Frequently Asked Questions

DOXA finance placements are specifically screened for familiarity with U.S. accounting standards, GAAP compliance, IRS filing requirements, domestic payroll tax structures, and the common regulatory frameworks that apply to DOXA’s target client segment. Candidates who lack this familiarity do not clear DOXA’s vetting process for U.S.-client finance roles. All DOXA finance professionals operate on encrypted, company-issued hardware within DOXA’s SOC 2 Type II compliant infrastructure.

No hidden fees and no long-term contracts. DOXA offers a 30-day cancellation policy with no early termination penalties. The all-inclusive monthly rate covers every component: compensation, benefits, compliance, hardware, HR, and ongoing support. When evaluating offshore staffing providers, ask specifically about setup fees, recruitment fees, equipment costs, and performance management charges — these are the most common places where providers advertise a low monthly rate and then add costs on top.

Yes. DOXA healthcare professionals are screened for working proficiency in the major EHR and practice management platforms used by U.S. healthcare providers, including Epic, Athenahealth, Kareo, AdvancedMD, Cerner, and others. During the scoping process, DOXA captures the specific systems your practice uses and ensures candidates are evaluated against that exact platform set. If your system is less common or proprietary, the scoping session surfaces that requirement before sourcing begins. All DOXA healthcare professionals work on DOXA-issued encrypted hardware with access controls and remote monitoring that meet HIPAA’s technical safeguard requirements.

DOXA professionals can sign client-facing NDAs as authorized representatives of your business if you have granted them that authority in their role definition. More commonly, the NDA structure works at the employment level: every DOXA professional signs a formal employment contract that includes confidentiality and non-disclosure obligations covering all client information and work product. For clients who need a direct NDA between the professional and their company in addition to the employment-level protections, DOXA’s compliance team can facilitate that documentation before the placement begins.

The savings are substantial. A U.S.-based bookkeeper typically costs $75,000–$90,000 annually all-in. A fully managed offshore bookkeeper through DOXA is typically available from $2,200/month all-inclusive, or approximately $26,400 annually. A three-person accounting team covering a bookkeeper, AR/AP specialist, and CPA might cost $70,000–$90,000 annually all-in through DOXA, versus $250,000–$350,000 or more for the equivalent domestic team.

DOXA paid advertising professionals are experienced with Google Ads (Search, Display, Shopping, YouTube), Meta Ads, LinkedIn Ads, and programmatic platforms. They handle campaign strategy and setup, audience targeting and segmentation, creative briefing, budget pacing and management, A/B testing, and performance reporting. DOXA professionals work directly inside your ad accounts rather than through a vendor layer. For most businesses spending heavily on paid channels, an offshore paid media specialist through DOXA typically costs $3,100/month all-inclusive, versus $90,000–$120,000 annually for a domestic equivalent.

DOXA technology professionals are hired to work inside your tech stack. They are onboarded to your repositories, project management tools, communication channels, and deployment workflows, operating as embedded members of your engineering or IT team rather than external contractors delivering isolated deliverables. The scoping process captures your specific stack — languages, frameworks, cloud infrastructure, and development methodology — so candidates are evaluated against what you are actually building. DOXA places professionals across front-end, back-end, full-stack, DevOps, QA, cybersecurity, and technical support roles.

Through strategic deployment of professionals across DOXA’s talent markets spanning multiple time zones from Southeast Asia to the Americas, clients can achieve near-continuous coverage without the cost of traditional 24/7 domestic staffing. Philippines-based professionals combined with Latin America-based professionals covering U.S. business hours can provide extended or round-the-clock coverage depending on your service level requirements. All DOXA IT professionals operate on encrypted company-issued hardware, follow your SOPs and escalation protocols, and work inside your ticketing and monitoring systems.

DOXA medical billing specialists are experienced in the full revenue cycle workflow: claims submission to commercial and government payers, denial management, appeals processing, payment posting, and AR follow-up. They work within Epic, Athenahealth, Kareo, AdvancedMD, and similar systems, and are screened for working knowledge of ICD-10, CPT, and HCPCS coding frameworks. An offshore medical billing specialist through DOXA typically costs 60–70% less than a domestic equivalent.

DOXA recruiting professionals are placed across both hiring contexts. For high-volume hiring, offshore recruiting coordinators and sourcers can dramatically increase your team’s capacity — handling job posting management, resume screening, interview scheduling, candidate communications, and ATS maintenance. For specialized hiring, DOXA places recruiting professionals with specific domain experience who can evaluate candidates with the depth required. DOXA’s own recruiting infrastructure, placing 2,000+ professionals globally, gives clients access to a team with deep practical experience across both contexts.

DOXA customer support professionals are trained and screened for both inbound service and proactive outbound engagement. Inbound capabilities cover customer inquiries, technical support, order management, complaint resolution, and escalation handling across phone, email, chat, and ticketing channels. Outbound capabilities include proactive follow-up calls, renewal outreach, satisfaction surveys, appointment confirmation, and lead qualification. The key to successful performance is accurate role scoping upfront — a support agent handling complex inbound escalations requires a different evaluation profile than one handling outbound appointment setting.

Compensation adjustments and role progression are fully supported and actively encouraged. If you want to give your team member a raise, promote them into a more senior role, or expand their responsibilities, DOXA’s Team Lead facilitates the compensation adjustment and updates the employment terms accordingly. Clients who develop their offshore team members over time see the strongest retention outcomes.

