Building Offshore Teams for Firms




Regular Staffing

(Hiring & Pricing)

You can Interview, Test, and Hire Offshore staff, that would directly work under your control and management.

Level 1

Associate - Bookkeeping (Bookkeeper)

Exp. : 1 - 3 Yrs | PT or FT


Associate - AR/AP

Exp. : 1 - 3 Yrs | PT or FT


Associate - Payroll

Exp. : 1 - 3 Yrs | PT or FT


Associate - Billing

Exp. : 1 - 3 Yrs | PT or FT


Associate - Accounting (Accountant)

Exp. : 1 - 3 Yrs | PT or FT

Level 2

Associate - Business Valuation

Exp. : 1 - 3 Yrs | FT


Associate - CFO Advisory

Exp. : 1 - 3 Yrs | FT


Associate - Forensic Accounting

Exp. : 1 - 3 Yrs | FT


Associate - Data & Financial Analytics

Exp. : 1 - 3 Yrs | FT

Level 3

Sr. Associate - Accounting
(Sr. Accountant)

Exp. : 3 - 5 Yrs | PT or FT


Sr. Associate - Business Valuation

Exp. : 3 - 5 Yrs | FT


Sr. Associate - CFO Advisory

Exp. : 3 - 5 Yrs | FT


Sr. Associate - Forensic Accounting

Exp. : 3 - 5 Yrs | FT

Level 4

Consultant - Accounting

Exp. : 3-5 Yrs | FT

Level 5

Senior - Roles

Exp. : 5+ Yrs | FT

(Pricing varies for each profile)

$18 to $30
Level 1

Associate - Tax Preparer (Business)

Exp. : 1 - 3 Yrs | PT or FT


Associate - Tax Preparer (Individual)

Exp. : 1 - 3 Yrs | PT or FT

Level 2

Associate - Tax Accountant

Exp. : 1 - 3 Yrs | PT or FT

Level 3

Sr. Associate - Tax Preparer (Business)

Exp. : 3 - 5 Yrs | PT or FT


Sr. Associate - Tax Preparer (Individual)

Exp. : 3 - 5 Yrs | PT or FT


Sr. Associate - Tax Accountant

Exp. : 3 - 5 Yrs | PT or FT


Sr. Associate - International Tax (Business)

Exp. : 3 - 5 Yrs | FT


Sr. Associate - International Tax (Individual)

Exp. : 3 - 5 Yrs | FT

Level 4

Consultant - Tax Reviewer

Exp. : 3-5 Yrs | FT

Level 5

Senior - Roles

Exp. : 5+ Yrs | FT

(Pricing varies for each profile)

$18 to $30
Level 1

Associate - Auditor

Exp. : 1 - 3 Yrs | PT or FT


Associate - Review & Compilations

Exp. : 1 - 3 Yrs | PT or FT

Level 2

Associate - Non-Profit Auditing

Exp. : 1 - 3 Yrs | FT


Associate - SOC Audit & Report

Exp. : 1 - 3 Yrs | FT


Associate - Internal Audit/SOX Audit

Exp. : 1 - 3 Yrs | FT


Associate - IFRS

Exp. : 1 - 3 Yrs | FT


Associate - SEC Compliance

Exp. : 1 - 3 Yrs | FT


Associate - Employee Benefits Plan/Administration

Exp. : 1 - 3 Yrs | FT


Associate - Governmental/Single Auditing

Exp. : 1 - 3 Yrs | FT


Associate - Agreed Upon Procedures

Exp. : 3 - 5 Yrs | FT

Level 3

Sr. Associate - Auditor

Exp. : 3 - 5 Yrs | PT or FT


Sr. Associate - Review & Compilations

Exp. : 3 - 5 Yrs | PT or FT


Sr. Associate - Non-Profit Auditing

Exp. : 3 - 5 Yrs | FT


Sr. Associate - SOC Audit & Report

Exp. : 3 - 5 Yrs | FT


Sr. Associate - Internal Audit/SOX Audit

Exp. : 3 - 5 Yrs | FT


Sr. Associate - IFRS Implementation

Exp. : 3 - 5 Yrs | FT


Sr. Associate - SEC Compliance

Exp. : 3 - 5 Yrs | FT


Sr. Associate - Employee Benefits Plan/Administration

Exp. : 3 - 5 Yrs | FT


Sr. Associate - Governmental/Single Auditing

Exp. : 3 - 5 Yrs | FT


Sr. Associate - Agreed Upon Procedures

Exp. : 3 - 5 Yrs | FT

Level 4

Consultant - Audit

Exp. : 3 - 5 Yrs | FT

Level 5

Senior - Roles

Exp. : 5+ Yrs | FT

(Pricing varies for each profile)

$18 to $30

Associate - Virtual Assistant

Exp. : 1 - 3 Yrs | FT


Associate - Customer Support

Exp. : 1 - 3 Yrs | FT


Associate - Data Entry Specialist

Exp. : 1 - 3 Yrs | FT


Associate - Talent Acquisition

Exp. : 1 - 3 Yrs | FT


Associate - Business Development

Exp. : 1 - 3 Yrs | FT


Associate - Transaction Advisory

Exp. : 3 - 5 Yrs | FT


Assocaite - Cybersecurity Analyst

Exp. : 3 - 5 Yrs | FT


Associate - ERP Consultant

Exp. : 3 - 5 Yrs | FT


Associate - IT Administrator

Exp. : 3 - 5 Yrs | FT


Other Terms:

  • Weekly Billing shall be done in USD.
  • There are no additional set up fees or charges.
  • Part-Time(PT) is 20 hrs/week & Full-Time(FT) is 40 hrs/week.
  • Notice Period of 9 weeks on each Profile hired
  • Daily Timesheet would be provided
  • 10 paid days and 8 public holidays
  • Overtime rate remains same (Not 1.5 times)
  • 1 to 2 Weeks for staff replacement

Temporary Staffing

(Hiring & Pricing)

Temporary Staffing is available for Tax Season or Temporary Needs. Minimum Hiring is for 13 weeks.

Individual Tax Preparer

Exp : 1 - 3 Yrs


Business Tax Preparer

Exp : 1 - 3 Yrs


Tax Accountant

Exp : 1 - 3 Yrs


Associate - Auditor

Exp : 1 - 3 Yrs


Additional Information:

  • Minimum 13 weeks of billing period.
  • Available to hire 20 hrs/week or 40 hrs/week.
  • Onboarding Time (about 2 to 4 weeks (Approximately))
  • Difficult to upgrade from 20 hrs/week to 40 hrs/week once started.
  • Billing would be done on weekly basis.
  • Early Hiring in December is Advised for Tax Season.
  • You may not get the same staff every tax season.

Next Steps (1-4 Weeks)


  • Introductory Call
  • Interview - Test
  • Staff Confirmation


  • Onboarding Call
  • IT Set up
  • Staff Orientation Call


  • Staff Starts Working
  • Initial Training
  • Continuous Review

Entigrity Learning Academy

Training Module

Basic Accounting Training

Advanced Accounting Training

Accounting Technology Training

Business Valuation

CFO Advisory

Hedge Fund Accounting

Forensic Accounting

Data & Financial Analytics

Quickbooks Training

Xero Training


Basic Staff Training - Individual

Staff Training - Partnerships

Staff Training - S & C Corp

Intermediate Staff Training - Individual

Intermediate Staff Training - Partnerships

Intermediate Staff Training - S Corp

International Tax (Business)

International Tax (Individual)

Trust & Estate & Family Office

State & Local Taxes

Tax Planning & Tax Credits (Business)

Tax Planning (Business)

Tax Resolutions

Real Estate Taxes

Form 990 (Tax Return Preparation - Review)

IRS Transcript Analysis

Basic Staff Training in Auditing

Intermediate Staff Training in Auditing

Advance Staff Training in Auditing

Basic Training in Internal Audit/Fraud

Review & Compilations

Non-Profit Auditing

SOC Audit & Report

Internal Audit/SOX Audit

SEC Compliance

Employee Benefits Plan/Administration

Governmental/Single Auditing

Agreed Upon Procedures

Construction Auditing

IT Audit

Peer Review

Cryptocurrency & Audit & Tax Consideration

Cyber Security

Google Sheets

Oracle - Netsuite Training

Sage - Intacct Training

Accumatica Training

Blackbaud Training

Microsoft Dynamics Training


Management & Leadership

Power BI


Integrity, Diversity & Inclusion

Business Development - Accounting Firm

Onboarding Offshore Staff Member

Training similar to what associates Onshore does.

