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Outsource Your Jobs to VE to Boost Your Business

ve overcomes pitfalls of outsourcing

Outsourcing can fail for a wide variety of reasons. is not only acutely aware of the pitfalls of shipping your work to an offshore location but also how to overcome them.

We implement the following crucial measures to make sure that shipping jobs becomes a success:

Mindset and Approach

When you are sending away your company’s work to be done thousands of miles away, even the slightest glitch can have escalating repercussions, resulting in a chain reaction of multiple errors and, ultimately, magnified levels of inefficiency. We believe success can only be achieved by providing quality and efficiency, which results in cost-effective results for the client. Therefore, from the very outset, we focus on providing an excellent service as opposed to focusing on cutting corners in an attempt to illegitimately maximize profits. We believe our success as a company will take care of itself provided we remain focused on and take care of our client’s success. This is why we are able to resist the temptation to provide an inadequate service and entice clients with unfeasibly low costs. We believe this would not only result in failure for our clients but also for our organization.

Our strategy and approach is thus based upon the mindset that our client’s success is our success.

Our primary objective at all times is to achieve quality, efficiency, and cost-effectiveness. Many companies do not understand this mindset or approach so cutting corners is the norm for them. Hence wrong approach and strategy lead to failure.


Providing a professional service and ensuring all staff working with the client conduct themselves in a professional manner is a crucial but often discarded prerequisite to making job shipping a success.

Many vendors fail to appreciate that even if their staff are talented and work dedicatedly, they cannot afford to let unprofessional conduct to creep in. Lack of professionalism can make job shipping a tedious and time-consuming process.

We uphold professional values at all times as we know their positive impact.

Hiring the right employee

The most important factor behind successful outsourcing is the obvious one – to hire the right employee. If the employee you hire does not have the right qualifications, experience, motivation, ability, or work ethics, inevitably they will be unable to produce the results you require.

We have devised a very stringent and rigorous dual HR screening process to ensure that you recruit the right employee for your requirements.

Our recruitment team

A team of individuals work together collectively to recruit and shortlist candidates for a client.

  • The senior recruitment manager supervises the Team Leads (TLs) and all the recruitment teams.
  • Technical project consultants ((Engineers/M.Tech/B.Tech/BE/Domain Experts) are senior in-house employees who have a skill set similar to what the client seeks in an employee. TPCs are thus able to play a key role in assessing the skills and technical ability of candidates. Furthermore, if required, they also possess the technical know-how to liaise with the client if a better understanding of the client’s job description or project is required.
  • Client account managers co-ordinate between the client and the recruitment team.
  • Team leads guide recruiters and are specialists in Human Resource management and have more than 5 years of experience in recruitment.
  • Recruiters are MBAs who specialize in Human Resource management and locate potentially qualified candidates.

We understand your requirements

Step 1: The initial source of contact between our organization and the client is with one of our client account managers, who communicate with the client to discuss the vacancy and explain our business model to them.

For any position that a client wants to fill we ask for a detailed job description. Such in-depth information from the client is crucial for they are the most informed as to the type of employee they require. Accordingly, more information from the client makes it easier for us to recruit the most qualified candidate as per the client’s wishes.

If there is any missing or insufficient information, a client account manager contacts the client for filling in the gaps. We do not make any presumptions with respect to the type of employee a client wants to hire. Hence we do not commence our recruitment process until we have all the necessary job description information.

Step 2: Once the client account manager has all the necessary information and has spoken to the client, the job description is passed onto the senior recruitment manger. Prior to commencing the recruitment process, the recruitment department will review the job description passed to them from the client account manager.

Depending on the position for which a candidate will be sourced, a meeting between some or the entire recruitment team will take place. If required, technical project consultants will help to explain what skills and experience an individual needs to work on the client’s project. During the meeting the technical project consultant or team lead also assess whether they require more job description-related information. If so the client account manager/team lead/TPC will speak and convey their questions to the client. A recruiter, team lead, and technical project consultant may also be involved in any required research into the position. Once the job description is clarified and the recruitment team has discussed the position in detail, the recruitment process then commences in full swing.

