The most common reason a first offshore hire underdelivers isn't the person — it's that they were given the wrong work to start with. A simple framework sorts what should move first from what should stay.
Offshore first: the four green lights
Move tasks that are repeatable (they happen regularly the same way), process-led (there's a clear method), system-based (done in software, not in person), and measurable (you can tell if they're done well). Bookkeeping, data entry, invoice chasing, inbox management and scheduling all tick these boxes.
Offshore later: build up to it
Work that needs context, relationships or your conventions — customer accounts, nuanced correspondence, anything bespoke — can move once the hire knows your business. Start them on the green-light work, then expand as trust builds.
Keep in the UK: the red lines
Judgement-heavy decisions, anything requiring physical UK presence, work needing professional certification, and final authority on money or contracts. These don't move — not because of location, but because of the judgement or presence involved.
The practical starting point
List your team's tasks, score each against the four green lights, and start your offshore hire on the highest-scoring, highest-volume work. You'll free the most time fastest and build confidence for everything that follows.
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