Tag Archives: offshoring

How RAG Can Make LLMs Smarter and More Useful

Real-World Benefits of RAG in LLMs for SaaS & Product Teams

Large Language Models (LLMs) are great at processing and generating decisions, but they have some limitations. They often rely on older training data, can sometimes provide incorrect information, and may struggle with highly specific or current topics. This is where Retrieval-Augmented Generation (RAG) comes in.

RAG helps LLMs give better answers by using additional, up-to-date information. In this article, we’ll explain how it works and show a real example of how RAG can help someone decide if a company is good to work for.

What is RAG?

RAG stands for Retrieval-Augmented Generation. It’s a method that combines the knowledge already built into an LLM with specific, current data from outside sources. This improves the accuracy and relevance of the responses.

There are tons of examples to be showcased how RAG can help get the best out of LLMs. We will be sharing one of those in this content. 

For people who do not know what RAG is, let’s understand this first. 

RAG stands for Retrieval Augmented Generation. It is a technique that inputs an LLM with a knowledge that you or your company carries to generate more accurate and current responses. 

What are the key benefits of using RAG over directly using LLMs

Key benefits:

Accuracy & Reliability

  • Reduces hallucination by grounding responses in real data (we will see where using only LLM can hallucinate)
  • Provides verifiable sources for claims (you are the source of information to make validated decisions)
  • More current information vs LLM’s training cutoff (informations are retrieved or decisions are made on basis of more current information

Cost Efficiency

  • Smaller context window needed (as you are now generating additional and current information while querying)
  • Can use smaller, cheaper models effectively (host your own LLMs)
  • Reduced token usage for common queries

Knowledge Control

  • Update knowledge without retraining (Control information you share)
  • Add/remove information instantly 
  • Domain-specific expertise (use LLMs for your own purpose, for more accurate outcome)

Compliance & Transparency (full control on information your share)

  • Traceable information sources
  • Auditable response generation
  • Better control over sensitive data

Performance

  • More relevant responses for domain-specific queries
  • Better handling of rare/specific topics
  • Improved consistency in answers

Where RAG Can Be Used

  • Customer Support: Answer queries using company-specific information.
  • Research Help: Summarize data from various sources.
  • Content Creation: Generate text with references and sources.
  • Chatbots: Provide detailed, real-time answers for customers.

How Does RAG Work?

RAG works in 3 main steps:

Storage:

      • Break down documents into smaller chunks.
      • Convert the chunks into a searchable format (embeddings).
      • Store them in a vector database for easy retrieval.

Retrieval:

      • When a user asks a question, the query is converted into a searchable format.
      • Relevant chunks of information are pulled from the database.

Generation:

    • The LLM combines the retrieved data with the user’s question.
    • The response is generated using both the external data and the LLM’s own knowledge.

A Real-Life Example: Evaluating a Company for Job Seekers

Traditionally, job seekers rely on:

  • Company websites or LinkedIn profiles, which may highlight only positive aspects.
  • Glassdoor or similar platforms, which offer limited reviews.
  • Recommendations from friends or colleagues, which depend on a small network.

How RAG with LLMs can help you get more accurate and unbiased answer

It will gather the latest information about the company from multiple sources and not just few that a candidate might look at: 

  • Employee reviews
  • News articles
  • Financial health
  • Social media
  • Salary data

It will then analyze Important Factors:

  • Work-life balance
  • Growth opportunities
  • Pay competitiveness
  • Company stability
  • Employee happiness

Finally it gives:

  • Overall company score
  • Key strengths and weaknesses
  • Specific red flags
  • Questions to ask in interviews
  • Negotiation tips

Techniques for Using RAG

There are 3 different techniques to implement RAG to train LLM in the above case: 

  • Basic RAG: Simple website scraping and evaluation
  • Multi-source RAG: Combines multiple data sources (website, reviews, news) with structured data (employee count, benefits)
  • Chain-of-Thought RAG: Breaks analysis into specific aspects (work-life balance, compensation, growth) and synthesizes findings

Lets deep dive into these 3 techniques with code and outcome. You can use any techniques after experimenting with your data and LLMs you are using, as normally chain-of-thoughts helps you give answers specific to questions you are asking while multisource with structured data helps you grab information into much usable format. You may combine techniques too to get optimum results. 

Lets connect OpenAi or any LLM with your API and for example take Mavlers as an example of a company you are researching for. 

# User when inputs in LLMs using API

“Is Mavlers a good company to work for?”

# He will get following answer: 

Mavlers is a digital services company providing web development, email marketing, and digital marketing solutions. They have good work culture and offer remote opportunities

  • Now lets use basic RAG technique and see how RAG will change this output
from typing import List, Dict

from langchain.embeddings import OpenAIEmbeddings

from langchain.vectorstores import FAISS

from langchain.chat_models import ChatOpenAI

import requests

from bs4 import BeautifulSoup

# 1. Basic RAG

class BasicCompanyRAG:

    def __init__(self):

        self.embeddings = OpenAIEmbeddings()

        self.vector_store = FAISS.from_texts([], self.embeddings)

        self.llm = ChatOpenAI()

    def evaluate_company(self, company_name: str) -> str:

        # Scrape basic company info

        company_data = self.scrape_company_website(company_name)

        # Store in vector database

        self.vector_store.add_texts([company_data])

        # Query and generate response

        context = self.vector_store.similarity_search(

            f”Is {company_name} a good company to work for?”,

            k=3

        ) 

        return self.llm.predict(f”””Based on this context, evaluate {company_name} as an employer:

            Context: {context}“””)

# Example usage

def evaluate_company_all(company_name: str):

    basic_rag = BasicCompanyRAG()

    basic_result = basic_rag.evaluate_company(company_name)

    return {

        ‘basic_analysis’: basic_result

           }

# Usage example

if __name__ == “__main__”:

    company_name = “Mavlers”

    results = evaluate_company_all(company_name)

   print(results[‘basic_analysis’]) # Basic evaluation 

Output – Basic RAG

“Basic RAG Analysis:

Mavlers is a remote-first digital services company with 500+ employees. Growing presence in US/UK markets. Focuses on web development and digital marketing solutions.”

Brings 500+ employees and global presence of US/UK markets giving more specific answers compared to earlier. 