Yes. DOXA offers a structured transition pathway for businesses that currently have offshore professionals working through freelance platforms, other BPO providers, or contractor arrangements. The transition involves DOXA assuming the Employer of Record function, converting contractor relationships to direct employment, and bringing professionals under DOXA’s benefits, compliance, and support infrastructure. The result is typically better retention, stronger compliance, and more predictable all-inclusive costs.

DOXA places both. In addition to paralegals, legal assistants, and legal secretaries, DOXA’s Legal practice places associate attorneys for law firms and corporate legal departments that need qualified legal professionals for research, contract drafting, document review, and case support work. Associate attorneys placed through DOXA are vetted for their specific practice area, legal education, and English proficiency in the context of U.S. legal work. They are not licensed to practice law in U.S. jurisdictions — their function is legal support, research, and drafting under the supervision of licensed U.S. attorneys.

DOXA HR professionals cover the full operational HR function: recruiting coordination and candidate sourcing, new hire onboarding and orientation, benefits administration, payroll support and compliance tracking, employee relations, policy administration, and HRIS management. For businesses at the $10M–$50M revenue stage, a common pattern is one or two domestic HR leaders focused on culture and strategy, supported by an offshore DOXA HR specialist handling the administrative and operational workload. DOXA HR professionals are trained in U.S. employment law basics and the major HRIS platforms including Workday, BambooHR, ADP, and Rippling.

DOXA has a dedicated MSP/ISP practice with professionals experienced in managed services and ISP environments. Core placements include Tier 1 and Tier 2 helpdesk technicians, NOC analysts, systems administrators, dispatchers, business development representatives, and project coordinators. For MSPs, the most common high-impact placement is a Tier 1 or Tier 2 technician who handles inbound ticket triage, remote troubleshooting, and escalation management. DOXA’s MSP professionals are experienced with ConnectWise, Autotask, ServiceNow, and Kaseya, and can be onboarded to your specific tools and escalation workflows quickly.

DOXA IT support professionals provide Tier 1 and Tier 2 helpdesk coverage, network monitoring, endpoint management, and proactive issue resolution, reducing downtime, improving response times, and freeing your in-house technical staff for higher-value work. For businesses with an existing IT team, DOXA professionals expand capacity and coverage including the option for extended-hours or near-24/7 coverage through time zone leverage. All DOXA IT professionals adhere to strict cybersecurity protocols, operate on encrypted DOXA-issued hardware, and are trained in current security standards. For MSPs and ISPs specifically, DOXA has a dedicated practice area with professionals experienced in NOC monitoring, dispatching, and managed services ticketing systems.

Offshore employees managed through DOXA operate exactly like internal team members. Managers assign work, set priorities, conduct performance reviews, and communicate through the same tools your domestic team uses: Slack, Microsoft Teams, Zoom, project management platforms, and existing CRMs or ERPs. The operational difference is in the back end: DOXA handles HR administration, payroll, local compliance, benefits, and equipment. DOXA also pairs each client with a dedicated Team Lead who serves as a single point of contact for HR questions, performance support, and issue escalation.

Compare total cost of employment, not just base salary. For a domestic hire, total cost includes base salary, employer payroll taxes (7–10%), health and benefits ($6,000–$12,000/year), recruiting costs (15–20% of first-year salary), and equipment. DOXA’s all-inclusive monthly rate covers all of those in a single flat fee. A domestic bookkeeper at $85,000 total annual cost compares to a DOXA offshore bookkeeper at approximately $26,400/year. A domestic CPA at $150,000 compares to a DOXA CPA starting at approximately $34,000/year. For a three-person team, annual savings of $150,000–$200,000 are common.

The businesses that achieve the strongest cultural integration treat the introduction of an offshore team member the same way they would a new domestic hire: include them in the all-hands or team meeting, introduce them by name, role, and background — not by location — and give them a clear peer point of contact on the domestic team for their first few weeks. Teams that reference their offshore colleagues in the same breath as domestic colleagues in Slack, in meetings, and in performance recognition are the ones where offshore professionals feel genuine belonging and stay longest.

Reframe the comparison from hourly rate to total cost of employment. Present the full domestic cost of the role — base salary, payroll taxes, benefits, recruiting fees, and equipment — and compare it to DOXA’s all-inclusive monthly rate. For a bookkeeper, the annual gap is typically $55,000–$65,000 in favor of the DOXA placement. For a CPA, it is often $80,000–$120,000. A three-person accounting team built through DOXA commonly costs $150,000–$200,000 less per year than the domestic equivalent. Layer in the 30-day cancellation policy, the replacement guarantee, and DOXA’s 112% net revenue retention as evidence of sustained ROI from comparable companies.

Most businesses are ready earlier than they think. The clearest signal is a defined role with consistent, repeatable work that does not require physical presence, where cost or scarcity of domestic talent is creating a bottleneck. Practical readiness indicators: you have a manager who can dedicate 30–60 minutes per day to a new team member, you use digital tools for communication and project management, and you have at least one role where the work is well-defined enough to hand off with a clear brief. You do not need a formal HR department or prior international hiring experience. DOXA’s onboarding process is designed to support first-time offshore hirers, with structured 90-day support for both client and professional.

