The accounting shortage has created a specific pressure for CFOs running lean finance functions: you need experienced accountants who can handle the close, own AP/AR, and produce clean financials – but US market rates for that profile have outpaced what many businesses can sustain without cutting elsewhere.
Overseas accounting talent can deliver US-caliber quality at 50–70% lower cost. Success depends on hiring through a rigorous vetting process, matching the role to the right market, and setting up a working model that accounts for time zones and async communication. Here's what to know before making the first hire.
A US-caliber international accountant is not someone with general accounting knowledge. It's someone with direct US GAAP experience, proficiency in the tools your team uses (QuickBooks, NetSuite, Bill.com, Ramp), strong business English communication, and professional judgment developed through five to ten-plus years of relevant work.
MAVI's vetting process admits fewer than 2% of applicants – screening for US GAAP fluency, software proficiency, credential verification, technical knowledge testing, and communication quality before any candidate reaches a hiring manager.
Most quality concerns about overseas accounting trace back to experience with legacy BPO providers – firms that staff low-skill data entry workers, not experienced accountants. MAVI's model is different: candidates are pre-vetted individually, dedicated to your team, and matched to your specific role requirements. Clients consistently describe MAVI talent as meeting or exceeding the quality of domestic equivalents.
MAVI's Latin America talent operates in US-aligned time zones (EST to PST) for real-time collaboration. For talent in Asia, communication quality is screened directly through written exercises and verbal interviews as part of standard vetting. Experienced candidates from these markets communicate proactively and work independently without hand-holding.
MAVI manages contracts, payments, and compliance for every placement. The same access controls used for domestic contractors – role-based system permissions, audit trails – apply to international hires. A well-structured access policy handles the geography; there's no unique exposure from it.
MAVI helps US companies access experienced accounting professionals that the local talent pool can't reliably supply, without the administrative complexity that typically comes with international hiring. Contracts, payments, compliance, and data security are all handled by MAVI – so the working relationship functions like a direct in-house hire from day one. Book a call to know more about hiring talent overseas with MAVI.
Yes, through rigorous vetting. Fewer than 2% of applicants are admitted to MAVI's network, with screening specifically covering US GAAP, software proficiency, and communication quality. Clients describe MAVI talent as meeting or exceeding domestic equivalents.
Talent from countries like India and the Philippines have strong English fluency, screened directly as part of vetting. Latin America provides real-time time zone overlap with US business hours. All MAVI candidates go through written and verbal business English assessment before placement.
Minimal when managed correctly. MAVI handles contracts, compliance, and data security. Standard access controls – role-based permissions, audit trails, system access protocols – apply equally to international hires.
50–70% less than a US equivalent, with no upfront recruitment fees, month-to-month flexibility, and no long-term commitment required.
MAVI places pre-vetted talent in as few as five days, versus the six to eight months a domestic search typically takes.