Week 01

Meeting/Training: Daily 1 to 1.5 hour

Review / Involvement / Feedback: Very High

Week 02-03

Meeting/Training: Daily 45 minutes

Review / Involvement / Feedback: High

Week 04-05

Meeting/Training: Daily 30 minutes

Review / Involvement / Feedback: Medium

Week 06+

Meeting/Training: Regular Meetings

Review / Involvement / Feedback: Regular/Low

Our Trusted Clients


Client Success Stories

Price Revision (Guidance)

This is a tentative revision in our pricing on the completion of staff tenure.

OUR ATTRITION & Salary Increase

*Numbers till May 2022

Best Practices of Offshoring

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.

Benefits of “Buddy System

  • Works as “One Team”
  • Pushes more work offshore
  • Smooth Training and Onboarding
  • Reduces confusion and increases Accountability

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.

  • Advocate of offshoring.
  • On Boarding and hand Holding
  • Empathy and building relationships
  • Being a bridge for conflict resolution
  • Feedback Mechanism
  • Taking Initiative
  • Offshore account manager

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:

  • How many candidates shall we interview? How many interview rounds?
  • English is a second language!
  • Evaluation of Communication Skills as per Role!
  • Make them comfortable!
  • Implement Skills Testing
  • Experience of Working in the Accounting Industry

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,

  • Develop the onboarding process on how to onboard the staff efficiently. Most of our clients prepare a welcome kit covering firm policy, communication channels, meeting frequency, IT guidelines, software instruction, and process instruction.
  • Identify technological challenges well in advance, and we can take corrective action before it gets too late. Once the first staff is onboarded, the onboarding of subsequent staff is rolled out smoothly as you are already aware of what can happen and prepared yourself in advance.
  • Forecast the capacity of an individual.We don't expect our staff to outperform from the first day itself. But working with the resources first will give an idea of how much the resource requirement is and how much capacity needs to be built.
  • Manage bandwidth; Offshoring requires an initial investment of onshore staff; they need to meet them frequently, review their work, share feedback, do training, handholding, and coordinate with an account manager.

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.

  • 51% - lack of integration with onshore team
  • 18% - Proactiveness
  • 16% - Overlap
  • 6% - Communication
  • 7% - Quality
  • 2% - Productivity

Please have a look at this short video, It will give you an insight on how integration can be done effectively to get a win-win result. Also, check out this E-book for more information.

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

  • The complexity of the roles for which they are hired.
  • Grasping Power of the candidate.

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.

Year Attrition
2018 6.1%
2019 6.3%
2020 8.1%
2021 12.1%
2022 18.6%

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.

Employee Benefits

18 Paid Time Off and 10 Public Holidays

Medical Coverage Upto Rs. 300K Floater
(Self, Spouse and Two Kids)

2 Company Paid Prevent Health Check up Annually.

Night Allowance for Staff working late nights.

Cab Drop off for All Employees.
(For Employee Safety)

CPA, EA & CMA (Study Support Package)

Strong Culture of Learning and Development

Weekly Engagement and Activities.

Saturday & Sunday Holiday.

Tax Season Overtime = Proportionate to Salary.

Maternity Leave
(13 Weeks Paid Leave + 13 Weeks LWP)

Paternity Leave ( 2 Weeks)

Loan Giving to Team Members.
(Without Interest)

Opportunity to Directly work with Clients and Grow.

Quick Highlights of the Agreement

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.


All of our employees (your offshore staff members ) are on our payroll. So, you'll be paying us directly and then we will be providing them their salary. We are like any other 1099 contractor for you. We take care of all payroll, overheads etc.

No, there are no lock-in periods working with Entigrity. However, we have a provision of notice period, depending upon the roles and their experience level. For basic profiles ranging an experience level of 1-3 & 3-5 years, we require 9 weeks of notice period, in case you decide to discontinue our services. Notice period would be separate for each remote staff that you have hired.

The notice period is defined as the time between receiving the dismissal letter and the conclusion of the last working day. This allows time for us to find you a suitable replacement and for them to find a new position. The notice period at Entigrity lasts for 60 days (2 months). Whatever the reason, it is imperative that you reach out to your account manager and inform them that you would like to terminate services with a specific associate or multiple associates. While serving the period of notice, you will be required to pay the staff and in the mean while, you can continue to avail their services. If you are looking to terminate multiple associates, this notice will be applicable to each of the terminated staff members. You may questioning on the necessity of such a notice period. This is because as per Indian Employment laws and our internal policies, we are required to provide our staff with a notice period of 60 days. After completing the notice period of 60 days, you no longer have any obligations for that specific associate. This is essestially only on agreement terms with Entigrity.

In 8 years of our working so far their has not been a single case of claim of data breach. However we do have Professional Liability Coverage for Indian and US entity and Cyber Insurance for both Indian and US entity as well. Upon request, we shall be able to provide you with a copy of the same.

This agreement binds us to protect your information and we have data protection clauses in them. This should be classified into the Data Protection privacy category as well rather than the terms of the agreement. This agreement basically holds us liable in the instance that there is a violation of the trust or breach of privacy from our end. It provides you with recourse on us. The agreement imposes an obligation on us to protect your confidentiality and privacy. This symbolizes our commitment to maintaining the trust of our clients, which is one of our most important organizational principles. 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 the person signing this Agreement on our behalf.

You can hire any staff for a minimum of 20 hours/week or 40 hours/week.

You totally can! Provided that they have the availability. While working with our clients, we want to have the flexibility of part-time hours. Our team members are full-time employees of Entigrity which means that while they are working for you for the stipulated hours, the rest of the time, they could be working or interviewing with another firm. It becomes difficult for an associate of your choice to scale up from 20 to 40 hours if they are already working with another firm. This is unless they themselves choose to take up working overtime for 60 hours a week which many are ready to do on a consistent basis. This is another instance wherein you would reach out to your account manager to ascertain the available options. In the case that the association does not have any more availability, the account manager would review your options such as bringing on another part-time associate. Your best bet is to start with 40 hours a week because this ensures that they are dedicated to you. There is also the option, upon request to your account manager, to scale back the hours to 20/week during slow times while retaining the other 20 hours for when you're ready to scale back up.

The terms non-solicitation, which has been included in our agreement means that during the term of the Agreement and ten years after that, your firm cannot directly or indirectly transact or work with our employees. You will not authorize or direct any person to solicit, induce, recruit, encourage or take away employee or employees or past employees of our Company and our Affiliates for any work whatsoever.

No, we do not have any agreement period. However, you need to provide 9 week notice period if you decide to discontinue using offshore staff if you are planning to terminate the services of any of the offshore staff hired through this agreement.

Suggested language changes can be brought up to our legal team. We do not promise the implementation of all suggested changes. However, you can be assured that all your suggestions will be thoroughly considered and reviewed. In case of any update on terms of engagement post signing we shall be notifying you the same by email.

Each associate has their own agreement between the Client and Entigrity. You can reach out to your Account Manager and put in the notice of termination of 60 days for each associate. So for example, if you hired 10 people and needed to let go of 2 you would reach out to your account manager to put two separate notices. The 2 will work for you until the completion of the notice period post which you will no longer have any responsibility to them. You are free to terminate any number of associates you wish, all that is required is that you inform us of your choice and how you wish to move forward with their replacements. The terms and conditions for each of the staff members will be the same.

It’s weekly billing. Our Billing automatically hit's your bank accounts every Week/month if you have provided your credit card or ACH information. (Your information is secured with us and not used anywhere). We have a weekly billing cycle and you'll be getting the invoice on Monday of every week,

Your billing will begin only when you have confirmed the staff and confirmed it's hiring through staff confirmation which forms part of the agreement. From the day staff starts working for you. Typically the bill is due within 7 days of raising the invoice.

No, there are no hidden charges or any kind of setup fees. We provide free-of-cost onboarding which includes the IT Setup part as well. However, we have two modes for payment: ACH and Credit Card. In the case of payment using a Credit Card, there is a service charge of 3%, which is charged by the billing gateway.

Our hourly rates start at $10/hour and vary as per positions and the hiring models. Same shall be confirmed to you in the staff confirmation email sent to you. So you shall be billed by the hour. For Example if you have hired someone for 20 hours/week for $10/hour then you will be billed $200/weekly.

Yes, you will be charged for the hours you have hired, in spite of you are not able to provide the work. If you're having trouble reaching the minimum billing hours with us, you can always reach out to your account manager for ideas and options. You can always reach out to the account manager and talk to staff members about what more work can be allocated in accordance with their willingness, interest, and expertise. We have a wide pool of content available in our Learning Academy which can be utilized for the learning and development of staff members. Contact our account manager to know further.

It will be auto debited from the card/bank details you’ll provide during the sign up process.

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)

Tenure (Completion) Revision
6 Months $1/hr
1 Year $1/hr
2 Year $2/hr
3 Year $2/hr

(Thereafter $2/hour annually).

