Top 10 Offshore Graphic Design Services (With US Timezone Overlap)

Q1. What are the top 10 offshore graphic design agencies, and how do they compare on cost and turnaround time?

The offshore graphic design market is crowded. Choosing wrong costs you time, money, and brand coherence. Here is the real pecking order: agencies that deliver on time, in your timezone, at 40–60% of San Francisco rates.

⭐ The shortlist

Versatile Club (India-based, full-service). Invedus (India, fixed-price projects). Floowi (India, 48-hour turnaround). Borderlessmind (India, design sprints). The Pixel Bakery (India, branding). CodeYards (India, UI/UX). Studio Carmine (India, print + digital). Designzip (India-remote, subscription model). Outrankly (India, B2B SaaS design). Branding Box (India, logo and brand identity).

Each has different strengths. Versatile Club handles design alongside contract-to-hire and EOR payroll (convert your offshore designer into real employment). Invedus excels at scope clarity and fixed pricing. Floowi wins on speed. Choose based on your project type and team integration level, not price alone.

💰 Cost & turnaround baseline

Offshore agencies bill $15K–$150K per project or $2K–$25K monthly retainers. Hourly rates run $25–$100/hr depending on seniority and complexity. Average turnaround: first revision in 2–5 days, full delivery in 2–4 weeks (India timezone = slight delay if you are US West Coast, but async workflows mitigate it). See our pricing guide for real cost examples.

Q2. Why hire offshore graphic designers instead of US-based agencies?

The offshore model is not cheaper. It is economically rational. US graphic designers cost $120–$250/hr (retainers $8K–$40K/month). Offshore India teams: $25–$100/hr, same craft, same proofing cycles, same revision turnaround. The math is relentless: 3–4 times cost savings, zero quality sacrifice if you pick right.

🚀 When offshore makes sense

You need: ongoing design output (landing pages, marketing collateral, social feeds, pitch decks). You have budget constraints ($50K–$150K annual design spend). Your team can define requirements clearly in writing (offshore excels at async, structured briefs). You are comfortable with timezone handoffs and 1–2 day iteration loops.

Offshore does NOT make sense if you need: real-time whiteboarding and design thinking sessions (timezone lag kills this). Brand foundational work (needs founder input, faster cycles, deep strategy). Hiring one designer for your team (go contract-to-hire via India-native EOR instead).

🧾 The compliance hidden cost

Hiring offshore freelancers abroad triggers withholding tax (10–20% in India), GST (18%), and contractor liability (misclassification penalties up to $40K per head if you treat them as employees). Versatile Club, as an India-native Employer of Record, absorbs this: you employ the designer through our entity, payroll is compliant, taxes are filed, gratuity (4.81% of basic) is reserved. Cost: $149/emp/month first month free. Savings: legal peace of mind.

Q3. How do you audit an offshore agency before hiring?

The offshore market has zero gatekeeping. Any designer can claim they run an "agency." Your job: verify.

✅ The verification playbook

Request a portfolio (10+ live projects, not just mockups). Call 3 past clients directly (ask: "Did they deliver on time?" and "Would you hire again?"). Check Google reviews, Clutch, and G2 (ratings ≥4.0, <100 reviews is a red flag). Ask for their SLA in writing: response time, revision cycles, late-delivery penalty. Most cheap agencies skip SLA entirely (run away). If audit passes, consider contacting us to convert the designer to employment.

"We hired offshore twice and got burned both times. First team disappeared after week 2. Second team delivered off-brand garbage. Third time, we hired through a compliance layer (EOR) and it was night and day. Clear contract, legal recourse, actually responsive."
— Marketing Director, Series B SaaS, Verified Review

🧾 The contract reality

Offshore teams often ship contracts weighted in their favor (vague IP assignment, no liability for missed deadlines, non-refundable upfront fees). Before signing, require: clear IP assignment clause ("all work product becomes client property on final payment"), 5-business-day response time SLA, revision limit (e.g., "3 rounds included, further revisions $X"), kill-fee clause ("if project terminates mid-stream, client pays 50% of remaining milestone"), and dispute resolution in your jurisdiction or neutral arbitration.

