In today’s global economy, offshoring is a strategic lever for corporations to drive scalability, access specialized talent, and maintain competitive agility. This assessment is designed to help your organization evaluate its readiness to establish or expand offshore operations in the Philippines. By aligning your goals with operational, compliance, and cultural considerations, you can make informed decisions that support long-term growth and resilience.

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Section 1: Strategic Alignment & Experience

What is your organization’s current experience with offshoring?

We have established offshore teams in other countries.

We have outsourced but not offshored.

We are considering offshoring for the first time.

What is your primary objective for offshoring to the Philippines?

I do most things myself because it feels faster or easier.

I delegate some tasks to my team but still end up doing a lot myself.

I have systems in place for delegating tasks effectively.

Which departments or functions are you considering offshoring? (Select all that apply.)

Customer service/support

IT/software development

Finance/accounting

HR/payroll

Data analytics

Other: __________

Other departments or functions you are considering to offshore:

How critical is offshoring to achieving your 3–5 year strategic objectives?

Essential

Important

Helpful but not critical

Not critical

Section 2: Operational & Infrastructure

Readiness

Do you have the necessary infrastructure and technology to support an offshore team?

Yes, we have robust systems for remote collaboration.

Partially; we may need to invest in additional tools.

No, our infrastructure isn’t ready yet.

What type of offshoring solution are you seeking?

Fully managed office (vendor handles recruitment, HR, payroll, facilities)

Staff leasing (we manage staff, vendor provides office and HR support)

Hybrid model

Not sure yet

How will you manage communication and collaboration with your offshore team?

Existing tools (e.g., Teams, Slack)

Vendor-provided platforms

On-site managers

Need recommendations

Section 3: Talent, Culture & Quality

What level of experience do you require in offshore hires?

Entry-level

Mid-level

Senior/leadership

How important is cultural alignment and time zone overlap?

Critical (customer-facing roles, real-time collaboration)

Moderate (training can bridge gaps)

Minimal (task-oriented roles)

Do you need support with onboarding, training, or ongoing development?

Full training programs

Compliance/certification training

No, we’ll handle internally

How will you ensure quality and performance standards are met?

Vendor-managed KPIs and SLAs

Internal quality assurance team

Combination of both

Section 4: Risk, Compliance & Security

What are your primary concerns about offshoring? (Select all that apply)

Data security and privacy

Loss of operational control

Vendor underperformance

Compliance and regulatory issues

Other: __________

Other concerns about offshoring:

What measures are in place (or needed) for data security and compliance?

Robust encryption and access controls

Compliance with ISO/GDPR/HIPAA

Regular security audits

Need vendor support to develop protocols

Do you require legal and HR compliance support in the Philippines?

Yes, full support (contracts, benefits, taxes)

Partial support (payroll, contracts)

No, we have in-house expertise

Section 5: Financial Considerations & Vendor Selection

What is your budget per offshore employee or team?

$1,500–$2,500/month (mid-tier roles)

$2,500–$4,000/month (specialized/leadership)

Custom pricing for large teams

Not sure yet

How will you measure the ROI of your offshoring initiative?

Labor cost savings

Productivity metrics

Strategic goals (e.g., market expansion)

Other: __________

Other:

What are your top priorities in selecting an offshoring partner? (Select up to 3)

Transparent pricing

Industry expertise

End-to-end compliance support

Proven track record (case studies/references)

Flexibility and scalability

Cultural fit

Would you like to see case studies or references from similar clients?

Yes

How do you prefer to handle conflicts or issues that arise?

Vendor-managed escalation and resolution

Joint problem-solving with regular reviews

Internal escalation only

Section 6: Next Steps

What is your desired timeline for launching your offshore team or office?

Immediately (within 1–2 months)

Short-term (3–6 months)

Long-term (6+ months)

Still exploring options