Build. Operate. Transfer.

Your offshore-ready team

You do the delivery.

We do the enablement.

 

When you build offshore teams, the biggest challenge isn’t hiring.

It’s making the team work — at the same pace, quality and alignment as your local team.

That’s where we come in.

We’re not just setting up an office. We’re embedding a system and years of experience that make your offshore team feel like your team — from Day 1.

You own the team from the start — and can bring them in-house whenever you choose.

PragmaGrowth

What we do

We help you launch and scale offshore teams that deliver like they’re in the next room.

You keep full control of delivery. We handle the system that makes it all work.

  • Growth planning & readiness

    Know where you’re going then scale. We get you ready.

  • Ways of working alignment

    Make offshore teams work like local ones. We align them.

  • Offshore team onboarding

    Every hire lands fast and with purpose. We set them up right.

  • 'One Team' integration coaching

    Smooth delivery from Day 1. We guide two teams into one.


Growth planning & readiness

  • Align your business model to team growth

  • Identify blockers and readiness gaps

  • Expand with structure, not urgency

Before you scale, we help you step back. We run a Growth Diagnostic that assesses your current people, process and delivery model — and identifies what needs to be in place to scale well. This gives you a clear plan for offshore expansion, aligned with how your business actually works and what’s coming next.

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Ways of working alignment

  • Map your delivery practices to a distributed model

  • Co-design rhythms, tools and collaboration patterns

  • Identify and address mismatch risks early

Your delivery model doesn’t need to change — it needs to translate. We work with your team to understand how you operate and co-design distributed ways of working that fit. From rituals and best practices to stakeholder comms and team structures, we make sure your offshore setup works seamlessly within the way you already deliver.

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Offshore team onboarding

  • Structured and consistent onboarding for every role

  • Align on tooling, rituals and culture from day one

  • Reduce ramp-up time and early delivery friction

From logins and collaboration tools to team norms and sprint cadence — we manage the offshore onboarding process with a structured playbook. That means every new team member joins your workflow smoothly and hits the ground running, without you needing to manage setup case-by-case.

 
 


 

'One Team' integration coaching

  • Strengthen onshore-offshore collaboration

  • Align on expectations, roles and delivery styles

  • Identify and unblock early points of friction

We embed alongside your teams during the first few sprints to observe, coach and help both sides work better together. From the first planning session to retrospective, we’re there to surface misalignments early, provide guidance where needed and make sure the team integrates as one.

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Extra support when you need it

  • Tap into part-time and shared expertise: access DevOps, architects, security experts or data scientists when you need.

  • Accelerate with AI Engineering: embed AI tools and practices into your software development workflow.

  • Improve delivery practices: improve efficiency and workflow to help teams deliver more and better.

  • Run capability reviews: assess team maturity and effectiveness at board, exec, manager or team level.

  • Shape an idea into a plan: run product workshops to define scope, roadmap, prioritise features and create a clear plan.

Why it works

We’ve done this before.

Our system is built on years of running and integrating offshore teams into high-performing Australian delivery businesses.

This isn’t outsourcing.

It’s a delivery extension — designed for scale and efficiency, not just savings.

“We believe great teams shouldn’t be limited by location — or by the failure to think and work as one.”

John Smith | Founder, Managing Director

The PragmaGrowth way

Our playbook

BUILD

  • Run a Growth Diagnostic

  • Map current ways of working

  • Align hiring process and role definitions

  • Create local employment setup

  • Recruit and interview candidates

  • Hire and onboard the team

  • Set up local infrastructure (laptops, workspace if needed)

  • Prepare structured onboarding plan

  • Coach execs on how to make offshore work

  • Guide delivery leads for offshore readiness

What the client does:

  • Participate in recruitment decisions

  • Review and agree on ways of working

  • Introduce product context, roadmap, and delivery goals

  • Participate in integration workshops

  • Run onboarding activities with team

OPERATE

  • Manage day-to-day HR, payroll and compliance

  • Support with salary and performance reviews, warnings and corrective actions

  • Monitor team engagement and retention signals

  • Manage infrastructure and office space

Included during setup phase:

  • Support offshore and onshore teams with delivery alignment, rituals and best practices

  • Run integration coaching sessions

  • Facilitate feedback loops between onshore and offshore teams

What the client does:

  • Lead product and delivery execution

  • Keep onshore and offshore teams integrated

  • Conduct performance reviews (with our support)

  • Focus on good collaboration with offshore team

  • Maintain involvement in culture-building activities

  • Provide ongoing context and direction to the team

Optional but high-impact (client leads, we support):

  • Host quarterly team off-sites (local or hybrid)

  • Run regular brown bag lunches or knowledge-sharing sessions

  • Celebrate key milestones and run end-of-year team event

  • Offer internal team awards or recognition moments

  • Organise short exchange visits to/from Australia

TRANSFER

  • Prepare legal and HR transition documentation

  • Assist with transition of team members to new entity

  • Support the incorporation process (if needed)

  • Coordinate contract transitions

  • Facilitate knowledge continuity and IP protections

  • Manage local handover logistics

What the client does:

  • Decide when to trigger transfer

  • Establish their own local entity or hiring structure

  • Execute new employment contracts and direct onboarding

  • Lease and furnish new office space, network infrastructure and laptops

  • Take over full management of the team, office and infrastructure

Our promise

You stay in control.

We bring the structure and experience to make offshore delivery actually work.

  • We make offshore feel like part of your team — not a bolt-on or a black box

  • We handle what you don’t have time for — setup, onboarding, integration

  • We bring delivery and cultural alignment — not just contracts and payroll

  • And when you’re ready, the team can be yours — fully and directly

 Questions people ask about BOT

Build-Operate-Transfer (BOT) FAQs


Q: How does Build-Operate-Transfer work?

  • BOT has three phases — but you stay in control from Day 1:
    1. Build — We refine roles, align recruiting, hire the team, and set up operations like payroll, equipment and workspace, as well assist you through the integration of teams, ways of working and cultures.
    2. Operate — You manage the team's work, we manage their employment, supporting you iin delivery when required. The team is fully dedicated to you.
    3. Transfer (optional) — When you're ready, you can bring the team into your own entity if that is your preference and we help with the full handover process.

  • You pay staff actual costs + a monthly fee per employee:
    • The cost includes salary, benefits, taxes, rent and other expenses and everything is presented transparently
    • Future payments like 13th salary and redundancy expenses are charged pro-rata and kept aside
    • We charge a fixed per-person monthly fee on top — there are no markups or hidden costs
    • You pay invoices in advance of your employees being paid

  • There is a one-time setup fee to cover initial hiring, infrastructure setup, onboarding consulting and support.

  • If and when you transfer the team, there is a transfer fee to cover legal, HR, accounting, admin work etc.

Q: Why offshore to the Philippines?

  • Fluent English and strong communication skills

  • Cultural alignment with Australian teams

  • Reliable, strong team-oriented work ethic

  • Scalable and proven software talent pool

  • Flexibility to align to Australian hours

  • High retention and loyalty potential

  • Low-friction management and integration

  • Decades of offshoring experience through the BPO industry

  • Supportive legal and tax environment for offshore ops


Q: What makes offshoring and BOT succesful?

  • Treat your offshore team like you treat your local team

  • Invest in building social connections — not just processes

  • Visit and spend time with them — and invite them to spend time here

  • Give them context and autonomy, not just tasks

  • Be more structured when sharing work and requirements

  • Invest early in onboarding and integration

  • Step in their shoes before judging and then address issues

  • Recognise and reward great work equally

  • See offshore as team growth — not just savings