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The Rise of Nearshoring


The Rise of Nearshoring

Understanding the Appeal of Nearshoring for IT Talent Needs

The IT and technology talent shortage is reaching a crisis point. As demand for skilled tech workers surges, supply constraints at home are making hiring difficult and expensive. This widening gap threatens to hamper innovation and growth across sectors.

Data shows that the global tech talent shortage could reach 85 million jobs by 2030. With roles staying open for months, project timelines suffer.

For companies worldwide, adopting global sourcing and nearshoring models has become mission-critical to access the talent needed to remain competitive. No longer can tech leaders rely solely on local labor pools to deliver.

Nearshoring provides the solution, empowering companies to tap into abundant tech expertise in closer proximity to home offices than offshoring. Leading organizations are pivoting to nearshore staffing to fuel growth and execute strategic initiatives in today’s constrained environment.

What is Nearshoring?

Nearshoring refers to outsourcing operations to third-party providers in close geographic regions with abundant talent pools. It differs from offshoring, which leverages far-away destinations like India and China. Popular nearshore locations include Canada, Mexico, Central America, and Latin America – all within similar time zones.

Advantages Over In-House and Offshore Staffing

Compared to domestic hiring, nearshoring opens access to wider talent sources unconstrained by local shortages. Communication and collaboration are easier than distant offshoring. Nearshoring strikes an optimal balance.

Lower Costs

Nearshore IT professionals often cost 30-50% less than U.S. counterparts with similar skills and experience. Higher output and efficiency also increase value. Nearshoring avoids productivity-draining lags prevalent in offshoring.

Faster Recruiting

Abundant tech talent in nearshore regions reduces hiring times from months to weeks. Rather than awaiting scarce local candidates, roles can be rapidly filled from expansive nearby labor pools.

Time Zone Alignment

Minimal time zone gaps allow seamless collaboration between nearshore and onshore team members. This facilitates effective integration and delivery.

Limited Infrastructure Needs

Companies can leverage providers’ existing nearshore delivery centers rather than building their own offshore captives. This saves costs and lead time.

Enhanced Quality

Top nearshore partners invest heavily in their staff. Robust training and engagement ensure highly skilled teams that excel at the latest technologies.

Optimized for Talent Acquisition Needs

For temporary staffing, nearshoring provides unmatched speed, flexibility, and integration. Teams scale up and down rapidly for project needs. Nearshore consultancies function as integrated extensions of core staff.

The Accelerating Shift Toward Nearshoring

The data shows nearshoring rapidly gaining preference as companies expand globally while needing to remain close to home offices.

For CIOs and tech leaders facing talent gaps, nearshoring represents a vital pathway to access in-demand skills and maximize capabilities. The advantages over onshore and offshore alternatives are clear.

Partnering with an established nearshore provider opens the door to flexible, specialized talent abroad quickly and cost-effectively. Companies can drive innovation and execute transformative initiatives fueled by global tech experts.

As talent needs arise, forward-looking companies have nearshoring in their sights. With a trusted nearshore partner, companies can confidently scale to meet today’s demands and tomorrow’s opportunities. Now is the moment to gain a competitive advantage through a nearshore approach purpose-built for modern tech needs.

Author Bio

Chris Cassidy is the Chief Executive Officer at Mojix, a a leader in real-time, item-level visibility solutions and human capital management for nearshoring IT development services that provide end-to-end business intelligence for supply chains around the globe. Mojix harmonizes data to provide traceability, product authentication and automated inventory management solutions that are built on a high security, scalable SaaS platform.



Everything You Need to Know About Tech Recruiting Platforms

The recruitment landscape is evolving, with technology playing a pivotal role in transforming how companies identify, attract, and hire top talent. Two essential tools for tech-savvy recruiters are candidate sourcing software and applicant tracking systems. This informative, fun, and crisp article will break down everything you need to know about these tech recruiting platforms and how they can supercharge your hiring process.

Candidate Sourcing Software: A Game-Changer for Talent Acquisition

Candidate sourcing software is a cutting-edge tool that helps recruiters proactively find and engage potential candidates for job openings. By leveraging advanced algorithms and extensive databases, these platforms can uncover hidden talent, streamline the search process, and improve the overall quality of candidates.