Yes, we are GDPR compliant. We have all of our associates working within our offices and do not have a work-from-home policy. The biggest part is that we never store any data at any point in time. To be transparent in our operations, we do live virtual tours and we've had several clients visit our offices too! We have IT policies, procedures,protocols in place and never had a breach in our history. For more information reach out to our Data Protection Officer (DPO) Mukund Patel at “”

We provide you an undertaking in our contract, protecting your data, privacy & confidentiality in writing. So in case that happens, you have stronger recourse against us (although this has never happened in the history of 8 years of our business).

At Entigrity we don’t allow work from home. We would never risk a client’s information at the cost of flexibility. Before you partner with anyone for offshore staffing please check their WFH policy and IT Policy. However, since the pandemic, we have, on an occasional basis, with client approval under exceptional situations such as a medical situation or emergency of female pregnancy, allowing work from home.

ISO 27001:2013 is an internationally recognized Information Security Standard published by the International Organization for Standardization. This certification is awarded to the exclusive organizations that comply with the information security guidelines of ISO and strictly abide by it at all times. Entigrity is one such organization with this certification.

At the time of signing up the contract, we provide our commitment to safekeeping client data in a written undertaking. We take every measure to honor it. In case, we fail (we haven’t yet so far) at some level or a violation still occurs, a client is entitled to proceed legally. However, there has never been such an incident of any breach in data security, which in itself speaks volumes about the level of commitment we show towards the protection of confidentiality that we are trusted with.

We are ISO 27001:2013 certified organization for data security and confidentiality. ISO 27001 is Information Security Management Standard. Also, we are GDPR compliant and also approved by the IRS for continuing education. And you are more than welcome to visit our offices in India or easier way, you can take a video tour.

Theoretically, yes, however, your risk needs to be measured in relative terms i.e. Offshore staffing is a cost-effective and easy solution to local staffing challenges, so now you need to analyze if offshore staffing increasing risk? Here is the detail on practices followed by us on data security.( click here). Hypothetically you run similar risk with you local staffing working either remotely or from your office. Atleast with us you have a contractual commitment of data security and you have seen our practices of No Mobile, CCTV Survelliance etc that mitigates your risk.

It can’t happen because mobile phones aren’t allowed in the work area, they have to be kept in a locker before entering the workplace. Also, all entries and exits are key cards enabled and the entire facility is under CCTV camera surveillance that is monitored 24x7. There is a strict surveillance to mitigate such risks. We have also implement employee monitoring system on their workstation as additional layers of protection.

The IT setup is very simple, safe, and secure. Your data isn’t going to move at all. We’ll set up remote login and your offshore staff will log in to your workstation to do the work and log off when done. No back and forth data transfer are involved, so technically your data never leaves your office.

We provide feature phones, and in case of two-step authentication is required, we provide smartphones but only on approval of the client. However, under no circumstances, personal phones are not allowed. You will have connect with your account manager for the same.

To begin with, all our work area in the office is paperless. We have also installed remote monitoring software. We do not allow pen-paper-any stationery, digital computer printers, personal mobile phones, or portable storage devices into the work area. The USB ports are disabled for data transfers. No staff has access to personal emails, social media, or any such means that can facilitate transferring sensitive data. The emails, folder systems, and internal servers at the office are continuously monitored by the in-house IT department for inconsistency. There are no printers connected to our internal network, hence, we eliminate the chances of taking data out of the office by any means either electronic or printed. It is like your own office where the data never leaves the premises.

Before we hire someone, we carry out background checks and go through the references of previous employers about the person’s conduct at the past organization if any. While joining the organization, every employee has to sign an undertaking that states that he/she will respect the privacy of the client data being handled. Additionally, he is legally bound to do so, and there could be legal actions against an employee if inconsistencies are discovered from his/her end. So far, none of our employees have disappointed us in this regard. Also, we provide orientation on "why it is important to respect the trust reposed on us by clients".

Yes, our entire premises are covered under security cameras both from exterior and interiors. In fact, every cabin inside the office has 2 cameras fixed for better visibility of the happenings and monitoring against any untoward incidents. These cameras are operational on a 24X7 basis.

Of course! We would be more than glad to be your hosts and welcome you with our hospitality. We believe it is always better to see to believe. By visiting us, you not just see the whole infrastructure and security setup, but also get to know how things actually work at our office. Few of our clients have visited us in the past, and have had happy memories. You can view our online reviews for references.

In 8 years of our work so far there has not been a single case claim of a data breach. However, we do have Professional Liability Coverage for the same. On request, we will be happy to share a copy of it with you.

Our Account Manager and Resourcing specialist will get in touch with you and help you navigate the hiring of new staff members. They will send you a resume and move forward from there. Click here to watch a complete video how you can start your journey with options staffing.

User guide to have a successful relationship with offshore staff. This video will give you an idea about how to onboard new offshore staff.

Tips on what experience levels and hiring roles are available, Watch this video as it will help you understand how the interview process should be in order to hire the right offshore staff

You should plan temp hiring in advance, Temporay tax staffing will create a capacity, 1-2 weeks of onboarding time is required, Senior profile are not easy to hire and why temp staff should be retained post season. Watch this video to understand the process how you can grow your firm during busy tax season

This video will help you understanding whether you are offshoring ready or not by technologies, whether proper agreements are in place or not, Talent and process, why company's credibility is important, why we should consider Data security while offshoring and why should we avoid Mom and Pop Shops

Interview Steps
  1. Sharing Resumes
  2. Schedule Interview,
  3. Interview and Testing
  4. Selection and Staff Confirmation and
  5. Onboarding of Staff,
How you differentiate candidates with same skill sets. This video will also highlight other considerations.

Interviewing people whether onshore and offshore is pretty similar. When you specifically interview offshore staff for your accounting firm, there are some differences that you should keep in mind. Watch this video and check out the 6 quick tips for Interviewing offshoring Staff

Proper evaluation of communication skills is ideal for hiring accounting and non-accounting staff. Watch this video to get some tips around this.

To understand how junior roles are more important than senior roles and challenges associated with hiring senior staff watch this video.

If you are new to offshoring, gradually hire one staff member at a time because that will help you understand the onboarding challenges, processes that need to be implemented, typical onboarding time, by when the staff can start working independently, training requirements, work evaluation and the right expectations. Watch this video to learn more.

The tax season rush isn't usually the best judge for assessing offshore staffing's long-term benefits, especially if you've only recently begun this year's tax season. Accounting companies are increasingly bringing in additional offshore staff to help with 0capacity challenges. Read this blog to learn why you should retain your offshore workforce beyond tax season.

In exceptional cases, they make themselves available but working a complete night shift invites a lot of health issues and impacts the quality and productivity of staff. Also, people working in complete night shift tend to leave their job frequently though we never advise that.

Yes, they can join meeting like regular staff members. Also, you should always treat them just 'like your own staff'. Most successful casestudies of offshoring are the one where they have worked closely with onshore teams.

An offshore staff member for accounting roles are not typically client-facing roles so if you want to go with communication with your clients is then you should hire a virtual assistant or customer service executive that can help you to communicate with your client. Communication is key in any sort of relationship. Since we are working miles away, It is very important that we evaluate candidates with the right communication skill because we will be interacting with them daily or frequently. There are different communication skill sets required in Accounting and Non-accounting roles. Here is a short video that will give you more insights on how to identify the right candidate for accounting and non-accounting roles.

This helps build and reinforce trust between onshore and offshore teams. Watch this video to learn more.

Senior positions are very high in demand and the onboarding period is 4-8 weeks if at all they are available. Since the pandemic, the difficulty has been increased due to a sudden surge in staffing demands.

The benefit of hiring a full-time employee for the entire year is that you get to keep the same staff that has been trained by your processes and has the experience to work in your firm. It is possible that you will not have enough work to assign to your offshore staff at times, but if an unexpected task arises, you will always have a staff accessible to begin work immediately. Watch this video of one of our clients Kim dollin from Somerset.

We charge the same hourly rate, no extra charges! Occasionally if they do overtime, we do not charge for it. Typically they offset gains on the regular days by going early or coming late. However, during tax season or peak season, if they are working overtime, we do charge for it. But the overtime rate will be the same as the hourly rate (unlike the requisite and one and half times extra that is the standard US practice).

They’re provided with the complete desktop with dual monitors, headphones, high-speed internet, and relevant software as per the needs Anti-virus installed, firewall-protected network, etc,

We have a reliable sourcing team that seeks out candidates with at a minimum a bachelor’s degree and at least 2 year of experience in accounting and Tax in public accounting India. We don't hire interns or graduates and all candidates are put through a thorough reference check of their records and rigorous test before they get hired.

