Have You Considered Offshore Hiring Yet? Here’s Why You Should

What Is Offshore Hiring?

Offshore hiring means hiring talent located outside the US to handle roles that can be done remotely. Unlike outsourcing (where you hand tasks over to a third-party company), with offshore hiring, you build your own team—they’re just in another country.

Here’s what it looks like in practice: A US company needs software developers but can’t afford Silicon Valley salaries. Instead of contracting with an outside firm, they hire their own developers in Argentina or Mexico. These employees work directly for the company, follow the company’s processes, and become integrated team members.

Why Offshore Hiring Is a Smart Move for US Businesses

According to the most recent Deloitte Global Outsourcing Survey, of those companies leveraging offshore outsourcing, 77% outsource IT infrastructure services, 75% outsource innovative technologies like GenAI and blockchain, and 72% outsource data analytics and application development. This shows how valuable offshore talent has become across critical business functions.

And here’s the thing—if organizations are already comfortable sending this work to third-party providers overseas, why not just hire that same talent directly? You get all the cost benefits while maintaining complete control over your team and building direct relationships with your employees.

This direct offshore hiring approach is exactly what’s driving more US companies to build their own remote teams in other countries. Offshore hiring gives US businesses the chance to access the talent they need without the long wait times or high costs of local hiring.

Here’s why offshore hiring makes strategic sense:

Why You Should Consider Nearshore Hiring 

To maximize the benefits of offshore hiring, many businesses turn to nearshore hiring, a type of offshoring.

With nearshore hiring, you are hiring talent from nearby countries with similar time zones and cultural alignment. For US companies, this often means hiring from Latin America, where professionals understand US business practices and can collaborate in real time. 

This is especially valuable for roles needing communication or collaboration during US business hours, like customer support or sales reps. 

With hundreds of businesses using nearshore hiring to improve access to talent, it’s clear that this approach goes beyond just cost savings. It’s also a strategic move to access specialized skills and scale efficiently.

For US businesses, nearshore hiring in Latin America offers the best of both worlds: the cost advantages of offshore hiring plus real-time collaboration. When your team works in the same time zones as you do, you don’t have to wait overnight for answers to questions or schedule early morning or late evening calls to touch base with your team members.

Where to Find Offshore and Nearshore Talent

Finding top offshore talent doesn’t have to be complicated. Here are the most effective approaches for US businesses:

1. Recruitment and staffing agencies: Specialized agencies handle the heavy lifting of finding, vetting, and onboarding offshore or nearshore talent. They know the local markets, understand skill levels and can assess English proficiency—saving you from the guesswork of hiring internationally. 

Most agencies also manage compliance, international payments, and benefits administration, making hiring abroad simple. 

2. Talent marketplaces: Platforms like Upwork and Fiverr give you access to a wide pool of global freelance talent. These platforms are great for short-term projects or flexible roles, allowing you to find and hire freelancers quickly. 

However, it’s important to vet candidates carefully to get the right skills and cultural fit.

3. Job boards: LinkedIn and Indeed are popular for professional hiring, offering access to a broad talent pool. They’re especially useful for permanent roles or specialized positions. You can post job openings and receive applications from qualified candidates worldwide.

If you go this route, plan for a more extensive interview process to assess technical skills, English proficiency, and cultural fit—keeping in mind it can be difficult when you’re unfamiliar with local education systems or professional standards.

4. Personal referrals: Your network can be a gold mine for finding offshore talent. Ask colleagues who have successfully hired internationally for recommendations.

Referrals often lead to better matches since you’re getting pre-vetted candidates with a track record of success in similar contexts to yours.

What Are the Best Roles for Offshore and Nearshore Hiring?

If it can be done remotely, it can be done offshore. While you can’t offshore roles that require physical presence (like on-site construction or in-person customer service), practically any desk job is a candidate.