Key Benefits of Candidate Sourcing Software

Expanded Talent Pool 

Sourcing software can tap into passive candidates who may not be actively seeking new opportunities, giving you access to a wider pool of qualified talent.

Time Savings

 Automating the sourcing process saves time and effort, allowing recruiters to focus on engaging and nurturing relationships with potential candidates.

Improved Candidate Matching

Advanced algorithms can analyze candidate profiles to match them with suitable job openings, ensuring a higher success rate in the hiring process.

Enhanced Employer Brand

By proactively reaching out to candidates and providing a personalized experience, sourcing software can help organizations build a positive employer brand.

Applicant Tracking Systems (ATS): Streamlining the Hiring Process

An Applicant Tracking System, or ATS, is a software solution that automates and simplifies the recruitment process. These platforms manage job postings, screen resumes, track candidate progress, and facilitate communication between recruiters and applicants. By centralizing and organizing recruitment activities, an ATS can save time, reduce human error, and ensure a consistent and efficient hiring process.

Key Benefits of Applicant Tracking Systems

Increased Efficiency

ATS platforms automate routine tasks, enabling HR professionals to focus on higher-value activities.

Enhanced Candidate Experience

 Seamless communication and a streamlined process provide a positive experience for candidates throughout the recruitment journey.

Data-Driven Decision Making

Reporting and analytics features allow organizations to assess the effectiveness of their recruitment strategies and make informed adjustments.

Compliance and Record-Keeping

 ATS systems help maintain compliance with employment laws by securely storing relevant documents and data.

Improved Collaboration

Centralized candidate information makes it easier for hiring managers and HR professionals to access and review necessary information.

Choosing the Right Tech Recruiting Platform

To select the best tech recruiting platform for your organization, consider the following tips:

Identify Your Needs

 Define your organization’s specific recruitment requirements and prioritize the features that best address those needs.

Research Platforms

Utilize the wealth of information available online, such as expert reviews and user testimonials, to gain insights into different platforms.

Request Demos

Request product demonstrations or trials to evaluate firsthand how a platform can meet your organization’s needs.

Assess Integration

Ensure the platform can integrate seamlessly with your existing systems, such as HRIS, payroll, or other recruitment tools.


 Consider the total cost of ownership, including implementation, ongoing fees, and potential hidden costs.


Tech recruiting platforms, including candidate sourcing software and applicant tracking systems, have revolutionized the way organizations find and hire top talent. By automating and streamlining various aspects of the recruitment process, these platforms enable HR professionals and hiring managers to focus on engaging candidates, building relationships, and making informed hiring decisions. Tech recruiting firms can also avail various government schemes through udyam msme registration certificate. As you consider incorporating these tools into your talent acquisition strategy, take the time to identify your specific needs, research the available options, and choose a platform that best aligns with your organization’s goals and budget. The right tech recruiting platform can be a game-changer, setting your organization up for long-term success in a competitive talent market.


accountants professional

Number Crunch: Nine in 10 Accountants, Auditors Struggle to Find Talent

Surveys show firms adopting new technologies at a rapid pace
to attract and retain talent, connect with clients and increase insights.

What is the fastest-growing challenge facing accounting firms and internal audit departments today? More than 90% point to hiring and retaining skilled accountants and auditors. Some are even turning away business due to a shortage of staff.

That’s the finding of two newly released reports by leading software provider Caseware International, which surveyed more than 6,000 accountants and auditors globally.

According to the surveys, to tackle this challenge and boost client collaboration, accounting and auditing organizations are ramping up the adoption of advanced technologies such as cloud services, data analytics and business intelligence.

The Caseware reports ‐ 2023 State of Accounting Firms Trends Report and 2023 State of Internal Audit Trends Report ‐ offer a glimpse into how accounting firms and internal auditors worldwide are adjusting to changing business environments. Responses were gathered from more than 4,100 accountants and 2,300 auditors.

The talent crunch

Nearly 35% of accountants cite finding the right talent among their three biggest practice management issues over the past year, compared to just 14% of accountants who cited it last year ‐ making finding talent the fastest-rising industry challenge.

More than 90% of accountants and 95% of auditors surveyed find it either challenging or extremely challenging to hire skilled talent. When retaining talent, more than 85% of accountants and 90% of auditors said it is either somewhat or extremely difficult.

