Hiring and retaining accounting talent in the US has become one of the biggest challenges for CPA firms and accounting practices. Rising salaries, limited talent supply, and increasing client expectations have forced firms to rethink traditional hiring models.
That’s why many firms are now evaluating offshore accounting staffing solutions to improve profitability and scalability.
But how does offshore staffing actually compare to local hiring when you look at the numbers? Let’s break down the real ROI math US accounting practices need to understand in 2025.
Why the Hiring Model Matters More Than Ever
Accounting firms today are under pressure from all sides:
-
Higher payroll costs
-
CPA talent shortages
-
Increased compliance complexity
-
Demand for faster turnaround times
-
Growing advisory expectations
Choosing the wrong staffing model doesn’t just affect costs—it impacts service quality, team morale, and long-term growth. ROI is no longer just about hourly rates; it’s about productivity, scalability, and sustainability.
Understanding Local Hiring Costs in the US
At first glance, local hiring seems straightforward. You recruit, onboard, and manage your own team. But the real costs go far beyond salary.
Typical Costs of Local Accounting Hires
-
Base salary
-
Payroll taxes
-
Health insurance and benefits
-
Paid time off
-
Training and onboarding
-
Office space and equipment
-
Software licenses
-
Turnover and rehiring costs
For example, a mid-level accountant earning $75,000 annually can cost a firm $95,000–$110,000 when all expenses are included.
Now multiply that by several hires—and factor in turnover during tax season—and ROI quickly shrinks.
What Offshore Accounting Staffing Looks Like
Offshore staffing involves hiring dedicated accounting professionals through a managed offshore provider. These teams work exclusively for your firm while following your processes, tools, and reporting standards.
Common Offshore Roles
-
Bookkeepers
-
AP/AR specialists
-
Payroll support staff
-
Tax preparation associates
-
Audit support staff
-
CAS support teams
The US firm retains full control over review, compliance, and client communication.
Direct Cost Comparison: Offshore vs Local
Let’s look at the financial difference.
Local Hire (Annual Cost Estimate)
-
Salary: $70,000
-
Benefits & taxes: $18,000
-
Office & tools: $7,000
-
Training & turnover buffer: $5,000
Total: ~$100,000 per employee
Offshore Accountant (Annual Cost Estimate)
-
Dedicated offshore resource: $25,000–$35,000
-
Infrastructure & security included
-
No benefits, PTO, or turnover costs
Total: ~$30,000 average
That’s a 60–70% cost reduction per role—before even considering productivity gains.
Productivity ROI: Where Offshore Staffing Really Wins
ROI isn’t just about cost savings—it’s about output.
Offshore teams typically:
-
Work full-time for one firm
-
Follow standardized workflows
-
Deliver overnight progress due to time-zone differences
-
Handle repetitive, execution-heavy tasks efficiently
Meanwhile, US staff focus on:
-
Review and quality control
-
Client communication
-
Advisory and planning
-
Revenue-generating activities
The result? More work completed with fewer bottlenecks.
Turnover Costs: The Hidden ROI Killer
Local hiring carries a major hidden cost: turnover.
When an employee leaves, firms face:
-
Lost productivity
-
Client disruption
-
Recruiting fees
-
Training time
-
Management distraction
Offshore staffing models significantly reduce turnover risk because:
-
Resources are contractually dedicated
-
Providers maintain backup coverage
-
Replacement happens quickly without rehiring cycles
Lower turnover = higher ROI and operational stability.
Scalability: Local Hiring vs Offshore Staffing
Local Hiring Limitations
-
Long recruitment timelines
-
Seasonal hiring challenges
-
Risk of overstaffing in slow periods
-
Difficulty scaling up quickly
Offshore Staffing Advantages
-
Fast onboarding
-
Flexible team expansion
-
Ability to scale up or down
-
Predictable monthly costs
For firms offering CAS, bookkeeping, or tax prep services, this scalability directly impacts revenue growth.
Quality and Compliance: Addressing the Common Concerns
Many firms worry that offshore means lower quality—but that’s no longer true in 2025.
Reputable offshore teams:
-
Are trained in US GAAP
-
Understand IRS documentation standards
-
Work within US firm workflows
-
Use the same accounting software
-
Operate under strict data security protocols
With proper review processes, quality matches—or exceeds—local output for execution-based tasks.
Questions Firms Ask
Is offshore staffing compliant with US regulations?
Yes. Offshore staffing is fully compliant when US firms maintain review, supervision, and data security.
Will offshore staff replace local employees?
No. Offshore teams complement local staff by handling workload overflow and routine tasks.
How fast is ROI realized?
Most firms see positive ROI within the first 60–90 days.
Is offshore staffing only for large firms?
No. Small and mid-sized firms often benefit the most.
Where Offshore Staffing Delivers the Highest ROI
Offshore staffing is especially effective for:
-
Bookkeeping and reconciliations
-
AP and AR processing
-
Payroll support
-
Tax prep drafts (1040s, 1120s, 1065s)
-
CAS delivery
-
Audit support
These areas consume time but don’t require constant client-facing interaction.
Hybrid Model: The Best ROI Strategy for 2025
The most successful firms use a hybrid approach:
-
Offshore teams handle execution
-
Local teams handle strategy and client relationships
This model:
-
Maximizes billable hours
-
Protects service quality
-
Improves employee satisfaction
-
Increases profit margins
It’s not offshore vs local—it’s offshore plus local.
Final Thoughts: Follow the ROI, Not the Habit
Local hiring alone is no longer sustainable for many US accounting practices. The math is clear: offshore staffing delivers stronger ROI through cost savings, scalability, productivity, and reduced turnover.
Firms that adapt gain a competitive edge. Firms that don’t risk being priced out or overworked.
By embracing offshore accounting staffing solutions, US practices can protect margins, expand capacity, and build a future-ready workforce in 2025 and beyond.
