Perhaps you have some questions (even concerns), including…
Is offshoring the right move for your company (and which of the 5 offshoring models should you consider)?
What’s the best way to find the right people for the right positions (and avoid expensive hiring mistakes and staff churn)?
What roles and tasks are best for offshoring? (Note: Merely outsourcing current roles is a recipe for failure.)
How much can you realistically save through offshoring (and how much will you have to pay to get the right people)?
What’s the most effective way to handle administration tasks like wages, tax, medical insurance, sick leave, staff reviews, and local legal compliance?
And what’s the best way to build an offshore team so you can elevate your service, multiply your margins, and scale your business for around one third the labour cost?
“We began building an offshore team for our own award-winning MSP (now sold) in 2012. Since then, we’ve helped more than 160 IT leaders escape the volatility of talent shortages, staff churn and decreasing margins.
Join me for a one-on-one Offshoring Opportunity Assessment and find out if our battle-tested advisory framework is a fit to help you attract A-players, scale up, and champion a winning multi-shore culture.”
Please be assured, this will not be a thinly disguised sales presentation. On the contrary, we will give you the best strategic advice our team can supply based on your specific situation. Take our ideas and implement them yourself. Or you may like to consider joining the 160 companies we’ve helped with these strategies. In any case, you have nothing to lose.
Since 2012 we’ve helped more than 160 tech firms recruit, manage, and retain skilled staff so they can slash their wages and elevate their service. Here’s a small sample of what they are saying about their results and experience working with Technology Elite:
“Recruiting the right people locally was a big challenge. All the applicants seemed to jump from one MSP to another. Or they didn’t seem aligned with our values or culture.
Meanwhile, we were really excited about how our experiment with offshoring was going, so we thought, why not keep building the offshore team?
It’s paid off.
The offshore team hold us together when our local staff are sick, have a publish holiday, or take leave. These guys just keep everything going.
We’ve got four great local engineers. But when they have on-sites, our other client work used to build up. That’s no longer an issue because now I can just ask the offshore team if they’re available to work an extra couple of hours to get through the backlog.
Previously, we just weren’t keeping up with alerts, patches and backups. Now the offshore team have a weekly rotation around alerts and maintenance. It’s fantastic that someone owns that – now I know it’s actually getting done.
Really, this whole thing started as an experiment and it’s paid off 150%.
Our team, our clients and our directors are all really impressed. We’ve actually just increased their salaries again to reflect the value they’re bringing to the business.”
“As cliché as it may sound, we’re focused on delighting our customers.
Without Tech Elite, and the ability to rapidly spin up this capability, we would have missed this opportunity and potentially lost the client to an MSP with greater global capabilities.
But when we started talking to dozens of clients with a global presence, it was too much. We needed to do something.
Our initial attempts at building an international team were grueling. Like everyone in tech, we’re control freaks. They’ve helped us with everything including recruiting, wages, benefits, healthcare, employee evaluations, and nurturing our team. It’s very co-managed, we’re very much in it together.
Not only has StoredTech been able to maintain exceptional service to their growing list of global clients, but they have also slashed waiting times for some of their most popular services. Our waiting list to migrate clients to M365 used to be 90 days. Now it’s down to just 7 days. And we can easily complete 20 projects per month, which gives us a huge advantage in the market.
One client even confessed that he asked his buddy, another IT veteran, to poke around their company’s IT environment and see how he thought StoredTech were doing.
The friend came back to the client and said that there was nothing more he could recommend – their bios, firmware, and patches were all up to date.
We’ve reduced the stress and headaches across our team. They’re not up all night working. They know they’re supported when they leave the office at the end of the day.”
“We’ve seen a lot of growth in the last few years. Particularly as we got more involved with virtual desktop stuff for school districts and businesses.
We were having a lot of trouble finding and retaining local staff for our 24/7 support graveyard shift. A lot of candidates would claim they could do it, but only stick it out for a month or two. Leaving us to pick up the pieces.
That meant we were often short-staffed and scrambling to fill the shift, which was hard on our core team.
We started with another offshoring company for 6-8 months. But it wasn’t working. The staff they gave us were working across a number of businesses. It was too rigid and did not allow us to train people on our specific processes. Our environments are pretty complicated, so training the right people to our systems is really important. Tech Elite let us do that. They gave us employees who work directly for us.
As we grew our offshore team, our local team were able to focus on more complicated and more important jobs rather than the phone calls and tickets coming in. It also allowed us to handle more work.
Today we’ve trained our offshore team on more and more tasks. Now they assist with the project side of things, like creating new environments, expanding things for clients, more complicated tasks.
If we found Tech Elite sooner, we could have grown our company faster. The old way of hiring is so time consuming for a small team like ours. We used to be overwhelmed with resumes. There was no vetting process. And the vast majority of people weren’t even taking the time to read our job description.
We really love Tech Elite’s vetting process. They don’t just throw resumes at you. All the people you interview have been vetted with multiple interviews and practical tests. That’s been really, really, really helpful.
We are very impressed.”
The fastest and easiest way to get specific and practical ideas to build a successful offshore team is click the button below and book your no-obligation Offshoring Opportunity Assessment.
Book Your Free Offshoring Opportunity Assessment