“With unemployment rates at historic lows, it’s not surprising that accounting firms and audit teams are having difficulty finding and retaining staff,” said David Osborne, CEO at Caseware. “Companies seeking top talent need to employ innovative strategies to address this challenge, such as improving compensation, implementing more flexible work policies and adopting technologies that allow staff to work more creatively and efficiently.”

Technology challenges

Other top practice management challenges cited by accountants relate to new ways of working, including communicating with clients in a virtual world (40%), using new technologies (38%) and adjusting to working remotely (35%). Auditors pointed to moving from manual to digital processes (38%) and adopting new audit technology (36%) as the main issue.

“Accounting and auditing professionals are still coming to grips with technologies that most were forced to adopt due to the COVID-19 pandemic and are placing a heightened sense of urgency on adopting new technologies to enhance their work processes, collaboration and insights,” said Davis Jackson, Chief Commercial Officer at Caseware.

According to the reports, almost 70% of accounting firms expect their rate of technology adoption to increase over the next two years, while more than 80% of internal audit teams are already employing cloud technology.

“Clients today expect their accountants and auditors to deliver more than just numbers ‐ they want deeper insights to help direct their business strategies, so it’s not surprising that more and more professionals are turning to intelligent technology to enhance their role as strategic advisors,” Jackson said.

Other highlights include:

2023 State of Accounting Firms Trends Report

● While nearly 80% of accounting firms use client collaboration tools, almost 52% said their client engagement process is only somewhat efficient.

● Nearly three-quarters (74%) of accounting firms plan to adopt new cloud technologies over the next two years.

● More than half of accountants (56%) have adopted business intelligence software to advise and guide clients on their finances and risk factors, while 30% say they are planning to invest in it.

2023 State of Internal Audit Trends Report

● More than 60% of auditors said the amount of advisory services they provide has grown over the past year.

● Analytics are a critical operational tool for more than 55% of internal audit teams.

● Nearly 42% of auditors said their most significant internal pressure is to prove their value to their organization.

About Caseware International

Caseware is the leading global provider of desktop and cloud-enabled solutions for audit, assurance, financial reporting and data analytics for accounting firms, corporations, and government regulators.  Caseware’s innovative tools and platforms help more than half a million customers in 130 countries work smarter, dig deeper and see further as they transform insights into impact.

country candidate talent retention candidate

How Generational Gaps Impact Talent Retention & Recruiting Strategies

Workforce development in the modern age presents a new level of opportunities and challenges to companies seeking to enhance their talent pool. Factors such as technology innovation, information overload, and new generations entering the workforce require thought leaders and experts to identify the best options to meet company needs. In order to attain this, recruiters must understand potential employees at their core and visualize the potential value and growth for both parties. This level of expertise is difficult to find. Dozens of talent recruiting websites and services exist in the marketplace with a similar promise: guaranteed results. What they don’t guarantee is the right kind of results. If a company is provided with five candidates with years of experience, but lacking the knowledge, skills, and company culture needed to thrive, the “results” go stale and the process is restarted, resulting in a never-ending cycle with a low success rate. 

“This is a relational business, not a transactional one. If you view it as the latter, you’ll surely fail long term,” explains Anthony Fletcher, President and CEO of My Future Consulting. “Whether you’re in search of a new business opportunity or an exceptional candidate, I found that organic, genuine, and empowering relationships enable businesses to build a network comprised of the most talented, knowledgeable, influential, and accomplished professionals in the world.” 

Anthony Fletcher boasts a wealth of knowledge developed over 20 years managing Fortune 100 company’s operations, manufacturing, planning and sales. Through his dedication to understanding people, Mr. Fletcher demonstrates competitive knowledge required to develop a successful approach in matching the right people with the right jobs and beyond. My Future Consulting differentiates the recruiting process through a carefully developed process that considers the needs of both employers and candidates, ultimately ensuring life-long partnerships while tackling the challenges in workforce development head-on. 