As you know Offshore hiring is a long-term process, before reaching any conclusion give it some time and effort to adapt to your system the same way as you will do if you hire anyone onshore. Whenever accounting firms come to the conclusion without giving it the required time to adjust, they are on the high jump. However, if you don't like to hire. We have a simple 2 months notice period, within this notice period, you can just close the contract. However, if you want a replacement, we can provide you.

Absolutely Yes. For the past 8 years, Entigrity has staffed 2000+ accounting and tax professionals for CPA & tax firms having knowledge of QBO/QBD, Xero, Drake, Lacerte, Ultratax, Pro series, CCH Axcess,, Jetpack, Gusto, or any other software. So we may be able find some with specific knowledge of software or else we can have them trained.

You can switch between 2 positions but that will be a separate hire, If you want to switch you have to pay for notice as well.

Yes. Soon after the agreement sign-up, we provide the client with resumes of such candidates who match the criteria specified by him. We arrange for the video interviews at the client’s preferred time (and online tests if required). This process is transparent and conducted to let our client choose the best person according to requirements.

We work only with accounting firms. We staff for roles in Accounting & Advisory, Audit & Assurance, Tax, Non-Accounting roles, and other categories. The brief details are given here.

The leave policy consists of 10 paid time offs, and 8 public holidays per year. Same shall be charged to clients as well. If any leaves taken over and above this are taken for medical reasons they would not be charged to clients and Entigrity will be solely responsible for the same.

Yes, We can provide you staff with full overlap. However that would cost $1 or $1.5 extra, because they will work mid-night and we have to provide them night allowances. We don't recommend staff working full overlap in graveyard shift.

Direct control and reporting are of utmost importance and that’s why Entigrity provides you with staff that works dedicatedly with you. Let’s say you hire part-time staff for 20 hours/week. Your staff will work only for you during the designated hours and will report directly to you and follow your firm’s policies and protocols.

Staffing, whether local or offshore will always have little challenges, on leaves, work accomplishments, staff management, training, staff learning and role, productivity, etc. Since the last 3 years, we have seen a significant increase in client satisfaction as we introduce the role of “Account Manager”. Although offshore staff would be directly working with you and would work under your control and management. However, an Account Manager is like your HR offshore for your offshore staff or team. Account Manager endeavor would be to provide you with unbiased advice in the best interest of the firm and make building and managing the Offshore team a successful and happy experience.

There are less chances of it happening, because a candidate is selected only after a personal interview and checking eligibility by the client themselves. However, in a rare scenario, if you don’t wish to continue working with the staff already working for you, we will replace him/her. This process may take a maximum of 30 days.

As we work on our desktop, there's a technical glitch in the zoom, that automatically picks up the default microphone, due to which background noise can be heard. But we have given noise cancellation headsets to everyone, so in case you receive any background noise, just tell a staff member to change the audio settings to noise cancellation headsets given to them from the webcam audio and then you will not have background noise at all.

Normal shift/work timing for full-time staff is 3 AM to 1 PM irrespective of time zone (inclusive of 30 minutes of meal break and two 15 min for coffee break). This allows for 3-4 hours of overlap between your office timings and the staff working for you. Please note that since they start work at 3 AM, so you may assign work in the evening and meanwhile you come to the office in the morning, most of the work is done. However, these timings can be made flexible and matched according to your office hours, but that might cost you extra, as such staff needs to be paid midnight allowances and other facilities.

It takes anywhere between 7 – 30 days to get staff on board and start working for you, this time variance depends on the availability and the skillset required in a candidate as specified by a client.

NO, we proceed with the interviews after signup, here you interview and test the candidate to check for his/her experience and qualifications before finally hiring. This can take at most 30 days. After this time, in an unlikely case if you do not find any suitable candidates you can inform us and ask to cancel the agreement.

Yes. Soon after the agreement signup, we provide the client with resumes of such candidates who match the criteria specified by him. At the client’s preferred time we arrange for the video interviews (and online tests if required). This whole process is transparent and conducted in order to let our client choose the best person according to requirements.

Our internal HR and hiring process is very rigorous so that we qualify as best at the expectation of our clients. We carefully screen the resumes of the applicants and conduct background/reference checks upon the shortlisted candidates. This is followed by Technical and HR rounds of interviews. There are other aptitude tests too which include typing speed & accuracy, English speaking & writing skills, and technical test in relevant fields. This is how we create our own candidate pool before we share the resumes with potential clients. Apart from that, we have a signed agreement with each candidate which assures long term association with us as well as a pledge to keep office data confidential.

The attrition rate at Entigrity has been below 10%. Our HR policies are robust, ensuring the least gaps. Whenever a new employee joins, he signs a contract for a minimum of 3 years of association. In special circumstances, sometimes we do allow to leave earlier than that. Also, Entigrity is one of the preferred local employers because of the multiple facilities we provide, including cab, medical insurance, meals at the office, regular recreations, and several other benefits to prolong the employer-employee association.

We pre-screen the candidate with a background check and test their accounting & communication skills before onroling them.

That is done for our internal assessment through third party private agencies. We then get a clearance certificate from them which allows us to proceed with our screening process

Yes, any new staff member that joins has to undergo training of 3 months where they are categorically trained on Accounting Industry, how accounting firm works, domain training of accounting, auditing and tax. (Which they opt-in). And relevant accounting technology and softwares.

You can hire a temporary staff, throughout the year, for all the Tax related requirements. The most common requirements, which we recieve, are : Tax Preparers, Tax Accountants & Tax Reviewers.

We have primary filtration criteria, wherein we keep a bachelor's degree as our first validation while hiring a new staff. Also, we avoid hiring any fresh graduates as their lack of experience & exposure might hamper the quality of service. So, we hire employees with a minimum of Bachelors degree along with relevant experience in the Global Accounting Industry.

Yes, you can definitely have a Temporary staff only for the Tax season. We provide Temporary staffing throughtout the year with a minimum commitment of 13 weeks. You can plan your staffing needs as per your deadlines and workload at any point of time.

As we provide the staff member with another assignments in case he/she is working for a part time project, we need to check their availability and then update the clients regarding the possibility of extension in hours. Therefore, we are unable to commit it right away and we suggest you to hire a staff for full time and assign other tasks as well.

We usually take 2-4 weeks to onboard a temporary staff member on our client's team, post the date of signing up with us. This onboarding time includes the sourcing of resume, interviewing the candidates and setting up the technical logistics post finalizing the staff member.

If you want to hire temporary staff, the minimum commitment is 13 weeks. It is best to hire regular staff and assign them several tasks since they will be more productive because they have previously worked with you and are familiar with your processes.

Yes, that is a possibilty but since that staff member will be working with another client post completion oy your team, there's also a possibility of him being the permanent staff for that client. In that case, we won't be able to provide you the same staff. So, we are unable to commit it right away as it will be depending upon the availability of that staff.

Yes, if you like the staff, you can certainly retain them and update us in advance so that we don't commit to any other clients.

You’ll be assigned with a Dedicated Account Manager, who will be your go to person, for any service related inquiries. This Account Manager becomes your single point of contact, on behalf of Entigrity. You can raise any requests, concerns, queries or suggestions to your account Manager and he/she will be glad to assist you.

We have a very simple sign-up process, where you can just enter a few details and start exploring the wide range of Talent Pool at Entigrity. For signing up with us, you can scroll at top of this page and click on "Online Sign up" button and enter the required details, to enable us for sourcing the perfect fit staff as per your requirement. For the ease of your reference, Here is the video you can watch for the sign up process.

After you sign up, a representative from our sourcing team will contact you within 24 hours to set up a meeting along with your dedicated Account Manager, so that we can learn more about your needs and provide CVs of the relevant candidates for you to interview, based on the job descriptions provided from your end. Thereafter, your Account Manager will guide you through the entire process and help you with a smooth onboarding process a staff member on your team.

We have a primary filtration criteria, wherein we keep bachelors degree as our first validation, while hiring a new staff. Also, we avoid hiring any fresh graduates as their lack of experience & exposure might hamper the quality of service. So, we hire employees with a minimum of Bachelors degree along with relevant experience in the Global Accounting Industry.

To make this work for your firm, you must establish appropriate expectations for the job and the profile, implement correct internal protocols, and establish an onshore anchor who can serve as a point of contact and delegate work to your offshore staff. There are many other best practices which you can follow by referring to the following link

You will be given additional set of resumes to choose from in order to shortlist the perfect fit candidate for you. We advice you to provide the specific job description earlier in the process so that our sourcing team can provide you with the most relevant resumes. This mitigates any delays in the selection process, saving time on both the ends.

