When interviewing offshore candidates, US CPA firms should adjust for cultural differences while maintaining clear standards around communication, professionalism, and long-term fit. This article outlines six practical red flags to watch for and how to interpret them accurately.
Hiring offshore talent can unlock major benefits for CPA firms, but only if the right candidates are selected from the start. Interviews are your first line of defence against poor fit, miscommunication, and avoidable turnover. Offshore interviews require a slightly different lens than domestic ones. Here are six key things to look out for, and how to interpret them.
Why: If you struggle to understand what a candidate is saying during the interview, your team and clients likely will too.
What it means for you: Regardless of the candidate’s credentials or fluency, clear verbal communication is critical. If you can’t understand them now, you’ll have trouble collaborating later, especially under time pressure. Don’t make exceptions here. Pass on the candidate and save your team future frustration.
Why: A noisy interview environment can indicate the candidate doesn’t have access to a quiet, professional place to work, which is a problem if they’ll be remote.
What it means for you: If they didn’t find a quiet space for the interview, they may not have one for day-to-day work either. That doesn’t mean you should automatically rule them out, but it’s a signal to ask follow-up questions. Do they have access to a co-working space? Are they willing to work from one? Don’t ignore the noise, investigate it.
Why: In many offshore markets, it’s not culturally expected for candidates to research potential employers before interviews, especially when they are juggling multiple opportunities.
What it means for you: While you shouldn’t penalize a candidate for not knowing much about your firm, do take note when someone has done their homework. If they reference your firm’s history, values, or recent social media posts, that’s a strong sign they’re proactive, serious, and potentially a standout hire. Give credit where it’s due.
Why: In the US, we expect candidates to ask thoughtful questions during interviews. In many offshore cultures, though, questioning a potential employer, especially a perceived superior, can feel disrespectful.
What it means for you: Don’t misread the lack of questions as disinterest. It may simply reflect cultural norms. Focus on the substance of the interview rather than the closing Q&A.
Why: Job-hopping is more common and accepted in offshore markets like India, especially among younger professionals. But that doesn’t mean it won’t impact your firm.
What it means for you: Be cautious with candidates who have a pattern of short stints. If their resume shows frequent moves, ask thoughtful questions during the interview. If their reasons aren’t convincing or leave you uncertain, it’s best to move on. Offshore hiring still requires stability and consistency, just like domestic hiring.
Why: Some offshore candidates may share deeply personal stories early in the interview process. In their culture, this is a way to build rapport, not a breach of professionalism.
What it means for you: If a candidate opens up more than you’re used to, don’t let it distract you. Focus on their communication, technical skills, and fit. The story may feel out of place by US standards, but it’s often shared with the best of intentions.
Offshore interviews require a balance of cultural awareness and practical judgment. Don’t lower your standards, but do adjust your lens. What you’re seeing might not be a red flag. It might just be different. By knowing what to look for, and why, you’ll be better prepared to spot top performers and avoid mis-hires, helping your firm build a strong, aligned global team from day one.
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