  • Lets try with Multisources + Structured Data RAG technique
from typing import List, Dict

from langchain.embeddings import OpenAIEmbeddings

from langchain.vectorstores import FAISS

from langchain.chat_models import ChatOpenAI

import requests

from bs4 import BeautifulSoup

# 2. Multi-source RAG + Structured Data

class MultiSourceCompanyRAG:

    def __init__(self):

        self.embeddings = OpenAIEmbeddings()

        self.vector_store = FAISS.from_texts([], self.embeddings)

        self.llm = ChatOpenAI()

        self.structured_data = {}

    def collect_data(self, company_name: str):

        sources = {

            ‘website’: self.scrape_company_website(company_name),

            ‘reviews’: self.get_employee_reviews(company_name),

            ‘news’: self.get_news_articles(company_name),

            ‘linkedin’: self.get_linkedin_data(company_name)

        }

        # Store unstructured text

        for source, text in sources.items():

            self.vector_store.add_texts([text], metadatas=[{‘source’: source}])

        # Extract structured data

        self.structured_data = {

            ’employee_count’: self.extract_employee_count(sources),

            ‘benefits’: self.extract_benefits(sources),

            ‘tech_stack’: self.extract_tech_stack(sources),

            ‘growth_rate’: self.calculate_growth_rate(sources)

        }

    def evaluate_company(self, company_name: str) -> Dict:

        # Get relevant context

        context = self.vector_store.similarity_search(

            f”What’s it like to work at {company_name}?”,

            k=5

        )

        # Combine with structured data

        analysis = self.llm.predict(f”””

            Evaluate {company_name} based on this information:

            Context: {context}

            Structured Data: {self.structured_data}

        “””)

        

        return {

            ‘analysis’: analysis,

            ‘structured_data’: self.structured_data,

            ‘sources’: [doc.metadata[‘source’] for doc in context]

        }

# Example usage

def evaluate_company_all(company_name: str):

    multi_rag = MultiSourceCompanyRAG()

    multi_rag.collect_data(company_name)

    multi_result = multi_rag.evaluate_company(company_name)

    return {

          ‘multi_source_analysis’: multi_result

           }

# Usage example

if __name__ == “__main__”:

    company_name = “Mavlers”

    results = evaluate_company_all(company_name)

   print(results[‘multi_source_analysis’]) # Detailed multi-source analysis

Output – Multisource RAG + Structured Data

# Multi-source analysis output:

{

‘analysis’: ‘Growing digital services company with strong remote culture and diverse client portfolio’,

‘structured_data’: {

’employee_count’: ‘500+’,

‘tech_stack’: [‘WordPress’, ‘PHP’, ‘React’, ‘HubSpot’],

‘benefits’: [‘Remote work’, ‘Healthcare’, ‘Learning allowance’],

‘growth_rate’: ‘40% YoY’

},

‘sources’: [‘company_website’, ‘glassdoor’, ‘linkedin’, ‘news_articles’]

}

It breaks output into more structured outcomes, which can be used for different purposes as well. It can also get information like growth as well as benefits if it’s publicly available. 

  • Lets try with Chain-of-thoughts RAG Technique: 
from typing import List, Dict

from langchain.embeddings import OpenAIEmbeddings

from langchain.vectorstores import FAISS

from langchain.chat_models import ChatOpenAI

import requests

from bs4 import BeautifulSoup

# 3. Chain-of-Thought RAG

class ChainOfThoughtCompanyRAG:

    def __init__(self):

        self.embeddings = OpenAIEmbeddings()

        self.vector_store = FAISS.from_texts([], self.embeddings)

        self.llm = ChatOpenAI()

    def evaluate_company(self, company_name: str) -> Dict:

        # Define evaluation aspects

        aspects = [

            “What’s the company’s work-life balance?”,

            “How’s the compensation and benefits?”,

            “What are the growth opportunities?”,

            “How stable is the company?”,

            “What’s the company culture like?”

        ]

        

        evidence = {}

        for aspect in aspects:

            # Get relevant context for each aspect

            context = self.vector_store.similarity_search(aspect, k=3)

            # Analyze each aspect separately

            evidence[aspect] = self.llm.predict(f”””

                Based on this context, answer: {aspect}

                Context: {context}

            “””)

        

        # Synthesize final analysis

        final_analysis = self.llm.predict(f”””

            Given these findings about {company_name}, provide a final evaluation:

            Evidence: {evidence}

        “””)

        

        return {

            ‘overall_analysis’: final_analysis,

            ‘aspect_analysis’: evidence

        }

# Example usage

def evaluate_company_all(company_name: str):

    cot_rag = ChainOfThoughtCompanyRAG()

    cot_result = cot_rag.evaluate_company(company_name)

    return {

          ‘chain_of_thought_analysis’: cot_result

           }

# Usage example

if __name__ == “__main__”:

    company_name = “Mavlers”

    results = evaluate_company_all(company_name)

   print(results[‘chain_of_thought_analysis’])  # Aspect-by-aspect analysis

 

Output – Chain-of-Thoughts RAG

# Chain-of-thought analysis output:

{

   ‘overall_analysis’: ‘Stable remote employer with good growth trajectory in digital services’,

   ‘aspect_analysis’: {

       ‘work_life_balance’: ‘Flexible remote work, project deadlines can impact balance’,

       ‘compensation’: ‘Market competitive, varies by location and role’,

       ‘growth_opportunities’: ‘Good exposure to technologies and clients’,

       ‘stability’: ‘Growing revenue, expanding client base’,

       ‘culture’: ‘Remote-first, delivery-focused environment’

   }

}

Here it brought answers for specific aspects we broke into and asked and gave more to the point answers to the questions usually candidates would have. 

The entire example is to learn how RAG can be used with LLM to improvise results of outcome. The above results too have scope of improvisation and can be enhanced to great value depending on what outcome you wish to achieve. 

Why RAG is a Game-Changer

RAG makes LLMs more powerful by filling in their gaps. Whether you’re a job seeker evaluating a company or a business creating a smarter chatbot, RAG ensures answers are accurate, reliable, and relevant to your specific needs. By using techniques like Basic RAG, Multi-Source RAG, or Chain-of-Thought RAG, you can unlock smarter and more effective AI solutions.

The best part? RAG is flexible. You can experiment with different methods or combine them to achieve the results you need.

Let’s make smarter decisions with smarter AI!

Is AI Going to Take Our Jobs? Insights from Ogilvy’s Christophe Chantraine on the Future of AI, Offshoring, and Talent in Creative Agencies

Unlocking Strategic Offshoring in India to Build High-Performing Global Teams

Offshoring is often seen as a way to save money, but it can be so much more. In a recent podcast, Christophe and Nital shared their experiences of building high-performing teams through strategic offshoring, especially in India.

Their conversation wasn’t just about theory—it was packed with practical advice and real-world examples. They showed how offshoring, when done right, can bring innovation, talent, and long-term success to businesses.

Why India Stands Out for Offshoring

A Hub of Skilled Professionals

“India has one of the largest pools of talented professionals,” Christophe shared during the podcast. “From creative thinkers to tech experts, you’ll find people who can meet global standards and often exceed them.”