Managing performance with an offshore team works best when you apply the same fundamentals as with any remote employee: clear expectations, consistent communication, and structured feedback at defined intervals. Define success in measurable terms before the hire starts. Establish a consistent communication rhythm — a weekly one-on-one and a clear channel for real-time questions. Conduct formal performance reviews at 30, 60, and 90 days during onboarding, then quarterly thereafter. DOXA’s dedicated Team Lead facilitates these reviews and manages any follow-up development plans.

Effective offshore onboarding requires more deliberate structure than domestic onboarding. Before day one: ensure your new team member has system access, a clear written brief of their role, an understanding of your communication norms, and a named point of contact. In the first two weeks, prioritize relationship building alongside task ramp-up. Through the first 90 days, DOXA’s dedicated Team Lead works alongside both you and the professional to facilitate structured performance reviews. The businesses that get the most value from offshore staffing are those that invest in onboarding proportionally to how much they are counting on the role.

IP protection starts with the employment structure. DOXA directly employs every placed professional, and each team member signs a formal employment contract that includes confidentiality, non-disclosure, and IP assignment provisions — meaningfully stronger than a freelance arrangement where IP ownership is often poorly defined. All work is performed on DOXA-issued encrypted hardware, not personal devices. Access controls limit each professional’s exposure to only the systems and data relevant to their specific role. DOXA’s SOC 2 Type II certification provides independent verification that these controls are designed and operating effectively.

The resistance most stakeholders express is actually three different concerns: quality (‘will we get the same caliber of work?’), continuity (‘what happens when they leave or there’s a problem?’), and ethics (‘is this the right thing to do?’). On quality: DOXA’s client NPS of 84 and 14% voluntary turnover rate are the evidence. On continuity: DOXA’s employment model, replacement guarantee, and dedicated Team Lead structure are specifically designed to address this. On ethics: DOXA’s Conscious Outsourcing model, Great Place to Work certification, and employee NPS of 72 are the answer. The most effective internal pitch is a role-specific cost comparison followed by a reference conversation with an existing DOXA client in a similar business.

A domestic staffing agency provides local workers at or near full domestic market rates, typically charging a placement fee of 15–25% of first-year salary on top of the candidate’s compensation. DOXA provides dedicated, fully employed offshore professionals at 60–70% lower total cost, with no placement fee, no long-term contract, and full HR, compliance, and performance management support included in the monthly rate. DOXA directly employs every professional with full benefits and a proper contract, producing a 14% voluntary turnover rate roughly half the offshore industry average.

All DOXA medical professionals undergo HIPAA compliance training as a condition of placement, covering the Privacy Rule, Security Rule, and Breach Notification requirements. Access to protected health information is governed by multi-layered access controls. All work is conducted on DOXA-issued encrypted hardware with continuous remote monitoring, meeting the technical safeguard requirements under HIPAA’s Security Rule. DOXA’s SOC 2 Type II certification provides an independent audit of these controls. DOXA can work with your legal and compliance team to ensure Business Associate Agreement requirements are addressed before any PHI-related work begins.

DOXA’s customer support professionals are evaluated through a multi-stage screening process assessing communication quality (written and verbal), problem-solving approach, familiarity with relevant CRM or ticketing platforms, and cultural alignment with your brand voice and customer service philosophy. After placement, DOXA provides structured onboarding including training on your specific processes, policies, and escalation protocols. DOXA’s Team Lead monitors performance data and conducts regular check-ins. For businesses with existing quality benchmarks such as CSAT scores, first contact resolution rates, and handle time, DOXA can work with those metrics as performance standards from day one.

The comparison that matters is total cost of employment versus total outcome delivered. A freelancer on Upwork may charge $15–$25 per hour but is typically working for multiple clients simultaneously, has no employment security, and operates on personal hardware with no security controls — turnover is high. A DOXA professional is dedicated exclusively to your business, fully employed with benefits, working on encrypted company-issued hardware inside a SOC 2 Type II certified security environment, and supported by a dedicated Team Lead. DOXA’s 14% voluntary turnover rate versus the freelance industry’s substantially higher churn means you are not repeatedly re-hiring and re-training.

DOXA’s 14% voluntary turnover rate — roughly half the offshore staffing industry average — is the direct outcome of a deliberate employment philosophy. Retention factors include: competitive compensation calibrated to local market rates, comprehensive benefits including health coverage and paid leave, fully remote work that eliminates commute burden, structured career development with defined progression pathways, and a strong peer community of 2,000+ fellow DOXA professionals. DOXA’s Great Place to Work certification and eNPS of 72 reflect an employee experience that people actively choose to stay in.

DOXA’s security infrastructure is built around four layers. (1) Every DOXA professional works on a DOXA-issued encrypted device, not their personal laptop. (2) DOXA maintains SOC 2 Type II certification — the independent security audit standard that verifies the effectiveness of controls around security, availability, and confidentiality. (3) DOXA enforces multi-layered access controls and continuous remote monitoring across all devices. (4) DOXA ensures full compliance with applicable data protection regulations in each operating country. The absence of SOC 2 certification and company-issued hardware from any provider is a significant red flag.

DOXA uses a four-step process. Step 1: A scoping session to understand the role, culture, tools, and outcomes — not just the job description. Step 2: Sourcing and screening, where DOXA’s multi-channel recruiting team runs candidates through a proprietary multi-stage evaluation assessing skills, communication, cultural fit, and long-term potential. Step 3: Your review — you receive a curated shortlist and make the final hiring decision. Step 4: Onboarding, where DOXA handles equipment provisioning, HR setup, compliance, and structured onboarding. Most clients have a hire in place within three weeks from the initial call.

