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The right accounting and finance outsourcing company for a Vancouver business depends on the work you hand over. A local accounting firm suits tax, audit, and advisory work, and an outsourced finance firm suits monthly books and reporting. A dedicated offshore team suits a steady daily queue of payables, receivables, payroll, and reconciliations.
This list covers ten providers across those three models, and KDCI is one of them. The entries appear in no particular order, and each one says who it fits best.
The biggest driver is capacity: closing the books, running payroll, and producing reports all compete for the same few people. Outsourcing adds specialist hours without adding fixed headcount.
Each reason points to a different kind of provider. A business that needs tax planning looks for a firm, and a business with a daily payables queue needs people working inside its own systems.
The most important difference between providers is who directs the daily work. An accounting firm or an outsourced finance firm follows its own process and schedule. A dedicated team takes priorities from your finance lead and works inside your systems.
Some businesses combine models. A firm handles tax and audit while a dedicated team handles the daily queue, which keeps licensed work with a licensed firm and gives your finance lead direct control of everything else.
These ten providers cover accounting firms, outsourced finance firms, and one dedicated offshore team. The entries appear in no particular order.
Each one serves Vancouver-area businesses or lists Vancouver among its markets, and each offers accounting, bookkeeping, payroll, or finance support. Where a provider's current status or service list could not be confirmed, the entry says so.
Enkel is a Vancouver firm that is listed on Clutch as a finance and accounting outsourcing company with 50 to 249 employees. It suits businesses that want an outsourced back office handled by a local team in the same time zone.
Confirm which functions it covers, such as bookkeeping, payroll, and payables, before you shortlist it.
MNP is a national accounting, tax, and advisory firm. Its offerings include payroll, tax planning, accounting support, and CFO-level advisory.
It suits growing businesses that want one firm for compliance and planning. Expect the firm's own staff and calendar to set the pace.
BDO Canada is a national accounting and advisory firm with financial reporting, tax compliance, and audit preparation services. It suits larger or more complex organizations that want those services from one firm.
Smaller teams should ask about minimum engagement size.
Bench built its name on online bookkeeping for small businesses, and Clutch still lists it among Vancouver bookkeepers. It shut down abruptly in December 2024, was acquired by Employer.com, and resumed service in January 2025.
Employer.com has since announced a rebrand around its Mainstreet name. Confirm which company you would contract with, and check current pricing and support.
PKF Antares serves Vancouver businesses with bookkeepers, payroll administrators, and fractional controllers for one monthly fee. Its bookkeeping runs on cloud platforms that integrate with QuickBooks Online or Xero.
It suits owner-led businesses that want local bookkeeping and controller-level review without hiring in-house.
KPMG Canada is a large professional services firm with reporting transformation, compliance support, and finance operations consulting.
It suits large organizations with complex reporting needs. For day-to-day bookkeeping and payroll, the smaller providers on this list are usually a closer match.
Deloitte Canada is a large professional services firm that pairs accounting outsourcing with advisory, reporting modernization, and CFO advisory.
It suits organizations planning finance modernization alongside outsourced accounting.
Indinero is an accounting services firm that serves Vancouver and US clients. It offers bookkeeping, tax preparation, and fractional CFO services.
That mix suits businesses with operations on both sides of the border.
theFinanceStack is based in Victoria, British Columbia, and describes itself as a provider of fractional CFO services, outsourced accounting, and finance teams for startups and small and mid-sized businesses across Canada and the US. Its listed services include bookkeeping, controllership, tax compliance, and financial reporting.
It suits growth-stage companies that want a fractional CFO alongside their books.
KDCI has built offshore teams in the Philippines since 2011, including accounting and finance teams. Roles include bookkeepers, payroll specialists, accountants, AP and AR specialists, and FP&A analysts. Your team works inside your accounting platform and takes direction from your finance lead.
KDCI handles employment and operations. Candidates are screened for technical skills, accuracy, communication, and fit with your team, and you interview them before anyone starts.
KDCI fits businesses with a steady finance queue and a finance lead who can give feedback every week. Audit and other work that needs a licensed firm's sign-off stays with that firm, and work under about 10 hours a week fits a project-based vendor better. Why companies choose the Philippines explains the market behind these teams.
The most important question is who answers for the numbers when something is wrong. With a firm, the firm's reviewer does. With a dedicated team, your own finance lead does.
Ask for the answers in writing and compare them side by side. Written answers make providers easy to compare, and they show how a provider communicates before you sign.
Start with the rules-based work that repeats every week, such as reconciliations and invoice processing. Keep the decisions that carry accountability with your own team.
A useful test is whether you could write the task as a checklist. If you can, someone else can learn it. The step-by-step scoping guide walks through listing the work, deciding what stays, and handing it over.
Whichever model you choose, scope the work first and keep approvals with your own finance lead. A clear scope and clear approval rules help any provider on this list do its best work.
Tell us the accounting and finance roles and the work you need done, and we'll send a shortlist, a start date, and a fixed monthly price, usually within five business days. Book a discovery call to scope your roles. See engagement models to compare how teams are set up.
Yes, for recurring work such as bookkeeping, reconciliations, accounts payable and receivable, payroll processing, and management reporting. The team works inside your accounting platform and takes direction from your finance lead. Audit and other work that needs a licensed accounting firm's sign-off stays with that firm.
The Philippines is on UTC+8 with no daylight saving, so Vancouver business hours fall on a night shift there. Night shifts are standard in the Philippine market and carry a statutory night differential. KDCI team members work your business hours, and you can confirm coverage during the scoping call.
Not with KDCI. KDCI recruits professionals who already know platforms such as QuickBooks, Xero, and Sage 50cloud, and trains them on your standards, approval process, and reporting calendar. Other providers may ask you to move to their platform, so ask before you sign.
Decide which systems the team can reach and keep your own permissions and approval controls in place. KDCI team members work from professional workstations in a secure office environment with controlled access. Ask any provider where your data is stored and who can open it.
KDCI prices offshore teams as a fixed monthly fee per seat. The fee covers salary, statutory benefits, equipment, workspace, recruitment, security, and management, with no separate placement fee. Rates vary by role, seniority, and shift, so you request a quote for the roles you need.
The best customer service outsourcing companies in Melbourne fall into two groups: Australian-based contact centres that answer from onshore hubs, and Philippine-based teams that cover chat, email, and extended hours at a lower cost. This guide lists 10 providers across both groups, with a plain note on who each one suits.
