Offshore development center in India without the setup burden
Hiring in India should fuel growth, not add complexity. Kaamwork lets you build an offshore development center that runs like your own office—without entity setup or vendor markups. You hire and manage; we handle payroll, compliance, and HR. Start in 48 hours with transparent $599/month pricing.
Get startedWhat is an ODC
— and why it matters
When U.S. companies talk about global expansion, one term often comes up: ODC, or Offshore Development Center. At its simplest, an ODC is a dedicated team of professionals located overseas that operates as a direct extension of your company.
Unlike outsourcing, where the work is managed and controlled by a third-party vendor, an ODC is designed to function like your own office abroad. The people in your ODC follow your systems, your workflows, and your cultural values.
But why does this matter? Because the difference between outsourcing and an ODC isn’t just about location. It’s about control, accountability, and the long-term strength of your business.
ODC model explained
Think of an ODC as your satellite office in another country—but one that doesn’t require you to invest months of time and hundreds of thousands of dollars in legal setup. The employees are hired specifically for your business, they work full-time for you, and your leaders manage them. You don’t have to split their attention with other clients, and you don’t risk your intellectual property being diluted across multiple projects.
This model matters most when companies need to scale quickly but still protect ownership of code, data, and ideas. For new ventures, an ODC provides room to accelerate without overextending U.S. payroll budgets. For mature companies, it provides flexibility and resiliency without diluting quality.
Why U.S. businesses turn to ODCs
The U.S. talent market is tightening. According to the U.S. Chamber of Commerce, more than 9 million job openings exist nationwide, but fewer than 6 million unemployed workers are available to fill them.
In very technical functions such as software engineering, the difference is even larger. Salaries have mushroomed, competition is fierce, and projects fail just because businesses can't get enough skilled individuals.
An ODC addresses this in two significant ways:
Access to global talent
India, for example, produces more than 1.5 million engineers every year, with English proficiency and proven experience in global teams.
Cost efficiency
Salaries in India are often 50–65% lower than U.S. equivalents for the same skills. When combined with reduced overhead, the financial case becomes hard to ignore.
ODC vs. outsourcing:
Why the distinction matters
Outsourcing and ODCs are sometimes confused, but they serve very different purposes. Outsourcing is transaction-based: you hand over a task, the vendor completes it, and quality may vary depending on who’s assigned. An ODC is relationship-based: you build a dedicated team that grows with your company, learns your product inside out, and contributes consistently over time.
Here’s what typically differentiates the two:
Ownership
With outsourcing, vendors control the process. With an ODC, you control the team
Continuity
Outsourcing often rotates staff across clients. ODCs provide stable, long-term employees
Security
Outsourcing may route data through third-party systems. ODCs use your tools, your security protocols, and your contracts
Culture
Outsourced staff follow the vendor’s way of working. ODC employees are embedded in your culture and values.
For leaders who care about product continuity, intellectual property, and predictable performance, the ODC model is almost always the better fit.
Strategic value of an ODC
Beyond cost savings and speed, an ODC delivers something often overlooked: strategic alignment. When your offshore team is fully integrated into your workflows, they don’t just complete tasks—they contribute ideas, innovations, and improvements. This transforms them from “extra hands” into true partners in growth.
For example, a fintech company using an ODC in India doesn’t just reduce expenses. It gains a team that can analyze customer data overnight, provide insights before the U.S. office starts its day, and accelerate product development cycles. That 24/7 progress creates a competitive edge that outsourcing vendors cannot replicate.
Why ODCs are gaining momentum
The global shift to remote work has accelerated the adoption of ODCs. Post-2020, companies no longer hesitate to manage distributed teams. What once felt risky is now standard practice.
At the same time, economic pressures make cost efficiency more important than ever. Together, these trends explain why more than 1,500 ODCs now operate in India, serving both Fortune 500s and fast-scaling startups.
Industry surveys show that adoption of the Build-Operate-Transfer (BOT) model—where companies start under a provider’s umbrella and then transition the ODC into their own entity—is growing more than 20% year over year.
That’s proof that U.S. executives are no longer content with outsourcing stopgaps. They want sustainable, scalable offshore teams that they can eventually own outright. Thus, an ODC is not just about saving money. It’s about building a long-term, strategic extension of your company overseas. For U.S. executives, the model provides:
Here’s what typically differentiates the two:
Access to top-tier talent that may be scarce at home
Scalability to grow quickly without long delays
Cost efficiency that supports product roadmaps without inflating budgets
Control and security to protect IP and culture
Strategic value through continuous, embedded contribution
This is why more companies are moving beyond outsourcing contracts and choosing to establish ODCs instead.