For clients in finance, healthcare, legal, and other data-sensitive industries, DOXA holds SOC 2 Type II certification — an independent third-party audit that verifies the design and operating effectiveness of security controls over a sustained period. Unlike SOC 2 Type I, which only assesses controls at a single point in time, Type II confirms that controls are actually working in practice. Healthcare clients benefit from DOXA’s HIPAA compliance training and Business Associate Agreement support. Finance clients benefit from encrypted hardware and strict data access controls. Legal clients benefit from confidentiality training and the same encrypted hardware and access control framework.

Virtual assistant platforms match clients with independent contractors who provide part-time, task-based support, typically serving multiple clients simultaneously. DOXA provides full-time, dedicated professionals who are formally employed, work exclusively for your business, and cover a much broader range of roles and seniority levels. A part-time VA at hourly rates often costs more annually than a full-time DOXA professional at a flat monthly all-inclusive rate, while delivering significantly less capacity and integration. For businesses that have started with a VA and found themselves needing more, offshore staffing is the natural next step.

For well-scoped, clearly defined roles, most DOXA placements reach meaningful productivity within 3–4 weeks and near-full productivity within 8–12 weeks. The factors that most affect ramp time are how well the role was defined before the search began, how much onboarding structure the client provides in the first two weeks, and how actively the client manager engages during the first 30 days. Roles with documented processes ramp faster. DOXA’s onboarding framework is designed to accelerate this curve, and your Team Lead flags when ramp pace is off-track so you can course-correct before week four.

Most companies save between 45% and 70% on total labor costs compared to equivalent domestic hires. The savings come from lower base wages in offshore markets, reduced employer-side taxes, and elimination of overhead such as office space, equipment, and domestic benefits. A U.S.-based CPA costing $118,000–$172,000 total annually compares to a fully managed offshore CPA through DOXA starting from approximately $30,000–$40,000 per year, all-inclusive. Total cost of ownership — not just the stated monthly rate — is the right comparison metric.

With DOXA’s process, most clients have an initial shortlist within 7–10 business days and a hired professional working within three weeks of the first call. For comparison, the average time-to-fill for a domestic professional role in the U.S. is 44 days according to SHRM data. DOXA scopes roles upfront to avoid starting searches they cannot complete, so if they accept your engagement, the timeline confidence is already built in.

Yes. DOXA’s model was built specifically for companies that have outgrown freelance solutions but are not yet large enough to build full domestic teams for every function. Many clients start with 10–30 domestic employees and use DOXA to extend capacity in accounting, executive assistance, customer support, or marketing without the overhead of domestic hiring. There is no minimum team size, no setup fee, and a 30-day cancellation policy. For smaller businesses, a single well-placed DOXA hire can meaningfully change the operational capacity of the leadership team.

Whether offshore staffing is ethical depends almost entirely on the employment model the provider uses. Offshore staffing that employs workers directly — providing competitive wages, full benefits, legal employment contracts, and genuine career development — creates meaningful economic opportunity in communities with fewer domestic employment options. Offshore staffing that misclassifies workers as contractors, pays below-market wages, or denies benefits is exploitative. DOXA was founded specifically to make the ethical case for offshore staffing concrete and operational. DOXA’s employee NPS of 72 and Great Place to Work certification are independent signals of what their workforce actually experiences.

U.S. companies are fully permitted under federal law to hire professionals in other countries, either directly or through a staffing or Employer of Record provider. If you use an EOR like DOXA, the EOR assumes all legal obligations on your behalf. DOXA manages full compliance with U.S., Philippines, Colombian, Vietnamese, and Kenyan labor and tax law for every placement, including employment contracts, payroll tax remittance, statutory benefits contributions, and adherence to local data protection regulations.

Legal work involves highly sensitive client information including litigation strategy, contract terms, personal data, and privileged communications — all requiring enterprise-grade data protection. DOXA addresses this through SOC 2 Type II certification, encrypted DOXA-issued hardware, multi-layered access controls that limit data exposure to what is relevant to each professional’s specific role, and continuous remote monitoring. Critical questions to ask any provider: Are professionals working on personal devices or company-issued encrypted hardware? Does the provider hold independent security certification? Are there access controls that limit exposure to confidential client data? DOXA’s answer to all three is yes.

For most professional roles, yes — and in some talent markets the depth of qualified candidates exceeds what is available domestically at the same cost point. The Philippines produces over 700,000 university graduates annually across business, accounting, IT, engineering, and healthcare administration, most educated in English and trained on U.S. business frameworks. The quality gap perception is most often rooted in experience with low-end freelance platforms where vetting is minimal and workers serve multiple clients simultaneously. DOXA’s model is fundamentally different — every placed professional has cleared a rigorous multi-stage evaluation, resulting in a 14% voluntary turnover rate and a client NPS of 84.

Contracting directly creates significant legal exposure — when a contractor works exclusively for your business on your schedule, most labor law frameworks classify it as employment regardless of contract wording. An EOR solves compliance but leaves everything else to you. A BPO transfers an entire function with limited visibility. An embedded offshore staffing firm like DOXA combines cost advantages of offshore labor with operational integration of in-house employment: DOXA recruits specifically for your role, culture, and working style, handles compliance and HR in the background, and builds a center of capability that compounds in value over time.