Melbourne support teams handle phone, chat, email, and social queues while customer expectations keep rising, and in-house hiring and training can stop keeping pace. If outsourcing terms are new to you, start with what a BPO company does.
TSA Group, Probe CX, Datacom, Acquire BPO, and Lead Express are Australian-based, and they differ in focus more than the label suggests.
Best for: Sales and service programs in telecommunications, energy, and financial services.
TSA Group is an Australian-owned contact centre provider founded in 1997. It specialises in onshore call centre outsourcing across care, sales, and collections, and it also runs a Philippine office. It is an AWS partner for cloud customer engagement platforms.
Best for: Large, multi-site customer experience programs.
Probe CX is a Melbourne-headquartered customer experience provider that operates from 17 contact centre locations across Australia, New Zealand, and the Philippines. Its services combine omnichannel customer service with CX strategy and customer journey work. That mix suits programs that need design and delivery from one vendor.
Best for: Enterprise and government teams that want service delivery and contact centre technology from one provider.
Datacom is an Australasian technology services company, and its Datacom Connect business runs customer care hubs across Australia and New Zealand. Its contact centre services draw on more than 30 years of experience managing contact centres. Datacom pairs agents with contact centre technology, including cloud platforms, automation, and analytics.
Best for: Businesses that want call handling and back-office support from one Melbourne-based provider.
Acquire BPO is a Melbourne-based provider of inbound and outbound call services and part of Acquire Intelligence. Its Clutch listing shows work across back-office outsourcing, customer service, call centre services, and AI consulting.
Best for: Outbound B2B appointment setting and lead generation.
Lead Express is a Victoria-based B2B lead generation agency that specialises in outbound calling and appointment setting. Customer support teams will find a closer match elsewhere on this list.
Australian-based delivery brings local accents and a shared regulatory setting, and enterprise-scale programs often carry enterprise-scale minimums. Clutch lists TSA Group's minimum project size at $250,000 or more, so confirm minimums before a first call.
Fusion CX, Boldr, SupportZebra, Unity Communications, and KDCI deliver mainly from the Philippines, and their client bases differ by market.
Best for: Retail, ecommerce, and financial services teams that want a global provider with an Australian presence.
Fusion CX, the group behind Fusion BPO Services, is headquartered in Kolkata and Atlanta and delivers from the Philippines. It has moved into the Australian market by acquiring VA Platinum, an offshore staffing provider built around Australian companies. Its Australia page targets retail, ecommerce, and financial services support.
Best for: Brands that weigh a vendor's social and environmental credentials.
Boldr is a Philippines-based BPO that calls itself the first and largest B Corp certified BPO. Its Clutch profile lists offices in Pasig and Tacloban City, with client work across email, phone, and chat support.
Best for: SaaS and ecommerce support teams.
SupportZebra is a US-headquartered support provider that delivers from the Philippines and Mexico for SaaS and ecommerce brands. Lean Solutions Group acquired it in August 2026, and the company serves more than 40 clients with over 1,300 employees. Ask how service terms will carry over.
Best for: Sales and support contact centre work, with Australian references checked first.
Unity Communications is a Philippines-based contact centre offering sales and support work plus back-office outsourcing. Its website highlights US-based clients, so Melbourne buyers should ask for Australian references.
Best for: Companies that want a dedicated offshore support team inside their own helpdesk.
KDCI builds dedicated customer support teams in the Philippines for phone, chat, email, and social channels. Your team is dedicated to your account, works in the tools you already use, and has a team lead monitoring quality. The path runs from a discovery call on day one to a live team in week four.
KDCI delivers from the Philippines. If your work must be answered from Australia, an onshore provider above is the better choice, and KDCI also says so for per-transaction managed services or very large voice operations.
For a wider Philippine shortlist, see these customer service agencies in the Philippines.
Choose the delivery model by the sensitivity of the work first, and by price second. The Philippines sits at UTC+8 with no daylight saving, while Melbourne runs on UTC+10, or UTC+11 during daylight saving. That puts a Philippine team two to three hours behind Melbourne, and Australian business hours overlap the Philippine working day almost entirely.
Split the queue by risk. Keep the calls with the most legal or reputational weight onshore, give routine queues to a dedicated offshore team, and review results before moving more.
The most important question is who handles your customers' personal information, because an Australian organisation that discloses personal information to an overseas recipient remains accountable for how that recipient handles it. This is general information, so confirm your obligations with a legal adviser. Then work through the rest of the checklist.
Run every provider through the same six questions and keep the ones that answer in writing. If you plan to start small, KDCI's guide to Philippine customer service outsourcing covers how to scale a team in stages.
Melbourne has strong options on both sides of the delivery question, and the right pick starts with the work you want covered. Once you know which queues need an onshore voice, the shortlist gets short quickly.
Tell us what your customers need, and we'll build customer support services around it. One quick call is all it takes to get started: Build My Support Team or book a free consultation.
Cost depends on team size, channels, coverage hours, and how complex your product is. Outsourcing to the Philippines usually costs much less than hiring locally in Australia, the US, or the UK. Ask each provider for a written quote based on your actual volume and hours.
Timelines vary by provider and team size. A KDCI support team moves from a discovery call on day one to handling live conversations in week four, with hiring and training in weeks two and three.
Confirm your tools with each provider before you sign. KDCI agents work in platforms such as Zendesk, Freshdesk, Gorgias, Intercom, HubSpot, Shopify, RingCentral, and Aircall, so your team does not need to switch systems.
It depends on the provider, so ask before you sign. A KDCI team is dedicated to your account, which means the agents learn your product, policies, and brand voice.
It can. An organization covered by the Privacy Act that discloses personal information to an overseas recipient generally remains accountable for how that recipient handles it. The Office of the Australian Information Commissioner publishes guidance on sending personal information overseas, and a legal adviser can confirm your obligations. This is general information and is not legal advice.
The best outsourcing companies for Sydney businesses range from global customer experience providers to Philippine-based dedicated teams. The right pick depends on your size and the work you are moving. This list covers ten providers with a plain note on who each one suits. KDCI wrote this page and lists itself, so we also say where KDCI does not fit.
We selected ten providers that cover the main outsourcing models Sydney businesses use, from global enterprise BPOs to small dedicated-team firms. KDCI published this list and places itself first. The other nine run roughly from largest to smallest, so the order reflects scale and carries no ranking.
We compared providers on four points:
Delivery model carries the most weight because it decides who manages the people and shapes cost, control, and risk. This overview of what a BPO company does shows how the models split. Descriptions reflect each provider's public positioning, so confirm scope, delivery locations, and pricing directly before you shortlist.