Why choose our ODC
Building an offshore development center is not just about filling headcount abroad. It’s about choosing a model that aligns with your company’s goals, budget, and long-term strategy. Many U.S. executives exploring offshore hiring face the same dilemma: Should we set up our own entity, outsource to a vendor, or work with a partner who can deliver a turnkey ODC?
At Kaamwork, we position our ODC offering as a strategic extension of your company, not a rented service. The difference shows up in cost predictability, team control, and long-term stability.
Cost-efficient scaling
- Running payroll, HR, and compliance through a subsidiary in India is expensive and time-consuming. Incorporation alone can take 6–12 months, with legal and administrative costs often reaching $300K–$500K before you even hire your first engineer. Add in ongoing overhead like office leases, compliance audits, and local HR teams, and the investment multiplies.
- Kaamwork removes that barrier. With a flat fee of $599 per employee per month, you skip the setup burden and get predictable costs. There are no hidden markups of 35–100% (common in outsourcing firms). Salaries are paid directly in INR to employees, while you retain visibility into the full cost of ownership.
- The result? You save up to 80% in overhead and as much as 50% in salary costs compared to U.S. benchmarks — without giving up control.
Integrated into your process
- An ODC only works if it feels like part of your business. That’s why Kaamwork focuses on embedding offshore teams into your workflows from day one. Employees use your tools, follow your sprint cycles, and attend your stand-ups. They report to your managers, not a vendor supervisor.
- This integration means there’s no “vendor middle layer” distorting communication. Instead, you gain a true distributed team that contributes as if they were sitting in your U.S. office.
Retained IP and control
- For most technology leaders, intellectual property is non-negotiable. Traditional outsourcing routes work through third-party systems, creating gray areas in ownership. In contrast, Kaamwork ensures your ODC employees sign direct NDAs and IP assignment agreements aligned with U.S. standards.
- You keep ownership of:
- Source code and data
- Tools, processes, and documentation
- Performance reviews, promotions, and exits
- This legal clarity protects your business and ensures you don’t compromise long-term value for short-term cost savings.
Fast go-live with BOT model
- Many companies hesitate because they worry about being “locked in.” That’s why we offer the Build-Operate-Transfer (BOT) model. You start fast under Kaamwork's entity, with hiring often taking place within a week. Once you’re ready — whether after 12 months or three years — we help you transition the ODC into your own Indian subsidiary.
- This gives you speed today without sacrificing independence tomorrow. You don’t lose momentum, and you gain the ability to scale sustainably.
A strategic partner, not a vendor
- The key difference between Kaamwork and outsourcing providers is philosophy. Vendors view offshore staff as resources to be rented. We view offshore teams as people to be nurtured, developed, and retained. That mindset translates into:
- <5% voluntary attrition compared to an industry average of 30%+
- Engagement programs to keep employees connected to your culture
- White-glove HR support that ensures smooth onboarding, payroll, and compliance
- When employees feel like they belong to your company rather than a vendor bench, they stay longer and contribute more meaningfully.
Proof through outcomes
- The results speak for themselves:
- TripAdvisor built a full-time team in India with Kaamwork without opening a subsidiary, saving ~80% in overhead
- SimpliSafe ramped an engineering office in weeks instead of months, keeping 100% control of culture and performance
- Thrasio scaled product development rapidly, positioning its ODC in India as a competitive advantage rather than a compromise
- Across clients, teams commonly scale from one hire to ten employees within six months. The speed and predictability give U.S. executives the confidence to move forward without delays.
Top-tier ODC: Kaamwork
Launch in Days
Launch in days, not months
80%+
Save 50%+ on salaries, 80%+ on overhead
Control
Retain IP, culture, and control
Scale
Scale flexibly with dedicated or BOT models
Low Attrition
Keep attrition low with proven HR and retention programs
Partner
Partner with experts who know India’s talent market deeply
An offshore development center is more than a line item on a budget. It’s a way to strengthen your company with new capabilities while reducing risk. Choosing Kaamwork means choosing a partner who focuses on your long-term success, not just headcount fulfillment.
How it works
When executives think about launching an offshore development center, the first question is always the same: how does this actually work?