As we have a very thorough & detailed oriented selection procedure, constantly reviewed from your end, there are less chances of staff member not working out as per your requirement. However, in case the staff member doesn't fits into your required role, you can reach out to your dedicated Account Manager and he/she will provide you with an option of replacing your staff member with new staff. He/she will assess the situation and will suggest you the best way to replace your staff member, without affecting your work at any point.

We provide our clients with the list of Holidays for a year at it's beginning which includes a few Indian as well as American holidays. Staff has 10 PTO (Paid Leaves) and 8 Public Holidays and client shall be responsible for the same.

  • Here is the list of holidays for year 2022
  • New Year 01-01-2022
  • Makar Sankranti 01-14-2022
  • Makar Sankranti Day-2 01-15-2022
  • Independence Day 07-04-2022
  • Raksha Bandhan 08-11-2022
  • Additional Day 08-12-2022
  • Janmashtami 08-19-2022
  • Diwali 10-24-2022
  • New Year 10-25-2022
  • Christmas 12-25-2022

If you want to change positions, you should check with your Account Manager first, as he will be able to update you after reviewing the availability of the staff.

You just need to inform your account manager and inform us nine weeks prior to arrange this for you. You will have to provide notice to existing staff of 9 weeks. However if we are able staff them early we will not charge for full notice period of 9 weeks.

Hiring non-accounting profiles allows you to offload your administrative & non-core activities and frees up your time to focus on the core activities of your business. Here is video for more information.

Entigrity is based in the US with its headquarters in Texas. That means you are contracting with a US based company.

Offshore staff can access documents/information/data at the client's end using one of three methods: 1.Remote Access: Configure a workstation with the appropriate software and documents; enable remote access with a username and password so that staff may log in, work, and log out after the given job is completed. 2.Cloud/Server Access: Upload the documents to the cloud or server so that staff may access, work on, and preserve the work done after completion. 3.File Transfer: Send the documents to the offshore staff through email or online transfer applications. The client will work upon that and send the file back for your review.

You will be assigned with an Account Manager during the interview process, he/she will be your go to person.

You will be provided with a daily timesheet, or if you have a task tracking tool, you may use it as well.

Part-time staff work from 3 A.M. to 7 A.M. or 7 A.M. to 1 P.M., with the remainder of their hours given to other clients who have also hired them on a part-time basis.

They work as per your office time.

Great! After you sign up, our resource team will contact you within 24 hours to help you with the further interview process.

You can use any of the communication tools like Zoom, Slack, Blue Jeans, Skype, Google Meet, Teams, etc. as per your convenience.

There are 4 C's of security measures
  1. Certification,
  2. Compliance and procedures,
  3. Commitment, and
  4. Credibility.
Watch this video of Mike Goossen where is he explained how the data security and confidentiality at Entigrity offshore staffing look like

This has been the number one concern what will my client think about offshoring However pandemic has really changed the perceptions around offshoring. Now more and more accounting firms are open to offshoring. This basically means more and more Clients are now open to offshoring Building of showing team is as new normal accounting firm. However, we have written a detailed blog to understand and address your client’s concerns. Here is the link for this blog also watch this video for more.

The best practices After hiring offshore staff, how to manage offshore staff, workflow, how you can integrate them, and build a team. There are recommendations too for efficient utilisation of offshore resources watch this video to know the tips to build and manager offshore teams for your accounting firms

How tax staffing impacts quality and efficiency. This video covers multiple reasons why we should retain staff beyond tax season and what could be challenges if we do not retain them.

Offshoring brings multi dimensional impact on accounting firms and it help you build capacity, reduce workload, get work life balance and empowers onshore team to build deeper connections with the clients Watch this Video for more

In this video you will get to know about some considerations if you are planning to hire non-accounting roles and how it can benefit you forward.

The idea for hiring a virtual assistant, executive assistant or customer service associate. Accounting firms especially post pandemic started offshoring for their Admin and Virtual assistant functions along with tax, account and audit to resolve their capacity issues when local staffing is becoming a challenge for them watch this video for more.

This video will give you insights on key factors playing an important role while offshoring. Tiffany has shared her experience with Entigrity and Offshore Staffing. This is a Journey on how resistance turned into a recommendation.

The local team can be able to concentrate on projects if you've hired an awesome offshore team to help you know supplement help with the back office on these projects so if you don't onboard them and incorporate this into your day-to-day operations it just simply won't work
So the first is the vision must be conveyed and it has to start at the top.
You have to let the onshore team know this is a growth strategy this is not cost cutting measures in order for the firms to obtain their vision watch this video to find out the 8 actionable recommendations ob Integration

"The Buddy System '', wherein you partner onshore and offshore resources as buddies. You will get insights on why this is important, how to do it and what needs to be done. Watch this video for more

This video highlights why you should have at least 4-5 hours of overlap, and how this will help the onshore team to collaborate

We always want to “make more doing less”, this video will give you 7 steps on how to get started with subscription based pricing, what factors you need to consider while implementing Subscription Based Pricing and why?

If you are a VCFO / CAAS firm, there are a number of tasks that can be done offshore. This video will give you ideas on what can be done offshore and what should be kept onshore. This will also give you insights on why this transformation is important.

This video is highlighting how offshoring is key factors for scaling up your CAAS + VCFO services, why you should hire offshore staff and what structure should be in place.

Here’s a glimpse of what you’ll learn:
  • Jody Grunden explains how he transitioned his CPA firm into a completely virtual workplace in 2013
  • How working remotely allowed Jody to hire top talent and have more success within his firm
  • The positive influence of diversity within a team

This video will speak about what type of client you want and should have, what should be the engagement value, Also it talks about considerations that help you add CFO services in your firm. Jody speaks about his experience and structure he has.

MRR in the context of Accounting firms. The benefits of MRR for Accounting Firms is very important and how to implement the MRR Model for Your accounting Firms if you want to learn about these please watch this video

The old business model at least with small accounting firm has been to work with thousand two thousand clients where wherein in case of client accounting advisory plus virtual cfo serivces which is a full suite services that you would be providing to your clients you can build a million dollar practice with just 30 or 40 odd clients and that practice would be very profitable at an engagement level the profitability would be more than 70 percent at a firm level watch this video to know more about VCFO and CAAS services and how offshoring can really help to grow your accounting firms using it.

This video will walk you through the Philosophy and policies we have in place to run the operation. This will cover public holidays (India), Leave Process, Confidentiality, security protocols , IT Policies, Insurance policy, Cyber security insurance and many more.

The key to earning better revenue for you is MRR (Monthly Recurring Revenue ) i.e. to move your clients to a monthly fixed fee that keeps flowing in every month, regardless of how busy you are or what season it is. OFFSHORE STAFFING + ADVISORY = MRR. Read this blog to learn more.

Entigrity was started in year 2014.

The purpose with which we started was to democratize offshore staffing for accounting firms. We saw that observation that larger accounting firms are having a deeper pocket That's why they are able to build up their own officers, But small and midsize firms were not able to do this. We thought that We can solve this problem by becoming that Bridge Through which this form can build their own Offshore teams. Now we are proudly happy that we are able to help so many accounting firm Across Global build their offshore team.

We have six offices in India and our main headquarter is in Houston Texas

Over the last 8 years we have been working on more than 600+ accounting firms from all over the globe.

We have a YouTube channel where we have more than a dozen video testimonial of our client so you can check our YouTube channel for more information Feel free to reach out those client and ask them how was their experience and what they feel about Entigrity Here is a link to our youtube channel

India is a hub for knowledge-driven industries, companies like Fortune 500 have their offices in India, Lot of large firms have their multi presence in India. India is the second home of tech behemoths, Fortune 500 companies, and accounting tech behemoths. The most widely used language in India, owing to British influence and a knowledge-based economy. Some of the common examples of big-shot Indian CEOs in top multinationals. India offers a large talent pool for easy scale up, though industry readiness remains a concern. Read this blog to know the prime 5 reasons why India has maintained its leadership position despite constant challenges from emerging destinations

India was never ready for such kind of growth in the offshoring accounting industry. Post pandemic things have changed so much for India, suddenly demand from accounting firms globally is increasing at a tremendous rate. The market has tripled. And the good thing is a lot of Institute that provides CPA, EA, CMA training have come up. And have started providing that education. CPA today is truly a Global designation. On one hand, the demand is definitely increasing tremendously And on the other hand ecosystem is also building up

The quality of education in India is far superior to any other country in the world and that can be demonstrated by the fact that most of the Tech CEOs and fortune 500 companies CEOs have Indian origin. The Chartered Accountancy in India Is is very equivalent to CPA in US or CPA in Canada Which is very difficult in the people who have will have cleared that is less than 10% every year.