Delivery model is the column that matters most, because it separates enterprise BPOs from dedicated-team firms.
KDCI builds dedicated offshore teams in the Philippines and has done so since 2011. You choose one specialist or a managed team with a KDCI team lead. KDCI employs the staff, and you direct the daily work for one fixed monthly fee per seat.
KDCI fits when someone on your side can give weekly feedback. If you need on-site staff in Sydney, or the work runs under 10 hours a week, a local provider or a project vendor fits better.
Teleperformance is one of the largest customer experience outsourcers in the world, with omnichannel delivery across voice, chat, email, and digital channels. It suits large Sydney enterprises that need multilingual or multi-market coverage, workforce management, and performance analytics. Ask which delivery centers would serve your account.
Concentrix combines customer care with analytics, digital transformation, and automation. Its Australian arm lists offices in Sydney and several other cities. It suits SaaS, telecommunications, fintech, and ecommerce teams that want support and sales tied to data.
Accenture offers managed services, business process operations, and technology consulting for enterprises. It suits large Sydney organizations modernizing across cloud, cybersecurity, and analytics, or operating under heavy regulation.
TTEC specializes in digital customer experience and sales enablement, pairing technology with human agents. It suits Sydney teams in telecommunications, retail, fintech, or ecommerce that want AI-assisted service and performance monitoring across support and sales workflows.
TaskUs serves tech companies and digital-native brands with customer experience, trust and safety, content moderation, and AI data services. It suits Sydney scale-ups that need to add support capacity as users or revenue grow. It operates at a smaller scale than the biggest providers on this list.
Foundever, formerly Sitel Group, runs omnichannel customer experience programs at global scale with a focus on workforce optimization, coaching, and quality assurance. It suits large Sydney organizations with high contact volumes or complex customer journeys. Its size helps absorb volume spikes.
VXI builds its model around service level agreements, with coaching, analytics, and structured performance improvement behind them. It covers customer service, technical assistance, and revenue-driven programs for telecommunications, retail, and technology companies. It suits Sydney teams that want measurable targets and close quality oversight.
Microsourcing and Booth & Partners are two smaller firms aimed at SMEs and mid-market teams that want flexible staffing with clear pricing. They support administration, creative, IT, ecommerce, and back-office work and can add team members in steps. Review each firm's delivery locations and contract terms separately, since they are different companies.
Telstra is an Australian technology and telecommunications company with local context and international delivery. Its digital, network infrastructure, and technology services suit Sydney enterprises in media, telecommunications, and professional services that want an Australian counterpart on regulatory questions. Confirm which Telstra business unit would deliver your scope.
Start with the work you are moving, because the work decides the model before any price comparison. Then test each shortlisted provider on five points:
Decide whether you want to hand over a process or direct the work yourself. A traditional BPO runs the process and reports against service levels, while a dedicated team works inside your tools under your own managers. Shortlist only providers built for the model you choose.
An Australian organization that discloses personal information to an overseas recipient remains accountable under APP 8 if the recipient breaches the Australian Privacy Principles. Ask for security controls and certifications in writing, and have your legal adviser review the contract.
Sydney is two hours ahead of Manila in standard time and three hours ahead in daylight saving. Australian hours overlap the Philippine working day almost entirely.
Confirm the shift pattern during scoping, including cover for Philippine public holidays and the twice-yearly change in the time gap.
Confirm the team works inside your CRM, helpdesk, and accounting tools, such as Salesforce, Zendesk, or Xero. Ask what reporting you will receive against KPIs like CSAT, first response time, or error rate. Ask which AI tools the team uses and who reviews the output.
Ask what happens if a hire is the wrong fit, and whether replacement is free and how fast it happens. Ask how much notice you need to change scope or end the engagement, and what the minimum commitment is. Get every answer in writing before you sign.
Choosing among Sydney outsourcing companies comes down to the work, the model, and the people who will do it. Enterprise BPOs, tech-focused providers, and dedicated teams each win in different situations, and the checks above show which one fits yours.
Tell us the roles and the work you need done. We'll send a shortlist, a start date, and a fixed monthly price, usually within five business days. To get started, use Book a discovery call. To compare options first, use See engagement models.
Pricing follows one of three models: a monthly rate per team member, a fee per transaction, or an outcome-based fee. At KDCI, you pay one fixed monthly fee per seat that covers salary, statutory benefits, equipment, workspace, recruitment, security, and management. Rates vary by role, seniority, and shift.
Sydney is two hours ahead of the Philippines during Australian standard time and three hours ahead during daylight saving. The Philippines does not observe daylight saving, so the gap changes twice a year. Australian business hours overlap the Philippine working day almost entirely.
It can be, with safeguards in place. Australian organizations remain accountable for personal information they disclose to an overseas recipient under the Australian Privacy Principles. Ask each provider for its security controls, device policy, and certifications in writing, and have your legal adviser review the contract.
Small businesses can outsource, and many start with one role to test the model. At KDCI, most clients start with one specialist and move to a team within a year. Enterprise BPOs usually suit larger, standardized programs.
At KDCI, an individual specialist usually starts about two weeks after the scoping call, and a dedicated team takes two to four weeks to start. Full productivity takes longer, about 30 to 60 days for a specialist and 60 to 90 days for a team. Timelines at other providers vary, so ask for a written schedule.
Freelancers vs offshore teams comes down to the shape of the work. A freelancer fits a short, well-defined project, and a dedicated offshore team fits ongoing work that needs continuity, daily supervision, and secure handling of company data. This guide compares both models side by side, shows where freelancers are the better call, and gives you six questions to settle the choice.
A freelancer is an independent contractor you engage for a project or by the hour, and an offshore team is a group of full-time employees managed by a provider overseas who work inside your tools under your direction. The first model rents skills for a task, and the second builds capacity for a function.
The most significant difference is who employs the person doing the work. With a freelancer, you hold the contract, the availability risk, and the supervision. With KDCI, the specialists are KDCI employees dedicated to one client, and you direct the daily work.
Freelancers often cost less up front for a single task. The other rows show where that saving can shrink: supervision time, missed handoffs, and restarting the search when someone leaves.
A fixed-scope project is the clearest case for a freelancer. Freelancers also suit specialist one-offs and work too small to keep a full-time person busy.
Offshore staffing asks something of you: weekly feedback from someone on your side, and a process that exists outside one person's head. If neither is true yet, start with a scoped freelance project and write the process down first.