In the Philippines, CPAs hold licensure granted by the Professional Regulation Commission (PRC), equivalent to a U.S. CPA license in examination rigor and professional standing. In Colombia, Contadores Públicos hold certification from the national accounting regulatory board. For U.S.-facing roles specifically requiring CPA designation, DOXA sources candidates with PRC CPA credentials and vets them for U.S. GAAP familiarity and practical experience with U.S. tax and compliance frameworks. Below the CPA level, DOXA places bookkeepers and accounting specialists with accounting degrees and platform certifications in QuickBooks, Xero, and other relevant tools.

DOXA finance and accounting professionals are screened for proficiency in QuickBooks Online and Desktop, Xero, SAP, Oracle, NetSuite, and other ERP systems common to the $10M–$100M revenue segment. Candidates are evaluated for actual working proficiency — platforms they have used in real roles, not just listed on a resume. During the scoping process, DOXA captures the specific software your team uses and ensures candidates are evaluated against that exact stack. All DOXA finance professionals also receive training in current AI tools as part of DOXA’s workforce AI literacy program.

DOXA operates by four values: Curiosity First (approaching every challenge with an open mind), Ownership Mentality (every team member operates as if the outcome is their personal responsibility), Relationships Matter (commitment to long-term partnership — average client teams grow by 115% over time), and Excellence Every Day (the operating standard that produces an 84 client NPS and a 14% voluntary turnover rate). These values are explicitly integrated into DOXA’s recruiting process — candidates are evaluated for cultural fit against C.O.R.E. before being presented to clients.

DOXA holds a voluntary turnover rate of 14%, roughly 50% better than the offshore staffing industry average, and an employee NPS of 72. On the client side, DOXA holds a client NPS of 84. Net revenue retention in 2025 was 112%, meaning clients are not just staying but expanding their teams. DOXA has been recognized as an Inc. 5000 company three times, received the Inc. Power Partner Award, and holds Great Place to Work certification for 2025.

The three most common failure points are: poor role scoping before the search begins (leading to a skills mismatch), inadequate onboarding investment in the first 30 days, and provider employment models that produce high turnover because contractors have no job security. DOXA addresses all three: the process starts with a substantive scoping session, DOXA’s structured 90-day onboarding framework manages the critical first period proactively, and DOXA’s direct employment model produces a 14% voluntary turnover rate roughly half the industry average. A no-cost replacement guarantee provides a backstop if a placement still does not work out.

Worker misclassification is a significant and growing legal risk. Regulatory enforcement has increased across key offshore markets, particularly the Philippines through DOLE and Colombia through the Ministry of Labor. Consequences can include back payment of statutory benefits, fines, reputational damage, and in some jurisdictions personal liability for company officers. Beyond legal risk, misclassification produces operational risk: contractors without employment security and benefits are substantially more likely to leave, taking institutional knowledge with them. DOXA’s direct employment model was specifically designed to eliminate this risk.

A typical offshore team structure for a $10M–$50M business built through DOXA usually develops in stages. Most clients start with one or two placements in high-volume, well-defined roles such as an executive assistant, bookkeeper, or customer support specialist. As confidence builds, they add adjacent roles extending the value of the first hire. A mature offshore team at the $20M–$40M revenue stage might include a senior accountant or controller, one or two finance specialists, an executive assistant, a customer support lead with one or two agents, and a marketing professional — typically costing $120,000–$180,000 annually all-inclusive, compared to $500,000–$700,000 or more for the equivalent domestic headcount. DOXA client teams expand by an average of 115% over the life of the relationship.

DOXA is derived from the Greek word meaning belief or perception. The founders chose it to reflect its goal of changing the prevailing belief about what offshore staffing can and should be. When DOXA was founded in 2020, the dominant perception of outsourcing was defined by low-cost, low-quality platforms and exploitative labor practices. That founding premise has been validated by a client NPS of 84, a 4.5 Glassdoor rating, a Great Place to Work certification, and three consecutive Inc. 5000 recognitions.

DOXA’s screening evaluates candidates across four dimensions: technical skills validated through role-specific assessments; communication quality covering written and verbal English proficiency; cultural fit reflecting alignment with DOXA’s C.O.R.E. values and the client’s working style; and long-term potential based on career trajectory and adaptability. AI-assisted matching tools help identify the strongest candidates. DOXA’s recruiters do not present candidates to clients unless they have personally cleared every stage of the evaluation.

DOXA pricing is all-inclusive: one flat monthly rate per team member covering compensation, benefits, employer-side taxes and compliance, DOXA-issued encrypted hardware, HR administration, onboarding, and ongoing Team Lead support. There are no setup fees, no recruitment charges billed separately, and no hidden costs. As a reference point, an executive assistant might cost $2,300/month and a fully managed remote CPA starts at $2,800/month, compared to a total annual cost of $118,000–$172,000 for an equivalent U.S.-based hire. Most clients save 60% on total labor cost.

In the first week, your new team member receives their DOXA-issued encrypted hardware, completes HR and compliance setup, and has an orientation call with their Team Lead covering role expectations and the 30-day plan. Days 2–5 are spent getting system access, meeting key members of your team, and completing role-specific onboarding you have prepared. In weeks 2–4, the professional moves into active work with increasing independence, supported by regular check-ins. DOXA’s Team Lead conducts a formal 30-day check-in with both you and the professional. Most clients report meaningful productivity by week three and near-full productivity by the end of week eight.

