Frequently asked questions about Connext offshore staffing and BPO

No. Most clients start from zero: Connext recruits, hires and onboards the team for you, and you keep control of how they work. If you already have contractors or staff in place, we transition them instead so you do not lose the people you trust.

Connext fills client positions in 21 days on average. The timeline depends on the role, the language and hours you need, and how quickly you can interview. The Getting Started guide lists what to prepare.

Connext handles sourcing, screening, and first-round interviews on your behalf using AI-enabled tools and a database of over 10,000 candidates. The process is tailored to your role requirements with an average time to hire of just 21 days.

Yes. Many companies begin with a single hire in one function, measure the results, and add roles once the first hire proves out. With Connext, there is no upfront cost to start, and the same co-management model applies whether the team is one person or one hundred.

Start with work that is repeatable, documented, and hard to staff locally. Good first candidates are accounts payable, medical billing, tier 1 support, IT help desk, and data entry. These functions have clear rules and measurable output, so a new team can learn them quickly. Prove the model on one function, then expand to the next.

A function is ready when someone can write the process down and the volume is steady enough for a full-time role. You should also be able to define what good output looks like. If the process only exists in one person’s head, document it first. That documentation also becomes the new team member’s training material.

A job description and calibration call. Once this is agreed upon, other things that are needed are: your workflow documented at the task level, your success metrics, and a named point of contact. To price seats precisely, add the role list or job descriptions, seniority, working hours, headcount and any PHI or PII handling.

Often, yes, if the work is defined enough to hand over. You can start with one or two full-time employees and add people as the work proves out, so a smaller company does not need to commit to a large team up front.

It can, when the provider rotates people or leaves you managing alone. Quality holds when you choose the people, they stay long enough to learn your standards, and someone reviews the work every week. Deloitte’s 2024 survey found 70% of executives had brought some outsourced work back in-house, often a sign the model, not the idea, failed.

A dedicated team is a group of full-time employees who work only for your company. Connext recruits, employs and supports them in-country, and you interview and approve each hire and direct their daily work.

Outsourcing describes who does the work: a party outside your company. Offshoring describes where the work is done: another country. A team can be one, the other, or both.

In traditional outsourcing, the provider directs the work and delivers an output. In staff augmentation, you direct individual people supplied by a provider. The first transfers the process; the second adds capacity to your own team.

In co-management you direct the work, and Connext employs and supports the people doing it. In traditional outsourcing the provider also manages the people and the process. The practical difference is who sets priorities and gives feedback day to day.

Staff augmentation places individual hires on your team under your direct management. Full outsourcing hands an entire function to the provider to run. Co-management splits the work: the team works inside your workflow and reports to your leadership, while Connext handles HR, IT, payroll, and compliance through a dedicated Operations Manager.

You manage performance, we manage the paperwork. Connext is the legal employer in-country and takes care of contracts, payroll, benefits and local compliance.

Connext is the Employer of Record in the Philippines, India, Colombia, and Mexico. It handles employment contracts, payroll, benefits, and in-country compliance. Your company directs the day-to-day work, and team members work only on your business.

In a captive, you own the offshore entity and employ the team directly. In outsourcing, a vendor employs the team and usually manages the work to agreed service levels. The Connext model sits between them. Connext employs the team as Employer of Record, while you direct the work and choose the people.

Yes, through build operate transfer. After an operate phase of typically 12 to 24 months, the team can move to your own legal entity. Contracts, infrastructure, and processes transfer through a structured handover. Transfer is optional, and many companies keep the partnership instead.

Connext's co-management model keeps you involved in priorities, KPIs and performance reviews, while Connext handles employment, payroll, HR, IT and compliance. You do not carry the paperwork, but you do direct the work. Companies that want a provider to run an entire function for them are usually a better fit with full outsourcing.

No. Connext employs your team through its in-country entities.

Tim Mobley founded Connext in 2014 and leads the company.

Yes. Connext is veteran-founded and veteran-led. Its founder, Tim Mobley, graduated from the United States Military Academy and served in the US Army for more than 10 years. The executive team also includes a former Army Ranger and a former Marine Corps officer.

Connext is owned by its founder, Tim Mobley, together with a private equity partner.

Connext Global Solutions LLC.

Outsourced roles at Connext start from $1.8K per month, with average savings of about 60% compared with local wages. Compare any quote on monthly cost per working employee, including recruiting, payroll, IT and facilities, because providers price on different bases.

Savings can run from 54% to 81% by role against U.S. loaded cost. These are simulations; exact savings depend on your roles, seniority and hours.

Base compensation, benefits, compliance, infrastructure and management overhead. Pre-approved overtime, shift or onsite differential, and elevated security setups for PHI or PII are priced separately, itemized, and confirmed in writing before you sign.

The monthly rate covers recruiting, retention, EOR, equipment, IT helpdesk 24/5. For in-office employees there is a facilities fee depending on the location and requirements.

Only items confirmed in writing before signing, such as pre-approved overtime and differentials. Headcount changes move the bill seat by seat.

No. A team can start with one or several full-time employees, and scale with Connext.