The biggest reason is that the provider becomes the employer, which moves employment, supervision, and cover off your desk. KDCI's offshore staffing service works this way.
A dedicated team earns its place when the workload is steady enough to keep full-time people busy.
Scope is the most important of six questions that settle most decisions. Answer each one on its own, then count which side your answers favor.
Ask whether the work has a finish line, such as a logo or a one-time audit, or a queue that refills every morning, such as an accounts payable backlog or a support desk. A finish line favors a freelancer, because the engagement ends when the deliverable ships. A refilling queue favors a dedicated team, which keeps the same people on the work day after day.
Under 10 hours a week, a freelancer or project-based vendor is the right size, and KDCI's own guidance is that a full-time hire is too much for that volume. Above 10 hours, the work can keep a full-time person busy, which is where a dedicated specialist or team starts to make sense.
Think about how fast someone must respond when something breaks. A freelancer who serves several clients may reply after your deadline, while a person assigned only to your business and working in your hours can answer inside your day.
Every remote worker needs someone on your side to set priorities and review output. For a single remote hire, plan for about three to five hours a week of real supervision in the first two months. On a dedicated team, a KDCI team lead runs the daily queue, so your time goes to priorities and results.
List the information the person will touch, such as customer records, financial details, or unreleased work. The more sensitive the list, the more you need managed devices, NDAs, least-privilege access, and a signed contract, and a freelancer on a personal laptop can give you less control over each.
Onboarding a team takes time, so a short engagement may not repay the setup. Work that runs six months or longer, or a function you are scaling, repays that setup, and KDCI describes dedicated teams as best for scaling a function over 6+ months.
Budget matters too, so compare the total cost of each arrangement, including your own supervision time, and ask for a written quote before you sign. Three or more answers on the dedicated-team side usually point to an offshore team. Mixed answers often mean a freelancer can run the first project while you document the process.
The most important habit is a weekly check-in, because remote teams fail from slow feedback long before they fail on skill. Pair it with clear KPIs for each role and a written process for recurring tasks. For the full setup, read how to build an offshore team in the Philippines.
Whether the work is a single project or a standing function, the right model is the one that matches how the work actually flows. Start with the six questions, and be honest about how much supervision your side can give.
Tell us the roles and the work you need done. We'll send a shortlist, a start date, and a fixed monthly price, usually within five business days. Next step: Book a discovery call or See engagement models.
No. A BPO company usually sells an outcome or a volume of work, so you cannot choose the people or change how the work gets done. An offshore team gives you named full-time staff who work inside your team under your direction.
Yes. KDCI offers two engagement models: one dedicated full-time specialist who works under your manager, or a dedicated team with a KDCI team lead. A single specialist suits one clear gap when a manager on your side has time to direct the work.
KDCI teams work in your hours, with your tools and channels. They join your meetings and workflows, and KDCI handles shift schedules, leave planning, and absence cover.
Yes. A freelancer can cover a short specialist project while the offshore team handles the steady daily queue.
Most operations leaders who decide to outsource call center services to the Philippines aren't short on options. They're short on a way to compare them. Every provider promises trained agents, 24/7 coverage, and quality reporting, and the proposals start to look the same.
What actually separates a phone operation that holds up from one that has to be rescued in month four is decided before the contract: how well you mapped your calls, which operating model you picked, and what you wrote down about quality. This guide walks through those decisions in order, for COOs and customer operations leads who own the result.
Three practical reasons come up again and again, and each one is checkable.
Data handling is also governed locally: the Philippines' Data Privacy Act of 2012 covers personal data and is enforced by the National Privacy Commission. That's a baseline, not a substitute for the controls you'll ask each provider to prove.
Most providers fall into one of two models. Neither is wrong; they fit different jobs.
If your call center outsourcing in the Philippines needs product depth, account history, or judgment, the dedicated model usually performs better over time. This is because the knowledge stays with people who only work on your account. For the same decision across email, chat, and social, see how to outsource customer service to the Philippines.
Write down every call type you handle, then sort them:
For each type, record volume by hour and day of week, average handle time, seasonal peaks, and which calls must stay in-house. Examples of this include: regulated decisions or high-value escalations. This one document drives headcount, shift design, and the quotes you'll compare.
Use the table above to pick a model. Then decide coverage:
Many teams start with after-hours support and widen scope once quality holds.
New agents can only be as good as what they're given. Before launch, collect:
If the process lives in one person's head, write it down first. No provider can train a team on knowledge that isn't documented.
Ask every finalist the same questions so the answers are comparable:
For outbound programs, also confirm how the provider handles consent and Do Not Call rules. A dial without proper consent is a TCPA exposure, and the liability usually comes back to your brand. If you want a starting list of providers, see the best call centers in the Philippines.
Pick five to seven key performance indicators and write targets for each:
Then set the reporting rhythm (weekly at launch, monthly once stable) and capture it in a service level agreement. It should also include the minimum term, replacement terms, data handling, and ownership of call recordings and work product.
Plan the launch in stages:
Don't skip the gate in step four. A rushed go-live is the most common reason a new team loses customer trust in its first weeks.
The first three months set the habits. Hold a weekly review that covers the metrics, five or six recorded calls, and the top new call reasons. Score a sample of calls with your own reviewers alongside the provider's, so both sides grade calls the same way. The same principles behind managing offshore teams apply here: clear priorities, regular feedback, and treating agents as part of your team.
Costs depend on the model, call complexity, hours, languages, and compliance needs, so compare quotes on the same basis. The main pricing structures are:
Whatever the structure, compare the fully loaded cost: wages, benefits, equipment, workspace, supervision, quality monitoring, and any setup or seat fees. A low hourly rate means little if turnover or missed service levels erode it. For a related breakdown, see what it costs to outsource help desk services.
KDCI places full-time specialists and dedicated teams who work only on your account, rather than a share of a shared floor. Candidates are pre-vetted via an internal skills assessment confirming deployment readiness, and you interview the shortlist and choose your team. KDCI then employs, equips, and supports the team in the Philippines while you set the priorities.
Placement is as fast as 2 weeks for junior roles and 4 to 6 weeks for senior roles. A team of 3 to 15 or more seats typically starts in two to four weeks and reaches full handover in 60 to 90 days. Our team leads run the queue, and cross-training covers absences. The minimum engagement is 3 to 6 months, with a free 30-day replacement if the fit is wrong.
It’s worth noting that we may not be the right fit if no one on your side can give the team weekly feedback. The same goes for if you need someone to design the support function from scratch.
