- "I have just the perfect person for this opening you have."
- "No, thank you."
- "They're 40% below your maximum budget. Do they need to be onsite?"
- "No, remote is fine."
- "Then what’s the issue?"
- "We’re looking for an FTE"
I’ve had this conversation more times than I can count. It’s a knee-jerk reaction from many decision-makers, particularly in more traditional companies. The idea that nearshoring and full-time employment (FTE) are mutually exclusive hiring models is deeply ingrained. To many, nearshoring still carries the outdated stigma of being reserved for lower-stakes, short-term work—something you’d only use for temporary support or back-office tasks.
But here’s the reality: the lines between FTEs and nearshore talent have blurred. More and more, nearshore professionals are working in core roles, fully integrated into teams, and delivering long-term, strategic value to businesses. The only real difference? You don’t carry the overhead.
Understanding the Reluctance
Let’s be fair—this reluctance isn’t completely unfounded. There was a time when outsourcing and nearshoring primarily meant handing off peripheral tasks, often with inconsistent quality, time zone challenges, or cultural misalignment. The assumption was that if you needed someone to truly embed within your team, share long-term goals, and act as an extension of your workforce, they had to be an FTE.
That time is over. Today’s nearshoring landscape is vastly different. We’ve seen consultants work with the same clients for three years or more, fully aligned with their goals, workflows, and company culture. They’re just as committed and embedded as any FTE—except you don’t have to deal with payroll taxes, benefits administration, or regulatory compliance.
The Cost and Efficiency Factor
Hiring FTEs comes with significant overhead—recruiting costs, benefits, training, and long-term commitments that may not always align with business needs. Nearshoring offers a cost-effective alternative without sacrificing quality or stability. By leveraging a nearshoring model, companies can scale their teams efficiently, respond to market changes faster, and reduce the risk associated with long hiring cycles.
Moreover, nearshoring partners handle compliance, HR, and administrative burdens, allowing businesses to focus on growth rather than the complexities of workforce management. This means faster onboarding, lower turnover risk, and the ability to access specialized skills on demand.
Rethinking Hiring Models
There’s a persistent myth that FTEs are somehow more reliable or committed than contracted nearshore professionals. But commitment isn’t dictated by employment status—it’s driven by how well you treat and integrate your people. When you hire through a trusted nearshoring partner, you gain access to highly skilled professionals who operate as true extensions of your team.
And let’s talk risk. The reality is that FTEs leave, too. Turnover exists across all hiring models. What matters is building a structure that fosters engagement, longevity, and expertise—something that’s absolutely possible with nearshore professionals.
Building Long-Term Success
Companies that embrace nearshoring not only gain cost advantages but also create a more resilient and adaptable workforce. Nearshore consultants can be embedded into company culture, trained in proprietary processes, and developed into long-term assets for the business. Many of our consultants have worked with the same clients for years, proving that the traditional employment model is no longer the only path to stability and growth.
What This Means for You
Nearshoring isn’t just about cost savings; it’s about flexibility, scalability, and access to talent that can drive your business forward. If you’re willing to let go of outdated distinctions and focus on outcomes, you’ll find that nearshoring isn’t an alternative to FTEs—it’s a strategic advantage.
So next time you have an opening, ask yourself: are you hiring for a label, or are you hiring for results?
