Scaling Go-To-Market (GTM) teams quickly and efficiently is critical for keeping up with growth. Whether you’re a startup or an enterprise, the demand for skilled talent—Sales/Business Development Representatives (SDRs/BDRs), Customer Support, Data Engineers, and Salesforce Admins—has never been higher. For companies in the U.S. and U.K., offshore hiring has emerged as a game-changing strategy to scale teams while reducing overhead.

If you’re wondering whether offshore GTM hiring could be the secret to rapid growth for your business, let’s break it down.

Financial Impact of Offshore Hiring

Scaling GTM teams isn’t just about filling seats; it’s about building the right team, fast. Here are the core benefits of offshore GTM hiring:

For companies looking to optimize their hiring budgets, offshore hiring provides a significant opportunity to reduce costs without sacrificing talent quality. Roles such as Sales/Business Development Representatives, CRM Data Specialists, and Salesforce Admins can be hired offshore for a fraction of the cost compared to U.S. or U.K. salaries. Below is a detailed cost comparison showcasing the savings potential.

Cost Comparison

The fully loaded cost is the complete annual expense of employing someone, including not just their base salary but also all additional costs like Payroll taxes, Health insurance and other benefits, Retirement contributions, Workers' compensation insurance, and other overhead costs directly associated with employing them

Offshore hiring allows businesses to save between 50% to 73% on labor costs, making it an attractive option for scaling teams while maintaining a strong talent pool. With these savings, companies can reinvest in other growth areas, such as GTM strategies, technology, or customer experience improvements, while building a highly effective and affordable team.

But it isn't just about saving costs—it's also a strategic move to tap into highly skilled professionals who may be underutilized in their home countries but are perfect for high-growth businesses. Regions like India and the Philippines have thriving tech ecosystems, filled with professionals experienced in roles like Salesforce Admins, Developers, and Account Executives. These countries are not just producing talent—they are nurturing high-performing individuals who are eager to contribute to global teams.

India: The Global Tech Hub

India has long been recognized as a global hub for technology talent, producing some of the world’s finest engineers, developers, and IT specialists. With its booming IT and SaaS industry, India is home to millions of professionals experienced in Salesforce, HubSpot, CRM management, and Sales Engineering.

• Education: India produces over 1.5 million engineers annually, with many specialized in tech and software development.

• Global Experience: A large proportion of India's tech workforce has experience working with global clients, making them familiar with international business standards and tools.

• Growth-Minded Talent: Indian professionals are known for their strong problem-solving and analytical skills, essential for growing businesses that need talent capable of scaling operations.

  
  

Philippines: A Rising Power in Customer Success and Sales

The Philippines has rapidly grown into a hotspot for customer success, sales support, and business operations roles, especially for high-growth startups looking to scale quickly. The country’s talent pool is a perfect fit for roles in inside sales, business development, and customer success management.

• Bilingual Talent: With English as an official language, Filipino professionals are highly effective communicators, making them ideal for customer-facing roles.

• Cultural Alignment: The Philippines’ strong Western influence makes its workforce culturally adaptable, able to engage with clients and customers from the U.S., U.K., and other English-speaking countries seamlessly.

• Experience in High-Volume Environments: Many professionals in the Philippines have experience working in high-volume environments, handling CRM data management, ticketing systems, and inside sales, critical for growing companies managing expanding customer bases.

Why High-Growth Companies Need Offshore Talent

Offshore talent from regions like India and the Philippines offers more than just cost savings. They bring:

1. Specialized Skills: Highly qualified professionals experienced in areas like Salesforce Admin, GTM strategy execution, and CRM management.

2. Quick Integration: Adaptability to international work cultures and proficiency with remote collaboration tools like Slack, Zoom, and Monday.com.

3. Diverse Perspectives: Fresh, innovative ideas drawn from global markets, which can be invaluable for companies looking to stay competitive in today's fast-evolving tech landscape.