Candidates in the modern workforce come with a variety of personalities, levels of skills, experience, and expectations. Furthermore, generational gaps create complexities that can be difficult to navigate, especially for a company looking to fill a vital position quickly and successfully. The hiring process has evolved significantly in recent years and now requires a granular approach to recruiting the right people to build a lasting team. Simply put, there is no “one size fits all” approach and it takes an expert in people to successfully achieve such results. That’s the difference My Future Consulting brings to companies in eight different industries, boasting a 93 percent employee placement retention rate. 

“’Your Future is Our Priority’” is embodied in every phase of the search process. Our end goal is to make the process both seamless and stress-free for all stakeholders,” adds Mr. Fletcher. “Unlike most recruitment firms where recruiting is approached transactionally, My Future Consulting approaches it as a relationship-based business. We take tremendous pride in critically evaluating necessary steps to ensure all of our clients have a phenomenal experience during each and every phase of the recruitment process. Additionally, 95 percent of our candidates and 90 percent of our clients lack the knowledge and/or resources to effectively negotiate salary and compensation. This is another reason why our services are greatly valued as we are able to propose a competitive compensation – a package that presents a win-win outcome for both the candidate and client.” 

Taking it a few steps further, My Future Consulting focuses on presenting candidates to clients that bring results through a thorough understanding of company culture and the differences presented in different generations of employees seeking a family of companies to grow with. Among the major differences in the talent market today is the emergence of Gen Z into the mix of millennials and baby boomers. Communication, experience, goals, and skills are unique to each candidate presented. An example of this is seen with the level of experience in technology. While a seasoned Millennial candidate presents skills in communication and writing, a Gen Z candidate with less experience might present a deeper knowledge of platforms vital to a company’s audience. If an overwhelmed supervisor is tasked with the responsibility to fill a position quickly, identifying these factors could very well be overlooked and the right candidate dismissed. 

“From a recruitment standpoint, it can be extremely challenging for Baby Boomers who may not be knowledgeable of the many social media platforms and networks that exist today, as this has become a primary connection point for most millennials, Gen Z and a few straggling Baby Boomers,” adds Fletcher. “Lack of engagement on the aforementioned could result in a competitive disadvantage in the war of talent that exists in today’s job market.”

More so than before, finding the right talent has proven to be increasingly difficult as more factors present themselves in a variety of industries. The workforce culture is changing while technology is advancing and companies are confronted with the need for change in developing a strong team. What proved to be successful previously is not guaranteed to work in the modern age. Hiring managers and business owners alike are beginning to realize addressing these challenges is best left for the experts to tackle. 

“For Gen Z and Millennials, technology is the most appealing aspect of a job and lack thereof will only lead to high turnover. Today’s candidates lean towards organizations that are always on the cutting edge of technology. For those companies that have an antiquated approach in running their organization, they are perceived to be out of touch, stifling the individual capability of the organization, thus leading to morale and performance issues – a recipe for mass exodus.” 

Understanding a candidate from a generational, cultural, and skills point of view is not something companies can rely on an average recruiting website or firm to deliver on. What many recruiters fail to understand is how to determine which candidates are ready for the next step in an industry and which candidates need some finessing for placement success. From the personalized, 10-point resume assessment services to its career transition services, the experts at My Future Consulting address recruiting from both sides to ensure the right candidates are set up for success and while companies are paired with the best option. Instead of isolating one side, both participants in the process are evaluated holistically, resulting in satisfied clients and employees. 

“Every search begins with the goal of it lasting. When uniting candidates with clients, we go into each search with the thought of it being a long-term business marriage,” adds Fletcher. “Long term viability is our end goal, so we go to great lengths to understand the needs and goals of both the candidate and the clients. Once we identify what we perceive to be the ideal candidate we begin to court them accordingly.” 

“Based on the unsolicited feedback we’ve consistently received from both the candidate and our valued client base, our unique methodology, timely and personalized style of communication clearly differentiates us from any perceived competitors. We firmly believe that effective communication is critical and serves as the foundation for our firm. It enables us to provide clear direction and impeccable service to our clients.” 