Offshore team members employed through DOXA receive the same employment protections and leave entitlements as any formally employed professional in their country, including paid sick leave, annual leave, and public holidays. When a team member takes planned leave, DOXA’s Team Lead coordinates advance notice and coverage planning with you. For unplanned absences, your Team Lead is the first point of contact. A DOXA employee has a proper employment contract, HR support, and a Team Lead invested in the stability of the placement — making the model operationally reliable in a way that a contractor arrangement cannot be.

DOXA provides a replacement guarantee: if a placed professional does not meet your expectations, DOXA will identify and place a replacement at no additional cost. Replacement requests are uncommon because DOXA invests significant time in scoping roles accurately before the search begins. If a mismatch does occur, DOXA’s dedicated Team Lead manages the transition and supports continuity of operations during the search.

Offshore staffing is used across virtually every industry relying on knowledge work. The highest-volume industries are financial services and accounting, technology and software development, healthcare administration, legal services, customer support and sales operations, and marketing. Accounting firms and financial services companies have been among the earliest and most aggressive adopters, driven by a persistent domestic talent shortage. Property management companies, B2B services firms, and professional services businesses are the fastest-growing adopter categories as of 2025. DOXA’s target segment — businesses in the $10M–$50M revenue range — benefits most because they have outgrown freelance solutions but don’t yet have scale for fully domestic teams.

Every DOXA client is paired with a dedicated Team Lead — a DOXA employee who serves as your single point of contact for everything outside of daily task management. The Team Lead oversees structured onboarding, facilitates performance reviews at defined intervals, manages customized development plans, handles compliance questions, manages invoicing, and serves as the escalation point for any HR or performance issues. For clients with multiple DOXA placements, the Team Lead provides unified oversight across the entire team.

An Employer of Record (EOR) is a company that legally employs workers on behalf of a client business. The EOR signs employment contracts, runs payroll, contributes employer-side taxes, administers benefits, and ensures compliance with local labor regulations. The client company directs the work and manages day-to-day responsibilities but does not bear the legal employer obligations. DOXA acts as the Employer of Record for every professional it places — every DOXA team member has a proper employment contract, receives legally mandated benefits, and is covered by all applicable local labor protections.

Conscious Outsourcing™ is DOXA’s proprietary approach to building global teams. Most outsourcing providers reduce costs by misclassifying workers as freelancers or short-term contractors. Conscious Outsourcing rejects that model entirely: every DOXA professional is a direct employee of DOXA, receiving full benefits, living wages calibrated to their local market, legal employment contracts, and genuine career development opportunities. The result is a workforce with a 14% voluntary turnover rate, an employee NPS of 72, and average client team growth of 115% over the relationship. DOXA has registered Conscious Outsourcing as a trademark.

DOXA offers a 30-day cancellation policy with no early termination fee. If you decide to end the engagement for any reason, you provide 30 days’ notice and the relationship concludes at the end of that period. The 30-day window also gives your Team Lead time to support knowledge transfer and operational continuity. DOXA’s 112% net revenue retention rate reflects the fact that the model works for the vast majority of clients — but the policy exists specifically to protect you if it does not.

Ethical outsourcing means building global teams through legitimate employment rather than through misclassification of workers as freelancers or contractors. Offshore professionals receive competitive wages relative to their local market, comprehensive benefits including health coverage and paid leave, legal employment contracts, and genuine career development. Misclassified workers lack job security, benefits, and legal protections, and are substantially more likely to leave. DOXA’s Conscious Outsourcing approach is built entirely on direct employment, producing a 14% voluntary turnover rate roughly 50% better than the offshore staffing industry average.

Outsourcing is the practice of hiring professionals, often located in another country, to perform business functions as dedicated members of your team. Unlike traditional contracting or project-based freelancing, modern offshore staffing embeds professionals directly into your operations: they work your hours, use your systems, follow your processes, and report to your managers. Businesses use outsourcing to access a broader talent pool, reduce labor costs, and increase operational capacity without the overhead of domestic full-time employment. The distinction that matters most is between legitimate offshore employment — where professionals receive full benefits, fair wages, and legal protections — and alternatives that misclassify workers as freelancers or contractors. The former produces higher retention, stronger performance, and far less compliance risk.

A BPO takes over an entire business function and manages it independently with limited client visibility and no cultural integration. Offshore staffing provides specific professionals who work exclusively for your business, inside your systems, under your management. For growing businesses in the $10M–$50M revenue range, offshore staffing typically delivers better outcomes than BPO because it preserves operational control and cultural alignment. BPO works well for fully commoditized, volume-driven tasks; offshore staffing works well for any role where quality, consistency, institutional knowledge, and team integration matter.

An EOR is a self-service platform that handles the legal employment layer for workers you find yourself — managing payroll, tax compliance, and statutory benefits, but not sourcing talent, managing performance, or supporting your business relationship. An offshore staffing firm like DOXA does all of that: recruits talent through multi-stage vetting, provides a dedicated HR Business Partner, structured performance management, and learning and development programs. DOXA also provisions company-issued encrypted hardware and manages SOC 2 Type II compliant security across every device. An EOR is the compliance layer for talent you already have. An offshore staffing firm is the full solution.