More and more students are opt-in for CPAs, EAs and CMAs. There are coaching institutes and there is study material available to do a CPA, EA, or CMA from India You don't need to travel to us to become a CPA, CA, CMA, or Canadian CPA. You can do this degree directly from India. This means a lot of quality talent is coming up as the ecosystem is the building up

Usually Public holidays are different in different cities of India. As India being diverse country every city celebrates different festivals. Just for your reference, Here is the list of leaves for year 2022 for Ahmedabad City Offices:
  • New Year 01-01-2022
  • Makar Sankranti 01-14-2022
  • Makar Sankranti Day-2 01-15-2022
  • Independence Day 07-04-2022
  • Raksha Bandhan 08-11-2022
  • Additional Day 08-12-2022
  • Indian Independence Day 08-15-2022
  • Diwali 10-24-2022
  • New Year 10-25-2022
  • Christmas 12-25-2022

Usually our company provide 10 Paid Leaves (Paid Time off) and 8 Public Holidays off. Client would be billed for this days as a part of our engagement. This are usual norm of providing holidays to the staff member in India.

Yes, we take care of their pay, benefits and insurances and their family members as well.

There are several activities that Entigrity is doing with their team members so we celebrate each festival with our team members. We do have team outings where our staff members will go for hiking parties and team outings. Basically playing games Cricket, basketball football, tennis, and many more games. We do have a tournament called EPL Entigrity Premier League where all the Entigritians play cricket, Entigrity Badminton tournament, Entigrity Volleyball Tournament, etc. Click here to find out more cultural activities that we are doing at Entigrity

The client cannot give bonuses directly to the staff member, It has to be routed through Entigrity as per the agreement. However, Entigrity distributes 100% of their bonuses to the staff member. Entigrity doesn't retain anything out of the special bonus that client gives to their staff members as per the agreement over and above the price.

A long planned leave is generally communicated with the client well in advance, and it is either counted in the available paid-time off (If leave balance is available) or it is an unpaid leave, however cross trained staff members wouldn’t be working during that time. However if staff goes absconding or there is immediate termination because of conduct or some kind of violation or staff goes for long medical leaves (severe injury or family medical emergency), that’s where the cross trained staff will be to fill-in and can help in training and hand holding of the new incoming staff that is joining as replacement. So having cross trained staff reduces your efforts on training and handholding if the staff goes away all of sudden and reduces too much dependency as well. In case of a client with more than 3 or 4 hires with us, typically the cross trained staff would be within their team of offshore staff only.

If a staff member is onboarded in the middle of the year, what would be the total PTO balance ? Would the PTO still be 10 for the full year ?
PTO 10 10 8 8 7 7 6 5 4 3 2 1
The PTO balance runs from April to March(Calendar Year). So, for example, if someone joins in April, the total balance in his/her account will be 10, but if someone joins in January, then the total PTO balance will be only 3.

The replaced staff will only get the remaining balance of the PTO and there won’t be any additional PTO leaves available. For example, suppose an existing staff member is replaced in September with the balance PTO of 3, then the new incoming staff will only get 3 PTO for the remainder of the year.

Since, this was one of the common feedbacks from our clients, we are implementing a change where each of your staff will get paid-time off (PTO) of 10 days every year. This PTO can be used for any purpose including planned leaves, medical leaves etc. The leaves taken within PTO will be charged to the client. Leaves beyond the total PTO balance for the year will not be charged to clients. I think in our presentation we mentioned that leaves wouldn’t be granted for medical purposes, it was an error of communication from our side. To put in Nutshell, staff would get 10 days PTO in total.

We understand your concern, but the staff hired by a client works as if he/she is a member of the client’s team itself. We have always held this view and our clients have also been very gracious in allowing paid-time off to offshore staff just like they would allow an onshore staff member. Many of our clients even go to the extent of allowing 3-4 weeks of PTO. We also acknowledge that anyone can have medical emergencies or would want to take time off work and take a vacation. We just want to create a healthy work environment, so that the staff can create more value for our clients and be with them for a long time.

In this case, we will deduct his leave from the available PTO balance and will charge you for the hours he has worked. As we will be paying him for leaves he has taken and will pay him for the extra hours he has worked. For e.g. if he is assigned to you for 40 hours a week, in above case you will be charged for 48 hours.

No, there is no leave/PTO encashment if staff do not use PTO. it will lapse at the end of the year (March of each year).

We encourage staff to not to take any unplanned leaves. However, medical situations are always unplanned. And occasionally staff members inform late. But keep on orienting the team for the same.

Yes, Entigrity connects with the accounting community on a deeper level. We also organized conferences, webinars, masterminds, and many virtual event, Click here to find how entigrity engages with accounting community.

Yes, We do have live webinars at least one webinar per week, where we educate our clients that how they can implement offshore staffing and grow their accounting firms, In this webinar, you can get one free CPE credit. We are running our own CPE accredited webinar series for our clients’ “Offshore Staffing Challenges and Beyond.” This webinar is not a regular webinar, it would be an interactive free-flowing discussion around concerns and opportunities with offshore staffing. Exclusively for our existing client's accounting firms.

Yes Entgirity do Virtual Conferences per month.

Yes, Entigrity work with accounting influencers so we do monthly virtual events with them. Click here to see which influencers are working with us

BKOT (Build a Kick-Ass Offshore Team ) is a podcast that we do every month and have produced more than 50+ Episodes. Here, we connect with influencers and thought leaders within the accounting community whose target audience is of the same. We value these influencers and spokespersons endorsing us and has established our credibility with our clients. The idea is to get exposure to our audience and able to establish your brand. Enable potential clients to be educated about the resources in combating the #1 challenge of finding quality staff.

If you CPA or Accounting Influencer, We recently launched a video series called Accounting Showcase. It’s a series covering success stories of the everyday accountant and their journey. Sharing their background and how they built their firm. Again more of a conversation here including topics like -

No we never charge for any of our virtual events.

We typically have people with relevant experience, But when there are limited experience or no experience, make sure you provide proper training and give them time to make mistakes. As long as they are self-reviewing and not repeating the mistakes, you will have your requirement fulfilled. We think you will get there in 1-3 weeks. But you will get the result within 7 to 8 weeks that you are looking for.

India is a hub for the global economy, a hotbed of talent, second home to Big 4, second home to fortune 500 companies, tech giants, and the accounting Industry. India is a hub for building global delivery centers. Not just the big 4, but 200+ companies have offshore offices in India. This has led to the build of an ecosystem in India. That's where we hire people and get the training done for them. Even if you hire locally, it could be a bad hire. Here you get a chance to test his capabilities, competencies, and also you get a chance for a replacement here. However, we can provide you a staff which is very capable.

As per our survey 6 out of 10 Failures are because of lack of integration. We have seen many times that firms start with offshore staffing, but either give up on offshore staffing or they lose a good onshore employee on their journey towards building an offshore team.
Both situations are unfortunate and we have come across this often and largely because the onshore team starts feeling insecure as soon as firms start hiring offshore staff. We need to manage it with 4 C’s for a successful onshore and offshore team working towards a common goal that is “Firm’s Betterment & Well Being”
  • Change
  • Culture
  • Collaboration
  • Communication
And communication is the key, holding the other 3 together. We need to keep both teams on the same page.

Yes, staff directly work under your control and management. They will be working on your processes. It is “your staff working from Entigrity’s Office”.

Each and every offshore staff that works for you have prior work experience in US accounting and tax and have a minimum bachelor’s degree in accounting.

Of course, with Entigrity offshore staffing, you can hire tax staff starting at $10/hour, you can hire them part-time, and permanent.

As we have worked with 600+ accounting firms here is a link to many of those success story videos. Feel free to reach out to any of them.

Yes, they are. Why don’t you go and visit our India office? Well just check our youtube channel and see how much fun they have while they work for you. Low-cost arbitrage is the reason you hire staff offshore from India because the cost of living is cheap and that’s where you save a lot of money.

A staff fills timesheets on a daily basis for indicating his/the completion of her task status, and the time taken to for attempting them. Entigrity has its online timesheet as a standard, which employees generally fill in, and send to their respective employers. However, if a firm has its own timesheet format, and wants its employees to make entries into that, we approve it. By reviewing these timesheets, you can transparently monitor the performance and output of your staff.

Yes, English is a very widely spoken language in India. In fact, it is the second most widely used language of a large number of Indian professionals. The English language never plays a barrier in communication as we only hire employees who are fluent in English. However, the accent of Indians is quite neutral, yet a lot different than that of Americans. So, it is advisable to speak at a little slower rate and give staff a chance to get used to how you communicate with them for lucid understanding.

