Your Offshore Capability. Without Becoming an Offshore Operator.
End-to-end support for U.S. CPA firms setting up or scaling a Global Capability Center. We recruit, train, and manage your dedicated offshore team — or run the operations under a fully managed model where you get the capacity without the operational overhead.
GCC engagements built for CPA firms ranging from 25 to 500+ U.S. headcount.
We are a proud member, of the:
- Association of Accredited Small Business Consultants
- A+ rated Member with the BBB of Arkansas
Most offshore builds fail. Not because of the model — because of how they're built.
CPA firms that have tried to build offshore teams know the failure modes. The wrong country choice. Recruiting through agencies that don’t understand U.S. accounting. Training that takes nine months and still produces inconsistent output. Attrition that wipes out the team by year two. A manager in India who reports to a partner in Chicago and neither side really runs the operation.
The model isn’t broken. The execution usually is.
PASglobexa runs the build for you. We’ve done it dozens of times. We know which roles to staff first, how to design the training, how to embed your firm’s standards, and how to retain staff past year two. You get the strategic upside of a GCC without the operational drag of building one yourself.
Two models. Both deliver real offshore capacity.
Managed GCC (Fully Outsourced Model)
Build-Operate-Transfer (BOT) Model
GCC Strategy & Design
Recruiting & Talent Sourcing
Training & Ramp-Up
Operations & Performance Management
Retention & Career Pathing
Compliance & Infrastructure
For Firms Ready to Build an Offshore Capability
For Firms That Want Eventual Ownership
For Firms Already Running an Offshore Team That Isn't Working
Why CPA firms partner with PASglobexa for GCC builds.
- 1. Operational track record, not theory.
We’ve built and run offshore accounting teams since long before “GCC” was a marketing term. The playbook is from real builds — what works, what doesn’t, what to never do.
- 2. Right-sized for your firm.
We staff 5-person teams and 50-person teams. The right size is the one that matches your work pipeline, not the one that fits our economics. We’ll tell you if a GCC isn’t the right move yet.
- 3. Retention designed in.
Compensation benchmarked above market. Career paths and certifications. Real promotion structures. Our retention metrics are above industry norms because we treat it as a system, not an afterthought.
- 4. Quality oversight that you see.
Monthly performance reviews. Quality audits on output. Productivity benchmarking. You get the operational visibility a partner needs — not just a monthly headcount invoice.
- 5. Optional, defined ownership transfer.
If you choose the BOT model, the transfer is documented from day one — milestones, criteria, timeline, transfer mechanics. No ambiguity about what becomes yours and when.
From decision to operational GCC — typically 3 to 6 months.
Step 1 — Strategy Workshop (2 weeks)
Discovery on your firm’s pipeline, work mix, and capacity gap. Country and city selection. Initial role design. Engagement model recommendation (Managed vs BOT).
Step 2 — Build Design (3–4 weeks)
Detailed org structure, role JDs, salary bands, training curriculum, infrastructure plan, compliance setup, and a phased ramp-up plan. Sign-off before any hiring.
Step 3 — Recruit & Onboard (8–16 weeks)
Targeted recruiting, screening, interviews (you participate for senior roles), offers, and onboarding. Training runs concurrent with recruiting for later cohorts.
Step 4 — Go-Live & Ramp
First cohort goes live on real work after structured training. Additional cohorts ramp on a defined cadence. Operational reporting begins from week one.
Common questions before firms and CFOs sign on.
What's the minimum size for a GCC to make sense?
Economics typically start working at around 5 dedicated FTEs. Below that, a standard white label engagement is more cost-effective. We’ll tell you in the scope call which model fits your firm’s stage.
What's the difference between a Managed GCC and your white label team?
White label is shared-resource capacity that delivers work under your brand. A Managed GCC is a dedicated, scaled offshore operation built specifically for your firm — typically 10+ staff, with your own physical or virtual team, training program, and operational structure. Managed GCC is for firms that have outgrown white label and need scale.
Do GCC staff work exclusively on our firm, or are they shared?
GCC staff are dedicated to your firm. That’s the defining feature versus white label. They train on your processes, your software, your standards — and they work on your engagements, period.
What does this cost?
Managed GCC pricing is typically all-in per-FTE per month — covering salary, infrastructure, training, management, and operations. Pricing varies by role seniority and location, generally 40-60% of equivalent U.S. cost. We provide specific numbers in the scope call.
If we go with BOT, when do we actually own the team?
Standard BOT timelines are 18–24 months. Transfer is on a defined date with documented milestones — staff become your direct employees, infrastructure transfers, and PASglobexa typically continues in an advisory role for 6 months post-transfer.
How do you handle attrition and replacement risk?
Replacement is on us, not you. If a team member leaves, we backfill from our continuous recruiting pipeline with a warm handover from the departing member. Our retention rates are above industry norms specifically so replacement is rare — but when it happens, we own the continuity.
An offshore capability your firm actually owns the upside of.
Book a GCC strategy call. We’ll review your firm’s pipeline, the capacity gap you’re facing, and which engagement model — Managed, BOT, or none yet — actually fits where you are.