Every candidate is assessed for skills, experience, communication, and role fit, and is skills-tested and reference-checked before you see them. You also get their test results and work samples. For phone roles, these are the signals worth checking in those samples and in your own interviews:
A screened shortlist still deserves your own questions. These test judgment, not memorized answers:
Most clients start with one specialist and move to a team within a year, and the question worth settling early is which queue goes first. If you're weighing that now, Book a call and we'll scope it with you, or see how a dedicated customer service and sales team works.
It varies by provider and program size. With KDCI, placement is as fast as 2 weeks for junior roles and 4 to 6 weeks for senior roles, and a dedicated team typically starts in two to four weeks and reaches full handover in 60 to 90 days.
Yes. Because Manila is 12 to 16 hours ahead of the continental United States, a US daytime shift is an overnight shift in the Philippines, and the hours are agreed during scoping.
Ask each provider for evidence of managed devices, NDAs, least-privilege access, secure offices, and how call recordings are stored. KDCI uses all four of those controls, assigns IP to you from day one, and is PEZA-accredited and an IBPAP member, but it doesn't hold SOC 2 or ISO 27001 certification, so ask any provider for the reports you need.
Terms vary by provider. KDCI's minimum engagement is 3 to 6 months, with a free 30-day replacement if a team member isn't the right fit.
It depends on the model, hours, call complexity, and compliance needs. At KDCI, we charge a fixed monthly fee per seat covering salary, statutory benefits, equipment, workspace, recruitment, security, and management. Contact us to request a quote for your outsourcing needs.
Retailers are on track to add about 450,000 seasonal workers in the fourth quarter of 2026, down slightly from 461,500 in 2025. Challenger, Gray & Christmas expects retailers to turn to automation, current staff, and on-demand labor before they add seasonal hires.
Shopper demand has held up. August 2026 retail sales rose 1.2%, and every one of those orders can turn into a question in your chat window. Online chat customer service is where that pressure lands first.
This guide gives you six steps to outsource chat support, each one feeding the next. It works whether you staff in-house, outsource live chat support, or mix both. The goal is a chat team that resolves issues in the first conversation.
Live chat outsourcing works as a sequence, because each step below sets up the next. Work through them in order and you finish with a staffing plan you can run in-house or hand to a provider.
Set the reopen rate target first: the share of chats that return within a fixed window after an agent marks them solved. Pair it with first contact resolution, first response time, and CSAT so the team works from one scorecard from day one.
Deflection counts a customer who gave up the same as one who got help. Reopen rate separates the two, because a customer with a wrong answer often writes in again. Put it at the top of the dashboard before the first outsourced agent takes a chat.
Build the forecast around your busiest hour, because that single hour sets how many agents you need. Gather five inputs from your helpdesk and your marketing calendar:
Retail sales rose 1.2% in August while several of the biggest retailers held back their seasonal hiring announcements. Volume and headcount are moving in different directions, so plan to build your peak bench yourself.
Agents on shift equal chat workload divided by concurrency and occupancy, and scheduled agents add shrinkage on top. Here is the formula:
Agents on shift = (chats per hour × handle time in minutes ÷ 60) ÷ concurrent chats per agent ÷ target occupancy
The example below uses assumed values. Replace them with your own data.
Concurrency is the lever that hides reopen risk. Moving the example from two chats per agent to three cuts agents on shift from 10 to 7. That saving looks good until it reopens, so change concurrency one step at a time and watch the reopen rate for a week before you change it again.
Give AI chat agents the repeatable, low-risk questions and give trained people every chat where a wrong answer costs money or trust. Use this split as a starting point for an ecommerce chat queue:
Judge the AI layer by reopen rate. Deflection counts every chat that never reached a person, including the customers who gave up. Handoffs shape that number: pass the full transcript to the agent, and write human-in-the-loop escalation rules that name who picks up each chat type and how fast.
Choose dedicated agents when chat volume stays steady through the year, a shared pool when peaks arrive in short bursts, and per-resolution pricing only when you can define "resolved" tightly. Each model changes how you pay and what you need to watch.
For retail and ecommerce brands with sharp seasonal peaks, a hybrid is the model to test first: a small dedicated core that learns the catalog, plus a flexible layer for peak weeks.
Managed live chat works best in this shape when the core team trains the flexible layer on your policies before the first peak day.
Ask every provider for its reopen rate by chat topic, because that one request shows how it runs the floor. When you outsource live chat support, these questions tell you more than any case study page. Put them to two or three shortlisted chat support services providers:
Ask for two reference calls with brands of your size and peak profile. A provider with strong operations answers these questions with data on the first call. Vague answers show how the same team will report during peak.
Start the pilot at least six weeks before Black Friday, which falls on November 27 in 2026. Use this schedule as a template:
If your calendar is already inside six weeks, narrow the pilot to one chat topic and keep your in-house team as the backstop through peak. The sequence stays the same and only the scope shrinks. Score outsourced and in-house chats on one shared scorecard so the comparison stays fair.
Staffing to the average hour is the costliest mistake, because the busiest hour decides the customer's experience. The other four are easier to spot once you know them:
Peak season rewards the teams that decide early. A forecast, a staffing formula, a clear bot handoff, and a weekly look at reopened chats give you a plan you can adjust as the numbers come in. Teams that watch these through peak know within hours whether the plan is working.
Tell us about your chat volume, your busy hours, and what you want to do for your business. Book a free call and we'll help you build a better way forward. No pressure. Just a helpful conversation.
It can be, when access follows the same rules as your own staff. Ask for role-based permissions, no admin rights, masked payment details, and a written process that removes access the day an agent leaves. Put these terms in the contract and check them during the pilot.
Convert every quote to a cost per resolved chat. Divide the total monthly bill by the number of chats that stayed solved after the reopen window closed. A lower price per chat can cost more once repeat contacts are counted.
Yes. KDCI's agents work in tools including Zendesk Chat, Freshchat, Gorgias, HubSpot, Intercom, LiveChat, Tidio, and Drift. If you don't have a tool yet, the team can help you choose one.
Yes. Chat agents can handle pre-sale questions on sizing, shipping, and stock, along with order tracking and account help. Set offer rules in your playbook so product suggestions only come up when they help the customer.
KDCI offers a free 30-day replacement if the fit is wrong.