Our remote staff works from our secure remote offshore offices in India. Our 4 offices are in the city of Ahmedabad, 1 in the city of Vadodara, and 1 in the city of Indore. We follow a strict no work-from-home policy for the safekeeping of client data and information.

No, there is no extra fee for setup. At the time of signup and requirement statement, you can tell us the list of software (including versions) you use at work. We would have it installed at our workstations accordingly. At your end, you might need to set a remote sharing ID and password, which your remote employee will use to logging in and logging out of your system in order to work. If you need any help in setup, our IT team will help you promptly.

Every employee is provided with a Twin-Screen computer with the latest operating system, software, and high-speed internet connection for general tasks. The workstations also include a web camera and a microphone for video conferencing. Apart from that, every employee is has a separate US contact number where you can speak using your telephone/mobile phones. We also provide them with email addresses. If you need any other means of communication, you may specify that to us, and we can try to arrange it. However, the internet at every computer is under limited usage and does not allow personal email access, social networking, and other websites so that sensitive data shared with employees is always safe and secure inside our premises.

There are a number of convenient methods to communicate with your remote staff.
  • Telephone: Every employee has a dedicated USA telephone number to connect with.
  • Email: You can send emails for instructions, and ask for daily reporting on email.
  • Video conference: Every employee’s workstation comprises a webcam, microphone, and necessary software for speaking over video; you can choose any application such as Skype, Google Hangouts, etc. for live video call as well as chat over instant text messaging software.

Typically it does not happen, however, we want to be flexible because when we hire someone we take the commitment that you need to work on this shift timing, when they say okay, then only he gets signed up. Staff can accomplish your shift timing on occasion situations or deadlines as any staff would do. However, changing permanently would not be the right thing.

Yes, you can provide your remote staff an email ID on your firm’s domain. Generally, each staff is assigned his/her own email through Entigrity’s own domain, yet there are a lot of clients who wish to have their staff use email IDs personalized according to their firm’s needs. We allow it after risk assessment.

There are three methods that remote staff can use to access documents/information/data at the client’s end:
  • Remote access: Set us a workstation with necessary software and documents; allow remote access with username and password where staff can log in, work, and log out after he is done completing assigned work.
  • Cloud/server access: Have the documents uploaded on the cloud or server where staff can access, work, and save the work done after completion.
  • File Transfer: Send the documents to the remote staff through email or online transfer applications.
The client will work upon that and send the file back for your review. You can use any of the three methods to let your staff access a particular file (document/information/data) and give you back the completed work.

There are multiple ways and our account manager will be the right person to help you and give you guidance on this. However, you treat them as your own staff, make them feel comfortable about this relationship, and provide them with the right confidence.

Yes, 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 training modules, including English communication, Soft skills, American culture, software, the technology used in the American accounting industry, etc. We continuously keep upgrading these training modules according to the latest industry trends.

Training and Handholding staff member offshore is Important. We are your partner in providing you staff and managing it as well. And we can also provide them training on various avenues (we have our own learning academy). However most of our clients have their own process and technical training that a staff has to undergo while they get onboard.

Typically training and hand-holding for staff members that we call as the time when they ramp up would be 6-8 weeks from the date of they start working with you. So that's where you would require them to provide hand-holding and training. A team member from your onshore would be closely working with Offshore staff. There would be no training required on technicality training because when you hire staff with the relevant experience they will have that experience.

Entigrity Learning Academy is a captive learning academy for Entigrity offshore staff only. Here we have trainers and subject matter experts who train staff members to produce in-house content as well as build up content library sources from external content for the learning and development of the offshore staff member.

No, there's no extra cost and every client in their offshore staff member has complete access to all the courses and content of the Entigrity Learning Academy.

Yes, we have a sponsorship program for the learning and career development of the staff members and we provide sponsorship of EA & CPA to our staff members whoever would like to opt for it.

You can always tell your offshore staff member and account manager about what training needs to be undergone and our learning academy team will make sure they undergo such training and our Entigrity Learning Academy team will provide you a report of training by them. A brief detailed of Entigrity Learning Academy content is given here

Not everything you do in response to the crisis will be worth continuing, of course. Some of your ad hoc structures and workflows will probably best be dismantled — but after four, or six, or eight months, the temporary often begins to seem like the permanent, and five or six years later, staff will ask, “Why do we still do it this way?” and no one will remember that it was born out of desperation, and was never meant to be perpetuated. However, Judge your stop-gap measures not just on how they perform now, but on their potential to make your firm better in the long term. Offshore Staffing is one such long-term solution.

Your firm will undoubtedly be implementing a host of temporary measures in the face of the pandemic: new workflows, new management, and reporting structures, new workarounds, new deliverable pathways, and so on. In many cases, these will violate old rules or partner shibboleths, but you’ll accept them in order to keep things moving. offshore work is a great example: Many firms dragged their heels on this before March, and have only grudgingly accepted it now — but, like many of the other expedients you adopt, it is absolutely worth continuing once things return to normal.

We typically don't allow work from home. All our staff work from a secured office. We have our offices in Ahmedabad, Vadodara, and Mumbai. However, during these exceptional situations of pandemics, there were waves in India when the government imposes lockdowns. In that case, with the client’s approval, we give work from home. And we take extra precautions on privacy and data security. Below is the list of security parameters we take for each staff if they have to work from home:-
  • All our systems that are used as work from home are Quick Heal Secured. (They are not allowed to use personal laptops/computers)
  • No access to USB Drives or any other external drives. (disabled USB Ports)
  • There is no printer access given in their system.
  • Restriction on browsing & opening of certain websites or any inappropriate content.
  • Anti-Malware/Spyware/Virus protection already installed.
  • All the PCs are centrally controlled by our Domain Administrator/IT Department.
  • Login to these computers is only through Sonic Firewall! (It’s secured VPN)
  • Each of your offshore staff is covered under a comprehensive confidentiality agreement and they have a fiduciary responsibility towards this especially when our client needs us the most.
  • 8 years of work history, not a single Information security breach has happened. That is because of our stronger work ethics and values that we have towards our relationship with our clients.

We always say that most clients want great service and a wonderful experience for a fair price. However, there is no harm in trying and experimenting with few clients. We are successfully working with 600+ accounting firms and that’s more than a testimony. And more than clients it’s what you think is important.

Well they have been more open to offshore hiring for sure but still they have concerns like what would my team think about this? What would my client think? Sometimes we feel that pandemic has still not changed, the stigma around offshore hiring for accounting firms. It's true that the firms that invested in offshore hiring have largely remained immune to the slowdown caused by the pandemic. However, there are a large number of CPAs and Accountants out there who are still skeptical about it. However, feel free to schedule a call to learn more about this.

An account manager will be your go-to person. He would be there to help and guide clients in any situation. We would advise any Non-routine or Non-regular or policy matter shall only be dealt with through the Account Manager and shall never be communicated directly to offshore staff. He will help you with troubleshooting, pricing revisions, staff training, shift timings, leaves, and bonuses.

Your offshore staff reports directly to you, however you want. We understand that you can’t afford to lose control. In outsourcing, you’ve to follow vendor’s policies but in offshore staffing, you have 100% control as the staff follows your firm’s policies, protocols, and workflow. If you or any of your colleagues wish to learn more, let’s have a quick chat and discuss future possibilities.

Here is an E-Book on 100+ best practices for offshore staffing
  • Accounting and Bookkeeping: Whether daily/monthly/quarterly or real-time/after the fact accounting & bookkeeping, offshore staff can help in everything.
  • Reporting/CFO Support: All financial reporting/support task for management & CFO
  • Annual Write-ups: Tax-based Annual write-ups - collecting all the bank statements/credit card statements/Invoices, etc.
  • Sales/Use tax: Sales Report Preparation, Posting/Reconciling Sales Report with QB or Account System. Preparation & Review of Sales/ Use tax Computation.
  • Payroll: Whether weekly/biweekly/monthly or real-time/after the fact payroll, offshore staff can help in everything including compliances.
  • Tax Preparation/Planning/Projection: Arranging and sending client organizers. Following up with clients on tax documentation via Email-Phone.
  • Tax Resolutions: IRS notice document management. IRS notice checklist of documents to be taken from clients and follow up of email for getting correct documents.
  • New Client On-boarding: Sending the engagement proposal. Getting Engagement signed - following up. Incorporating Entity if required and getting the required documentation prepared and aligned.
  • Corporate Compliances: Yearly MinutesShareholder. Yearly Minutes of Director. Waiver of Notice of Meetings. Yearly state filings/form submission
  • Administrative Task: Internal Firm Accounting/Budgeting. Data Entry task for contact management/additions. Prospect Meeting research. Updating Client Database with new client information.
  • Audit/Review/Compilation/Agreed-upon Procedures: In Nutshell all desktop-based work can be done by a staff member (70%). No fieldwork.