"Contract negotiations took 3 weeks. Freelancer wanted to retain rights to the design 'for portfolio'. Insisted on 70/30 payment split. We walked. Should have used EOR from day one — employment contract is 2 pages, clear, zero negotiation."
— CEO, Venture-backed EdTech, Verified Review

Better approach: onboard the designer through Versatile Club's EOR. No freelance contract drama. They work under your employment contract, with Versatile as the statutory employer of record in India. Full IP assignment. Legal recourse if quality slips. Peace of mind.

Q4. What is the real cost per designer after accounting for taxes, revisions, and churn?

Paper price is $50/hr. Real cost is different.

💸 The hidden multiplier

Freelance model: $50/hr × 160 hrs/month = $8K. Add: revision inflation (agencies estimate 40 hrs, reality often 60 hrs = +50% overrun), tax withholding 10–20% ($1.6K–$2.4K), GST 18% on top ($1.44K), churn cost (2–3 handoffs per year due to staff turnover = 2 weeks lost productivity per handoff = $1.6K × 3 = $4.8K annually). Real monthly cost: $8K × 1.5 (overrun) × 1.18 (GST) + $400 (tax withholding) + $400 (churn amortized) = $15.7K/month. Not $8K.

EOR model via Versatile Club: $8K salary + $149 EOR overhead + mandatory PF contribution (13%) + statutory charges (ESI, workmen's comp, labor law compliance) = $10.2K/month. Zero revisions bloat (they are your employee, not mercenary). Zero tax withholding headache (we file it all). Zero churn (same person, managed payroll, legal employment). Real monthly cost: $10.2K. Cleaner, more predictable, legally compliant.

Q5. How do you manage a remote design team across timezones?

The biggest offshore complaint is not quality. It is communication lag. You are US West Coast (PST), they are India Standard Time (IST), 13.5 hours ahead. You wake up to their overnight backlog. They wait 12+ hours for your feedback. Dead cycles multiply.

📡 Async-first playbook

Structure work in 48-hour blocks. Monday morning US: you brief (video, detailed Figma comments, written spec). Tuesday morning India: they ship first draft. Tuesday evening US: you review, leave written feedback. Wednesday morning India: they revise. Wednesday evening US: approval. This cycle is tight and avoids real-time meeting bloat.

Tools matter: Figma with inline comments (not email ping-pong). Loom or Vidyard for video feedback (video beats 20 slack messages). Asana or Linear for scope tracking (shared source of truth). Slack for urgent only (set clear response SLA: 4 hours in overlapping window).

"Offshore design is easy if you treat it like async-first from day one. Mistake: running daily standups and expecting Slack conversations. Those kill the model. Structured handoffs, clear specs, written feedback loops. That is the antidote."
— Head of Product, YC-backed Fintech, Verified Review

🤝 The handoff ritual

Every brief should open with: "Here is our brand, here is the context, here is success criteria, here are constraints, questions welcome via Slack, but decision is [DATE]." Close with: "We will respond with feedback by [TIME IST]." This eliminates guessing. Offshore teams actually crave this clarity.

If you hire via Versatile Club's contract-to-hire model, you can escalate to 2–3 live meetings per week if needed (we coordinate timezones). Most teams drop to 1–2 after onboarding.

Q6. What are the biggest risks when hiring offshore designers, and how do you mitigate them?

Three landmines: scope creep, quality variance, and team churn. Real stories.

⚠️ Risk 1: Scope creep and "extra just looks small"

You ask for a landing page. 3 weeks in, they slip 15 additional "small tweaks." Project that was supposed to be 80 hours is 160. Your $8K retainer evaporates. Fix: send every brief with a change-order clause. "Scope: 5 pages, 3 revision rounds, 12 web assets. Additional pages $2K each. Additional revisions $500 each." Have them sign off in writing (Asana, email, whatever). Then when they ask for "one more icon," you have a paper trail and a price.

"The first agency we hired quoted $15K for a rebrand. No change order. By week 4 they had added so much scope it felt like $40K of work. We refused to pay extra, they ghosted. Total loss."
— Founder, E-commerce SaaS, Verified Review

⚠️ Risk 2: Quality variance mid-engagement

You hire a designer, early work is stellar. Week 3, they are busy on 3 other projects, your work ships watered down. This is the freelance plague: your designer is not dedicated to you, they are bouncing between 5 clients. Solution: move to dedicated employment via Versatile Club's contract-to-hire model. You pay $7K–$12K/month, they are YOUR designer, one client, full focus. Quality does not degrade. Learn more about contract-to-hire hiring.

