Maximize the Performance

of Your Offshore Team

TurnKey is the only tech staffing firm with a proven methodology for optimizing remote team productivity.

Ready to
offshore the
right way?

Great teams aren’t built on talent alone.

TurnKey’s HR model is built on years of best practice about how to supercharge performance in an offshore work environment. Here’s the playbook:

01Only hire talent that has the magic combination

02Treat your offshore team as equal citizens

03Be remote-first with benefits

Establish a regular cadence of measuring engagement

05Benchmark performance – and then do something about it

Only hire talent that has the magic combination of:

Super High Quality

Technical skills need to be within the Top 3% of candidates for that role to gain the respect of the entire team.
Not a Job Hopper

Top performers are dedicated to their employers and don’t shake the small stuff that causes others to churn.
Previous experience working for a U.S. or European company

Talent that understands Western business culture values teamwork and collaboration.

Treat your offshore team as equal citizens

Message that you’re one global company

Offshore teams that feel like they’re out on an island adopt the wrong set of behaviors.
Assign an executive champion

There needs to be one person that owns the integration of the offshore team into the existing development org.
Adopt a company-wide transparent process for key decisions

Follow the same development process and adhere to the same standards offshore as onshore.

Be remote-first with benefits

Don’t let an office limit talent acquisition

Most top offshore talent prefers to work at least semi-remotely, plus having an office artificially restricts recruiting to a small radius due to often weak public transit.
Hold regular offsites

Save your rent money and use that budget on quarterly offsite meetings in a central location. Despite being remote, top offshore talent still love to get together.
Schedule consistent team building exercises

Remote teams that play together (such as online gaming, fun competitions, and the like), stay together.

Establish a regular cadence of measuring engagement

Do deep dives with team members on a monthly basis

Understand the key motivational drivers of your talent and address any performance problems before they can fester and create churn.
Create specific retention plans that are tailored to each individual

Retention is all about enabling your talent to achieve their goals and ambitions.
Track progress over time

Use index scoring to visually represent the most important performance indicators to your executive team.

Benchmark performance – and then do something about it

Calculate the total cost to output ratio

Analyze total labor cost as it relates to the most important productivity metric for that role (lines of code, number of reports generated, etc.)
Compare vs both onshore and other offshore locations

Maximizing performance is all about understanding where gaps lie and why.
Activate a plan for constant improvement

Make continual optimization of the cost-to-output ratio(s) the bedrock of how you manage your offshore team.