Australian accounting and advisory firms are increasingly building offshore teams to address talent shortages, rising compliance demands, and the need for greater capacity. By shifting routine work such as bookkeeping, SMSF, BAS, payroll, tax preparation, and paraplanning to skilled offshore teams, firms can free their onshore staff to focus on client relationships, strategic advisory, and growth initiatives.

Well integrated offshore teams complement onshore teams by providing scalable capacity, faster turnaround times, and cost efficiency, allowing firms to manage workload peaks, expand service offerings, and remain competitive, all while maintaining quality and compliance.

Presented By: David Smith, Smithink + Stephen Hogg, Krish Sritharan + Bhavishya Sharma, Solutions Centric

Key Takeaways:

These are the shifts firms are making to solve the talent crunch and scale sustainably. Offshoring is effective when it’s treated as a strategic extension of the team, backed by strong processes, training, and seamless integration.

Treat offshoring as a strategy, not a quick fix

Capacity is built when offshoring is part of a long-term plan, rather than a short-term solution to busy periods.

Balance offshore and onshore roles

Utilise offshore teams to manage recurring work, allowing local staff to concentrate on client relationships and advisory services.

Australia’s pipeline is shrinking

Accounting graduates are in decline, salaries are rising, and firms need new sources of talent.

India provides scale and sustainability

A steady stream of qualified graduates offers depth and consistency, not just cost savings.

Standards are closely aligned

Indian accounting education and professional programs mirror Australian requirements, reducing onboarding friction.

Value goes beyond cost

The bigger gain is throughput, faster turnaround and the ability to expand services without adding local headcount.

Time zones work in your favour

Progress can be made overnight with same-day reviews, extending the productive day without overtime.

Know the difference: outsourcing vs offshoring

Outsourcing is handing off jobs; offshoring is building an integrated extension of your team.

Weak processes will be exposed

Strong systems, templates and workflows are essential. Offshoring magnifies what already exists.

Start small and scale

Pilot one service area, refine your model, then grow team size and scope.

Invest in onboarding

Clear access to templates, checklists, and review protocols from day one prevents rework and quality dips.

Culture drives outcomes

Treat offshore staff as part of your team with stand-ups, shared channels and firm branding.

Software familiarity speeds results

Proficiency in tools like Xero, MYOB, BGL and FYI shortens training and accelerates delivery.

Lay groundwork for advisory

Accurate bookkeeping and data analysis underpin meaningful client conversations and future growth.

Technology is an enabler

AI, automation and reporting tools enhance output but don’t replace people. The winning model blends both.

Security and governance are critical

Work with providers who demonstrate strong controls, scalable systems and training around data handling.

Practical next steps

Select service areas to offshore, check cloud readiness, set review standards, assign owners and track outcomes from month one.

Contact the Solution Centric team to learn how offshoring could work for your firm.