14 back-office roles transitioned to offshore professionals. 42% cost reduction. Zero compromise on quality.
One of Canada's largest musical instrument retailers and distributors was facing a problem that had nothing to do with demand. Business was strong. Revenue was growing. But back-office costs were eating into margins at a rate that couldn't continue.
Fourteen roles across finance, operations, and administration were staffed locally at Canadian salaries. The work was getting done, but the economics didn't make sense for functions that didn't require in-person presence. Accounts payable, accounts receivable, data entry, procurement support, inventory management. Important work, but not work that needed to happen in a physical office in Ontario.
The company had considered offshore staffing before but hadn't pulled the trigger. The concerns were real: How do you maintain quality when your team is 10,000 km away? How do you manage people you've never met in person? What happens when something goes wrong?
There was also an internal culture question. This was a business built on personal relationships, where employees had been with the company for years. Moving roles offshore felt like a risk to something that worked. The operations team needed proof that it wouldn't break what they'd built.
Hire Mountain started with two roles: an accounts payable specialist and a data entry coordinator. Both sourced from India, both vetted through our full assessment process including technical testing and WorkStyle Compass Personality Style Matching to check fit with the existing team's working style.
The first two hires worked. Not just adequately. The AP specialist was processing invoices faster and with fewer errors than her predecessor. The data entry coordinator cleared a backlog that had been building for months.
From there, the transition scaled quickly. Over 8 months, the company moved 12 more roles offshore. Each hire went through the same vetting process. Each was onboarded within 5 business days. The company chose managed services for all 14 roles, getting productivity monitoring, quarterly report cards, and a dedicated account manager to handle any issues.
The 14 offshore roles cost 42% less than their local equivalents when you factor in salary, benefits, equipment, and overhead. That's not a projected number. That's the actual year-over-year difference.
Quarterly performance reports showed that 11 of the 14 offshore professionals met or exceeded the benchmarks set by their local predecessors. Three required coaching in the first quarter and hit targets by Q2.
Not a single client noticed the transition. Internal processes continued without interruption. The phased approach meant the company never had more than 2-3 roles in transition at once.
The million dollars in savings went directly into inventory expansion and a new retail location. The company was able to grow while simultaneously reducing costs.
"The savings have allowed us to invest in growth instead of just surviving. Hire Mountain changed our perspective on offshore staffing completely."
The 14 positions moved to offshore professionals included: accounts payable specialists, accounts receivable coordinators, data entry clerks, procurement assistants, inventory data management, administrative support, document processing, and financial reporting support. All sourced from India through Hire Mountain's talent pool.
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