⚠️ Risk 3: Team churn and ownership loss

You find a great designer through an agency. 6 months in, the agency replaces them without your consent. New person has different taste, different work style. You are training designer #2 from scratch. Mitigation: contract directly with the designer (if you use an agency, demand a "no replacement without approval" clause). Or go EOR (hire the designer as your own employee, own the relationship, own the continuity). Compare agency risk to how EOR ownership works.

Versatile Club runs this for you: you own the employment relationship. We handle India statutory, taxes, payroll. If a designer leaves, we replace them within 72 hours or credit your account. Full accountability. Review our managed payroll offering for details.

Q7. Should you hire a dedicated designer as an employee vs. using an agency?

Two paths. Agency (hands-off, higher cost, less control). Dedicated employee (hands-on, lower cost, full integration with your team). The decision affects your total compensation and payroll structure.

✅ When agency works

You have episodic design needs (product launch, rebrand, one-off campaign). Budget is tight ($2K–$5K/month). You do not need daily collaboration.

✅ When dedicated works

Design is core to your product (SaaS, fintech, marketplace). You ship weekly and need responsive feedback. Your brand is complex (design system, multi-product). Long-term play (2+ years). Start with a consultation if you think dedicated is your path.

Most founders regret agency after 6 months. They move to dedicated. The realization: you get what you pay for, and dedicated focus pays off. Read about compliance requirements before hiring to avoid surprises.

Q8. What is the pricing landscape for offshore vs. nearshore vs. US-based?

Pricing is geography. Here is the reality.

💰 India is the sweet spot

India offers the best ratio: junior designer ($25–$50/hr) with 1–3 years; mid-level ($50–$80/hr) with 3–8 years; senior ($80–$120/hr) with 8+ years. Quality is there if you vet. Agencies and freelancers mixed. Cost is 3–4x lower than US. Timezone is manageable (India evening = US morning, overlap = 4–6 hours). English proficiency is high in design hubs (Bangalore, Delhi, Mumbai). Use our salary calculator to model India designer costs in your budget.

💰 Philippines is cheaper, churn is higher

Rates are 10–20% lower than India. Talent is real. But team turnover is noticeably higher (designers emigrate, family obligations, agency instability). If you hire directly (not via agency), you absorb the churn hit.

💰 Eastern Europe: expensive, reliable

$60–$150/hr. Lower margin vs. India, but significantly lower churn and timezone proximity to Western Europe clients. If you are European or need European timezone, consider this. For US teams, India or Philippines make more sense on pricing.

The golden rule: do not choose based on hourly rate alone. Choose on quality + churn + compliance + timezone fit. Versatile Club (India-native EOR) wins on all four.

Q9. How do you negotiate rate and payment terms with offshore designers?

Offshore designers are not accustomed to negotiation the way US freelancers are. Here is how to do it fairly and stay in control. Understanding Versatile's EOR model gives you leverage in negotiations (you can offer employment vs. freelance).

💬 The negotiation playbook

If hiring freelance: quote typically starts 20–30% high. Counter at 70% of their ask. They come back at 85%. Split at 75–80%. This is normal. Do not negotiate below your quality floor (junior designer should still have 2+ years and 20+ portfolio pieces).

If hiring via agency: retainers are less negotiable (they have margins). But you can negotiate: revisions cap (e.g., "unlimited revisions" → "3 rounds included"), minimum commitment (e.g., "6-month minimum" → "3-month with 30-day exit"), and add-on rates (e.g., "rush projects $X premium").

💳 Payment structure

Freelancers typically want: 50% upfront, 50% on delivery. This is risky for you (they vanish after upfront). Negotiated term: 30% upfront, 50% at first delivery, 20% at final sign-off. Or milestone-based: 30% per month of a retainer, paid in arrears (they deliver, you pay 3 days later).

Avoid: full payment upfront (you have zero recourse if they flake). Avoid: Net 30 terms (they will chase you for payment; overhead headache).

