Move Your Offshore Team to Outsourced

Why companies stay stuck

Many companies put up with slow responses, average staff quality, and confusing invoices because moving looks too risky. They worry staff might leave, service might pause, or finance might push back. We remove that risk. Your staff keep working, your brand stays intact, and service levels improve straight away.

What you gain when you move to Outsourced

Guaranteed knowledge retention

We keep your existing team, their process knowledge, and their client context. We simply give them a better employer, clearer communication, and better support.

Simple, transparent costing

You see the staff salary and the service fee. That is your total cost. No surprise markups. You stay in control.

Flexible, supported work model (office or remote)

You choose how your team works. We offer premium, secure offices for roles that need to be onsite, or supported work from home for remote roles. We provide IT, HR, and performance oversight in both setups, so service does not drop.

Award winning employee experience

We are Great Place to Work certified, we focus on the top 1 percent of talent, and we invest in staff wellness. This is why our clients see very low attrition and up to 98 percent staff retention.

Enterprise grade operations

You are moving to a serious operator. ISO 27001:2022, managed IT, secure environments, and AI enhanced recruitment.

USD $1,000 migration credit

For every staff member you move to Outsourced, we credit USD $1,000. Use it to offset setup, internal approvals, or tooling costs.

Step 1. Define alignment

We agree on who is moving, the dates, locations (office or supported WFH), commercial terms (salary plus service fee), and the staff communication plan. We also list current staff inclusions to ensure they are matched.

Step 2. Secure the talent and tenure

We speak with the staff first, explain that the client is staying with them, and present Outsourced as the new employer. We issue formal offers before they resign, we match their current inclusions (leave, allowances, HMO, WFH support, shift pay), and we honour years of service so they do not feel they are starting again. This is what protects retention.

Step 3. Zero gap resignation and transfer

Once staff have signed with us, they resign from their current employer. We coordinate timing so there is no gap in delivery. If needed, we can overlap by a few days.

Step 4. Seamless backend onboarding

We add them to our HR, payroll, IT and support systems, but they continue to use your SOPs, tools, and schedules. To your business, nothing changes. Behind the scenes, support improves.

Step 5. Retain and grow

We keep the team engaged, monitor performance and SLAs, and give you options to upgrade or add roles. You get the same people, now inside a high retention, award winning environment, with room to scale.

Frequently asked questions

What does “Move your offshore team to Outsourced” actually mean?

It means you keep the same people doing the same work for your business, but Outsourced becomes their new employer. We mirror your processes, tools, and schedules so operations continue without disruption.

Will staff keep their tenure, probation, and leave balances?

Yes, in most cases. We record their original start date in our HR system so tenure is recognised. If someone is still on probation, we can continue it on the same terms. For leave, we agree with you in Step 1 whether it is paid out by the current provider, carried over, or recognised through tenure.

Do we need to tell our current provider?

This depends on your current contract. Some providers require a notice period, sometimes even a buyout. Our process is to first prepare the move with you, prepare the offers for staff, then inform the current provider at the right time, and then have staff resign and start with Outsourced. We have done this many times and will guide you so it is smooth and compliant.

Will the staff be made redundant and will we have redundancy costs?

No. Staff will receive a new job offer from Outsourced, then they will resign from their current employer. That does not trigger redundancy. This is why it is important we match tenure and inclusions and make it clear they are moving to a better employer. To date we have not had staff reject the move offer.

How fast can we move and restart operations?

Most contracts need 30 days notice, some need 60. While that is running, we align terms, prepare HR and IT, and issue offers. Our goal is for staff to finish on a Friday with the old provider and start on Monday with Outsourced, with no downtime.

Will staff get new equipment?

Office based staff get workstations prepared in advance. WFH staff can be issued or validated before day one. The aim is to be ready before they resign.