Outsourced IT support means an outside team handles some or all of your company's day-to-day IT work: the help desk, account and device administration, systems monitoring, and parts of security. It usually starts with a coverage problem. Tickets pile up after 6 p.m., nobody watches the systems on weekends, and the one person who knows the network is on leave. This guide explains what outsourced IT support is and what it covers, then walks you through six steps to set it up. You can use it whether you hire a provider, a dedicated team, or neither.
Outsourced IT support is IT work your company needs done but doesn't staff fully in-house. An outside partner provides the people, and sometimes the processes and tools, to handle it. It can take over one gap, such as weekend coverage, or run most of your day-to-day IT while your own IT lead keeps strategy and security policy.
It's delivered in two main ways:
Outsourced IT support is for your employees and your systems. If the support you need is for your customers, that's a different service. Look at customer support teams instead.
The six steps below take you from "we need help" to a working arrangement. Do them in order, because each one feeds the next:
By the end, you'll have a written scope, a coverage plan, and a set of requirements you can hand to any provider.
Start with the work, not the provider. The provider guides we reviewed group the work into roughly five areas. Write down which ones you need, and answer the question in the right-hand column for each, because those answers become your requirements later.
Keep two lists as you go: work you're ready to hand over, and work that stays with your own IT lead. Decisions about IT strategy, budgets, and security policy usually belong on the second list. Deel, which sells IT services, suggests the same split: keep strategy and governance in-house, and hand off repeatable operational work first.
Most guides mention 24/7 coverage in a line. It deserves its own step, because it's often why companies start looking in the first place. It comes up on our own sales calls, too: prospects ask how to cover extra shifts, weekends, and other time zones.
Pull three months of ticket timestamps and look for the gaps. You'll usually find one of three patterns:
Then do the math honestly. A week has 168 hours, and one full-time person works about 40 of them. Covering every hour of every day takes more than four full-time people before you account for vacations, sick days, and handovers. Any provider that promises 24/7 coverage should be able to tell you who works each shift and who covers when someone is out.
If the team sits in a different time zone, your business day may be their night shift. The Philippines, for example, runs on UTC+8 with no daylight saving, so US Eastern business hours fall on a Philippine night shift, as our Why the Philippines page explains. Ask how the provider staffs those shifts, pays for them, and keeps people on them, not just whether they can. Ask about local public holidays, too.
"IT outsourcing" covers two very different ways of working. Knowing which one you want saves weeks of mismatched sales calls.
Most of the top search results we reviewed come from managed service providers, and they describe the first column. Their pricing is typically per user, per device, or per hour, as guides from Be Structured and Simply Contact, both of which sell IT support, lay out. That model works well when you need broad skills at low or uneven volume.
The second column is a staffing model. You get full-time specialists who join your tools, meetings, and ticket queue, and your IT lead directs them. It works best when the volume is steady and the systems are complex enough that the same people should learn them over time.
Be honest about the limits of each. A dedicated specialist isn't worth it if the work is only a few hours a week. On the other side, a shared help desk can struggle when every ticket needs knowledge of your specific setup. The two can also work side by side: a provider for overnight monitoring and dedicated specialists for daytime support.
Whoever handles your IT support will have keys to your systems. Agree on the rules before access is granted, not after.
Also check which data privacy law applies where the team works. For teams in the Philippines, that's the Data Privacy Act of 2012, supervised by the National Privacy Commission.
Outsourced IT doesn't remove accountability. It changes how you track it. Put these four things in writing:
Don't switch everything over on a Monday. Start with one function, one shift, or one office, check that the service rules hold, then expand.
Before day one, hand over what the team needs to work without guessing: runbooks, system diagrams, an asset list, vendor contacts, and a few weeks of recent tickets so they can see what normal looks like.
Then plan for supervision. Even skilled people need direction while they learn your environment. For a single remote hire, our own guidance is to plan for three to five hours a week of real supervision in the first two months: setting priorities, reviewing work, and giving context. The load drops after ramp-up, but it's the part that makes the rest work.
There's also a bigger pool to draw from than many buyers expect. The Philippine IT and business process industry ended 2025 with about 1.9 million workers, according to industry group IBPAP, as reported by the Inquirer. Which roles and skills you can actually fill from that pool is a question to test in your first shortlist.
Most arrangements cover some mix of help desk support, account and device administration, systems monitoring, security operations, and cloud or SaaS administration. You decide which pieces move to the outside team and which stay with your own IT lead.
Yes, as long as coverage is planned as shifts with named people and backup cover. At KDCI, we recruit around your required hours and time-zone coverage and confirm them during scoping.
Limit access to what each role needs, require managed company devices, sign NDAs before detailed scoping, and put IP ownership in the contract. At KDCI, staff work on managed devices in secure offices in Metro Manila, under NDAs and least-privilege access, and all IP is assigned to you from day one.
Not always. A managed service provider runs your IT through a shared team and its own processes, while a staffing model gives you full-time specialists who work inside your tools under your direction.
Ask who will work on your systems, how hours and absences are covered, how response and resolution times are defined, how escalation works, and what happens to your data and access when the contract ends.
If Step 3 pointed you to the dedicated model, that's how we work at KDCI. We recruit skilled Filipino talent for full-time IT and cybersecurity roles to your spec, employ them in the Philippines, and handle payroll, benefits, shift schedules, and leave planning. Dedicated teams are cross-trained to cover each other's absences.
Candidates for technical roles go through a recruiter interview, a technical assessment, and a subject matter expert interview before you meet them. You get 3–5 vetted candidates per seat, with test results and work samples, and you make the final call. Placement takes as little as 2 weeks for junior roles and 4–6 weeks for senior roles.
Each seat is a fixed monthly fee covering salary, benefits, equipment, workspace, recruitment, security, and management, as our pricing page explains. Paid software licenses and pre-approved overtime are billed separately. For an estimate for your roles, request a quote.
Start with one specialist to cover your biggest gap, or a dedicated team with a KDCI team lead if a whole shift is moving. See how our offshore staffing works, or read our guide to offshore outsourcing to weigh the bigger decision first.
Most companies don't go looking for a remote staffing agency because the last one went well. They look because the previous provider was slow to send candidates, hires didn't meet the bar, schedule and communication problems, or a lack of management. Those are the reasons buyers give KDCI's sales team when they explain why they're shopping again.
Engineering leaders raise the same worry in developer forums: what to do with an offshore team that's merely underperforming, now that AI tools are changing what good work looks like.
This list turns those failure points into ten things to check before you sign. Each one comes with the questions to ask and what a good answer sounds like. Use it with any provider, including us.