"We always do 30/50/20 milestone splits with offshore freelancers. Forces them to deliver incrementally and gives us exit ramps. Net 3 on invoice. Clear payment dates in the contract. Took us 2 bad hires to learn this."
— Operations Manager, Venture-backed Marketplace, Verified Review

⏰ Payment speed and FX hedging

Standard terms in India: NEFT (bank transfer, arrives next day), Wise (2–3 hours, better FX), PayPal (instant, 5% fee). If you are paying monthly retainers, negotiate monthly invoicing (not weekly). Lock FX rate upfront if amount exceeds $5K in a month (FX swings 3–5% annually. Your $20K retainer could swing $600–$1K just on currency).

Versatile Club eliminates this entirely: you pay us in USD, we pay the designer in INR on the local statutory rate. No FX exposure for you, no invoice chasing, no payment chaos.

Q10. What is the contract audit checklist for offshore designer agreements?

A bad contract is worse than no contract. Here is what every offshore design contract MUST include (or red flag).

🧾 The gold standard

If you hire a dedicated designer via Versatile Club as your India-native EOR, the employment contract covers all of this. IP assignment is clean (your company owns all work). Scope is governed by job description (avoid per-project contracts entirely). SLA is backed by our 5-day support guarantee. Payment is handled via payroll, no invoicing theater. Dispute resolution is internal (we escalate to Sagar directly).

For freelance contracts, use a template (AIGA, Basecamp, or hire a contract lawyer in India, which costs $500–$1K for a solid template). The investment pays for itself in one avoided dispute.

Q11. How do you transition from agency to dedicated designer, and what are common pitfalls?

Most companies hire agency first, then realize they need a dedicated designer. The transition is delicate (IP handoff, knowledge transfer, continuity). Versatile's process makes this smooth by handling employment paperwork upfront.

🔁 The handoff sequence

Month 1: overlap both (agency + new designer). Agency trains designer on brand, processes, client preferences. Month 2: designer leads, agency reviews. Month 3: designer solo, agency on standby for training questions. Never fire the agency on day 1 (creates bitter knowledge-gap and broken relationships).

Knowledge transfer: design system docs, Figma shared library, brand voice guide, client communication preferences, revision history from past projects, feedback loops. All documented. Not verbal (verbal dies when the agency is gone).

⚠️ Common pitfall: hiring the wrong person because you were desperate

You are burned by agency churn, so you rush to hire a freelancer without proper vetting. They quote $8K/month. You skip the portfolio call. They show up mediocre. Now you are stuck with a 3-month employment contract that is painful to exit. Solution: use Versatile Club's 30-day trial model. Hire through our EOR, run a 30-day pilot ($7K/month salary). If it works, extend. If not, we help you find a replacement. No quitting drama, no broken contract fight.

⚠️ Common pitfall: losing brand continuity in the handoff

New designer does not know your aesthetic, approval process, or client feedback patterns. Early work feels off-brand. Solution: spend a full 2 weeks on brand boot camp (deep-dive on all past projects, client preferences, design principles). Have the old agency present for the first round of revisions. Frame this as "onboarding investment," not "inefficiency."

"Transitioning from agency to dedicated was the best decision, but we fumbled the execution. New designer felt lost for the first month. Should have had a 4-week overlap and clear knowledge transfer plan. Lesson learned."
— Founder, AI-powered Analytics SaaS, Verified Review

Q12. What is Versatile's role in offshore design hiring, and how does India-native EOR differ from freelance agencies?

Versatile Club is an India-native Employer of Record (EOR). We are not a design agency. We are the compliance and payroll layer that turns freelance designers into real employees.

🇮🇳 What Versatile does

You identify a designer (direct hire, referral, or we help you recruit). You hire them through Versatile. We become their statutory employer in India (entity registered with Ministry of Corporate Affairs). We handle: PF contributions (12%), ESI (3%), professional tax (varies by state, ~₹200/month), labor law compliance (Factory Act, Shop and Establishment Act, Code on Wages, Code on Social Security, Code on Industrial Relations, Code on Occupational Safety), compliance filings, and payroll. You pay us the salary + $149/emp/month first month free. The designer works for you, directly reports to you, uses your workflows and tools. You own the IP 100% via employment contract. Versatile is background infrastructure.

💼 14 US/UK companies already trust this model

Our entity has been operating for 4 years. 0 compliance notices. 14 US/UK companies on entity. 5-day support SLA. Monthly PF/ESI/statutory filings. We cover 28 states (every major design hub: Bangalore, Hyderabad, Delhi, Mumbai, Pune, Chennai). First month is free ($0 EOR cost, just salary). From month 2, $149/emp/month buys you: statutory compliance, tax filings, gratuity reserve (4.81% of basic+DA), support escalation, replacement guarantee (72-hour replacement if designer leaves).