At Kaamwork, we’ve simplified the process into clear engagement models that give you flexibility while keeping you in control. Whether you want a permanent team, a stepping stone toward your own entity, or a short-term project boost, we have a structure that fits.
The dedicated team model
- Employees are personally selected by you via interviews and tests
- They work solely for your firm, not jointly with other customers
- You directly oversee them, like employees in your in-house office
- They utilize your equipment, go to your meetings, and fit into your culture
The dedicated model is most appropriate for businesses seeking long-term control over product creation or data analysis without the timing issues of entity establishment. It provides continuity, responsibility, and stable output.
The Build-Operate-Transfer (BOT) model
- Build: Kaamwork staffs up and establishes your offshore team within our legal structure so that you can begin at once.
- Operate: We take care of HR, payroll, compliance, and retention while you focus on the day-to-day work and culture of the team.
- Transfer: When you feel ready, we assist you in handing over the whole operation to your own Indian subsidiary.
This model provides the best of both worlds — speed today and autonomy tomorrow. It's particularly appealing to firms with long-term India expansion plans but no desire for initial setup lag.
Hybrid or project-based model
- Ideal for single projects such as a proof-of-concept or migration
- Ideal for specialized roles where need might be fleeting
- Enables you to scale up or down rapidly without administrative obstacles
This model provides the best of both worlds — speed today and autonomy tomorrow. It's particularly appealing to firms with long-term India expansion plans but no desire for initial setup lag.
The common denominator:
control with compliance
Regardless of which model you select, the approach remains the same: you manage the team, Kaamwork manages compliance. That's what it means:
We oversee contracts, payroll, tax returns, and statutory entitlements
You own the hiring decisions, the workflows, and the IP
Employees see themselves as your team, not vendor resources
This clarity prevents the misalignment that plagues traditional outsourcing.
What daily life looks like in practice
Imagine your engineering manager in San Francisco leading a sprint review. Your India-based ODC team dials in on the same tools, shares updates, and contributes code that’s already live in staging.
Behind the scenes, Kaamwork has ensured that payroll was processed correctly, Provident Fund contributions (similar to 401k retirement savings) were filed, and onboarding of the newest hire included hardware and system access.
For your managers, it feels seamless — just like leading a distributed U.S. team. For your finance and HR leaders, it’s risk-free because compliance is fully handled.
Why engagement flexibility matters
Markets shift. Product timelines accelerate. Budgets expand and contract. A rigid offshore model can become a liability in these situations. That's why Kaamwork created engagement models that adapt to your requirements.
Begin with 2–3 staff to test the fit
Scale to 20+ in months if projects require it
Become your own entity when ready for permanence
Scale down if priorities change, without courtroom battles and costly fines
Flexibility is not convenience — it's business plan insurance
Offshore development centers succeed when they match business strategy. By offering multiple engagement models, Kaamwork ensures you never feel boxed in. You can start lean, scale fast, and pivot when needed — all while staying compliant and in control.
Scaling beyond the first team
Numbers and models explain part of the story, but what truly builds trust is hearing from those who have already made the leap. Kaamwork’s clients range from high-growth startups to established enterprises, and their experiences show how the model works in practice.
Many companies start their India journey with a single hire or a small team of five. But the real test of any offshore development center is what happens when you need to scale. Kaamwork is built to help you grow steadily, without hitting operational roadblocks.
The model makes expansion simple. Once the first team is in place, you can add roles quickly across engineering, product, analytics, or support. Kaamwork’s sourcing engine regularly delivers candidate shortlists within 48 hours, so you can staff up new functions without slowing your product roadmap. Whether you’re adding two engineers or an entire QA division, the infrastructure — payroll, HR, and compliance — is already in place.
Growth does not have to mean giving up control. You still design interview loops, make hiring decisions, and run performance cycles. The only difference is scale. A five-person team can become 20 or 50, with the same governance and compliance processes ensuring consistency.
For companies with long-term India ambitions, Kaamwork also offers a Build-Operate-Transfer path. That means you start under Kaamwork’s entity to save time and cost, then transition the team into your own entity once it makes strategic sense. The transfer is seamless, and your employees remain with you throughout.
This approach answers a critical question U.S. executives often ask: “If we start small, will we outgrow the model?” With Kaamwork, the answer is no. Instead, you get a flexible partner that expands with your needs, whether that means growing to 10 employees in six months or scaling a dedicated India office over several years.