   
   

Creating a 24-Hour Work Cycle: The Strategic Advantage of Offshore Teams

Offshore teams in regions like India and the Philippines operate in time zones that overlap with both the U.S. and the U.K., making them ideal locations to maintain productivity when in-house teams have ended their workday. This continuous workflow allows businesses to:

1. Accelerate Product Development: With teams in different time zones, development cycles can progress without interruption. A task handed off at the end of the U.S. workday can be picked up by an offshore team in India or the Philippines, ensuring ongoing progress while the U.S. team sleeps.

2. Round-the-Clock Sales Outreach: Offshore sales teams can engage in prospecting, cold outreach, and follow-ups during their daytime, aligning with global markets’ working hours. This leads to faster response times, more touchpoints with prospects, and ultimately, a higher likelihood of converting leads into customers.

3. Enhanced Customer Support: A global team allows for 24/7 customer support, essential for businesses serving international clients. Customer queries can be resolved more quickly, reducing wait times and improving the overall customer experience.

   
   

Key Regions for Offshore Talent and Their Time Zone Advantages

• India: With a 9.5 to 12-hour time difference from the U.S. (depending on the region) and a 4.5 to 5.5-hour difference from the U.K., India is perfectly positioned to handle work after U.S. and U.K. teams sign off for the day. This overlap ensures smoother handovers for teams working on critical tasks like product development, system administration, and CRM management.

• Philippines: The Philippines operates in the Philippine Standard Time (PST), which is 12-13 hours ahead of Eastern Time in the U.S. and 7-8 hours ahead of GMT in the U.K. This time zone alignment is ideal for companies needing customer-facing roles like sales outreach, customer success, and support to work during hours when U.S. or U.K. teams are offline.

Strategic Benefits of a 24-Hour Working Cycle

1. Speed Up Time-to-Market: In high-growth industries like SaaS and tech, speed is essential. Offshore teams working in different time zones ensure that development cycles, product testing, and iterations happen around the clock, significantly reducing time-to-market for new features, products, or services.

2. Maximize Sales Reach: Offshore sales teams can engage with prospects globally, reaching new regions during their peak working hours. For example, while the U.S. team focuses on North America, offshore teams can handle outreach to EMEA, APAC, and other regions, maximizing global sales coverage.

3. Higher Responsiveness: With a global team operating 24/7, businesses can respond to customer inquiries, technical issues, or sales requests almost instantaneously, regardless of time zones. This enhances the customer experience and ensures businesses can maintain momentum even during critical periods.

4. Improved Team Efficiency: Having a team that can hand off tasks at the end of one shift to another ensures projects never stall. Development, data analysis, and sales activities continue uninterrupted, maximizing the efficiency of both onshore and offshore teams.

Real-World Impact of a 24-Hour Work Cycle

• Tech Companies: Many tech companies have integrated offshore development teams to fast-track their product cycles. For instance, offshore developers in India can build features overnight, allowing the onshore product and design teams to test and refine them the next day, speeding up product launches and iterations.

• Sales Teams: Offshore sales and lead generation teams in the Philippines have allowed high-growth businesses to continue prospecting and closing deals across time zones. Sales cycles shorten as offshore teams can provide real-time responses to global leads, maintaining the momentum in a sales funnel.

Ensuring Cultural Fit: The CAGE Framework for Pre-Vetting Talent

At Exordiom, we understand that finding top talent goes beyond technical skills—it’s about ensuring that communication styles, cultural understanding, and work ethics align with your company’s values. This is where our CAGE Framework—Character, Acumen, Grit, and Experience—comes into play, allowing us to pre-screen and pre-vet candidates rigorously to match your unique needs.

Our sourcing teams meticulously evaluate each candidate across multiple criteria based on your specific job descriptions. This ensures that by the time you review resumes or voice clips, you’re seeing individuals who are not only technically proficient but also culturally and communicatively aligned with your team.