India isn’t just about numbers. It’s about finding people with unique skills who can solve problems and drive results.

A Proven Track Record

Christophe gave an example of his own journey:
“We started with media buying, but it quickly grew into much more—content creation, strategy, and even advanced analytics. India proved that it wasn’t just a support system but a key player in our success.”

What Makes Offshoring Work?

1. Clear Goals and Teamwork

“Offshoring isn’t a quick fix,” Christophe explained. “If your internal processes are messy, don’t expect an offshore team to clean it up.”

Nital agreed, adding, “When you work with offshore teams, make sure they understand the bigger picture. When they know why their work matters, they’ll give you their best.”

2. Build Real Connections

“You can’t treat your offshore team like outsiders,” Christophe said. “Include them in your Slack channels, team calls, and even cultural events.”

Nital called this approach “dual citizenship,” where offshore professionals feel like they belong. “When teams in India are treated as part of your core team, they deliver not just work but real value,” she shared.

How to Get Past Common Offshoring Challenges

Making Communication Easy

Time zones and distance can make communication tricky, but Christophe offered a simple solution:
“Plan overlapping hours and keep your offshore team in the loop. Tools like Zoom and Teams help, but regular check-ins make all the difference.”

Turning Time Zones into an Advantage

Nital pointed out that time zones can actually speed things up. “With a team in India, you can keep projects moving 24/7. It’s like having your business work while you sleep,” she said.

How Christophe built the Team in India?

Christophe shared how his company’s relationship with their Indian team grew:
“We started with small projects, mostly in media buying. But as we got to know the team’s skills, we realized they could handle so much more. Today, they lead critical parts of our content and analytics work. They’re not just contributors—they’re innovators.”

This transformation didn’t happen overnight. It was the result of trust, collaboration, and a focus on building long-term relationships.

Steps to Build High-Performing Offshore Teams in India

Step 1: Start Small, Think Big

“Don’t try to do everything at once,” Christophe advised. “Begin with specific tasks and gradually expand as trust and understanding grow.”

Step 2: Invest in Training

“Learning is a two-way street,” Nital said. “Help your offshore team grow by providing regular training and sharing best practices.”

Step 3: Treat Them Like Your Own Team

“Success comes when offshore teams feel they’re a part of your company,” Christophe said. “Make them a part of your culture, not just your processes.”

Offshoring is About More Than Saving Money

The podcast made it clear: offshoring isn’t just a business decision—it’s a way to grow, innovate, and succeed.

As Christophe put it, “Offshoring in India isn’t just about cutting costs. It’s about tapping into talent, building trust, and creating something extraordinary together.”

If you’re ready to take your business to the next level, India’s talent pool might just be the key to your success.

Reference:

https://www.linkedin.com/company/ogilvy/

https://www.ogilvy.com/

Hiring for Remote First Check the New Rules

Building a Remote Team? The Rules Have Changed

Almost a decade ago, approximately 900,000 jobs from the U.S. were outsourced to Asian countries, with around half of them being IT and computer programming jobs. However, the reason behind this shift was the employers’ belief in offshore teams and how building a remote team could be the perfect solution to their sustainability woes.

Similarly, ten years and many market upheavals later, Uplers has seen and been a part of a paradigm shift in supplying talent to IT companies and digitally-motivated businesses. Moreover, it has driven progressive offshoring experiences and helped over 7000+ companies hire remote workers, ultimately helping them establish it as the de facto standard for their talent acquisition processes. Above all, thanks to the benefits of a wider intellectual capital, extensive scaling opportunities, and lower labor & infrastructure costs, remote hiring has arrived as a divine intervention for organizations, especially in the times of the pandemic, and is helping them combat its brunt with elan.

In addition, the growing popularity of remote teams has also introduced novel changes, affecting the market in an unprecedented manner. Here, we will take a look at four key changes in the remote hiring trend brought about by this shift, which will make hiring your offshore team easier.

Top Concerns of Managers of Remote teams

Source

Four New Rules to Building a Remote Team

1. Seek Candidates With Remote Working Experience

“While remote-friendly employers will consider an applicant that has never worked remotely before, it’s always a good idea for an applicant that has some remote experience to highlight this in their resume as it may ‘give them a leg up.”

Betsy Andrews, Career Coach, FlexJobs

Remote work experience does not diminish the value of the candidate’s experience. On the contrary, it enhances their professional aptitude because working remotely needs them to overcome the gaps created by the missing element of human connection. A few of these remote working skills are:

  • Powerful collaboration skills
  • Great communication skills
  • Good time management skills
  • Strong organizational skills
  • Self-discipline
  • Accountability

Seek candidates that have these skills as it is what makes them an invaluable asset because, unlike technical skills, people can’t just upskill or be trained in them readily. In order to find out if your desired pool of candidates possesses these traits, you can conduct pre-employment tests that evaluate their psychometrics to see if they have what it takes to succeed in their remote roles.

2. Customize Recruitment Strategies for the Long Term

Before you begin with any other aspect of the hiring process, it’s very important to understand and standardize your hiring strategies and requirements for the long term. Furthermore, having a standard employee hiring and onboarding strategy not only gives you a crystal clear picture of your roadmap for the future, but it also establishes credibility in the minds of the candidates.

Customize Recruitment Strategies for the Long Term

Source

In addition, having a standard onboarding process for your remote workers also makes for great employee experience, so much so that organizations that do have it see 50% better new-hire productivity. Therefore, it’s crucial to ask yourself what qualifications do you require from your potential employees, what kind of technical skills they should have, and what sort of mindset they should possess. Seeking the answers to these questions will help you customize your hiring requirements and narrow down on prospective resources.

3. Employ Help From Credible Outsourcing Agencies

Outsourcing agencies are companies that help you with building a remote team for your business. With their vast talent pool, they ease the process of setting up critical infrastructure and sourcing potential candidates for you. Above all, the roles and responsibilities of outsourcing agencies include:

  • Acquiring an office space
  • Setting up infrastructure
  • Conducting recruitment processes and hosting interviews
  • Defining the payroll of the candidates
  • Taking care of the taxation, local registrations, and legalities
  • Onboarding new hires
  • Employing HRs
  • Hiring administrative staff for daily duties

Moreover, these outsourcing agencies work as your offshoring partners and help you build a remote team for you. Ideally, the outsourcing agencies you look for should have superlative expertise and proven track record of providing seamless offshoring experiences. In addition, these partners should be able to source the right professionals for your team. Establish a steady pipeline, ensuring they hire the best candidates.