Key benefits and strategic value
When U.S. companies evaluate an offshore development center in India, the first lens is often financial. Lower salaries and reduced overhead make the model attractive. But the true value of an ODC goes beyond cost savings. It touches speed, scalability, innovation, and long-term resilience.
These are the primary advantages executives perceive when they work with Kaamwork to set up an ODC.
Cost savings that scale with you
Setting up a subsidiary in India costs hundreds of thousands of dollars in legal fees, infrastructure, and ongoing overhead. Outsourcing vendors, on the other hand, often add markups of 35–100% on top of base salaries.
Kaamwork eliminates both extremes. With a flat fee of $599 per employee per month, plus direct INR salary payments, your finance team sees the full cost clearly. No hidden charges, no inflated invoices.
For businesses recruiting 10 employees, the contrast is staggering:
- Entity setup and overhead: $300K–$500K+ before even starting operations.
- Outsourcing vendor markup: $200K–$400K in hidden costs every year.
- Kaamwork ODC: predictable, transparent costs for a portion of the spend
Speed to market
- Product schedules can't be delayed in today's market. Traditional entity setup in India takes 6–12 months. Even outsourcing can involve long negotiations and onboarding delays.
- With Kaamwork, candidate profiles arrive within 24–48 hours of kickoff. Teams are often operational within a week. For U.S. executives under pressure to launch, that difference can make or break a release window.
- Speed isn’t just about hiring faster. It's about seizing market opportunities before the competition.
Access to global talent pools
- India has an unmatched depth of talent. With over 1.5 million engineers graduating every year, and a huge English-speaking workforce with experience in international collaboration, the nation is a natural center for ODCs.
- Kaamwork takes it a step further by reaching out to both tier-1 cities (Bangalore, Hyderabad, Pune, Delhi NCR) as well as remote-first talent from all over India. This increases the pool and prevents you from competing only for talent in saturated metro centers.
- The outcome: top-talent employees in software engineering, product, data science, analytics, and customer-facing functions
Process and cultural alignment
- Offshore teams usually feel disconnected from the firms they work for. Conversely, ODC employees are part of your culture from day one. They utilize your tools, participate in your meetings, and are held accountable against your performance objectives.
- This alignment creates responsibility and confidence. Employees feel they are part of your business, not independent contractors. That feeling of belonging decreases turnover and builds results.
Almost 24/7 productivity
- Time zones are usually presented as a problem. With the proper model, they are a strength. Having an ODC in India allows your U.S. headquarters to shuttle work from the end of its day to wake up to already completed work.
- This virtually round-the-clock cycle accelerates development cycles, removes slowdowns, and keeps your projects going when your primary team sleeps.
Innovation and resilience
- An ODC is not simply additional capacity — it's a hotbed of innovation. Workers introduce diverse thoughts, experience with varying problem-solving techniques, and access to global best practices. As the years go by, this diversity translates into product improvements, fresh ideas, and creative thinking.
- Another strategic advantage is resilience. By having teams spread geographically, firms minimize the risk of localized interruptions. Whether economic changes, natural disasters, or talent deficits, an ODC infuses operations with an extra layer of stability.
Compliance without distraction
- For HR leaders and CFOs, risk from compliance is a primary concern. India requires employer contributions to schemes like Provident Fund (retirement savings, akin to 401k), ESIC (government health insurance, like employer-sponsored insurance), and Gratuity (long-service reward, akin to earned severance).
- Kaamwork handles all these statutory requirements end-to-end.
Payroll filings, contracts, and tax records are delivered on time and in line with Indian law. This keeps you focused on growth instead of worrying about legal penalties.
Employee retention as a growth driver
- High attrition undermines progress. Industry averages in India hover around 30% or more, especially in IT services and outsourcing models. Kaamwork’s ODCs see voluntary attrition under 5%.
- That stability accumulates over time. Product knowledge remains in-house, teams are more agile with less ramp-up, and managers skip the cost and distraction of ongoing rehiring.
The strategic edge
If you combine all these advantages, the offshore development center is more than a cost lever.
Launch products faster
Stretch budgets further
Tap into world-class talent
Protect intellectual property
Build resilient, engaged teams that stay
This is why global leaders are moving beyond outsourcing and choosing ODCs — and why Kaamwork is often their partner of choice.
Security and compliance assurance
One of the major worries for U.S. managers when looking at an offshore development center in India is compliance risk and intellectual property protection. With Kaamwork, this is not an afterthought — it is embedded in the model from day one.