Here are the most common roles US businesses are filling with offshore or nearshore talent:

• Finance and accounting: Offshore hiring is popular for finance roles that can easily be done remotely. Positions like bookkeepers and payroll managers are perfect examples, as they involve routine tasks that don’t need constant in-person collaboration. 
• Customer support: Hiring outside the US for customer service roles is a cost-effective way to provide support round-the-clock. For roles that require real-time support during US business hours, LatAm professionals are often the perfect fit because they work in the same time zones as your customers. The bonus with LatAm support staff is that they are bilingual, allowing you to serve both English and Spanish-speaking customers without hiring separate teams.
• Sales and marketing: From SDRs handling outbound calls to digital marketers managing campaigns, sales and marketing roles transition smoothly to offshore arrangements.
  LatAm professionals often have experience working with US markets and understand American consumer behavior. A common misconception is that sales roles require local talent, but we’ve seen LatAm sales professionals consistently match or outperform their US counterparts—they’re hungry, motivated, and often bring fresh perspectives to sales conversations.
• IT and engineering: Software developers, QA testers, data scientists—tech roles are among the most commonly offshored due to the global demand for specialized skills. The global nature of coding languages means technical skills transfer well across borders. 
• Design and creative services: Creative professionals in different regions bring diverse artistic influences and cultural perspectives while working within your brand guidelines. They often have global exposure to design trends and can produce content tailored for international markets at a fraction of US costs. This diversity of thought can be particularly valuable when targeting multicultural or international audiences.

While all these roles can be successfully offshored anywhere across the globe, some benefit more from the real-time collaboration that nearshoring provides. If your team needs to work together during the same hours—like development teams doing agile sprints or customer support handling live inquiries—Latin America’s time zone alignment with the US makes it the optimal choice.

Key Qualities to Look for in Offshore Talent

When hiring offshore talent, it’s important to look beyond just technical skills. You need people who can collaborate effectively in a remote work environment.

Here are the key qualities to prioritize:

• Relevant skills: Make sure the candidate has the industry-specific expertise needed for the role, whether it’s a software developer or a digital marketing specialist. Look for proven experience with the tools, processes, and technologies your team uses.
• Strong communication skills: Communication becomes even more critical in remote settings. Evaluate English proficiency through video interviews, not just written assessments. Look for clarity of expression, ability to explain complex concepts, and comfort with spontaneous conversations. A strong indicator: can they maintain a natural flow of conversation without repeatedly checking notes during your interview?
• Time management and work ethic: Self-motivation is non-negotiable for remote workers. Ask candidates about their remote work setup, how they structure their day, and how they handle distractions. Look for evidence of reliability in their work history. Have they consistently delivered on commitments? Do they demonstrate accountability when things don’t go as planned?
• Cultural adaptability: Working with a US company requires understanding American business norms. Evaluate whether candidates have previous experience with US companies or clients. Are they comfortable with direct communication, firm deadlines, and customer-centricity that are hallmarks of US business culture?
• Tech-savviness: Make sure they’re comfortable using digital collaboration tools like Slack, Zoom, and project management software. Ask about their familiarity with your specific stack of collaboration tools and their approach to solving connectivity problems. Remember that reliable internet and appropriate hardware are essential foundations. 

By focusing on these qualities, you’ll build an offshore team that integrates seamlessly with your US operations and contributes effectively to your business goals.

Final Thoughts

Offshore hiring gives US businesses access to global talent, cost savings, and scalable growth. 

While traditional offshoring to distant countries can work for certain functions, nearshore hiring in Latin America offers US businesses the best of both worlds: the cost benefits of offshoring plus real-time collaboration.

The time zone alignment, cultural compatibility, and high rates of English proficiency create a powerful combination that’s hard to match with any other hiring approach.

Whether you’re looking to build a development team, staff accounting positions, or expand your creative or sales capabilities, hiring talent from LatAm can help you achieve your goals faster and more efficiently.

Ready to explore how nearshore hiring could transform your business?

Near helps US businesses connect with top-tier LatAm talent. Book a free consultation to discuss your needs and learn how connecting with LatAm talent could solve your hiring challenges.