Managed Offshoring Services for CPA & Accounting firms
Starting $599/Staff
Flat monthly fee covers everything
Trusted by 500+ firms using our Managed Offshoring Services, our model is purpose-built to integrate seamlessly and scale efficiently for CPA & accounting practices.
Low risk, low capital method to establish you own offshore operation
Zero Tax, Owned Offshore Operations Set up, Built for Accounting Firms
India’s first International Financial Services Centre (IFSC) now includes accounting, tax, and compliance as approved services. With MYCPE ONE, you can set up your own offshore team in GIFT City, fully compliant, tax-free up to 10 years, and backed by our on-ground support.
Your data. Our responsibility. Built on the highest standards of regulatory compliance.
IRS §7216 Compliance
AICPA Code Compliance
FTC Safeguards Rule Compliance
Detailed Due Diligence Documentation.
Adherence to AICPA/CICA Framework
Adherence to IRS 1075 Frameworks
From ergonomic workstations and meeting rooms to dedicated IT setups and breakout zones, our offices are built to support your offshore team’s productivity and comfort.
Explore Our Offices in DetailWSRP partnered with F3 Partners in 2023 to accelerate its growth through a combination of strategic acquisitions and a robust offshore strategy powered by MYCPE ONE (USXA). Together, we aligned leadership incentives, scaled global teams, and built operational muscle to support rapid expansion.
staff onboarded offshore in under 2 years
Acquisitions completed in less than 24 months
revenue growth-organic + inorganic
Once we got funding from private equity offshoring became a key lever for us. We had to scale fast, but we didn’t have time to build everything from scratch. With MYCPE ONE, the team was in place, the structure was solid, and we could move quick. We went from 15 to 50+ offshore staff without spending months figuring out ops, HR, or compliance.
Managing Partner,
USXA (formerly WSRP),
Salt Lake City, UT
In traditional offshoring, you get staff with limited control. With MOS, you have full control over hiring, promotions, work policies, and salaries, with clear visibility into what you pay your staff and what you pay us for managing operations.
You pay a simple monthly management fee plus direct staff salaries, with no hidden costs.
This management fee covers everything your offshore team needs to function smoothly- HR support, payroll processing, IT setup, legal compliance, infrastructure, and day-to-day administration.
Yes. Both full-time and part-time hiring options are available based on your firm’s needs.
You manage the day-to-day work, deliverables, and workflow. We handle recruitment, HR, payroll, infrastructure, and compliance in the background.
You can hire across tax, accounting, audit, CAAS, payroll, admin, and more—from junior preparers to senior managers.
No. Your offshore team will work using your firm’s existing SOPs, tech stack, and internal processes.
You’ll have a Dedicated Client Success Advisor, plus we conduct formal 60-day check-ins and half-yearly business reviews to monitor performance.
Yes. Most team members provide 3–4 hours of overlap with U.S. hours to enable real-time communication.
Answer: Yes we do provide a drop off facility according to the times mentioned below:
Yes. Typically, we suggest one primary location and 2–3 satellite locations to help you diversify talent and improve retention. Staff can be placed across our 40+ offices in 20+ cities.
Yes. All profiles go through our 7-step vetting process. Once shortlisted, you get to interview, assess, and select your team.
Yes. Staff at Level 4 and above generally have strong communication skills and can interact directly with your clients.
We handle smooth transitions. Replacements for junior roles are quicker, while mid-to-senior roles may take 4–6 weeks.
Yes. You can terminate at any time with a 9 weeks notice period, which applies for both terminations and resignations.
Yes. You can structure hybrid or remote models based on your policies. Management fee reduces in the WFH set-up.
Yes. You can hire for roles in M&A, FP&A, HR, marketing, and more. This model is not restricted to accounting.
A dedicated recruiter works with your team to define roles. We handle sourcing while you can take next steps like tests, shortlisting, and negotiation. You conduct final interviews.
Yes. You can start small.
Yes. You can terminate your staff any time you wish. However, in such an event, you are required to provide them a notice period of 9 weeks wherein they will be working for you and obtaining payment for their services. Similarly, if your staff has resigned from their job, they will be required to put in a notice period of two months as well.
At MYCPE ONE, every employee we hire is liable to work with us for a minimum of two years. However, if we wish to terminate their contract before the stipulated period, we can do so provided they are allowed to complete a notice period of two months.
MOS functionalities resemble an arm of your firm rather than an independent body. Therefore, its structure often resembles the anatomy of the client organization. Yet, some key workers are indispensable. It's important to build a core team of senior professionals and always hire that one senior professional for the responsibility of the overall operations of the venture. Our core leadership team will work with you closely at each point of journey.
Yes, usually all the existing offshore staff members will be migrated to the new office under the DOO model.
Yes. Based on team size and agreement, we offer custom-branded setups, dedicated suites, and access-controlled spaces.
Yes. You’re encouraged to visit, conduct in-person onboarding, and spend time with your team. We support all logistics.