Another critical element in today’s workforce is the theme of diversity and inclusion – regardless of the industry. This directly ties in with the Gen Z and Millennial generations entering the workforce and what is expected as a standard, not a “perk.” There’s a direct correlation between company culture and employee satisfaction, quality of work, and most importantly, company reputation. If a company neglects its own culture (i.e. people), employees can lose motivation, creating more positions to fill, raising turnover rates, and restarting the never-ending cycle. If a company is known for extensive hours, poor culture, and lack of technology, a qualified candidate – particularly a Gen Zer, can become quickly disinterested and offer their skills to a competitor. Even worse is when that employee spreads the message of poor culture and working conditions to other potential candidates. Word of mouth plays an equal part in developing your company’s profile in the talent pool. 

Fletcher adds: 

“Jobs that lack an intense level of engagement from a digital space could lead to boredom, which if not addressed could result in high turnover. Gen Zers appear to be more motivated by security versus millennials, who tend to be motivated by purpose. This explains the constant job-hopping and indecisiveness when it comes to career choices among these generations of workers. This also shows how critical it is to know your employee’s career goals and motivations as well as talent opportunities.” 

“Work experience and skill set are equally critical when identifying solid talent to present to our clients. However, a vibrant, inclusive, and engaging work environment is where we expend immeasurable energy in to ensure that we’re putting candidates in a position to succeed from the moment their step on the campus of the new employer.” 

Taking it another step further is balancing the needs of both employers and employees once the right candidate has been identified and hired. This is one of the most critical steps once an employee has been selected and begins integrating into a company’s atmosphere – beyond the deliverables and daily tasks. An example of this is commonly found with Gen Z candidates and accurately assessing career paths against personal goals, expectations, and skills development. Today’s workforce requires career-mapping and consistent goal setting for success. 

“Gen Zers operate with an entrepreneurial spirit and work ethic, meaning they are high energy, self-motivated, and independent in thought. This poses a tremendous challenge for most hiring managers that typically oversee more traditional operations where policies and procedures not only guide, but sometimes place a stranglehold on employees and their success. Striking a balance is the key to success,” adds Fletcher. “Studies have shown that both Gen Zers and Millennials want to be catered to quite intensely. I believe that applies to all generations, but the latter is simply more outspoken about it. This can pose a problem to hiring managers that are Baby Boomers, as their inclination is to not to coddle candidates, leading to miscommunication and unmanaged expectations which ultimately results in loss of job opportunities, career advancement, and retention rates dropping.” 

From managing expectations to providing the right amount of challenges and feedback for this generation, it takes an expert in people to ensure the match is successful in the long-term. This is another way My Future Consulting differentiates itself among talent recruiters. It’s through the extensive knowledge and expertise offered that 93 percent of their candidates thrive in their new roles, followed through with consistent checks and balances to ensure retention is achieved. 

“We identify the five most critical skills sets that are required to be successful in the role we’re recruiting for and provide a detailed analysis of each that is included in our candidate submission summary. Once a candidate is converted to employee, our firm check-in with the candidate on day 60-90-180. No other search firm in the world has a similar practice. We send congratulatory gifts to the client and candidate up signing. We also celebrate the candidates 1st year anniversary and follow-up with the candidate twice a year to discuss performance, culture, and transition.” 

The My Future Consulting difference speaks for itself through satisfied clients and successful employees the firm has placed in a multitude of industries over the years. The unmatched knowledge found within the team of experts at My Future Consulting goes beyond addressing recruiting and retention roadblocks and spotlights the importance of company reputation. Not only does the firm take pride in connecting companies to candidates but takes the time to prepare the next generation of workers for their ideal job while growing businesses nationwide. 

“Over 95 percent of the candidates that we look to present to our industry leading clients are passive professionals, thus not actively searching for a new opportunity. We are often referred to them by trusted associates, both past and present. New business opportunities tend to arise from satisfied clients and business partners who refer new clients to our firm. In fact, 80 percent of our new business is a result of unsolicited client referrals. This data point, as you would imagine, makes us very proud as an organization,” Fletcher concludes. 



Anthony Fletcher, Sr. (@Real_AFletcher) is the owner and president of My Future Consulting and Integrity Sports Agency. Drawing from over two decades of Executive Management experience in leading innovative solutions, staff building and talent recruitment, Mr. Fletcher founded My Future Consulting (MFC) in 2007. Working towards innovation based on his experience of matching the right person with the right job, this innovative staffing company has revolutionized how organizations meet their need with experienced and high-potential talent. My Future Consulting was founded on the principle that people are an organization’s most important asset and was ranked as a Top 20 Employment Agency in Chicago by in 2018 and 2019. 

