Please watch this video to get comprehensive understanding of Entigrity and Offshoring before we get on call.
You can Interview, Test, and Hire Offshore staff, that would directly work under your control and management.
Exp. : 5+ Yrs | FT
(Pricing varies for each profile)
Exp. : 5+ Yrs | FT
(Pricing varies for each profile)
Exp. : 5+ Yrs | FT
(Pricing varies for each profile)
Temporary Staffing is available for Tax Season or Temporary Needs. Minimum Hiring is for 13 weeks.
We give sponsorship to staff members if they want to pursue CPA or EA.
Training similar to what associates Onshore does.
Baldwin CPAs, PLLC
Hancock Askew & Co., LLP
HoganTaylor CPAs and Advisors
Perkins & Company,
“We commenced by recruiting auditors for financial statement processing and administrative work in our audit engagement and today we have 7 full time auditors with Entigrity. What we loved about this program was, we got to interview these individuals. We had a choice in who we hired, and we could express what we wanted. We needed people with two to four years of experience on the audit side and we were able to successfully source.”
“We have 15 VCFOs today and 30 senior accountants who report to them and each senior accountant has at least 1 offshore staff to assist them. With the added cost advantage, we are able to expand our clientele and in turn, it is fueling hiring of both on-shore as well as offshore staff. We anticipate adding 5-10 on-shore and offshore staff every year.”
“As an accountant, we are constantly bombarded with emails, many of which are spam. Our virtual assistants, on the other hand, are really helpful in cleaning up our emails, identifying action items, and submitting them to us. They are very invaluable. We're so confident going into the next tax season that 70 percent of our mundane tasks are being handled by Entigrity folks who know our business and understand us”.
“We really wanted someone state site so it was a little bit more of a funnel point rather than having 10 people in Oregon communicating with certainly the 10 people in India, but we found it better to have one person who was checking in with the Indian team team and so we called it the Champion”
“The whole process has been able to develop additional training mechanisms for my staff . It's been a very enjoyable experience and I'm looking to potentially add another staff maybe next year as soon as possible. Also, I will be increasing the hours of my existing offshore staff”
“What an amazing company: the people, the process, the company culture, the professionalism, the work product. I could go on and on. Larger companies are familiar with offshore staffing and have been doing it successfully for decades. It is awesome that small to mid-sized businesses can now take advantage of this highly professional and well-educated workforce! We cannot say enough good things about Entigrity!”
“Being virtual gives us access to talent all over the world. So now we can go everywhere. Offshore team can handle anything that an onshore team can handle from a back office standpoint. We already had all the S.O.P. in place, just needed somebody to take them over. The offshore team just come in and knocked it out really quick. This was one of the best things that we ever did.”
“The approach through which I was guided by Entigrity was not sales-oriented but on my actual staffing requirements. I respect this supportive role as a staffing partner. Entigrity has true integrity. Also, I visited the Ahmedabad office and met my offshore staff in person. I got to see the information security controls by myself and felt reassured about the safety of data. I loved the company culture, they are great hosts!”
“They understand the nature of our work and related requirements very well, that's why they were able to provide me with the most suitable staff that I wanted to hire. Their work quality is wonderful, security is tremendous and they know English very well. Thanks for being there with us.”
This is a tentative revision in our pricing on the completion of staff tenure.
|Tenure (Completion)||6 Months||1 Year||2 Year||3 Year|
*Numbers till May 2022
We are always seeking creative ways by which you can onboard your new offshore staff seamlessly. With the idea to keep it scalable for your firm, here is one recommendation for best practices around it. Take a look at the "Buddy System."
You should "buddy-up" offshore staff with only one, not more onshore staff members. Then they work together as one team. This idea can essentially help you keep your office “open 24 hours” a day. We have put together a short video explaining how it works and why it's better, especially with offshoring.
One of our clients, Summit CPA, has a similar model - Click here to see the video.
