A few years ago, if you told me I’d run a thriving business with zero local employees, I would’ve laughed.
Not because I doubted offshore talent – but because I had the same hesitations most business owners have: security risks, cultural barriers, time zones.
I’d always worked with local teams. Managing people across different continents? That felt like stepping into the unknown…
But here’s what actually happened: Going fully offshore was the best business decision I ever made.
It didn’t just save money – it gave me access to elite talent, increased efficiency, and built a team that outperforms most local hires. Looking back, my only regret? Not starting sooner.
I’ve had countless conversations with business owners who are curious but hesitant about offshore hiring. They all ask the same questions – so I’m answering them here.
First things first, what’s the biggest misconception about offshore hiring?
Most people assume the biggest issue with offshore hiring is the language barrier. It’s not.
The U.S. is one of the most diverse countries in the world. Accents are everywhere. Nobody cares about a “perfect” accent anymore – what matters is clarity and communication.
Another big misconception? That offshore hiring is just for virtual assistants.
A lot of people still think outsourcing is limited to admin work. That’s outdated thinking.
Today, you can hire top-tier offshore talent for almost any role – SEO specialists, sales closers, developers, marketing strategists, and so on.
Even my executive assistants (EAs) aren’t just assistants; they’re leaders who drive business growth.
What were the biggest offshore hiring mistakes you made early on?
Like most business owners, I hesitated. I overestimated the risks and underestimated the talent pool.
Here’s what I wish I knew earlier:
1️⃣ Move faster. I scaled to six offshore employees in my first six months. But knowing what I know now? I should have done it sooner.
2️⃣ Offshore teams aren’t vendors – they’re your team. If you don’t integrate them properly, they’ll feel like outsiders. Make them part of the culture.
Once I fixed those mistakes, everything changed. My offshore hires weren’t just employees; they became the most valuable part of my business.
Now, this answer usually leads to another question…
How do you stop thinking of offshore employees as different?
One of the biggest mindset shifts I had to make: stop seeing offshore hires as different from local ones.
The moment I started treating my offshore hires as core team members – just remote, not “foreign” or “outsourced” – everything changed.
At first, even my U.S.-based team struggled with this. There was an unconscious bias where offshore team members were seen as virtual assistants (VAs) rather than equals.
However, once we integrated everyone fully, removed the “offshore” label, and treated them like any other full-time employee, the results were incredible.
What are the key qualities you look for in an offshore hire?
Having hired over 100 people directly and been involved in placing more than 500 through Pavago, I’ve developed a simple framework for what makes a great offshore hire.
These are my top three must-haves:
- Enthusiasm – I don’t care what role it is. I want someone who is genuinely passionate about doing good work.
- Coachability – Skills can be taught. Mindset can’t. I look for people who take feedback, improve, and are hungry to grow.
- Compatibility – I don’t need to be their best friend, but if we sat down for lunch, could we have an easy conversation? If the answer is yes, that’s a good sign.
How do you track performance without micromanaging?
A lot of companies use tracking software to monitor remote employees. I think that’s a waste of time and a sign of a broken culture.
Instead of tracking hours or keystrokes, I track results.
Did the blog get published? Did sales go up? Is the team hitting their KPIs?
If yes, I don’t care how many hours they worked. If not, then we have a problem, and I don’t need a spy tool to tell me that.
This approach builds trust, creates a stronger work culture, and (ironically) leads to higher productivity. People work better when they feel empowered, not monitored.
How do you handle cultural differences?
Every country has its holidays, traditions, and ways of doing business. The key is simple: be reasonable.
For example, Eid is a major holiday for my team in Pakistan, and we usually know the dates in advance. So, I plan ahead. I make sure we don’t schedule any major deadlines or critical tasks on those days.
Because we hire globally, there’s always coverage. My team members from Latin America, for example, are available when others are on holiday. The result? Work continues smoothly.
But what really matters is balance. I don’t expect my team to work on their major holidays, but I also trust them to be mindful of urgent matters. If something critical needs attention, I know I can count on them to flag it so we can handle it as a team.
I strongly believe that respecting their culture doesn’t just make me a better leader – it makes my team more committed to our success.
What tools do you use to keep an offshore team running smoothly?
If your business is cloud-based, your team can work from anywhere. But here’s what keeps things running smoothly at Pavago:
- Slack & WhatsApp – Fast, clear communication is non-negotiable.
- Project Management Software – Whether it’s Asana, ClickUp, or Trello, you need a central hub for projects.
- Bloom Growth (EOS) – A structured way to run meetings and track progress.
Lastly, what’s your #1 piece of advice for offshore hiring?
Hire for versatility.
Too many business owners hesitate to hire someone full-time – with a diverse skillset – because they think they only have 10 hours of work per week.
They’re usually like, “Oh, I just need someone to help me manage stuff, what’s the point of hiring someone full-time?”
But when you hire someone versatile, you unlock way more value.
For example, my assistant Bilal? He has a computer science degree. He helps me with technical stuff, writes content, and manages projects – way beyond what most American hires would consider “their job.”
Hiring someone who can wear multiple hats isn’t just cost-effective – it can really help you scale faster and unlock more opportunities.
Final thoughts
Building a fully offshore team was the best business decision I ever made. It saved money, boosted performance, and gave me access to world-class talent I wouldn’t have found otherwise.
If you’re hesitant, take it from me: the sooner you start, the sooner you’ll realize the benefits.
And if you do it right? You won’t just have an offshore team. You’ll have the strongest, most committed team you’ve ever worked with.
If you’re interested in learning more about how offshore hiring can work for you, book a call with my sales team lead today. Let’s build your dream team.