4. Search for Candidates Who Align With the Company’s Vision

Creating productive and successful relationships require a lot of effort. While you may employ the help of outsourcing agencies to build your remote team for you. It is equally important for you to stay invested throughout the process to ensure that your potential hires align properly.

Search for Candidates Who Align With the Company's Vision

Source

Moreover, this is especially important for medium-sized and large-sized organizations, with a report by Deloitte showing that 83% of decision-makers think that remote employees who are highly engaged and motivated contribute significantly to the company’s success. Furthermore, 94% of C-suite executives and 88% of employees believe that it helps build a healthy workplace culture that is infinitely crucial to business success.

After that, once you decide your medium for hiring remote workers, set down a recruiting framework that takes care of the following things to promote the right message and make it easier for you and potential hires to find common ground:

  • Define candidate expectations
  • Establish collaboration dynamics
  • Have your team managers assess your candidates
  • Determine a fit for values and culture

Hire Pre-vetted & High Performance Remote Teams
 Digitally Remote Teams are the “New Normal”

The future is remote, and 2020 has given a glimpse into this reality. Businesses are looking for quick and instant end-to-end solutions for a range of functions from web designing to digital marketing.

After that, if you wish to learn and implement the key takeaways from successful growth stories, you would need a digital service and talent provider that  understands your needs. With over 7 years of experience in this field, Uplers has written the success stories for several ventures.

Are you ready to get on this list? Contact the experts at Uplers!

plan business success with remote teams

Time to Plan your Business Success by hiring Remote Teams

The advent of digital transformation and the severe shortage of engineering talent in western countries have accelerated globalization. This, followed by the increasingly intensifying struggle of maintaining their operations and keeping their workforce intact during the pandemic. It has led organizations to revise their talent acquisition strategy.

Following the astronomical rise in remote work, 88% of organizations reported adopting the approach and expanding their recruitment efforts beyond the in-team/onshore model to hiring remote teams. This includes some of the most popular organizations like Facebook, Google, and Twitter.

Evident from a KPMG global outsourcing survey, offshoring is already a major hit among companies, especially in the west. So much so that North & South America alone constitute 42% of the outsourcing buyer region. This behavior on the part of organizations comes on the back of the purported benefits offshore teams offer them.

Major Outsourcing Buyer Regions

What are Remote Teams or Offshore Partners?

Since offshore partners are third-party resource teams, companies can assign them full responsibility for a broad range of business functions. It includes overseeing development to ensuring legal compliance, and handling daily administrative tasks. These teams become value-added extensions of their onshore team and enable competitive advantage through labor arbitrage. According to a Deloitte Global Outsourcing survey, the main reasons why businesses switch to offshoring are:

What Are Offshore Partners

Source

The same survey noted that 57% of respondents said outsourcing helped them focus on their core business operations. In comparison, 17% said it helped them break their business mold and drive change from within. They also afford businesses smaller time-to-market and more incredible staff support, allowing them to remain competitive, and scale their services and offerings.

Why Do You Need a Remote Team?

dedicated team model

According to a global manpower study, as many as 54% of companies faced talent shortages, which led to the hiring process becoming long and drawn-out. As a way to stray from this ineffective recruiting model, businesses turned to hiring remote teams. This helped them gain greater access to intellectual capital, thus allowing them more room to accommodate projects.

Global Talent Shortage At Record High

Source

Take, for example, the case of Repeat Booking. An Australian company that offered sole traders the ability to add customers for automated follow-ups, Repeat Booking needed to grow soon and turned to an offshore team to achieve their business goals. By hiring remote teams, they were able to build their website and scale it to their users in just 180 days.

Remote teams have come to be regarded as the epitome of innovation, apparent from their increased activity prompting the global offshoring and outsourcing market to grow to the whopping US $88.9 billion.

Offshore Development Team

Source

As the number of businesses hiring remote teams rises, it pays to have a look at its reasons in detail before moving to how to collaborate with them for improved business success.

Reasons Why Every Business Should Leverage Remote Teams

1. Inexpensive Approach

Offshore teams provide better value at a comparatively lower cost. So much so that outsourcing IT services reduce overall costs by 60%, according to McKinsey.

For instance, Apple (the popular member Fortune 500 list) is able to generate great profits each year owing to its offshore development teams.

2. Access to a Wider Talent Pool

Offshore teams provide you with greater access to intellectual capital. It is the joint top benefit among organizations looking to hire remote teams and is what fuels the fancy of 28% of them.

Hire Pre-vetted & High Performance Remote Teams

3. Improved Productivity and Quality

When asked about it, 31% of companies said that they chose remote teams for their improved service quality. Offshore teams also have all the required infrastructure ready at their disposal so that you always get a stable product with superlative UX.

A well-known remote team success story- The communication giant Slack outsourced the designing process of all of its major visual elements i.e. the app redesign and logo design. And to the company’s expectation, this move helped Slack refine the crucial designs of their product, helping them scale to 15,000 users in just over a fortnight.

Slackss-Growth-Shows-No-Signs-of-Slacking-768x547

Source

4. Flexibility

When outsourcing work to remote teams, you share the risk management and impact with them. This allows you an additional resource that can help you respond to and effectively manage unforeseen situations.

In fact, this practice is so well-known that 81% of businesses have a remote team because they believe it to be a crisis response team as well.

5. Greater Number of Market Opportunities

Working with an offshore team helps you innovate quickly and bring down the time-to-market. In the opinion of 17% of business executives, this opens up a greater number of market opportunities and helps drive a broader transformational change.

For instance, in Repeat Booking case study the dedicated development team was able to develop a fully functional and scalable website for the business within just 180 days.

How to Plan for Success by hiring remote teams?

David Tapper, Outsourcing & Managed Cloud Services, IDC

Source

A Deloitte study reported improved business outcomes for organizations with dedicated offshore partners courtesy of their cost-effectiveness, better global scalability, and enhanced service qualities. The same study also highlighted the importance of partnering with the right remote team to ensure frictionless and high-quality collaboration.

However, creating a successful and productive relationship requires a lot of effort. While it falls upon the offshore partner to build your remote team, it is equally important that you stay invested in the process right from the beginning. Lay down a recruiting framework before signing up a partner that takes care of the following to ensure a smooth collaboration:

  • Review business goals and targets
  • Establish the dynamics of your collaboration
  • Evaluate your partner options based on their past portfolio, breadth of services, expertise in automation technology, and more.
  • Have an IT specialist on your end
  • Recruit the right professionals that make up your remote team
  • Make use of overlapping hours

How to Manage Remote Teams

While the particulars of your framework may vary, it will more or less resemble the one provided above. Stick to the framework and have your IT team always engage the suitable hires from your offshore partner. Last but not least, allow your remote team autonomy and don’t escalate to micromanaging them as a survey by Trinity Solutions reported that it causes 60% of professionals to consider switching jobs while 71% think it negatively impacts their performance.