Our candidate screening

Step 3: Recruiters, guided by team leads, commence the screening process by scrutinizing candidates’ resumes. The recruiters look for resumes that match the vacant job position in terms of qualifications, experience, and expertise.

Step 4: From the screened resumes, those candidates who match the position undergo a telephonic interview. During the telephonic interview, once again recruiters screen the candidates’ suitability for the said position.

Step 5: Those candidates who pass the telephonic stage of screening are invited to our office for a face-to-face interview by the recruiter. Candidates may also undergo a second interview with a team lead and be assigned a technical test at this stage. Candidates that pass the recruiter/team lead interview phase are then more rigorously technically assessed with more interviews and tests by technical project consultants. Team leads may also perform preliminary background checks, discuss employment terms, and explain our documentation process to any candidates that are approved by the technical project consultants. Following this, the resumes of those candidates who passed our screening process are finally submitted to the client.

Client’s candidate screening :

Step 6: Following the face-to-face interviews conducted by our recruitment team, the best resumes are then submitted to the client who accordingly reviews them.

Step 7: From the resumes received, the client selects the candidates they would like to interview and/or test, (we advise all clients to interview candidates before they decide to hire an individual). A client can also request to review more resumes at this stage if they wish.

Step 8: Following the interviews and/or test results, the client decides if they would like to hire any of the candidates.

Step 9: When a client confirms they wish to hire a candidate we then submit our contract and invoice. Upon receipt of both, we then complete the documentation process, conduct final background checks, and sign our employment contract with the candidate. It is only when things have been finalized at our end that we ask the candidate to serve notice with their present company if they are currently employed. The joining date of the employee will then be confirmed to the client.

Why our recruitment process is successful

We enjoy a very high success rate because of the dual nature of our recruitment process. Both the client and our organization are closely involved in the hiring process and filter through the best candidates. We never assign to a client an employee that we feel is suitable for the position. Rather, it is the client who gets to select the employee they want to hire.

With us the client has the opportunity to decide if the shortlisted candidates are qualified for the position. We encourage clients to review the resumes, provide tests, and interview the candidates. We allow our client to ask challenging technical questions, assign tests, and review the candidate’s qualifications and experience before deciding whether to hire them.

Ultimately, the client is the best judge of the type of employee they want to hire. This is why we involve the client in the recruitment process instead of assigning any randomly selected employee to them; this is what significantly increases the success rate. The client only hires an employee once they have confidence in his/her ability. If a client has not been impressed by any candidate there is no commitment to hire, and this is why the client’s risk is minimal. With this layered recruitment process, we ensure you hire the right employee—this is fundamental to the success of outsourcing.

Office infrastructure and hardware — efficiency is the key

Popular outsourcing destinations such as India, China, and the Philippines are often crippled by poor infrastructure, frequent electricity cuts and unstable and slow internet access. When working with an employee located thousands of miles away, it is imperative that both parties are equipped with the necessary infrastructure and hardware. If the employee is not, then working remotely with such an individual is likely to be unproductive, if not impossible all together. Equally, if an employee is not equipped with a powerful PC then close collaboration and interaction with an employer is not possible. Unavailability of software and other computer peripherals such as fax, headset, scanner, web cam, printer, and a telephone with local number from your country can also hinder an employee from completing their work or doing so in an efficient manner.

Our office is, however, maintained to international standards in every respect. We are dedicated to providing a quality service for our clients; which is why we have several leased line internet connections, technical support 24 hours a day, new Dell PCs, air conditioning, spacious office desks, backup generators, video conferencing rooms etc… Our office is on par with those you would find in the U.S. or Europe. Without all these facilities, it is simply not possible to work closely with an employee remotely. places a strong emphasis on proper hardware, infrastructure, and a first-class office. This allows us to create an office environment that makes physical distance irrelevant and, thus, you and your employee can work directly together.