The CAGE Framework: A Unique Pre-Vetting Approach

Here’s how the CAGE framework helps us evaluate candidates holistically:

• Character: We assess a candidate’s first impression, communication skills, and teamwork ability. These qualities ensure that they not only perform well in their roles but also integrate smoothly into your company culture.

• Acumen: This criterion focuses on a candidate’s ability to grasp concepts quickly and find creative solutions to problems. We gauge their aptitude for growth, adaptability, and alignment with your company’s strategic goals.

• Grit: We look for candidates who demonstrate perseverance, motivation, and a strong work ethic. Grit is essential for roles that require resilience, such as SDR/BDR positions where persistence is key to success.

• Experience: We evaluate each candidate’s technical skills, relevant experience, and past performance. This ensures that candidates not only meet the job requirements but have the proven ability to deliver results in similar roles.

CAGE Scorecard Example: SDR/BDR Role

Below is an example of the CAGE Scorecard that we use to pre-vet candidates before they reach your inbox:

Our Pre-Vetting Process in Action

1. Multiple Rounds of Screening: Candidates undergo rigorous interviews, starting with an evaluation of their cultural fit, communication skills, and technical acumen. Each round assesses them across the CAGE framework, ensuring alignment with your business’s needs and values.

2. Custom Screening: Based on your job descriptions, we tailor our assessments, whether it’s a focus on technical skills for Salesforce Admins or communication style for BDRs.

3. Voice Clips and Resumes: Once candidates pass our pre-vetting process, we send their resumes and voice clips to you for review. These individuals have already demonstrated their capabilities across CAGE metrics and are ready for your final consideration.

4. 24-Hour Response: You have 24 hours to review and decide if you’d like to proceed with an interview. Our efficiency ensures you can move quickly, and our 90% hiring close rate reflects the quality of candidates we present.

5. Final Interview and Hiring: If you choose to interview, we’ll set up the final interview, typically lasting 30-45 minutes. Should you decide to hire, the candidate can be onboarded and set up to start within 48 hours.

We ensure that all candidates meet strict compliance standards, and our contracts are airtight, giving you confidence in the hiring process. We handle payroll, taxes, and local labor laws. This takes the burden of compliance off your shoulders, so you can focus on growing your business without worrying about legal complexities.

With modern communication tools like Slack, Zoom, and Microsoft Teams, managing offshore teams has never been easier. Our pre-vetted candidates are not only fluent in English but also familiar with the platforms used by today’s GTM teams, ensuring seamless collaboration and real-time communication. These tools make remote work feel as integrated as an in-house team, ensuring smooth and effective teamwork.

Why Choose Exordiom's GTM Talent as a Service?

Exordiom’s GTM Talent as a Service model combines the advantages of dedicated teams and outsourcing, providing a unique solution tailored for high-growth businesses:

• Seamless Integration: Our offshore professionals operate as an extension of your in-house staff, maintaining a cohesive culture and strategy alignment.

• Flexibility to Scale: You can scale your team up or down as needed, ensuring that you only pay for the talent you require at any given time.

• Experienced Professionals: We provide access to highly skilled professionals who are pre-vetted and ready to contribute from day one.

• Comprehensive Support: Exordiom handles payroll, HR, and compliance, alleviating the administrative burdens that often accompany offshore hiring.

• No Recruitment Fees: We don’t charge for the recruitment process, making it a cost-effective solution for your hiring needs.

• Swift Replacements: If the talent doesn’t meet your expectations, we offer rapid replacements to ensure you always have the right fit for your team.

Your time is too valuable to waste on bad recruitment cycles. Get precision-matched talent fast, cut costs, and fill vacancies within 10 days with Exordiom Talent.

Tune in to the first-ever AI-powered Go-To-Market podcast, where we dive deep into the strategies that drive successful tech startups.

• Watch Episode 3 Finance on Fire - https://www.youtube.com/watch?v=HedpUqYcixE&feature=youtu.be

• Listen on Spotify: https://open.spotify.com/episode/26MY7IkokLmpOOXbV6bYdI?_authfailed=1

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