Here is, 10 Tips on How to Manage your Remote Team

How to Manage Your Offshore Development Team

Source

While it isn’t unorthodox to supervise your offshore team, micromanaging them can make them feel they lack freedom. This can end up obstructing their thought process and impeding their productivity.

An equally important consideration on the subject of productivity is taking the difference in time-zones into account. Use overlapping hours to create an effective weekly communication schedule, such as status calls, meetings, and scrum calls.

Also Read: Best Team-Building Exercises for Your Remote Teams

Conclusion

If you’re looking to build your own offshore web development or marketing team and want a partner with a superlative track record, contact us today to learn more about how we can help you.

Uplers is recognized as a forerunner of innovation in web development among global circles of outsourcing agencies. We command both experience and competence to turn your projects into success stories.

IT Staff Augmentation Versus Offshore Outsourcing - Pros & Cons

IT Staff Augmentation Versus Offshore Outsourcing – Pros & Cons

The debate over IT outsourcing versus staff augmentation is one that comes up time and again in management meetings. 

Whether you run an IT multinational or a startup with a handful of employees, you’ll find yourself wondering whether to get more hands-on-deck through staff augmentation or outsource complete projects to a specialist firm.

Here’s a telling statistical fact you need to know. 

The US Bureau of Labor Statistics predicts that there will be 1.4 million more software development jobs than applicants who can fill in the roles. 

Of course, this is just one of the sectors. While the jobs requirement and skilled manpower needs are on the rise, the stiff competition from emerging nations is also making the global markets more volatile. 

The only way to survive? Cut down costs, especially on manpower acquisition.

We’ve got more proof. Check these numbers

In the past few decades, offshoring has been on an upward trend. According to Gartner, more than 80% of logistics leaders plan to increase their offshore outsourcing budget by 5% by 2020. 

Since global talent shortages are projected to reach 82,2 million by 2030, staff augmentation is the most convenient method of closing the productivity deficit.

IT Staff Augmentation VS Freelancing

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Now, the question here is, which way should you go?

Similar to most situations, there is no clear-cut winner when it comes to supremacy. Both have their strengths and drawbacks.

We have resolved to investigate these points and counterpoints in detail.

IT Staff Augmentation: The Best of All Worlds

Staff augmentation entails having supplemental staff work on the project. There is no direct increase in headcount since these employees work for another organization and are delegated to your firm temporarily. You or your HR team has interviewed them, and only those have been selected who have credentials and experience that best suit your needs.

However, in the time of digitization, where the requirements of employers and employees are rapidly changing, it has become quite challenging for HR leaders to source skilled professionals for project-based work. However, leveraging AI based recruitment software that is integrated with various social media and multiple diverse job boards can solve the difficulty of discovering experts that fulfill your requirements.

IT Staff Augmentation The Best of All Worlds

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Staff Augmentation: What’s Good About It?

A lot, really.

  • Better Alignment Between People And Projects 

Since your augmented staff members work onsite or at least directly with your organization (if they are from overseas), they have a solid grasp of your company’s projects, processes, and goals. Though they might be working for a few months, it is easier to work with staff having knowledge of your processes. This lowers the implementation time frame and reduces bottlenecks.

  • Possible To Scale Team-size Up And Down With Ease

Project managers cherish the leverage of easily scaling team sizes. One project might lead to more of the same type from a customer, and in that case, it is easy to hire more through staff augmentation. When the project ends, the augmented staff members return to the parent organization. This innate flexibility is the best aspect of staff augmentation.

  • Tight Quality Control

Outsourcing does not allow the project managers to have the granular level of quality control you could exert over someone integrated into your team. With staff augmentation, however, you can expect your people to align closely with your processes and embrace your quality expectations.  In the long run, this lowers the resources you have to spare later for maintenance of a system.  

  • Transparency, Because Of Direct Oversight

Staff augmentation brings you temporary employees who are prepared to change and mould their work to the methods your company trusts. Managers can ensure that the augmented staff members adhere to company policies and can, at all times, influence the process. This oversight removes corporate cultural barriers indelibly present in offshore outsourcing.

 

Hire Dedicated Digital Resources

IT Staff Augmentation: How To Manage Possible Downsides?

Here are the key aspects you need to know. 

  • New Staff Has To Be Trained To Align With Your Company Practices

new staff has to be trained in how your teams operate. They have to be made familiar with the internal processes, specific to your organization, and resources have to be spent to achieve this objective. The pressure on line managers increases as they have to ensure that new members have the same understanding and capabilities of tenured employees.

  • Increase In Infrastructure, For Onsite Members 

For onsite staff augmentation, you will need to provision more office space. Without a doubt, this is the most substantial drawback of the IT staff augmentation process. Rent, furniture, fixtures, and even new hardware are expensive and add to the outlay of working capital required. If the business is located in a city where office space is costly, it can derail your project budget.

  • Greater management overhead 

Not only physical resources need to increase, but also managerial capabilities are put under strain as more people have to be supervised. To fix the problem, your managers would need to work overtime since there is no possibility of hiring and training new managers in the short run. If the project gets prolonged, you would need to promote current employees to fill the shoes of newly minted project managers.

Offshoring: The Traditional Approach

Several large companies, such as Microsoft and Cisco, have begun outsourcing their work offshore – a practice widely accepted in the business community nowadays. The process of offshoring is completely automated. You ask another company to implement a part of the project. A Deloitte survey has shown that 78% of business owners are satisfied with outsourcing. 

It is not only beneficial for cost-cutting but also allows you to tap into an enormous talent pool. Offloading work to subcontractors is profitable and the outsourcing market is expected to reach $531 billion by 2022.

Also Read: What Offshore Outsourcing Will Look Like Post COVID-19

Offshoring: Why It’s Still Relevant

In its broadest sense, offshoring encompasses all its specialized offshoots, including IT staff augmentation. Let’s look at these benefits. 

  • Does Not Need Recruiting

You no longer have to bear the headache of locating and onboarding talent. This can free up resources for you to devote to research or even refining your products and services and making them more competitive. In essence, you focus on what you do best and allow others to deliver to you what they do best.

  • Reduce Training Cost 

You spend less time training and monitoring your employees’ performance. Therefore, the training is more efficient and allows you to devote resources to more profitable and complex projects. You only need to explain the parameters to the outsourcing company, and they will handle the assignment.

  • Access To More Talent

It might be difficult for HR to locate professional front-end developers who are experts at writing ETL pipelines using Python and willing to work for five months. On the other hand, in another part of the world, there may be a wealth of such coders with expertise shared through the community. This allows offering to be a true division of labor – everyone does what they are best at and maximizes profits. 