Flexible. You are not locked into a long-term commitment, and you can adjust headcount without the legal or financial risk of local layoffs.

It is possible to do a BOT (Build-Operate-Transfer) model.

Connext manages recruiting, onboarding and HR, provides a replacement, and flags performance issues early through its operations manager.

Yes. Connext operates under a SOC 2 Type II attestation covering all four delivery centers, handles protected health information under signed Business Associate Agreements for HIPAA, follows GDPR-ready processes, and is registered with the Philippines' National Privacy Commission. Information security management and card payment workflows follow controls aligned with the ISO 27001 and PCI DSS standards.

Teams work from more than 50,000 sq ft of secure, purpose-built workspace with 24/7 managed IT support, secure VPN access and full technology integration.

Connext provides employee equipment and secure global facilities, and never stores your data offshore.

Yes. HIPAA does not prohibit offshore staffing. Offshore staff can handle protected health information when the right safeguards are in place. That means a signed BAA, HIPAA training, secure and monitored facilities, encrypted equipment, and controlled data access. Connext provides these safeguards across its delivery centers, validated by SOC 2 Type II certified controls.

Connext holds a SOC 2 Type II attestation report covering the Security criterion and handles protected health information under signed Business Associate Agreements for HIPAA. It is registered with the Philippines' National Privacy Commission, is Great Place to Work Certified in the Philippines and Colombia (2026), and its information security and card payment controls are aligned with the ISO 27001 and PCI DSS standards.

Each row in the credentials table links to its source, with the issuer and dates. For audit reports and security controls, see the Trust & Proof Center.

Company-wide, 94% of Connext employees are retained at 90 days and 91% at six months. Your Operations Manager runs weekly performance reviews and retention management, and Connext invests in career paths so good people stay.

A four-part approach: careful hiring, structured onboarding, active work on culture and engagement, and continuous analysis of stay and exit insights. Annual attrition sits around 20% against a 50% BPO industry standard, and total attrition has fallen every year since 2021.

Every hire goes through structured, client-specific training before full production: screened and tested against your procedures, trained on your manuals, brought through screen-share sessions with your team, then trained by more-tenured teammates as the account scales. Training is most intensive at first engagement and tapers as the team reaches proficiency.

Yes. You screen and train the team you build with Connext.

If you are already working with independent contractors, Connext transitions them into a compliant, fully supported offshore team without losing the people you already trust.

Connext operates offices in the Philippines, Colombia, Mexico and India.

The Philippines pairs a large English-fluent workforce with an education system modeled on U.S. curricula and decades of cultural exposure to American business practices. Combined with government investment in telecom infrastructure, it supports both back-office and client-facing offshore roles at scale, across finance, healthcare, IT, and customer support.

Colombia pairs a bilingual-by-default workforce with a time zone that aligns with U.S. Eastern time during Daylight Saving and Central time once it ends, plus cultural proximity that eases day-to-day communication. Clients typically save approximately 50% versus local labor costs.

Mexico offers cultural proximity to U.S. business norms, a shared Central Time workday, and bilingual staff by default — making a Mexico-based team feel less like an offshore add-on and more like a satellite office across the border.

India pairs a population of nearly 1.5 billion — producing millions of college graduates annually — with particular density in engineering and computer science, making it suited to roles that need a deeper technical bench than other markets can supply alone.

Connext operates four Philippines offices across three regions: Angeles City and Metro Manila on Luzon, Davao on Mindanao, and Cebu in the Visayas. Each site independently supports full operations, so a local disruption at one location does not stop work for clients whose teams sit elsewhere.

Connext builds each team in the country that fits the role, language and hours you need. The Philippines and India suit back office, finance, IT and healthcare operations at scale. Colombia and Mexico suit bilingual, US-aligned work. Many clients combine locations as they grow.

Every client gets a dedicated Operations Manager who runs weekly reviews and manages performance proactively, so your offshore team is co-managed rather than left on its own.

Your Operations Manager stays with the account, running weekly performance reviews and retention management that keeps annual attrition around 20% versus a 50% industry standard.

It depends on what went wrong, and your contract should say so in writing. Under co-management, Connext is responsible for employment, payroll and local labor law, and you are responsible for directing the work and its business outcomes.

Most failed engagements trace to the vendor layer between you and the team: lost control, hidden costs, slow communication. The failure-mode table above shows how co-management addresses each. If you have staff with a prior provider, Connext can discuss moving them onto a Connext team.

Ask four things: who employs the team, who directs the daily work, how the price is built, and what has been audited. Connext publishes an Outsourcing Prep Kit with a vendor evaluation checklist and a list of questions to ask any provider. How to find an outsourcing partner walks through the search, and Choosing the right BPO provider for your company covers the criteria for comparing providers.

Use one partner that can staff each function and give you a single point of oversight. With Connext, every account has a dedicated in-country team manager who runs weekly reviews across your team. Adding a function adds people, not another vendor to manage.

Some of the routine volume, yes, and the roles change as a result. AI handles repeatable volume and first-pass triage; people handle judgment, escalation and relationships. Connext builds teams that work alongside AI rather than against it, so the question for any role is which part of the job a person still needs to own.