We have 100% confidence in our recruitment process. It rarely happens. Even if you don’t like anyone after taking interviews and tests. There is no cost to it. You will be billed only when the staff you hire starts working for you.

The task that can be offshored, so, E-Book So typically when you first start with offshore staffing, you will integrate. We can do the exercise where you require your firm what tasks they can delegate.

Let me put it this way - You cannot simply outsource your Core Business function. Outsourcing entails creating a hiring vendor for ‘team on-demand that works on an ad-hoc basis.
As far as offshore staffing is concerned, you are hiring a dedicated staff that works and directly reports to you like local staff, and if everything is set up nicely, you can expand and your offshore team can be of great support to your local A-team.
Better still, they might also perform some core business functions if you don’t have enough capable people on site.Watch the video of one of our clients, Adam Hale, CPA the founding partner of a 100% virtual accounting firm, and how they have transformed by successfully building a team of offshore staff.

We do not endorse whether offshore staffing is better or outsourcing. Both of these things have their own benefits. However, we do not recommend outsourcing for accounting and related tasks. Outsourcing can be used for non-core business operations that are not repetitive in nature. If the same is done for the core operations, it may lead to poor quality work delivery, and consequently, can lose credibility in the business group. On the other hand, when your own staff is working at your tasks, you can supervise him/her, leaving a lesser chance of fatal errors. It is not possible when you outsource as there you are just assigned an account manager personally might not know who is working on the assigned task. Your staff also learns on the job and with experience only gets better, which is ultimately great for your firm in the longer run.

We can be biased here but we would recommend you to read this article of Breakaway Bookkeeping and Advising, an accounting firm in Tualatin, Oregon integrated offshore staffing in their practice and they were so ahead of time that today what they did, sound so much relevant and essential.

People usually misunderstand offshore staffing with outsourcing, whereas they are two different things. Outsourcing is good to carry out non-core, or one time services, while it could give inconsistent results in core business operations. On the other hand, having an offshore staff saves from this risk as the work is always carried out in your supervision, which is a rarity in outsourced services.

No, we are not an outsourcing company. Instead, we are a staffing agency based in the USA, and we provide offshore staffing solutions to all sizes of Accounting and Tax firms nationwide.

Everyone from baby boomers to GenXers encompasses our clientele of 600+ accounting firms spanning across small, mid-size and regional accounting firms. Some of them were ahead of the curve while some just joined us recently. On average, every accounting firm that has hired an offshore staff and worked with us for over a year has seen a 20% to 35% rise in profitability.

The staff who work for us can live a decent life on this salary, as the purchasing power in India is high and the cost of living is lower as compared to the US. A cup of coffee, for example, costs $5 in the United States but only $1 in India.

We exclusively work with accounting firms and help them hire accounting positions i.e. bookkeeper, accountant, tax associates, auditors etc. and non-accounting positions i.e. admin support staff, managers etc. starting at just $10/hour.

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:

  • Bookkeeping
  • Monthly accounting
  • Tax Preparation
  • Financial Statements (review, audits, compilation tasks)
  • Billing – Bill Payments, Billing Collection, Follow ups and other administrative tasks
  • Other Office Admin tasks In a nutshell, a offshore staff performs most of the tasks that are done in a public accounting firm. Here's the E-Book. Have a look

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

  1. Saves your cost and efforts
  2. HR hassles, and several other compliance issues
  3. The firms that are working with us have a 25% partner-in-time reduction and 18% on-shore staff workload reduction
  4. You can focus more on advisory services


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.

Before the pandemic, our attrition rate was 6-7 percent, but the epidemic has radically changed things and expanded opportunities in India, therefore our attrition rate has gone up to 10-11 percent. However, we have a number of measures in place to help us in retaining our employees.

"What would my clients think?" had been a major concern. However, the pandemic has significantly changed people's opinion of offshore. As a result, accounting companies are more willing to establish an offshore team. Here is the link to a blog that will help you understand and resolve your client's concerns.

Candidates for interview will have at least a bachelor's degree in accounting and 1-5 years of relevant work experience in India with any US/Canada/UK based firms. We have already pre-screened them for technical competence and experience. However, during the interview, you can put them to the test according to your standards in order to hire the ideal applicant.

Yes, of course, we will provide you with some references still if you want some extra references feel free to book a call with Chris here is a link to schedule a call with Chris for more.

Yes, an Account Manager will be assigned to you, whom you will meet during the interview process. He or she will be your point of contact.

An offshore staff must be considered and treated like your own staff who works directly under your protocols and management. Provided you follow a couple of best practices, they will be a long term solution for your practice that not just saves cost but also gives you freedom from recruitment and retention challenges. Watch this video

This means identifying the firm's most critical need. Then, from among the various roles, look for the essential skillsets and choose the most relevant profile for your needs. It's usually a good idea to hire different people for different roles.

The tax season rush isn't usually the best judge for assessing offshore staffing's long-term benefits, especially if you've only recently begun this year's tax season. Accounting companies are increasingly bringing in additional offshore staff to help with capacity challenges. Read this blog to learn why you should retain your offshore workforce beyond tax season.

Accounting firms are actively recruiting extra offshore staff to address their staffing concerns. Even the small firms have begun to build their offshore teams in order to reduce cost. Clients are also accepting offshore accounting, as working remotely has become the norm. To assist the onshore staff, most firms hire a pre-managed team of trained accounting, audit, and tax professionals. To know more visit this blog.

Selecting the right offshoring partner is one of the most difficult challenges faced by firms today. So, begin by establishing your objectives and expectations from your offshore partner. Defining your needs will go a long way and help you in choosing the right offshore partner. It's no secret that the accounting industry's biggest challenge is finding and retaining qualified employees and hiring offshore staff is one of the most viable solutions. Using an offshore team offers several benefits, one being cost reduction. Learn how to choose the best offshore partner in this blog. Read this blog to learn more.

By building an offshore team, firms can operate efficiently with more staff, while spending less than they would if they hired local employees. It is possible to save 70% on the cost of hiring accountants. As a result, offshore can help you in cost savings.

The most pressing concern for the CPA firms is staffing. Building a team is even more difficult. Offshore staffing from Entigrity is a remedy to all of these issues. To learn more Watch this video.

See why Entigrity is the best offshore staffing partner for CPA firms inthis video. And also, how we can help you in saving hundreds of thousands of dollars while building an offshore team.

Proponents of offshoring believe it reduces costs and has the potential to save thousands of jobs by reviving and preventing the failure of struggling businesses. Critics claim that offshoring is nothing more than the blatant transfer of American jobs to other countries. Who is right? Despite valid concerns on both sides, analysis shows that the long-term effect on the US economy is incredibly positive and unavoidable. Businesses with access to offshore workers can expand their operations and strengthen their sustainability. As a result, offshore has recently gained traction. Watch this webinar for more information.

Offshore staffing can benefit your business in a variety of ways, including cost reduction. As a result, building a team with a trusted offshore partner can assist your company in a variety of ways. Listen to this podcast right now to discover more!

It doesn’t matter if your team is based in 'Boston or Bangalore,' 'Miami or Mumbai,' 'New York or New Delhi,' as long as they have the same skill sets and can speak in the same language.' Many firms have gone so far as to build offshore teams in India, reaping the benefits of the "Global Talent Pool." However, many firms are still grappling with the mindset issue. In the previous 15 months, Entigrity has grown by nearly 90%, showing that we have accomplished the most in the last seven years. Read this blog for more. Read this blog for more.

One of our clients, Agro Accounting CPA in New York, started their offshoring journey with Entigrity two years ago. He says, “We were (very) sceptical and fearful to say the least. However, after speaking with Chris and getting a virtual tour of the facility, we decided to move forward and give it a shot (fingers crossed)”. Read this blog to learn more.

Adam Briggs, a CPA and owner of Briggs and Associates in Newfoundland and Labrador, Canada, has grown his firm from $1.8 million to $3 million in the last four years. Check out this blog for more details.

Yes, You can come personally to visit our office. Click here to get the google map address.

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.

The person starting at the associate level would not have any US/Canadian/UK Accounting, Tax, or Audit experience. However, they would have undergone 3 months of the training program at Entigrity which covers training in the US Accounting Industry, how accounting practice runs and the domain that they select, Accounting, Audit or Tax. And they will at least have a bachelor's degree and at least 2 years experience working in public accounting in India.

Usually the difference is between their experience level, however, in the case of Tax Accountants, they have an additional understanding of accounting apart from taxes as well. So they can do some year end accounting adjustments quarterly and annual write-ups and also prepare business taxes.

  • 60% - To total Staff Members
  • 20% - Overheads
  • 20% - Margins in the Business