We have been identifying strategic steps or best practices which may help our client, and one of the important elements I would like to suggest to you here is having an “Onshore Anchor”.
Well, in this concept, you nominate or assign one person to manage offshore operations. Onshore Anchor is like an advocate for onshore and offshore resources, to build trust between two teams. The Anchor will help understand why offshoring is key to growth of the firm and the best strategy.
The onshore anchor is the keeper of the vision. This role can be part time, full time or additional responsibility with existing staff members, depending upon the size of the firm and how you are planning to explore the offshoring model. For smaller operations, this can be given as an additional responsibility. An owner, partner, and senior manager working with a firm for 10-15 years can be nominated. This will be more like an HR role for onshore and offshore teams.
Here is the short video mentioning how onshore anchoring can be done - and below are topics we have highlighted in this video.
Staffing, whether local or offshore, will always have little challenges such as leaves, work accomplishments, staff management, training, staff learning and roles, productivity, etc. In the last three years, we have seen a significant increase in client satisfaction as we introduced the role of the “Account Manager”.
While the offshore staff would be directly working with you, under your control and management, the Account Manager would be like your HR offshore for your offshore staff or team. The Account Manager would endeavor to provide you with unbiased advice in the best interest of the firm and make building and managing offshore teams a successful and positive experience for all.
Quick Tips to Consider Before Hiring an Offshore Staff
It's no surprise that CPAs and accounting firms are turning to offshore staffing firms to help them deal with unavoidable staffing issues, especially post-pandemic. Before the pandemic, about 6.2% of the firms used offshore staffing! Post Pandemic, that number has significantly increased to a whopping 41.3%, the reason being the big push towards outsourcing for accountants.
6 Strategies for Interviewing Offshore Staff:
Effective onboarding can help build a strong foundation for the intrinsic elements that create a great workplace and use those to attract and retain top talent. If we do not have a proper onboarding process in place, we may lose good resources onshore or offshore.
Although much of the process may be very similar from one client to another, it is important to understand that each client has their own needs. A roadmap is an essential tool that guides new employees through the day-to-day workflow for each client and is highly recommended.
Why should we only onboard one staff member at a time? - Well, if you are starting with offshoring for the first time, First Onboarding will help you to,
There is a definite learning curve that comes into place. In the initial phases, the review, involvement, and feedback from your side should be very high because the offshore staff will be learning about your firm and the process. After some weeks, the review, involvement, and feedback could be reduced, and now that your offshore staff has already been working with you for the last 5-6 weeks, regular meetings with offshore staff will work for the long term.
Integration of the onshore team and the offshore team is also a challenge in some cases, and we have tried to identify the areas which can bring in a lot of improvement.
Sometimes, even if we have great resources on both sides, we end up losing either one of them, or in a worst case scenario, both, because of dissatisfaction.
We did a survey with our lost clients, and the results were shocking. We lost them for the following reasons, and as always, we have worked hard to find solutions for them at the earliest.
We hire staff members with relevant qualifications. However, all of our clients are required to give them training on the processes and ways of working in the firm and to help them understand the nature of their clients and the nature of the engagements that they would be doing.
Typically, training time depends on
Typically, this requires anywhere from 1 month to 2.5 or 3 months. Meetings are essential. One-to-one meetings with offshore staff members should be done with the person who is mapped onshore. But also, an offshore staff member should be a part of regular team meetings that are done on a weekly, bi-weekly, or monthly basis. so that they know the vision and the bigger picture of the firm. This helps them feel more motivated, and they develop a better understanding of the more significant requirements of the firms to which they are contributing. Meetings are essential for getting the right feedback and clarity around how things need to be done.
No one would tell you this, but if you are building an offshore team and the number of offshore staff members exceeds 15, we would always advise you to work with two offshore partners so that you don't put all of your eggs in a single basket. And that's true, right? You should be working with more than one partner. Until the time you do not cross 15 offshore staff members, we would advise you not to diversify because you are still in a phase where a lot of learning and hand-holding is required.
