A four-step onboarding process designed so you know exactly what happens next at every stage. No black-box vendor portal, no rotating account managers.
The 4-step onboarding
15-min call to understand your current stack, work volume, and bottleneck. By end of call you'll know whether we're a fit, what role tier you need, and rough pricing. If we're not a fit, we tell you – no follow-up pitch cycle. If we are, we send a written engagement letter within 24 hours.
Within 48 hours of signed engagement letter, we send a shortlist of 2–3 candidate accountants. Each profile includes their work history, software experience, industry background, and a 2-minute recorded intro so you can hear them speak. You interview whichever candidates you want, pick your preferred, or ask us to source additional profiles.
Your selected accountant spends the second week learning your books: logging into your software, reviewing your chart of accounts, reading prior-period closes, and shadowing whoever does the work today. By end of week 2, they have a written process document that describes exactly how your close runs. This document lives at the engagement level, not the individual level – critical for continuity.
Week 3: real work begins, with every output reviewed by both a US-based manager (on our side) and your reviewer (on your side). Review intensity tapers over weeks 3–6 as confidence builds. Most engagements reach full independence on standard transactions by week 6–8.
Most offshore accounting vendors run a pooled model: work goes into a ticket queue, whoever's available picks it up, you never talk to the same person twice. That's fine for transactional work at scale but terrible for judgment-heavy accounting work where context matters. Our default model is named-dedicated: one specific person, usually reached on Slack or email within minutes, with accumulated knowledge of your books.
Every dedicated seat has a US-based manager (on our side) who reviews output weekly and holds quality accountability. This is different from a pure staffing model where you get a person and become responsible for all oversight. Our US managers catch the kind of mistakes that would only show up during your monthly review – and catch them before they reach you.
The process documentation your accountant builds in week 2 is the continuity mechanism. If the person ever changes (attrition, role change, your decision), the replacement reads the process doc and ramps in days instead of weeks. The doc is yours – you own it, we give it back at engagement end.
If you want to see this model applied across a specific service, see our bookkeeping page or tax prep page. For how offshore accounting works at the category level, the homepage has the wider context.