  • Can Get Results Quicker, Particularly For One-off Projects

Offshore outsourcing is particularly helpful when you receive a project out of your domain of expertise. It makes little sense to hire staff and train them for a few weeks’ worths of work. Also, your managers may not have the knowledge to oversee the development of the project. Offshoring, especially to a regular contractor, is a cheap and quick solution.

Offshore Outsourcing: Where It Falls Behind IT Staff Augmentation

To overcome these downsides, consider the more specialized staff augmentation approach

  • Lack of control

 

The development process is completely outside of your control. You are exposed to outcomes in stages. The result – almost at every stage of a project, you will need to absorb many deviations from expectations, in the interest of continuity. 

  • Lack of security/fear of espionage

There is no possible way that you could ensure that details of your project are not being studied for reverse engineering by your rivals. Even if you have agreements about not sharing proprietary material, once the project is out of your hands, you have no way of checking whether it is being copied.

  • Cultural Misfitting

For important projects, you need people who bring skill, as well as allegiance to your company’s culture, to the table. The advantages of outsourcing are purely cost-related, and you lose out on the affiliation an in-house employee usually provides. This is among the leading objections many business leaders have to outsource. 

IT Staff Augmentation vs. Offshoring – Which Is Better?

Technology delivery models come with a lot of what-ifs. There are variables in play that range from domain knowledge to excess office space, cost escalation, and myriad other factors.

The natural choice from the point of view of quality control would be staff augmentation, particularly onsite augmentation. If that is not possible and not beneficial in terms of yield, then offshore outsourcing is the next best option.

At the end of the day, you might end up with a hybrid model that allows you to adjust various factors and ultimately end up with the best of both worlds.

What Offshore Outsourcing Will Look Like Post COVID-19

What Offshore Outsourcing Will Look Like Post COVID-19

At the moment, “COVID-19” is the trending word (unfortunately so) in the Indian subcontinent and South-East Asia. The impact of the coronavirus strain has worsened in the private and public sectors across this part of the world, just as they are decreasing in European and Far East nations. Let’s have a look how Offshore Outsourcing Will Look Like Post COVID-19. 

Thus far, the pandemic has been seen to decrease the output of the offshoring and outsourcing industry, since the majority of the industry relies on badly affected nations such as India, Indonesia, Vietnam, and the Philippines, who are under stringent lockdowns. 

What Offshoring Will Look Like Post COVID-19

While most companies in these nations have moved to work-from-home (WFH) set-ups, daily service deliveries and business continuity have still taken a hit, since not everyone has the facilities and wherewithal to work from home. This has led to a mass blockage in workflows, and unintentional breaches of client contracts. Most industries are on the decline; offshore manufacturing is down, while digital and collaborative tools like Zoom and Skype cannot bridge the divide that face-to-face communication does so effectively within the digital service industry.  

Offshore outsourcing is on the rise 

But despite the breaking down of all types of industry, companies and their business leaders are recognizing the need for a diversified medium of business processes, through the constant pressure in this crisis mode. They can see that the overdependence on in-house workers who are unaccustomed to remote working is detrimental to business continuity; the move to providing software, laptops, and facilities for remote workers will certainly aid companies to think on their feet as we move forward.

How Outsourcing Is Set To Increase

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Some experts suggest the move to full-time WFH set-ups might become a reality, due to productivity-tracking tools, cut-downs on travel costs, and the ubiquity of digital services. A post-COVID-19 economy will be built on business processes that run the gamutin-house, onshore, nearshore, and offshore.

De-globalizing supply and service chains won’t become a reality because our reliance on a larger pool of talent, specialized third-party vendors, and cheaper labour is not easily resisted. The offshore outsourcing industry is valuable exactly for its flexible and cost-efficient methods. The IT outsourcing subset is accustomed to WFH mode, so the possibilities remain, that other industries could acclimate to it too.

Remote Working Is The Way of the Future

People are relying more on remote working for 3 simple reasons: time-saving, digital services, and travel costs. By minimizing travel time and spending money on travel, business continuity is kept up with the minimum of effort. Also, online collaborative tools and APIs have revolutionized how we work. 

Remote Working Is The Way of the Future

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It is challenging to maintain offshore teams over long distances, but technical, administrative, and accounting services that are provided online still can track productivity and meet deadlines. 

Best Remote Teams

What will be the future requirements for this? Better free source software, Wi-Fi and data pack provisions, and cheaper digital devices. Companies are looking into investing in these aspects for the foreseeable future. Most of the services industry is ripe for remote working applications.

Offshoring & Outsourcing Will Continue to Expand

The industry will continue to expand since the benefits of outsourcing outweigh the cons. Here are the four pillars on which it stands:

1. Access to Greater Range of Talent

The medium of outsourcing and offshoring is popular for opening horizons to a vast, international ocean of talent. Whenever a certain local region is undergoing a shortage of specialized talents, the digital outsourcing environment has solved the problem by creating access to specialists and commissions.

With the recent increase in lay-offs and the shutting down of many small and medium businesses (SMBs), legions of well-qualified, proven specialists, including rare ones (e.g., web developers, SEO specialists, data scientists) are now looking for new job offers. The coronavirus phenomenon has closed many doors, but it will only ensure more doors open for the future. Hiring will pick up.

Access to Greater Range of Talent

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2. Greater Focus On Core Areas & Superior Control Over Workers

Offshoring and outsourcing allow businesses to focus on core areas, instead of splitting resources and time for specialized tasks. Offshoring (instead of outsourcing) frequently involves in-house employees in foreign nations focusing on certain tasks and at a lower price. Consequently, control over business and marketing objectives is not compromised. Administrators can manage offshore operations from their home country.

3. Cost-efficiency & Time-efficiency

In hiring specialized, overseas teams to undertake tasks, businesses don’t need to pay out of their own pocket to train and provide office equipment to the in-house employees. Labour costs are also significantly lower in offshore regions, which aid companies to get more instances of high-quality work. 

Also Read: Is a Dedicated Development Team Worth the Cost?

Underlying all these advantages, businesses will also save time and resources on the hiring and recruitment process. The existing pool of highly trained and experienced specialists means no need to vet and interview hundreds of new candidates. When hiring online, HR resources are not wasted. 

Cost-Efficiency & Time-Efficiency

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4. Increased Scalability

Outsourcing vendors and offshore teams can help businesses scale up infrastructure and undertake greater volumes of deliverables. It also allows business leaders to scale up or scale down their teams depending on abundances and shortages in the economy, respectively.