Sometimes our clients feel that it is not required and they expand with us because the team is located in one place and the offshore team is under one ecosystem. That's a different advantage. But typically, when your strengths exceed 15 or 20 staff members, it would be advisable to always diversify and induct one more offshoring partner.
Sometimes, clients say that they want to hire somebody who is perfect, whose work is so flawless that they are not required to do any kind of review. Well, we wish that could have been possible. But hiring for senior roles is getting more difficult day by day. However, we always tell our staff that their work or tasks assigned to them will undergo a minimum review, and they should self-review everything in detail prior to it.
In addition to the mandatory review, there should be regular reviews as well. Sometimes, clients do reviews twice a month, and then, all of a sudden, they feel like things are happening that are not right. So, in order to avoid any unpleasant surprises, we recommend periodic reviews.
With reviews, there has to be feedback, and the feedback should be two ways. First, one must listen to the challenges that offshore staff are going through. If there is a lack of information, an insufficient amount of instructions, or a lack of clarity on what tasks or what roles need to be offshored, it leads to confusion for the offshore team members. Feedback could be regarding an error that they might have made, a misunderstanding that could have happened, or a task they performed that could have been done better.
Feedback should be given in a prompt and frequent manner. Most of our client feedback happens almost daily in our communication. But sometimes, our clients think that daily communication is not required. Well, that is not the case. Meetings are very important, and feedback is the only way that they can really move forward in a positive way.
Here are some data points on our internal attrition.
As you can see, post pandemic, our attrition is on the rise!! More and more accounting firms want to build offshore teams now. So while India was not expecting this kind of demand for global accounting talent, opportunities in the field have increased. Hiring staff is a challenge here as well, and that’s where our internal attrition number has increased (almost doubled). So, we are mandating all our clients to implement cross trained staff in the next 6 months or so.
The post pandemic market has gone crazy and it would be prudent on our part to cross train our staff members. Anyway, we are not charging extra. Cross training may require a little bit of an effort on your part, but it’s precautionary, safe, and best for the long term. Moreover, we shall make sure and put all efforts from our side. Attrition, whether right or wrong, is also a big reality which we have to face head on.
Staff upskilling is very important, whether through the Entigrity Learning Academy, wherein you can allocate courses and work with an account manager or technical manager and let them know what kind of learning is good for the staff members.
Also, if you have your own in-house learning program or training program, they can go through that. But upskilling is important from the perspective of your firm. This understanding continuously increases technical as well as managerial learning. Here, Entigrity Learning Academy would be of great help to you, considering the vast content library that they have on various topics ( Technical as well as Non- Technical ).
As every individual, even team members on your offshore staff, will expect financial and career growth. We at Entigrity believe in paying the best salaries so that the staff feel valued and the attrition stays within a manageable level. However, things have really changed post pandemic. Attrition has increased because of the exceptional situation that we are in, which is the big demand-supply mismatch in offshoring for accounting firms.
However, in general, we always encourage revising on a regular basis as per the price revision that we have proposed to you. More than that, sometimes staff members feel that they are not growing with the firm. They have been continuously doing the same tasks for the last 2-3 years. So then, at that point in time, you have to realize and ask them if they are capable of doing some other work and if they are open to it, they would be able to hire somebody under them and delegate the work to them.
It is imperative that the staff do not feel that they are stuck in a stagnant role. Thus, regularly providing opportunities for career growth is the best way forward.
Usually, people evaluate their needs and hire part time individuals. They end up giving them 35 hours of work, which is not really the right thing. Typically, expecting 75-80% productivity in the allocated hours is the right way. We always advise people to hire full time associate members. That gives dedicated attention to the staff members.
People often ask me how fast they can scale in offshoring. Two key things are to have clarity on the roles and tasks that would be performed by the offshore staff member and how much of the processes are documented. If these two things are clear, then your offshore teams can scale up really rapidly because you already have processes in place.
