Offshore Staffing vs. Local Hiring: Which Fits?
Trusted by 300+ companies. 450+ people placed. A 5-year track record.
It Comes Down to the Work Itself
Keep a role local when it needs in-person work, local know-how, or senior leadership on site. Move it offshore when the work repeats, can be measured, and runs in your software. Most growing teams end up with both.
Offshore vs. Local Hiring, Side by Side
This is a general guide. Your figures depend on the role, level, and market.
The Year-One Gap, Role by Role
Here is the year-one difference for four roles, a local U.S. hire next to an offshore hire.
The U.S. side adds median pay, benefits and payroll taxes, and recruiting. The offshore side adds your hire’s pay for 2,080 hours, our $1,000 monthly fee, and the $1,000 one-time engagement fee.
See the savings for more roles on our offshore staffing cost page.
Estimates only. U.S. figures use BLS median pay plus benefits and hiring costs. Offshore figures are based on our current rates for mid-level Filipino hires. Entry-level costs less, senior costs more. Exact figures on your call.
When a Local Hire Still Makes Sense
Not every role should move offshore. Keep it local when one of these is true.
If the role is unclear, we can help you scope it on your first call.
In-Person Work
The role needs a site, equipment, or customers met face to face.
Local Know-How
Choices turn on state rules, regional markets, or close ties with partners.
Senior Leadership
The seat sets direction for the company or makes high-stakes calls daily.
Unclear Role
No one has defined the tasks, tools, or what good output means.
Is This Role Ready to Move Offshore?
Check each line that fits the role you have in mind.
- The work happens in software like Shopify, HubSpot, or QuickBooks.
- The same tasks come up every day or week.
- You can judge good output by numbers or deadlines.
- Someone on your team can review the work each week.
- Nobody needs to be on site to do the job.
- You or your leaders still do this work yourselves today.
The more lines you check, the better the role fits offshore.
Roles Built for Offshore Work
Start with work that repeats and runs in software. Each role links to a page with its full duties and what it saves you.
Customer Service Specialist
Ticket triage, refunds, order issues, escalations, and satisfaction scores.
Executive Assistant
Calendar, inbox, vendor coordination, meeting notes, and founder follow-ups.
Bookkeeper
QuickBooks or Xero entries, AR, AP, and monthly reconciliations.
Project Manager
ClickUp or Asana boards, deadlines, client updates, and handoffs.
Supply Chain Analyst
Vendor POs, demand forecasts, stock levels, and logistics follow-through.
Email Marketing Specialist
Klaviyo flows, SMS sends, list cleanup, and campaign reports.
Graphic Designer
Static ads, asset resizes, landing visuals, and social posts.
Video Editor
Paid social cuts, UGC edits, captions, and ad variations.
Build a Mixed Team
You don’t have to pick one model. Many growing teams use both.
Local Leaders
Your in-house staff own strategy, key accounts, and each big final call.
Offshore Operators
Proven Filipino professionals run the recurring work in your tools each day.
One Rhythm
Shared goals, weekly check-ins, and clear SOPs keep both sides in step.
“Most founders do not need more hours. They need stronger systems, clearer ownership, and operators who can carry recurring execution well.”
What the Fee Covers
Your hire’s pay and our fee are separate, so you see both and can check the pay against the market.
Plus your hire’s pay and a $1,000 one-time engagement fee.
Role-specific sourcing and vetting- Sample profiles and work samples
- Payroll and contract coordination
- A 30 to 90 day onboarding plan
- 1 free replacement over the first 12 months
- Coaching, community, and events for your hire
You see the full quote before you commit.
Offshore Staffing vs. Local Hiring FAQs
How much do I save by hiring offshore instead of locally?
It depends on the role. In year one, an offshore project manager saves $101,255 and a graphic designer saves $61,635 next to a local U.S. hire. These totals count pay, benefits, taxes, recruiting, and our fees. You get exact figures for your role on your call.
Does lower pay mean lower quality?
No. Pay tracks the local market in the Philippines, not skill. We vet every candidate for your role, and you see sample profiles and work samples before you interview. Quality also depends on a clear role, good onboarding, and steady feedback from your team.
How do I know a role is ready to move offshore?
A role is ready when the tasks repeat, the work happens in software, and someone can review it each week. If you can describe good output in numbers or deadlines, that helps too. If the role is still vague, we help you scope it first.
Should I replace my local team with offshore hires?
No. Keep roles local when they need in-person work, local know-how, or senior leadership. Move recurring work offshore so your local team can focus on strategy and clients. Most teams add offshore roles one at a time, next to the people they already have.
Can offshore and local staff work as one team?
Yes. Your offshore hire joins your tools, meetings, and goals, just like a local hire. Shared goals and short weekly check-ins keep everyone in step. Our 30 to 90 day onboarding plan sets the first steps, and coaching, community, and events support your hire.