Slow candidate delivery is usually the first complaint about a past provider. But speed on its own isn't the goal. A stack of résumés in two days costs you more interview hours than three strong candidates in a week.
Ask:
A clear timeline and breakdown that indicates the reliability of remote staffing agencies gives you a specific window, a small number of candidates, and proof you can judge: test results and work samples, not just a résumé. Be wary of one timeline quoted for every role. Senior hires take longer everywhere.
At KDCI, you receive 3–5 vetted candidates per seat, with test results and work samples. A shortlist, start date, and fixed monthly price usually arrive within five business days. Placement takes as fast as 2 weeks for junior roles and 4–6 weeks for senior roles.
"Rigorous vetting" means nothing until the agency names the steps. You want to know who runs each stage, what the assessment actually tests, and where you come in.
Ask:
A trustworthy answer sounds like a process, not a promise. For technical roles, KDCI runs four stages:
The principle behind it: "Skills-first matching hires for what people can do, not where they have been."
Some providers fill seats from whoever is already available. That's fast, but it's how you end up with someone who is fine on paper and wrong for your team.
Ask:
A reliable remote staffing agency starts with questions about you. The partners worth keeping learn how your team works, which tools you use, how heavy the workload is, and what kind of person does well with you, before they look for anyone. A remote staffing agency handles a matching job, not a placement job.
KDCI recruits to each client's specific requirements rather than assigning whoever is available. Every engagement starts with a 20-minute scoping call on the role, workload, tools, and shift, and you get a written role spec and an estimated monthly price. You interview the shortlist and decide who joins.
One company that came to us had a previous provider that wouldn't adjust to the hours it needed for customer support. For a support desk, a coverage gap isn't an internal problem. Your customers feel it.
Ask:
Remote staffing agencies you can count on would confirm your hours during scoping, not after the contract. It also names who handles shift schedules and absence cover.
At KDCI, we recruit around your required working hours and time-zone coverage, confirmed during scoping. Teams work your hours with your tools and channels. We also handle shift schedules, leave planning, and absence cover, so gaps don't land on your calendar. See how our process runs from scoping to launch.
Remote teams rarely fail on talent alone. They fail when nobody owns the management. Before you sign, you should know exactly who sets priorities, who reviews output, and who handles performance.
Ask:
An informative answer is specific about the split. We offer two models:
If you go with one specialist, plan for three to five hours a week of real supervision in the first two months. The load drops after ramp-up, but it never disappears entirely.
A trustworthy agency will also tell you when it isn't the right fit. We say so plainly: if no one on your side can give weekly feedback, if the process lives in one person's head, if you need someone to define the function itself, or if the work is under 10 hours a week, a full-time remote hire isn't the answer yet.
Weak communication is one of the most common reasons buyers leave a provider. It usually shows up as silence: no regular updates, no single owner, and problems you hear about late.
Ask:
A transparent answer names a rhythm and a person. At KDCI, that means weekly output reviews with your account manager, monthly performance reports covering output, quality, and utilization on one page, and quarterly check-ins as your needs change. You get one named KDCI contact who is accountable for the account, not a ticket queue.
Every agency will eventually place someone who isn't the right fit, and every team will eventually lose someone. What matters is what happens next.
Ask:
A clear and honest plan and response covers both the guarantee and the side of the candidate. Compare what each guarantee covers, not just how long it lasts.
Our company offers a free 30-day replacement if the fit is wrong. Our dedicated teams are cross-trained to cover leave, illness, and turnover, and handovers include general knowledge and skills transfer. On retention, 92% of original hires stay.
"Mediocre" is a moving target. As AI tools change what a support agent, analyst, or developer does each day, yesterday's solid performer can fall behind without anyone noticing.
Ask:
A specific and useful answer describes structured training the agency pays for, done during work hours. At KDCI, every role now has an AI component and a funded way to learn it, with AI upskilling on company time in prompting, retrieval, automation, and evaluation.
What "good" looks like in a remote role two years from now is still an open question. An agency that trains its people as the work changes gives you a better chance of keeping up with it.
The last check is the least exciting and the most important. Vague terms are where small problems become expensive ones.
Ask:
A comprehensive answer fits on one page. Here is how KDCI answers each:
A polished sales call tells you how an agency sells. How long its clients stay tells you how it delivers. Look for evidence that other companies kept working with the agency after the first year.
Ask:
A valuable answer comes with numbers and names you can check, not just logos on a homepage.
KDCI has placed 700+ professionals across 9 industries, and its largest single-client team is 40+ strong. The average client stays 4 years. One client, Brian Pucinelli, Owner of Avanti Technology, Inc., puts it simply: "I've been working with KDCI for the past 8 years." You can read the details in KDCI's published case studies.
If you'd rather see the market side by side, compare providers in the Philippines using the same ten questions.
It depends on the role and the agency. At KDCI, a shortlist usually arrives within five business days, and placement takes as little as 2 weeks for junior roles and 4–6 weeks for senior roles.
A marketplace gives you access to available freelancers, with no employment, supervision, or continuity behind them. A remote staffing agency like KDCI employs full-time staff who are dedicated to one client and work inside that client's team.
Yes. KDCI shortlists candidates with test results and work samples, and you interview them your way and decide who joins.
Yes. KDCI recruits around your required hours and time-zone coverage, confirmed during scoping, and staff join your tools, meetings, and workflows.
We offer a free 30-day replacement if the fit isn’t right.
At KDCI, we’ve built offshore teams in the Philippines since 2011, for companies hiring one specialist or a full function. Tell us the roles and the work, and we'll walk you through the shortlist, the team setup, and the terms on one call. If you're weighing a move from your current provider, bring that to the call too.
See how our offshore staffing works, then book a call.
Outsourced accounting services cover the recurring finance work a company hands to people outside its own payroll: bookkeeping, accounts payable and receivable, payroll, month-end close, and reporting, often with budgeting and tax support on top. What any one engagement includes depends less on a provider's service menu than on how clearly you scope the work before you sign.
That scoping matters more this year because finance talent is hard to hire. In Advancetrack's 2026 Accounting Talent Index, a vendor survey of about 500 accounting firm leaders, 73% said they were turning away potential clients because they lacked staff. Corporate finance teams feel the same pressure: in the Controllers Council's 2026 Corporate Finance and Accounting Talent Study, 46% of respondents reported minor shortages of finance and accounting talent and 15% reported significant ones.
This guide walks you through six steps to define what you need, choose how the work gets done, and hand it over without disrupting your close.