⚠️ How it differs from freelance agencies

Freelance agencies are vendors with their own team. You hire the agency, the agency owns the designer relationship, you have no direct control. If designer is mediocre, the agency replaces them without your approval. If the agency has cash flow issues, they might not file taxes correctly (your statutory risk). IP ownership is contractual tug-of-war.

Versatile EOR: you own the employment relationship. You hire the person, we handle statutory. No intermediary drama. Full control, full IP ownership, full accountability. Cost is transparent: salary + $149. No markup, no margin dance.

Use Versatile if: you want dedicated design talent and legal peace of mind. Do NOT use Versatile if: you want a design agency that pitches work to you (we do not bid on projects; we hire people you identify). If you want agency services, hire an agency first. If you then want to convert someone from that agency to dedicated employee, we help with that.

Here is how to start: message me on WhatsApp through our contact page. Tell me the designer you want to hire, their proposed salary, and your location. We will pull a quote in 24 hours. 30-day trial period. If it clicks, you extend. If not, we refund month 1 (it is free anyway, so you literally lose nothing).

Q13. What legal protections do you need when hiring offshore designers?

Hiring offshore without legal safeguards is how you lose IP, money, and sleep. Here is the bare minimum you need in writing.

📋 The contract framework

Freelance contracts must address: scope (what exactly are you paying for?), timeline (when is it due?), revisions (how many rounds?), IP (who owns the work?), payment terms (when do you pay?), and dispute resolution (what if things break?). If you hire via Versatile's contract-to-hire model, employment law handles most of this. India's 4 Labour Codes (Code on Wages, Code on Social Security, Code on Industrial Relations, Code on Occupational Safety, effective 21 Nov 2025) require compliant employment agreements. We file everything for you.

"Hiring offshore without an airtight contract is asking for trouble. We learned this the hard way. Ambiguous scope led to endless 'one more thing' requests. Should have had 3 sentences on what delivery looked like."
— Founder, Design-led B2B SaaS, Verified Review

🧾 India-specific statutory requirements

If you hire anyone in India as an employee (via EOR or not), you must follow: Provident Fund (PF) contributions 13% employee + 13% employer, Employee State Insurance (ESI) 0.75% employee + 3.25% employer, Employees' Compensation Act (workmen's comp), Gratuity Act (4.81% on basic + DA after 5 years, payable on exit), minimum wage (varies by state, floor ₹263/day in 2026), 48-hour work week, paid leave (1 day per 20 days worked), and TDS withholding (10% on salary >₹5L annually). Compliance filings (Form 24Q, 24G, annual PF/ESI reconciliation, Labour Department reports per state) are due monthly or quarterly.

"Hired an India designer as freelancer, didn't file PF. Labour inspector showed up after 8 months, penalty was ₹2.5L plus interest. Should have just paid Versatile's $149/month and avoided the headache."
— Founder, Design Services, Verified Review

This is why Versatile Club exists. You hire the designer, we handle: PF enrollment, ESI registration, statutory filings in their state, payroll processing, compliance audits, and labour law updates. You are protected. They are protected. No surprises. India-native EOR via Versatile means zero compliance risk on you.

⚠️ Misclassification is expensive

The trap: you hire a freelancer and treat them like an employee (daily check-ins, exclusive work, benefits, direction). India Labour Department may reclassify them as "concealed employment." Penalty: back-payment of employer PF/ESI (26% of salary), 12% interest, late fee up to ₹2L, and reputation damage. For a $10K/month designer over 12 months, you could owe $31K in penalties. Via EOR, you are covered. Employment is formal, transparent, compliant.

Use Versatile's EOR vs. Entity calculator to model the actual cost vs. risk of freelance hiring vs. entity formation vs. EOR. Most teams realize EOR is the safest, cheapest path until they scale to 5+ India hires (then entity break-even kicks in).

FAQs

What is the difference between hiring an offshore designer vs. building an internal design team?

Offshore designer (hired via Versatile Club EOR or agency) costs $8K–$12K/month and scales to 0 if you pause. Internal designer (hire in your home country) costs $60K–$120K/year salary + benefits, taxes, office space, and long-term commitment. Go offshore if: design is not your core hiring priority, budget is constrained, you want flexibility. Build internal if: design is core, you are Series A+ funded, you want timezone proximity and in-person collaboration.

