Hiring New

Why Hiring Experienced Staff Member Offshore?

Challenges for Firm

Firm's owner/partner spends a lot of time reviewing the work done by staff.
Mistakes made by the offshore team.
Firm is required to do a lot of training for the offshore team.
Expectation from the offshore team is to do high-level and more complex tasks.

Benefits

Complex work can be done
Reviewing Offshore staff work
Onshore staff review time goes down and Quality of Review goes up
Manages offshore hiring, training, staff turn over, expansion
Can interact with end clients on behalf of the firm
More work can be done offshore
helps in better services for clients
Dependency on Onshore staff reduces in longer run

Challenges With Hiring Experienced Staff

The skills and experience vary for each profile. This staff member is usually hired for supervisory roles or senior work roles.

Some of these staff members (not all) will come from Big 4 and Large accounting firms, so they may only have deep experience in a particular area.

This staff member shall be available around the year and in a full-time role only (Not for Temp Needs)

Fees shall be from $18/hour to $50/hour depending on experience.

Staffing Time from confirmation of hiring shall be about 45 to 75 days. (Depending on how long the existing company would take to relieve them). We may not have someone available on the bench mostly.

This profile is available for very high salaries, so we need to be thoughtful while hiring. We will be offering them once you confirm.

They may be available for WFO or WFH setup, depending upon their need. (But we will let you know in advance). (As a policy, we don’t allow WFH unless approved by the client.)

Typically, we offer this profile only to clients who have an existing team of at least 3 or more offshore staff with us.

Also two more perils in staffing with experience profile.

First, even after accepting the offer, we have seen staff not joining sometimes (either existing employers retain them or they found a better opportunity and took that).
The second one is that the attrition is very high in this experience bracket because they have options. We have to continue to make an effort to retain them. So, we need to plan and hire these profiles carefully.

Solution With Hiring Experienced Staff:

Allow WFH/Hybrid working for staff members in selective cases. A lot of Big 4 and Large firms offer such flexibility. In fact, Big 4 and Large firms work in India from 10 am to 6.30 pm India time. (We still prefer staff to have crossover time of at least 2 to 3 hours.)

For a Level 4 position, consider hiring a Level 2/3 candidate.
Recommend hiring a Level 4 candidate for Level 5/6 roles.
Appoint an "Accelerator" or "Subject matter expert" with over 6 years of experience to mentor and fast-track the candidate's development.
This strategy ensures rapid growth and prepares staff for higher-level responsibilities efficiently.

Hire Level 4 and 5 staff for supervisory or lead roles.
Assign each Level 4 and 5 staff member 3 to 5 Level 1/2/3 staff to manage.
Ensure Level 4 and 5 staff are involved in more than basic tasks, allowing them to handle significant responsibilities.
Foster a supportive and productive team dynamic

Establishing personal relationships with offshore staff can identify who can handle more work complex tasks and lead the offshore team. This will help you in taking offshoring in the next Phase.

The onshore team needs help with accepting offshore staff in superior roles. Therefore, it's recommended to avoid such situations.

How hiring experienced talent can expand your scope of offshoring levels?

01

Expert Integration

From our experience, a common oversight many firms make is not having an experienced offshore staff to guide the team (the team can be existing offshore staff or onshore staff as well). To fully capitalize on offshoring, integrating experienced professionals is key.

02

Skilled Integration

By integrating skilled talent, firms can tackle more complex work, manage greater volumes, and streamline processes, all while maintaining high standards of quality.

03

Talent Steering

A common pitfall we've noticed among firms looking to scale up is the lack of experienced offshore talent—a real game-changer in the success of offshoring efforts. We strongly recommend bringing experienced talent on board to steer the ship, especially as your operations expand.

Eventually, experienced hiring needs hybrid working flexibility

01

Meeting Market Expectations

In our journey with over 1050 clients, we've seen a clear trend: the best in the business expect flexibility. Offering hybrid work options aligns with these industry standards, helping us stand out when attracting experienced professionals from top-tier firms like the Big 4s.

02

Drawing in the Best

Our experience shows that seasoned experts are looking for more than just a good salary; they want a role that fits their lifestyle. Hybrid working is often a deal-maker for these high-caliber candidates, enhancing our appeal as a forward-thinking employer.

03

Keeping Talent Happy

The secret to keeping skilled staff isn't just in what they do; it’s also in how they do it. Offering the flexibility to work from home part of the week has proven crucial in retaining top talent, especially those accustomed to such arrangements in previous roles.

04

Staying Competitive

Adopting hybrid work shows we’re up-to-date with how the world works today. This approach helps us stay competitive in attracting and keeping high-quality staff.

Minimum Bachelor’s Degree
3-5 Year experience.
3 Months of Training
Research industry-related topics (combining online sources, interviews, and studies)
Proofread and edit content before publication
Use SEO guidelines to increase web traffic
Curating Content for Social Media Platforms
Ensure all-around consistency and creativity
Collating the sources where the content is distributed
Ensure the timely and successful delivery of solutions according to customer needs and objectives
Willing to work collaboratively as a part of the content team
Strong communication and interpersonal skills, displaying the ability to connect and build relationships with clients and peers
Ability to work methodically and meet deadlines
Develop content strategy develop an editorial calendar aligned with short-term and long-term goals
To create original long short form copy, website copy, effective headlines, tag-lines, calls to action, service descriptions, and more.
Brainstorming collaborating with internal teams to create campaigns, collaterals etc.
Write effective and grammatically correct copy for target audience from conceptualization to final execution.
Stay on top of current industry trends to use that as an opportunity to create relevant cont
Connect with influential media outlets and journalists to place stories about company news and other initiatives. Assist with event planning, including working with vendors, event coordinators, and design teams for on-site collateral
Produce valuable and engaging content for our website and blog that attracts and converts our target groups
To write on a variety of topics related to educational industry, educational brands etc
Knowledge of writing articles, blog posts, press releases, website content pertaining to digital media.
Create content which gives website readers access to information in a simple, easy to understand language.
Exposure towards writing case studies, marketing emails / flyers, white papers, etc.

Disclaimer:
We provide staff in Non-Accounting roles 3 month training on Accounting Industry & How Accounting firms work as they wouldn’t have prior experience of it.