You really lay out the expectations of what really needs to be done and quantified. Lay it out in front of them so that absolute clarity is there about what is expected in terms of deliverables and results. Clarity of thought and expectations are bound to provide great results and harmony in the working environment.
Our billing cycle is on a weekly basis. In general, for a week, i.e. (Monday to Friday), we send the invoice through email on Monday. On Tuesday, we charge your account. Billing Query is changed the same day in either the same week’s billing or the next week’s billing. We do not charge any additional fees for bank details; nevertheless, the payment gateway cost for credit cards is 3%.
If you would like to replace the remote staff for any reason, we will find a replacement within 1-2 weeks. Current remote staff shall continue to work for you until we find a replacement and may provide the required transition and handholding to the new staff.
No, we don’t have any agreement period. However, you need to provide 9 week notice period if you decide to discontinue using offshore staff.
If you hire Accounting Manager or Tax Reviewer there will be a minimum billing period of 6 months including a notice period, i.e. in case of the termination before 6 months, the firm shall be liable to pay a minimum of 6 months.
Each party shall honor the confidentiality and data protection of the other party’s “Confidential Information” and shall not disclose such information to any third party without the prior written consent of the confiding party. Neither party shall disclose any of the terms of this Agreement to assigned remote staff or any of other employees or affiliates, except the appointed Account Manager and person signing this Agreement on our behalf.
You will determine the exact nature of work according to your policies and guidelines and communicate these to us from time to time. Assigned offshore staff shall perform all work in good faith using commercially reasonable best efforts. You assume full responsibility for the completeness/accuracy/ execution of the information/reports or work done by assigned remote staff.
We shall designate an Account Manager to supervise and monitor the attendance and dedication of offshore staff assigned to you. Although we designate the Account Manager for establishing better control over work done, we assume no responsibility regarding quality and accuracy of the work done or any deliverable submitted or Account Manager shall not be responsible for the accuracy or completeness of the work or review of the work done by assigned offshore staff.
If there are any unproductive hours or you don’t have enough work to provide, you'll be charged as per 40 hours/week.
You and your employees agree that during the term of the Agreement and ten years after that, you will not authorize or direct any person to solicit, induce, recruit, encourage or take away employee or employees or past employees of the Company and/ or its Affiliates (including Indian company), for any work whatsoever.
We charge the same hourly rate, no extra charges!
10 PTO which are built for clients and 8 holidays which are being given. The date of those public holidays may differ from branch to branch because of the locality. In each state celebration of festivals is different because of the cultural diversity of India. So you may have different public holidays in different states.
Our usual price revisions are as per the following schedule: Tenure as per completion of the staff working with you and the amount of price revision we take are as follows.
(This is a our usual price revision on the completion of staff tenure we may alter it by communicating over emails)
(Thereafter $2/hour annually).
Well working remotely whether from ‘Boston or Bangalore’, ‘Miami or Mumbai’, ‘New York or New Delhi’, is all the same, as long as your staff has the right skill set, attitude, and speaks the same language. With Offshore staffing, it’s not just about hiring staff @ $10/hour but as I said it’s one such solution that may start as a stop-gap arrangement but also a potential long-term solution. It can help to build capacity, gain a competitive advantage, and also reduce your workload.
“I would recommend you to watch the Interview of Phil Whitman, CPA, an Accounting Industry Expert who has advised 100s of CPA firms across North America. Learn why he is so optimistic about Entigrity Offshore Staffing and urges accounting firms to start thinking in this direction. - Watch Video"
If you hire a full-time offshore staff, it starts from $10/hour in the US, $12/hour in CA, and £7/hour in the UK. Senior profiles are difficult to find everywhere in the world. So they cost a Lil bit higher in India as well.
When we started 8 years back, we always wanted to work with every accounting firm. However, after 3-4 years, we realized that every accounting firm is not fit for us. The best way to know is to schedule a call.