Mr. Fletcher is a popular keynote speaker and can often be found sharing his story and insights on leadership, empowerment, and the importance of people with professional, civic, and community organizations. He is also a lecturer and visiting professor at colleges and universities throughout the U.S. 

Anthony lives in Orlando Park, Ill. with his family. He is a dedicated philanthropist and volunteer, serving as a chairperson and fundraiser for many area nonprofit organizations. Mr. Fletcher has raised over $54,000 for MS Walk and volunteers as an executive advisor to organizations, 

including the American Diabetes Association, Boys and Girls Club of America, and Feed Our Starving Children. 

GT Podcast – Episode 117 – Anthony Fletcher with My Future Consulting

Acquiring top talent is more challenging than ever. In this episode Anthony Fletcher, CEO and President, of My Future Consulting shares his expertise on what it takes to attract winning talent, and keep them.

3 Ways To Head Off Employee Turnover – And Produce A Better Workforce

Sometimes a good salary isn’t enough.

Companies that want to attract and keep the best talent are finding that – perhaps more than ever – they need to understand just what it is today’s employees want out of work and then find ways to provide that.

While a great salary and good benefits are important, employees also desire such things as flexible schedules, a way to let their talents shine, and work that gives them a purpose, according to the 2018 Global Talent Trends study by Mercer.

And, with the unemployment rate so low, it’s easier for employees to find work elsewhere if they become discontented. That makes it even more important to keep them happy, since replacing employees can prove expensive.

“The majority of human behavior is emotionally driven, but unfortunately a higher percentage is driven by negative emotions,” says Alex Zlatin, CEO of Maxim Software Systems, a dental-practice-management software company, and author ofResponsible Dental Ownership (

“A high turnover of employees suggests a high level of stress, which indicates there are human resources problems that need to be addressed. In some cases, an employee may just be a bad fit. But in other cases, it could be that management in some way isn’t meeting the needs of the employees.”

Anytime an employee leaves, the business will need to find a replacement and then train that replacement. There is reduced productivity during that hiring and training timeframe, and there also could be morale problems if other employees have to take up the slack.

Zlatin says just a few of the ways companies can give employees what they want – and benefit the business at the same time – include:

-Help them understand their purpose. It’s important for employees to be able to grasp the connection between their daily tasks and the goals, vision and purpose of the company, Zlatin says. “This connection is the key to building the employees’ awareness that they are a part of something bigger than themselves, which gives them purpose,” Zlatin says. “This is especially true for the millennial generation. Purpose is essential to their happiness and retention. One of the most important things to millennials in a work setting is to be able to make that connection, allowing them to adopt the company’s goals as their own.”

-Empower them to grow and learn. A good manager should inspire employees to think outside the box. “You want to push them outside their comfort zones so they can find better ways to achieve their goals,” Zlatin says. Employees who don’t feel they are being challenged, who aren’t growing in their abilities, are more likely to become bored and seek employment elsewhere.

-Provide coaching and mentoring. “Coaching and mentoring means guiding people through failures and mistakes,” Zlatin says. “This is the best way to learn and gain experience.” But if you try to mentor people by telling them exactly what they need to do and making sure they do it, he says, you’re not a leader or a mentor. Instead, you are a supervisor who is ensuring that processes are being followed. “There’s no creativity there,” Zlatin says. “Telling people how to solve a problem limits their professional growth and prevents them from realizing their potential.”

“To keep employees happy and engaged, it’s important for businesses to have a clarity of purpose and an ability to communicate expectations,” Zlatin says.

“Without these, employees end up not knowing what they should be doing, how they should be doing it, what goals they need to achieve, and how they fit into the organization. They become frustrated and start looking for another workplace that will give them what they need.”

About Alex Zlatin

Alex Zlatin, the author of the book Responsible Dental Ownership(, had more than 10 years of management experience before he accepted the position of CEO of a company that makes a dental practice management software (Maxident).  His company helps struggling dental professionals take control of their practices and reach the next level of success with responsible leadership strategies.  He earned a B.Sc. in Technology Management at HIT in Israel and earned his MBA at Edinburgh Business School.