Supervision and Management

We allow the client to supervise and manage the employee’s work. Your employees, however, work from our offshore office in India where they are physically monitored and supervised by our HR department and managers. All aspects of outsourcing and employment that a client cannot control remotely are taken care of by us.

Our physical presence enables the following:

  • Professional office working environment
  • Logistical control of your employee
  • Employee accountability
  • Regulation of your employee
  • Positive psychological impact of working from a controlled office environment

The psychological impact that working from a controlled office environment has on performance and conduct cannot be underestimated. Without adequate supervision and management of your employee, outsourcing becomes undisciplined and deregulated which leads to inefficiency, unprofessionalism, and, thus, ultimately poor results. Many clients experience such difficulties when hiring freelancers in foreign countries who work unsupervised from home.

Our management structure ensures employees are held accountable for their results and conduct to both the client and This is a key contributing factor to performance and ultimately the entire outsourcing process.

Dedicated customer service, HR department and managers – 24×7 client support

Many outsourcing vendors fail to uphold their responsibility to provide dedicated client support. Any difficulties or issues a client is experiencing are unlikely to be adequately addressed or resolved. In the case of hiring a freelancer in a foreign country there is almost no client support because there are only two parties – the client and the offshore freelancer. Therefore, should any problems arise there is no third, neutral party to intervene, liaise between the client and employee or contribute to remedying the situation.

We have a high success rate because there are three parties involved in the outsourcing process – the client, the employee and, We are committed in our role and responsibility to provide support and help resolve any issues, concerns or problems a client or employee is experiencing. We monitor the entire outsourcing process at all times and so we are able to identify and resolve potential stumbling blocks before they turn into a problem for the client or employee.

To achieve this, our customer support department is open 24 hours a day. If you have any query or any problem you can, thus, instantly get in touch with us at any time, irrespective of time-zone differences. Furthermore, our senior managers are very experienced in working with clients and managing staff in India. Their experience makes them highly qualified in offering effective solutions and resolving any problems a client may be experiencing. In summary, if a client has any difficulties with their employee, work, or any other outsourcing-related problem, we are present to take care of it immediately.

Similarly, our HR department is present at all times to resolve any issues your remote dedicated employee may be having. Whether their problem is a technical one, is related to their work, or even a personal problem, we are there at all times to provide your employee with assistance.

In short, we take our responsibility seriously to ensure the client is outsourcing successfully and to remedy any problems as soon as (or even before) they arise. If an outsourcing vendor is not committed to providing effective client support, any problems a client experiences may go ignored and ultimately result in failure.

Business Model – Client control

Outsourcing often fails when a client hands over control to a third party vendor that is incompetent. However, we allow our client to be in the driving seat.

Dedicated employees

A Virtual Employee is a dedicated employee who works directly with and exclusively for the client. So, a remote dedicated professional virtually becomes an addition and extension of the client’s local team. The client is always in control, managing and instructing their dedicated employees as they wish.

Offshore office

Furthermore, our office acts as an extension of the client’s local office; our managers are the client’s physical representatives in India. Our managers supervise and monitor the virtual resource in accordance with the client’s instructions. Once more the client is in control of how their employee is managed.

Our office becomes an offshore branch and subsidiary of the client’s local office. From this perspective, the client is actually keeping their work ‘in-house’ and not sending their jobs to an unknown third-party vendor.

Office norms and customs

We provide induction training to all of our employees on ‘working with Western clients’. Observing and being aware of Western cultural office norms and customs makes outsourcing not only easier but also helps the client and their dedicated remote staff to build a stronger rapport and working relationship with each other.


We are consciously aware of why outsourcing fails and what is necessary to make it a success. By having this awareness at all times, we are able avoid the pitfalls of this industry and ensure cost-effective, quality results for our clients. This is what makes us so successful.


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