Yes, if you specifically want somebody with knowledge of particular software or platform, we could filter and find one out for you. Generally, every person we hire is evaluated in 3 ways regarding his expertise and knowledge:
Technical knowledge: Analyzing what work he is going to do whether accounting, tax, financial reporting, payroll, data entry or billing entries, etc. and also what has been his technical experience on his past assignments in previous employment.
Software knowledge: unless there is a specific request from a client about the experience in particular software we do not put that filter in providing you the final resumes. Software knowledge can be acquired if you have relevant technical knowledge.
For example, if you know to operate a computer, you can easily grasp and learn the functionality of another system, it doesn’t matter if it is a Windows computer or an Apple computer.
In the past, he might have worked on different software and probably you use different software. Now he could just migrate onto another platform with little training.
Knowledge of the protocols and processes of the firm: When a offshore staff starts working for you he only starts to get familiar with the company’s work culture and procedures, as these things could be learned only at a job. This is a common phrase with any kind of staff.
So, keeping in mind the above points, when we put this filter, the number of people who are going to your universe will reduce.
Yes, we usually hire only those candidates who have relevant experience of US GAAP, IRS, and other regulations. All the staff at Entigrity are trained in US accounting, tax code, and preparation of returns in the US context. Local experience in Indian accounting, tax, or financial industry is not counted. However, we let the clients interview and test each candidate and be assured to have the best person working for them
Yes, in order to provide the best quality service to our clients it is important to have well-trained staff. We have a state of the art (in house) training facility with dedicated trainers. We have 35 different modules of training which include English communication, Soft skills, American culture, software, and technology used in the American accounting industry, etc. We continuously keep upgrading these training modules according to the latest industry trends.
When you hire a offshore staff you will have to identify the requirements at your end. However, just like any local employee, a offshore staff can perform most of the tasks related to:
Entigrity’s offshore staff are available for about a third of the conventional salary paid to local staff. Besides, it does not require infrastructure development at your office due to offshore working. There are no-cost recruitment or training cost involved. There is no liability of compliances, Medicare, or other benefits. Also, it is not required to pay bonuses or overtime charges. Hence overall, counting various direct or indirect benefits due to offshore staffing, 75% saving on labor cost is just a conservative number.
Offshore staff is an employee who works for your firm under your management but from a location that is physically out of your office. This could be from anywhere, employee’s home, a coffee shop in a neighborhood, a different city, or even from an overseas location. Entigrity’s offshore Staff actually works from our offices located in India.
We can divide it into Short term and Long term benefits. Sometimes firms sign up because of their tax season overflow, that's a short-term benefit. However, offshore staffing is a way forward for your long term. It should be the core strategy of your firm, not just a one-time adventure. Like any of your local staff, a offshore staff from Entigrity also works under your management and fully reports to you. As they work from offshore offices of Entigrity, this
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Yes. But first, you need to identify the requirements which also includes realizing whether you have enough workload to keep the team occupied. We usually recommend taking a baby step and hiring 1 or 2 staff and if the requirement grows you are free to scale up the team size whenever you want.
It's not difficult to find a suitable replacement. According to our internal study, only one in every 10 candidates needs replacing. As a result, replacement is not frequent and may occur due to a hiring error or changes in circumstances at the firm or among the staff.
Entigrity's replacement process has a lot of benefits. To begin, each employee must serve a three-month notice period so that the new staff has enough time to adjust over those three months. Second, unlike on-shore workers, you won't have to start from scratch with them.
Third, because we require departing employees to handover their tasks and responsibilities to the new one, the extra three months will not be charged to your account.
But, we have high standards; as our first-year attrition rate is 6%, while the second-year it’s 7%. Around 85% of our clients' staff stay for more than 2 years. Our average retention is 5 years.
ISO 27001 is an international information security standard. It establishes the requirements for an information security management system (ISMS). The best-practice approach of the ISMS standard aids organisations in managing their information security by addressing people, processes, and technology. This accreditation is accepted across the world.
Yes, Entigrity is ISO 27001:2013 certified organisation.