Today’s accounting shortage has created a specific pressure plaguing CFOs running a lean finance function at a growth-stage or PE-backed company: 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 the business can sustain without sacrificing headcount elsewhere.
Overseas accounting talent can deliver US-caliber quality at 50–70% lower cost – but success depends on hiring through a rigorous vetting process, matching the role to the right market, and setting up an async-friendly working model. Here is what every CFO should know before making the first hire.
A US-caliber international accountant is not someone with general accounting knowledge. It is 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 5–10+ years of relevant experience.
MAVI's vetting process selects fewer than 2% of applicants – screening for US GAAP fluency, software proficiency, credential verification, technical knowledge testing, and communication quality before any candidate is presented to a hiring manager.
Many US CFOs hesitate on hiring talent overseas because of three main objections:
Most quality concerns about overseas accounting trace back to experience with legacy BPO offshore providers – firms that staff low-skilled data entry workers, not experienced accountants. MAVI's model is fundamentally different: individual candidates are pre-vetted, dedicated to your team, and matched to your specific role requirements.
For real-time collaboration, MAVI's Latin America talent operates in US-aligned time zones (EST to PST). For offshore talent in the Philippines and India, communication quality is screened directly – written exercises and verbal interviews are part of standard vetting. Experienced candidates from these markets communicate proactively and operate independently without hand-holding.
MAVI manages contracts, payments, and compliance for every placement. The same access controls used for domestic contractors – user permissions, audit trails, role-based system access – apply to international hires. There is no unique security exposure from geography that a well-structured access policy does not address.
MAVI was built to help US companies fill gaps in their team that the local talent pool can’t. We enable teams to tap into a wider network of high-quality talent, without the complexities that usually comes with it. MAVI handles all the admin, so you can focus on the work and have an experienced professional operating in your department just like any in-house hire. Hire finance and accounting talent overseas with MAVI – book a call to know more.
Yes, through rigorous vetting. MAVI passes fewer than 2% of applicants and screens specifically for US GAAP, software proficiency, and communication quality. Clients describe MAVI talent as exceeding domestic equivalents in quality.
Philippines talent has strong English fluency. Latin America provides real-time time zone overlap. MAVI screens all candidates for written and verbal business English before placement.
Minimal when managed correctly. MAVI handles contracts, compliance, and data security. Standard access controls apply equally to international hires.
50–70%+ savings vs. US equivalents. No upfront recruitment fees. Month-to-month contract flexibility. Only pay as you go.
MAVI places pre-vetted talent in as few as 5 days – vs. 6–8 months for domestic hiring.