India’s ecosystem is evolving. Post-pandemic, there’s been a strong shift back toward office-based work—especially in Tier-2 cities, where retention is significantly higher compared to metro areas. These locations offer better long-term stability for offshore teams. That’s why we’ve prioritized expanding our infrastructure in Tier-2 and Tier-3 cities, ensuring firms get access to a loyal workforce in professionally managed environments. Our office development strategy is aligned with providing long-term staffing solutions built for retention, cost efficiency, and team stability.
Yes. Your onshore staff is welcome to visit, work from the location, and conduct training or onboarding. This is common practice at the start of engagements and occasionally thereafter. We’ll be happy to assist with logistics, accommodation, and bookings to make your visit smooth and productive.
Yes. Transparency and flexibility have always been a part of our model. Under MOS, you have the freedom to customize HR policies for your offshore team - whether it’s additional perks, leave policies, or performance reviews. As long as the core policies remain compliant, you’re welcome to introduce changes that reflect your firm’s internal culture and structure.
Absolutely. We’re here to guide and support you in setting up your HR framework. While we can provide templates and best practices, we strongly recommend replicating your onshore policies to ensure consistency. This helps your offshore team adopt your firm’s values and operate as a true extension of your in-house team.
No. We remain the Employer of Record and take care of all compliance in India and the Philippines.
Yes. We follow all relevant guidelines and provide due diligence documentation on request.
We’re SOC 2 Type I & II, ISO, and GDPR compliant. Security is built into our infrastructure, IT setup, and employee policies.
Yes. All contracts include non-solicit, data protection, and confidentiality clauses.
Yes. We carry Professional Liability and Cyber Insurance for both our U.S. and Indian entities.
Billing is monthly, with a fixed management fee and a separate salary component. A security deposit may be required based on terms.
No. You continue paying our entity as a 1099 contractor. Only the billing model changes.
No. In fact, this model typically reduces your total cost by 10–20% due to improved transparency and salary efficiency.
No, there is no lock in period or long-term commitments.
Yes. You can suggest changes. Our legal team will review and discuss, though final implementation depends on mutual approval.
It means your firm cannot directly hire, poach, or engage with our team members—current or past—for up to 10 years post-agreement unless you become Employer On Record and transfer them to your payroll.
Yes. We support Build-Operate-Transfer (BOT) models. A one-time employee transfer fee applies.
No. We handle all regulatory responsibilities and act as the legal employer.
We have access to 250,000+ professionals. You can scale as needed. Our hiring engine and internal bench help fill roles fast.
Typical transition takes 30-60 days, including contracting, space setup, team migration, and new hiring.
You’ll get more visibility, faster communication, and better cultural integration with your offshore team.
Yes. Every team member under MOS gets access to our Learning & Development ecosystem, which includes 15,000+ hours of CPE, skill-based training programs, and certification courses tailored for accounting professionals.
All training and certifications are tracked through our in-house LMS platform and Client Hub HRMS. You can view team progress, assign new training, and monitor completion rates from a single dashboard.
Absolutely. You can assign role-based learning paths (e.g., for preparers, reviewers, auditors, etc.), or create custom training plans aligned with your firm’s internal processes. We help configure this during onboarding.
Our platform offers access to more than 15,000+ hours of training content. Over 500+ topics are directly related to accounting firm service lines, including taxation, audit, CAAS, payroll, valuation, QuickBooks, Excel, practice management, and more. The platform also includes soft skills, communication, and productivity training—all designed to make your team more effective and client-ready
Yes. We have a dedicated Learning & Development department, including a team of L&D Managers who work closely with your firm. They support everything from onboarding and skill gap analysis to assigning role-specific training and monitoring progress. Whether you’re building a new team or looking to upgrade an existing one, our L&D team is there to assist you across the board.
Yes. You can run your own training sessions or share proprietary content. We’ll help set it up, schedule sessions, and track attendance and completion.
Our standard IT setup is designed to cover around 90% of typical hardware and software needs for accounting firms—including secure systems, licensed tools, and basic peripherals. However, if you require any specialized equipment or configurations beyond the standard setup—such as high-end monitors, advanced firewall layers, or niche software—the additional cost would need to be covered by your firm. We’re happy to support procurement and installation as per your requirements.
Our standard IT setup includes fully equipped workstations, licensed accounting software (as per your needs), secure internet, antivirus protection, endpoint encryption, and basic monitoring tools. It’s designed to meet the everyday requirements of accounting firms and can be tailored further as needed.
Yes. Your offshore team can access your firm’s environment using VPN, RDP, or cloud-based platforms. We help set up secure access and ensure compliance with your internal IT policies.
Yes. We provide screen monitoring, productivity reports, app usage tracking, and real-time activity logs through our proprietary Client Hub HRMS platform. This helps ensure accountability without micromanagement.
We have a dedicated in-house IT team that provides ongoing support for setup, troubleshooting, and system updates. Any issues related to hardware, internet, access, or software are resolved quickly to avoid disruption.