These pillars of the industry won’t shatter under the weight of the burdened economy. The United States still relies on paying less than the American minimum wage for services from South Asia. Vendor rates will fall for the time being, making offshore outsourcing more attractive; later, they will increase gradually in time.

Increased scalability - offshore outsourcing

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Even though physical products shipping and freight costs are rising, labor costs should decrease. In case the costs are too much, nearshore services are a superior option, such as Mexico for the United States.

Dedicated Teams Enact Stable and Reliable Outsourcing

It will become easier to find the best digital services within a reasonable time frame after the coronavirus outbreak subsides, and governments relax lockdown regulations in the major hubs of the offshoring industry. International transactions of services will burgeon, as the best minds on the globe compete, allowing companies to hire them at useful rates. Nowadays, companies are not limited to local prospects and don’t have to overpay for their services.

Dedicated Teams Enact Stable and Reliable Outsourcing

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The best option is the hiring of dedicated remote teams of specialists. There are numerous examples of these teams, be it for digital marketing, SEO, Google Ads, social media marketing, web development, software development, etc. Teams with these skills are efficient, meet deadlines with ease, and collaborate with clients.

Dedicated Teams in Uplers

We, at Uplers, offer dedicated teams within the realms of web development, SEO, search engine marketing, and market automation. We have provided web solutions for over 500 firms globally, and have optimized engagements, impressions, and lead conversion. For their many digital marketplaces and websites. For affordable prices, our team members are steeped in the best practices that enable the smooth operation of digital frameworks.


. We improvise and implement based on the client’s needs.


Happy hiring! 

Top 10 Facts About Offshore Development Centers Across the World

Top 10 Facts About Offshore Development Centers Across the World

Rampant globalization and raging competition due to the accelerated digital proliferation has promoted an era of outsourcing the world over. Offshore Development Centers or ODCs lie at the heart of this practice, helping companies get instant access to talent pools.

It is empowering to do so since, more often than not, offshore remote teams are hand-picked in a way that they complement the client’s culture and requirements. If you are thinking about offshoring anytime soon, here are 10 important facts to give you a gist of the industry:

1. India Remains as the Best Offshore Development Center Location

According to the Global Services Location Index (GSLI) of 2019, India remains the top offshoring destination for organizations around the world, especially for web development services. In fact, a study from IT giant Deloitte claimed that around 59% of the participating companies in its survey outsource to India, with a further 22% planning to do so soon.

This seems to driven by a rich and growing pool of engineers and web developers in India that can bring a variety of talents in technologies such as ASP.NET, ZenCart, Joomla, AngularJS, WordPress, Magento, and ReactJS.

2. India Clocks the Lowest Operating Costs Amongst ODCs

If we compare the average cost of developer salaries around the world, India again emerges as the frontrunner with the lowest costs (refer to the graph below).

India Clocks the Lowest Operating Costs Amongst ODCs

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This is even less than the average developer salary in the Philippines, which stands at USD 8,138.32. Combining all statistics, the top 3 offshore development centers in terms of costs come down to be: India, Philippines, and Columbia.

3. China and India Remain the Biggest Seas of Talent Pool

A study from the Institution of Engineering and Technology has found that the shortage of engineers in the US has constantly been growing. On the other hand, there is a profound availability of talented engineers and STEM graduates (science, technology, engineering, and maths) at the other end of the world.

China and India Remain the Biggest Seas of Talent Pool

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China leads the way with the biggest talent pool, followed by India as a close second. Throw in the fact that India gives more importance to the English language than China and India, again, emerges as the preferred choice for most organizations.

4. China Leads the Way With the Highest Growth in the Past Decade

Over the past 10 years, China has seen an increase in revenue from $1.38 billion to $106.46 billion. This pegs it as the ODC that has clocked the most growth. In the same time period, the technology service industry of India has grown from a revenue of $4 billion to $58 billion. Alternatively, the valuation of Ukraine’s offshore development centers stands at $5 billion today.

Although it is also important to note that the majority of China’s growth is contributed by manufacturing offshoring.

5. India Holds a Major Chunk of Global Technology Sourcing Market

As reported by the Ministry of Electronics and Information Technology, India is responsible for 7% of the global technology sourcing market. This includes both software and hardware shares in the industry. One of the major driving forces for this is the average hourly wage for Indian developers, which is $15 as compared to $100 for an American Developer. All this and more means that India remains the top outsourcing destination for some of the greatest technology companies around the world. This also brings us to our next point…

6. Major Technological Organizations That Are Outsourcing to India and China

India remains home to some of the largest tech companies around the world, including Microsoft, Oracle, Dell Cisco, Alphabet, and IBM. In fact, more than 15,000 of the foreign companies are outsourcing to India today. Out of these, 1000 are large organizations.

outsource web development to India fortune 500 comonies

Contrastingly, China remains as the outsourcing hub for companies such as Apple and Google, with a manufacturing capacity of 500,000 iPhones per day.

Also Read: Top 5 Things To Consider Before You Hire Offshore Developers

7. ODCs Save Companies Tremendous Amounts of Money

It is a well-known fact that ODCs save outsourcing organizations a lot of money. To put this into perspective, Offshore Development Centers in India alone have helped to save organizations an estimated $200 Billion. In costs in the past 5 years itself (cost-reduction of around 60%).

Best Remote Teams

Other ODC locations have also been known to bring down their development costs by up to 60%. In terms of overhead salaries, employee benefits, and infrastructure.

8. Increasing Focus on Data Security is Putting China at a Disadvantage

Data security has been a long-standing concern for offshore development processes. This has been one of the biggest challenges being faced by China today. Intellectual property (IP) protection remains an issue with as many as 61% of the companies that are outsourcing to China. To consider software piracy as the leading issue, following by unauthorized usage, rebranding, or redistribution. This primarily due to the poor enforcement of IP rights in China, which is lagging behind Its enactment of laws.

9. Poland and Philippines Remain Lucrative Alternatives

As per industry reports, Poland remains the 4th and Philippines as the 5th best country to outsource software development requirements (behind India, Ukraine, and China, respectively). Developers in Poland have been known to be skilled in project management along with proficiency in languages databases and security.

The Philippines is known for its programming skills with proficiency such as PHP, .NET, Ruby, HTML.ASP, Java, C++, and Python.

10. India Leads the Way As a Global Innovation Leader in its Region

If we look at the top 3 innovation economies by region, India regained its position as the leader. This is followed by Iran and Kazakhstan. As published by the Global Innovation Index of 2019 report, this is regardless of the economic slowdown which seemed to have no effect on the innovation scale.

offshore development_graph

Rounding It Up

Major factors to analyze the best offshoring country for you include Time zone differences, cost of outsourcing and innovation index. When we look at all of these, India naturally emerges as the best outsourcing destination. At Uplers, we can help you successfully outsource both web development and digital marketing services in India. Get in touch with us for a free consultation today.