Offshore staffing refers to talent sourced from countries with a significant time zone difference, most commonly the Philippines or Vietnam for U.S. businesses. Nearshore staffing refers to talent in countries that share or closely mirror the client’s time zone, most commonly Colombia for U.S. clients. Colombian professionals work in a time zone that mirrors U.S. Eastern and Central hours almost exactly. Filipino professionals can work synchronous U.S. hours but typically do so on a night shift schedule, which is culturally common and financially valued in that market. DOXA sources from both markets.

They are structurally different decisions with different purposes. Layoffs reduce existing headcount, eliminating roles that are currently filled. Offshore staffing adds new capacity in roles that are either unfilled, understaffed, or newly created as the business grows. DOXA clients almost never use offshore staffing to replace domestic roles currently occupied by domestic employees — they use it to fill the gap between what their business needs and what their current headcount can deliver. The distinction is important because it shapes how you communicate the decision internally. Offshore staffing is a capacity addition, not a headcount reduction.

Traditional outsourcing transfers an entire function to a third-party vendor who manages it independently. Offshore staffing provides dedicated employees who work exclusively for your company, inside your systems, under your direct management. The staffing provider handles the employment layer — payroll, compliance, benefits, and HR — while you retain full control over the work itself. DOXA’s model is offshore staffing, not outsourcing. Your team members are recruited for your specific roles, onboarded to your culture, and managed by you day to day. DOXA acts as the Employer of Record, handling all back-end employment obligations.

There is no hard minimum. Many DOXA clients begin with one placement — typically an executive assistant, bookkeeper, or customer support specialist — and expand from there. DOXA recommends starting with at least two placements where possible because offshore professionals perform better and stay longer when they have a peer within the DOXA network from day one. Clients who start with four or more resources grow significantly faster each year.

The ROI is driven by three compounding factors: immediate cost savings (60–70% on total labor costs), faster time-to-hire (DOXA’s three-week timeline versus a U.S. average of 44 days), and long-term team stability (DOXA’s 14% voluntary turnover rate is roughly half the industry average). Net revenue retention last year was 112%, meaning existing clients are not just renewing but actively expanding their teams — a signal that the return on investment grows rather than diminishes as the relationship matures.

The employment model is the most important differentiator. Providers that directly employ their workers produce dramatically better retention, performance, and compliance outcomes. Beyond that, look for: rigorous multi-stage recruiting that evaluates culture fit and communication alongside technical skills; dedicated client support through a named point of contact; SOC 2 Type II security certification with company-issued encrypted hardware; transparent all-inclusive pricing with no hidden fees; a proven track record with companies at your stage of growth; a replacement guarantee at no additional cost; and, as of 2026, workforce AI literacy as a core capability requirement.

It starts with Conscious Outsourcing™ — DOXA’s foundational commitment to direct employment over contractor misclassification. Every DOXA professional receives competitive wages, comprehensive benefits, legal employment contracts, and genuine career development. DOXA does bespoke recruiting — no bench of recycled candidates; every search starts from scratch. Once hired, DOXA provides structured onboarding support through the first 90 days, where most offshore placements fail. Results: DOXA’s voluntary turnover rate is roughly half the industry average, net revenue retention was 112% last year, client NPS is 84, and DOXA is Great Place to Work certified.

The right due diligence covers four areas. (1) Cost structure: Is the pricing truly all-inclusive, or are there add-on charges for equipment, recruiting, or performance management? What is the total annual cost per placement compared to the domestic equivalent? (2) Financial risk: What is the cancellation policy, and are there early termination penalties? Is there a replacement guarantee, and at what cost? (3) Compliance: How does the provider handle payroll tax and statutory benefits in each country? What is the misclassification risk? (4) Stability: What is the provider’s voluntary turnover rate and net revenue retention? DOXA’s answers: all-inclusive pricing, 30-day cancellation with no penalties, replacement guarantee at no cost, direct employment with full EOR compliance, 14% voluntary turnover, and 112% net revenue retention.

DOXA places professionals across nine practice areas: Executive and Administrative Assistants, Customer Support, Finance and Accounting (bookkeepers, AR/AP specialists, CPAs), Healthcare Administration (medical billing, patient engagement, transcription), Human Resources, IT and Technology, Legal Support (paralegals, legal assistants, associate attorneys), Marketing, and ISP/MSP Operations. Any role which does not require physical on-site presence is a candidate for offshore staffing. DOXA scopes every role before accepting it to ensure it is one they can fill with confidence.

HR leaders are best positioned to evaluate the employment model, recruiting quality, and people infrastructure. (1) Employment model: Does the provider directly employ workers with full benefits and legal contracts, or classify them as contractors? (2) Recruiting quality: What does the multi-stage vetting process look like? How is cultural fit assessed? What is the replacement policy? (3) People infrastructure: Is there a dedicated point of contact for HR questions and issue escalation, or does the client manage everything through a ticket queue? How does the provider handle performance management, career development, and leave administration? (4) Compliance: Does the provider handle all labor law obligations in each country of operation? DOXA’s Team Lead model, direct employment structure, and SOC 2 certified security posture are specifically designed to answer the questions an HR leader will ask.

Professionals work in whatever time zone your business requires. Three models: synchronous (your offshore team member works your exact business hours), asynchronous (a defined shift that offsets your hours for roles like bookkeeping or content production where real-time presence is not required), or follow-the-sun (coverage across time zones for near 24/7 operations). A New York-based business pairs well with a Filipino professional working 9pm–6am Philippine time, mapping to a standard 8am–5pm New York workday. Colombia operates in a time zone that mirrors U.S. Eastern and Central hours almost exactly.