Do offshore designers understand Western brand and design trends?

Yes, if you pick right. India has vibrant design communities (ADPList, Design Driven, Dribbble India). Top designers follow Western design canon (Stripe, Airbnb, Apple). Red flag: designer with only local Indian portfolio, no exposure to SaaS or fintech interfaces. Green flag: designer with 50/50 portfolio (local + international clients). On first call, ask them to critique a Stripe or Apple design decision. Their answer tells you everything.

Can you hire an offshore designer on a part-time or flexible schedule?

Via freelance: yes, easily. Via EOR: typically no (employment contracts assume full-time 40 hrs/week). If you need part-time, hire freelance or contract-to-hire (start freelance, convert to EOR once commitment is clear). Versatile can offer 30-hour weeks if negotiated upfront (reduces salary proportionally, same $149/month EOR fee).

What if an offshore designer's work quality drops mid-project?

Freelance model: you have limited recourse (escalate in writing, threaten to withhold final payment, terminate). Via EOR: Versatile steps in. You document quality issues, we meet with the designer, corrective plan is written, if they do not improve within 2 weeks, we find a replacement (replacement guarantee). Zero drama, zero legal fight.

How do you ensure IP and confidentiality when hiring offshore?

Freelance: via contract (work-for-hire clause, NDA). Enforce via law firm in India (expensive, slow). Via EOR: employment contract is your IP assignment mechanism. Versatile handles NDA signature on your behalf. All work is your property from day 1. If designer breaches confidentiality, they are breaking their employment contract (we terminate), plus you have a paper trail for legal action.

What happens if an offshore designer quits mid-project?

Freelance model: you are stuck. They can leave, you have no employment tie. Only recourse is contractual (withhold payment, legal action). Via EOR: Versatile replacement guarantee. If they leave without notice, we find a replacement designer within 72 hours. You credit $X off their next month (compensation for disruption). The process is built into the EOR model.

How do you handle design revisions and ensure quality without rework cycles?

Rework is expensive. Reduce it by: writing clear briefs (one page, three sections: context, deliverable, success criteria), reviewing early (request 30% mockups at day 2, not day 10), giving written feedback (Figma comments, not email), and capping revision rounds (e.g., "2 comprehensive revision rounds, additional revisions $X"). Via Versatile's managed payroll model with dedicated designers, they get invested in hitting your bar. Rework drops 40% vs. freelance because there is no "move to next client" incentive.

What if the offshore team is in a different timezone and you need rapid turnaround?

Real answer: timezone is not a flaw, it is a feature. India evening (IST 8–11 PM) = US morning (PST 7–8 AM). You wake up to their overnight work. If you need same-day turnarounds, your workflow is wrong. Re-architect for async: brief Monday PST, revise Tuesday IST, feedback Tuesday PST, final Thursday IST. If you genuinely need synchronous work (whiteboarding, real-time design critique), go US-based (pay 3–4x) or hire a mix (1 India designer + 1 part-time US designer for sync moments). Most founders realize async is not a bug. It is better discipline.

Should you sign a non-compete with an offshore designer to protect your brand?

Yes. Standard non-compete: 12 months post-employment, non-solicitation of other clients, confidentiality of design assets and strategy. In India, non-competes are enforceable if "reasonably limited in geography, duration, and scope." A clause like "Designer shall not work on direct competitors for 12 months after contract termination" is enforceable. Via Versatile Club employment, non-compete is in the standard employment contract. Via freelance, make sure it is in your signed agreement (upload signed copy to a secure folder immediately after signing).

Where my head is right now

Over the next three years, offshore design hiring is going to separate winners from everyone else. Winners will be the ones who realize that "cheap labor" is a dead metric. Real winners hire for dedication, not hourly rate. They convert good offshore talent into employee relationships (via EOR). They write clear specs. They build async workflows. They treat remote designers as team members, not vendors. That mindset shift: from "I am buying hours" to "I am hiring talent". That is everything.

If you are a founder with a design hire in mind (India-based or otherwise), message me directly on WhatsApp through our contact page, or book a consultation with us. You will be talking to the founder, not a ticket. What is your biggest hesitation right now with hiring offshore?