7 Reasons To Hire an Offshore Team When Trying To Close A Big Client

7 Reasons To Hire an Offshore Team When Trying To Close A Big Client

After a slight dip in 2018, the global outsourcing market recorded almost 8% growth in 2019, as the annual revenues for the market hit the $92 billion mark.. 

R&D offshoring has been growing at a rate of more than 60% annually, while digital services offshoring has witnessed a growth rate of 30-35%.

outsourcing stats for hiring offshore teams

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Why Companies Prefer Offshoring?

The Encyclopaedia Britannica summarizes five major reasons behind offshoring, of which the last three apply more to the offshoring of manufacturing tasks than to digital services offshoring:

  • Cheaper labor costs
  • Less strict labor regulations
  • More relaxed environmental norms
  • Tax benefits
  • Easy access to raw materials

Offshoring software development and other digital services offshoring have added several totally new dimensions to the reasons for offshoring. 

  • Accessing readymade teams of highly trained and skilled personnel at prices considerably lower combines with other incentives. 
  • You save time and resources on the entire hiring and recruitment process. 
  • The savings on overhead costs associated with training and office equipment also contribute to cost-cutting.
  • Business efficiency increases with outsourcing as it leaves more time for core business functions. 
  • Adds to the existing in-house skills and gets specialized tasks completed faster by engaging the relevant expertise. 

Why An Offshore Team Is Great for Backup Support?

A Deloitte study presents the efforts offshore partners make to ensure a seamless experience for partners. A look at those reasons clearly reflects why a dedicated offshore team can be great backup support for both sudden and regular business needs. 

We add our own research findings to make the list more comprehensive. 

1. Offshore Partners Usually Adopt A Collaborative Approach and Help the Client Organization to Develop Proof of Concept for Business Development

The Deloitte study indicates that client organizations are happy with the collaborative approach that their offshore partners usually practice. It implies that your offshore team helps you not just in carrying out a project, but also in securing new ones. 

Offshore team members openly share their own knowledge and expertise to help client organizations develop the proof of concept for potential new projects. Whether you have to get your Board’s approval to implement your new idea or entice a client with it – a solid proof of concept is critical. 

Your offshore team is an ally to depend on for this critical component, evidence suggests.

2. An Offshore Team Can Add to Your Secondary Revenue Stream

Your offshore dedicated team has the potential of adding a secondary stream of revenue to your business also. Your offshore dedicated team is like an extension of your in-house skill sets. That increases your portfolio of business offerings. 

A recent article stresses the need to find multiple revenue channels for accelerating business growth. It emphasizes the need to access outsourced expertise to add to your secondary revenue source. 

With an offshore dedicated team at your disposal, you already have such expertise to bank on. You have a readymade solution to implement your secondary revenue strategy straightaway. That also keeps you protected against ups and downs in your primary business area. 

Best Remote Teams

3. An Offshore Team Is Your Best Backup When You Need Resources and Skills to Meet a Short Deadline

Business like life springs surprises. Despite the best planning, there may be sudden needs that require specific skills at a short deadline. An offshore team at your disposal means you can readily access the necessary expertise without any time loss. 

Such a situation may arise because of a new lucrative project with an incredibly tight deadline. It may also arise because of a sudden scalability need in an existing project. You may even need to replace your in-house expertise at short notice because of a team member leaving. 

If you have an offshore dedicated team with proven expertise, then you know where your backup will come from.

4. Your Offshore Team Increases Your Business Productivity and Facilitates Focused Resource Allocation for Further Business Growth

Deloitte’s global outsourcing survey 2019 reveals that 58% of the responding companies experience up to 15% productivity growth through outsourcing. Nearly half of the respondents (49%) pass the growth savings back into their businesses.

Productivity increase through outsourcing

Productivity increase through outsourcing: Source

Having access to extended expertise thereby increases business growth opportunities by increasing business productivity. It further adds to the growth potential by generating savings that can be channelized back into the business.

Also Read: Ultimate Guide for Agencies to Draw Maximum Benefits from Outsourcing

5. Your Offshore Team Helps You Present the Right Expertise to Your Clients for Extended Reliability

The Deloitte 2019 survey highlights that the ability to anticipate the needs of business units and client organizations scores high (6 on a marking scale of 1-10) as one of the advantages gained from outsourcing. 

When you have an offshore dedicated remote team, you have a readymade talent pool to present as part of your expertise to clients. It facilitates continuing clients to trust your ability to deliver. It also generates the necessary feeling of reliability for the new clients you secure. 

In addition, the ability to anticipate client needs and offer the necessary skills to them before they ask for it builds trust and dependability. 

With a readymade team of specialized experts as and when you need them, your ability to present a confident sales pitch to your existing and potential clients increases manifold. You know you do not need to scramble to find the expertise needed – it is already there.  

6. Your Offshore Team Helps You Pitch for Large Projects with Scalable Needs

As high as 72% of the respondents in the Deloitte 2019 survey have emphasized the need to continue with the same outsourcing partners. They believe it to be a means to retain their access to the necessary talent. 

By retaining such talent, your opportunity to look for large projects with scalability needs increases. You can pitch for such projects without any worries for extra investments of time and resources in the form of recruitment, training, office equipment, etc. 

To have a long-term offshore partnership is to have a readymade solution to scalability needs at any given point in time. You are saved from the headache of sourcing the required talent and go through the entire orientation process. 

7. Your Offshore Team Gives You High Return on Investments-fast!

The Deloitte 2019 survey indicates that 80% of the respondents recovered their outsourcing investments within three years. Half of them recovered it within the first two years.

Recovery of outsourcing investments

Recovery of outsourcing investments: Source

You cannot possibly ask for a faster ROI rate. It is clearly a win-win situation to have an offshore dedicated remote team for business growth. 

Consider The Dedicated Team Model for Offshoring

Due to the many advantages it brings, offshore partnering has become more popular in recent years. The dedicated team model (DTM) has all the pros of an in-house team without the cons. 

  • In the DTM model, the client and the service provider enter into a long-term contract for specific service needs. The vendor organization presents an expert team, which remains dedicated to serving the client organization post-approval. 
  • The client organization retains full control over the team’s functioning, except for typical administrative tasks like leave calculation, etc. 
  • The payment of team members is on a work-to-work basis. When there is no work, paychecks do not need to be issued. However, the dedicated team is always available to assist the client organization.

Looking Ahead

Businesses go through ups and downs regularly. Market volatility has increased with globalization and the emergence of new markets and competitors. Keeping a dedicated offshore team for backup support is a secure business investment. This post presents sound evidence of that.