Start with the work, not the provider. Pull the last three months of finance tasks and note which ones repeat every week or month, how long they take, and which ones slip when someone is out or the volume spikes.
Most outsourced accounting services group that work into a handful of areas. For each one, measure the few things that decide how much help you need.
Once you have those numbers, the shape of the help usually becomes clear. A high-volume queue calls for processing capacity. A slow close calls for someone who can review as well as process. Two neighboring areas, such as bookkeeping and AP, are often covered by one person in a smaller finance team.
The two terms get used interchangeably, but they cover different depths of work. Outsourced bookkeeping records what happened: transactions, ledgers, and reconciliations. Outsourced accounting builds on clean books with the month-end close, financial statements, and reports your leadership team can act on.
If your books are behind or inconsistent, outsourced bookkeeping services come first. Reporting is only as reliable as the ledger underneath it.
Not everything should move. Keep these with your own team:
What moves well is the rules-based work with a steady queue: data entry and reconciliations, invoice processing, collections follow-up, payroll preparation, and recurring reports. A useful test is whether you could write the task down as a checklist. If you can, someone else can learn it. If the process only lives in one person's head, document it before you hand it over.
There are two common ways to buy outsourced accounting. You can engage an accounting firm that completes the work with its own staff and process, or you can add dedicated full-time specialists who work inside your systems under your direction. KDCI uses the second model, so the comparison below is written to help you choose, not to rule one out.
If you choose dedicated specialists, there is a second decision: how many and who leads them.
With KDCI's offshore staffing model, an individual specialist (one or two people) takes daily direction from your finance lead, while KDCI handles employment and performance. A dedicated team of three or more comes with a KDCI team lead who runs the queue, with cross-training so absences are covered. Most clients start with one specialist and move to a team within a year.
The model has limits worth knowing. If the work is under about 10 hours a week, or no one on your side can give weekly feedback in the first quarter, a full-time hire isn't the right fit, and a project-based arrangement will serve you better.
This is the question finance leaders ask most often, and it is worth getting in writing from any provider. With KDCI, the setup works like this:
KDCI doesn't publish rates, because they depend on that mix. You can request a quote for the roles you scoped in Step 1. Whichever provider you talk to, ask the same three questions: what triggers a change in the monthly fee, who pays for accounting software licenses, and how overtime is approved.
Accounting work is only as good as the accuracy of the person doing it, so ask any provider to show you its testing, not just describe it. Three questions do most of the work:
With KDCI, you receive 3 to 5 vetted candidates per seat with their test results and work samples, and you interview them your way.
A practical first step: before your interviews, prepare one short exercise in your own platform, such as reconciling a sample account or coding a batch of invoices. It shows you how a candidate works, not just what their resume says.
These candidates come from a deep pool. The Philippines' IT-BPM industry ended 2025 with about 1.9 million workers, according to IBPAP, which is one reason companies build finance teams in the Philippines. Bednark's CFO, Neil Sempio, describes the KDCI team supporting his company as "truly committed to supporting our financial operations."
Most companies look for accounting help when the backlog is already growing: a forecast peak, a tax season, a year-end close. The timing is the trap. A team added in the middle of the rush arrives too late to absorb it.
Work backward from your busiest month:
Put together, starting a quarter before the rush gives your new team time to learn your chart of accounts and reporting calendar before the volume arrives.
During the handover, set up access the way you would for any new finance hire: named logins, permissions limited to the tasks in scope, and payment release kept with your own approvers. On KDCI's side, staff work on managed company devices under NDAs and least-privilege access, and all work products are assigned to you from day one. Then plan for weekly feedback in the first months. It is the single biggest factor in how fast a remote team becomes reliable.
Once the scope is clear, the harder question is usually which queue to hand over first: the one that's growing fastest, or the one your team most wants off its plate. The answer will be different for every finance team.
Common signals are a queue that refills every day, a month-end close that keeps slipping, or a busy season your current team can't absorb. If the work is under about 10 hours a week, a project-based arrangement usually fits better than a full-time hire.
Outsourced bookkeeping records transactions and reconciles accounts. Outsourced accounting builds on that with month-end close, financial statements, and reporting your leadership team can act on. Most companies need clean bookkeeping first.
With KDCI, a fixed monthly fee per seat covers salary, statutory benefits, equipment, workspace, recruitment, security, and management. Paid software licenses and pre-approved overtime are billed separately. Rates depend on role, seniority, and shift, so you request a quote for your setup.
With KDCI, placement can be as fast as 2 weeks for junior roles and takes 4 to 6 weeks for senior roles. A single specialist usually reaches full productivity 30 to 60 days after starting.
Keep approvals, payment release, and final sign-off on the close with your own team. Recurring, rules-based work such as reconciliations, invoice processing, and payroll preparation moves well.
If you've scoped the work and want dedicated full-time specialists for it, see how KDCI builds accounting and finance teams in the Philippines. For the step-by-step on how engagements run, see how it works.
What started out as a few agents, has grown into an invaluable partnership with KDCI. With more than 40 team members, we are lucky enough to count as part of our Cedar Family. Thank you so much KDCI for making our Company better!
We have found KDCI to be a consistently reliable partner, always willing to ‘go the extra mile’ to ensure our valued customers receive the best possible service.
KDCI plays a very important role in our catalog and content operations. They are responsive, kind, and always willing to help us as much as possible. We have been working together for more than 4 years, and we hope our partnership will be even more fruitful in the future.
Having collaborated with KDCI.co for our creative needs, I can confidently attest to their unparalleled expertise and dedication. Their team consistently delivered innovative solutions that not only met, but often exceeded our expectations. Their professionalism and attention to detail are commendable.
KDCI were able to grow with us with any future requirements. We have a lot to do when it comes to our business, and everytime we come back, they're right there with us and able to deliver.
KDCI's team has been instrumental in helping us not only modernize our platforms but also increase the experiences for the customer, and to deliver on the tsunami of content that came their way.
We had a lot of difficulty finding qualified talent in the United States. Honestly, I don't think we had thought about outsourcing at all as a potential option, but we were very open to it once we heard about it. We love our KDCI team. They're just like a regular part of our team, it's just that they're thousands of miles away.
It's been five years since we started working with KDCI, and it just keeps getting better and better. We've grown together and achieved a lot of shared success. Overall, they're incredibly professional yet fun to work with. We are incredibly happy to have found them.
We're so glad we partnered with KDCI to develop a unique platform that delivers personalized customer experiences without compromising functionality or security. It was an amazing experience, I won't hesitate to start another project with them again.
