have worked for firms who have dutifully invested in it for the long term as a part of the firm core strategy. And the truth is that offshoring hasn't worked for many firms. Of course, the post-pandemic situation has changed.
Offshoring may be one of the solutions that have worked for practices who have dutifully invested in it for the long term as a part of the firm core strategy. And the truth is that offshoring hasn't worked for many practices. Of course, the post-pandemic situation has changed.
The tech industry is especially good at losing money. Growth is electric, but profits are elusive. We take an old school economics 101 approach: Make more than you spend. That's why we've been profitable every year. It's the responsible way to take care of customers/employees in the long run. We pay well to all team members. If you think our costs are high, then it's probably because we pay better.
They say that if you don't pay for what you use, you're the one for sale, not here. We don't sell customer data nor misuse it, and we don't use personal information to place targeted advertising or other purposes. That's a violation. We provide services, and people pay for the end of a transaction. Our business model is selling services, not selling you.
Companies are obsessed with battling for giant Top 50 firms as customers. That's boring. We're more interested in the Top 100,000 - small and mid-sized firms like us. They're underserved and ignored and don't get the respect they deserve. We're here for them.
Companies are obsessed with battling for giant Top 50 firms as customers. That's boring. We're more interested in the Top 100,000 - small and mid-sized firms like us. They're underserved and ignored and don't get the respect they deserve. We're here for them.
Companies are obsessed with battling for giant Top 50 firms as customers. That's boring. We're more interested in the Top 100,000 - small and mid-sized practices like us. They're underserved and ignored and don't get the respect they deserve. We're here for them.
Eight hours for work, 8 hours for life, 8 hours of sleep. That's for everyone onshore as well as offshore. We want our team and client team to be independent of hustle. Reasonably good pay and a great life are what we expect from our team.
Well, we want this not to be true. But it will never happen. Our human ecosystem comprises 3,000+ staff members offshore and at least 3000+ Onshore Client Staff members (assuming 1 offshore staff deals with 1 onshore staff). We deal with humans on both sub-continent sides, with different processes, mindsets, expectations, communication methods, workflow approaches, needs, etc. So, our client and team both complain, and we try to build environments and solutions to address these issues and minimize them.
We only work with accounting firms because we understand their business and needs. Though we could, we avoid working with other industries as it can dilute our focus and core strength. We value our expertise and will continue to help accounting firms succeed.
We only work with accounting firms because we understand their business and needs. Though we could, we avoid working with other industries as it can dilute our focus and core strength. We value our expertise and will continue to help accounting firms succeed.
We only work with accountancy practices because we understand their business and needs. Though we could, we avoid working with other industries as it can dilute our focus and core strength. We value our expertise and will continue to help accountancy practices succeed.
We have challenges while managing such a massive bandwidth of people who have joined us at different times. However, we hire in the Indian market. Our compensation and benefits structure shall be relevant to the hiring market. We want to hire people, pay them well, and retain them for as long as possible.
The world is obsessed with start-ups. We prefer to be champions, stayups - companies who've proven their worth, figured out their business, and strive to stick around for the long term. Companies that endure and inspire confidence. Longevity isn't a fluke. Along those lines, we're proud that 2024 is our 10th year in business. We want to be a sustainable company rather than a hyper-growth company.
On average, an offshore team member works about 7 hours productively for the work allocated. That doesn't mean they are not available to work for 8 hours. The focus shall be on tasks accomplished within the time frame rather than billability. We prefer to focus on the quality of work rather than billability.
The expectation of immediate response is everywhere. Real-time everything isn't human-scale, however, that's how everyone works and communicates these days. Not us. We think urgency is overrated, and ASAP is poison. Real-time is the wrong time most of the time.
Consensus is cozy, but we’re looking for more than a broad agreement, we’re looking for the right decision. That’s why we take the time to think, debate, persuade, listen, reconsider, and then decide. If you disagree, that's fine, but once a decision is made, it's time to commit and support it completely.
A crisis is a terrible thing to waste. Sometimes events that grind you to a halt are the ones that propel you forward. Adversity helps you grow antifragile.
From onboarding a staff member to getting them up to speed, an investment should be made just as you would invest in your team onshore. Offshore staff are different from interchangeable parts. You can't just switch them on and off. If you are considering reducing hours or terminating staff, please remember that we need 60 days' notice, as that is the standard process.
Have you seen it? Have you heard? What's your take on this? Can you believe it? OMG, that tweet. Have you read that story yet? Have you seen that video? Have you finished the second season yet? So much FOMO. We'd instead celebrate JOMO - the Joy of Missing Out. Life's better when you miss the stuff that doesn't matter.
We hire based on the intention that staff will stay with us long-term. However, we make hiring mistakes and must let staff go if they don't perform. We always provide 2nd chances, which everyone deserves. But there are many reasons for attrition, many being beyond our control.
We understand that managing people can be complex and challenging. Despite this, we prioritize the well-being of our employees over short-term financial gains and invest in their development and growth. We strive to provide a supportive and inclusive work environment that enables our employees to thrive. However, if some employees do not fit our organization, we will prioritize our company culture over individual competence. By prioritizing our people over profits, we are investing in the future of our company and building a solid foundation for continued success.
Offshoring involves a minor shift in how a firm operates, often requiring a change in mindset. During the first year of offshoring, it may seem like it has added to your workload instead of reducing it. However, over time, you will realize that offshoring has taken much off your plate and your teams' and ultimately benefits the bottom line. It may take some time to see the green shifts of offshoring.
Offshoring involves a minor shift in how a firm operates, often requiring a change in mindset. During the first year of offshoring, it may seem like it has added to your workload instead of reducing it. However, over time, you will realize that offshoring has taken much off your plate and your teams' and ultimately benefits the bottom line. It may take some time to see the green shifts of offshoring.
Offshoring involves a minor shift in how a practices operates, often requiring a change in mindset. During the first year of offshoring, it may seem like it has added to your workload instead of reducing it. However, over time, you will realize that offshoring has taken much off your plate and your teams' and ultimately benefits the bottom line. It may take some time to see the green shifts of offshoring.
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