DOXA’s Finance and Accounting practice covers the full spectrum: Bookkeepers for daily transaction recording and bank reconciliations; AR/AP Specialists for invoice processing and collections; Payroll Specialists for payroll processing and tax filings; Finance Specialists for reporting and budgeting; Controllers overseeing the accounting function; and CPAs for tax compliance, financial planning, and audit support. DOXA finance professionals are vetted for proficiency in QuickBooks, SAP, Oracle, Xero, and NetSuite, and specifically screened for U.S. accounting standards and GAAP compliance. Building an offshore accounting function is typically 60–70% less expensive than the equivalent domestic team.

DOXA places assistants across three levels: Administrative Assistants (calendar management, email triage, data entry, travel coordination, meeting scheduling, and general correspondence), Executive Assistants (complex scheduling across multiple stakeholders, project coordination, executive communications, research, and genuine extension of leadership capacity), and Specialized Assistants (professionals with a defined functional specialty alongside their administrative capabilities, such as bookkeeping proficiency, marketing execution, or customer service experience). DOXA’s scoping process maps your specific needs to the right level before sourcing begins.

DOXA’s Legal practice provides staffing across: Paralegals (litigation support, contract review, legal research, case management), Legal Assistants (scheduling, document management, court filing coordination), Legal Secretaries (administrative support for attorneys and legal departments), and Associate Attorneys (research, drafting, and review work). DOXA’s legal professionals are vetted for the specific practice area relevant to your firm, covering litigation, corporate, real estate, employment, immigration, and others. An offshore legal support professional through DOXA typically costs 60–70% less than a domestic equivalent.

DOXA’s Marketing practice covers digital marketing strategists, content creators and writers, social media managers, SEO specialists, email marketing managers, paid advertising specialists (Google Ads, Meta Ads, and programmatic platforms), graphic designers, and marketing operations professionals. DOXA places marketing professionals who work inside your existing marketing stack including HubSpot, Google Analytics, Hootsuite, Canva, Adobe Creative Suite, and Salesforce Marketing Cloud. A common entry point is content and social media management. A more advanced placement is a digital marketing generalist managing campaigns, reporting, and content across multiple channels at 60–70% lower total cost than a comparable domestic hire.

DOXA sources professionals from five primary markets: the Philippines (DOXA’s largest talent market, with deep English proficiency and strong cultural alignment with U.S. business norms), Colombia (bilingual professionals with time zone alignment to U.S. Eastern and Central hours), Vietnam (emerging market with depth in technology and finance), Kenya (specialized roles and specific time zone requirements), and the United States (DOXA’s domestic leadership and client-facing team). Multiple active talent markets give DOXA the flexibility to match candidates based on skill requirements, time zone preferences, and industry fit.

The Philippines has been one of the leading destinations for global staffing for more than two decades. English is an official language and primary business medium, producing consistently strong communication quality. The country produces a large annual cohort of university graduates in business, accounting, IT, and engineering. Filipino professionals have deep familiarity with U.S. business culture, tools, and expectations from decades of supporting American companies. A fully loaded offshore professional in the Philippines typically costs 60–70% less than a domestic equivalent.

DOXA was founded in 2020 to solve a problem its founders had experienced firsthand: the outsourcing industry was failing growing businesses. Low-quality platforms treated offshore workers as commodities, and rigid enterprise BPOs were designed for large corporations with no flexibility for smaller, faster-moving companies. The company was built on a specific premise: that businesses in the $10M–$50M revenue range are underserved by the outsourcing market — too large for quality from freelance platforms and too small for enterprise BPO firms. DOXA was designed specifically to serve that gap, with an employment model that prioritizes worker dignity, client control, and long-term partnership.

AI is automating specific tasks, not entire roles. The roles most at risk are high-volume, single-function tasks like data entry, basic transcription, and templated report generation. Roles requiring judgment, communication, relationship management, and domain expertise — including accounting, legal support, customer service, HR, IT, and marketing — are being augmented by AI, not replaced. Every DOXA professional is trained in current AI tools as part of onboarding, so your team members use AI to work faster and more accurately. AI changes what your offshore team does, not whether you need one.

In most cases, no — and the framing makes a significant difference. DOXA clients who communicate offshore hiring as a capacity expansion rather than a cost-cutting measure consistently report smoother internal adoption. When your domestic team understands that the offshore hire is taking on overflow work, administrative burden, or after-hours coverage that was creating stress for them — rather than replacing a domestic role — it is received as a positive addition. DOXA’s onboarding framework includes guidance on internal communication, and your Team Lead can help you think through positioning.

Every DOXA professional is hired specifically to work your business hours in your time zone and inside your existing systems. There are no staggered shifts, no handoff delays, and no asynchronous lag by default. DOXA professionals log into your project management tools, CRM, accounting software, communication platforms, and any other systems relevant to their role. DOXA handles the secure provisioning of encrypted hardware and ensures connectivity, but the working environment is entirely yours.

Culture integration is not automatic but it is very achievable, and DOXA’s model is specifically designed to support it. The structural factors that drive culture fit are: a rigorous pre-placement evaluation that assesses cultural alignment alongside technical skills, a structured 90-day onboarding that explicitly covers your company values and team dynamics, and a working model where your offshore professional is embedded in your systems and your daily rhythms. Clients who report the strongest cultural integration are almost universally the ones who treated onboarding as a relationship investment rather than a task handoff.