All employees engaged by Kaamwork enter into a direct employment contract containing non-disclosure and IP transfer provisions typical of U.S. standards. This keeps your business data, code, and product designs all yours. System access is highly restricted, with staff working directly on your platforms instead of through third-party vendor tools. This reduces exposure and makes internal audits simpler.
On the compliance side, Kaamwork takes full responsibility for payroll, taxes, and statutory benefits under Indian law. That includes:
Provident Fund (PF)
Retirement contributions, similar to a 401(k).
ESIC
Government-backed healthcare coverage.
Gratuity
Long-service payouts for eligible employees.
These programs are obligatory in India, and non-compliance may result in penalties. With Kaamwork, filings are done correctly and timely, with confirmations being available for your finance team every month.
In addition to statutory compliance, Kaamwork also offers quarterly compliance audits and open books, so there are no surprises. For U.S. CFOs and CTOs, this means you don't have to become an Indian labor law expert — you just get the peace of mind that your employees are legally covered and your firm is protected from risk.
When CEOs evaluate options, this peace of mind usually wins out. With Kaamwork, you reap the benefits of global talent sourcing without the compliance issues that normally accompany going offshore.
Setup roadmap
One of the largest worries U.S. CEOs express is avoiding complexity. How do you establish an ODC in India without getting swamped in paperwork, holdups, and unknowns?
At Kaamwork, we've created a roadmap that eliminates that complexity. We aim to get you from the first call to the first day of work in under a week — with every step transparent and predictable.
This is how it works:
Define objectives and roles
- We meet with your leadership to determine the "why" of your ODC. This means asking questions like do you require accelerated product cycles or customer-facing functions? After determining that, we assist you in defining the required skills and roles.
- So, by starting with goals rather than job titles, we ensure that your offshore team directly aligns with the growth strategy.
Select the engagement model
- Every company likes a different balance of speed, risk, and growth. That is why we do not impose a standard model. You can select:
- Dedicated team for long-term stability.
- Build-Operate-Transfer (BOT) if you want to eventually own your entity.
- Hybrid/project model to test capabilities or run pilots.
- We explain the trade-offs clearly so you pick the path that matches your stage and vision.
Sourcing and candidate shortlist
- After setting up roles, our engine springs into motion. You have a fine choice of candidates in 24 to 48 hours. These are no random resumes pulled from job boards - they are screened professionals to fit your needs.
- This efficiency is a result of Kaamwork's extensive network within India's talent pool and our success at communicating your brand narrative in terms that appeal to top talent.
Interviews and selection
- You are always in control of hiring. We arrange interviews, schedule technical tests, and handle local communication.
- Your managers run the interviews using your processes, just as they would with U.S. candidates. By the end of this step, you’ve chosen the right people and extended offers with confidence.
Compliance and contracts
- This is where many companies get stuck if they go it alone. Indian labor law requires detailed employment contracts, NDAs, intellectual property assignments, and enrollment in statutory programs like retirement contributions (Provident Fund), health benefits (ESIC), and gratuity.
- Kaamwork handles all of it. Contracts are drawn, filings are submitted, and payroll systems are configured — all under our legal entity, so you don’t face the delays of entity setup.
Onboarding and setup
- Day one isn't a matter of showing up. It's about being prepared to add value. Kaamwork makes sure:
- Hardware and equipment are ordered and set up
- Access to your equipment and systems is enabled
- Orientation courses include HR, regulatory, and company culture
- We also give your managers a 30-day onboarding checklist so they are able to induct new joiners seamlessly into the team.
Integration with HQ
- ODC is not a silo. From day one, employees work within your systems, participate in your meetings, and are aligned with your goals. Overlap hours between India and U.S. teams are encouraged for collaboration on a daily basis, while leveraging the time-zone difference for prolonged productivity cycles.
- Integration is where the ODC begins to feel like an extension of your company — not simply a support function.
Scale and optimize
- Once the initial hires are running smoothly, it’s easy to add more. Whether you grow from five employees to fifty, or scale back as priorities shift, the model adapts without requiring new government filings or complex transitions.
- We also conduct quarterly reviews with your leadership to align hiring pipelines with product roadmaps. This ensures the ODC evolves alongside your company, not as a parallel track.
Why the roadmap matters
Executives don’t just want speed. They want predictability. With this roadmap, you know what’s coming at each step. You can plan budgets, product timelines, and org charts without worrying about hidden hurdles.
Most importantly, you get from “decision” to “delivery” in less than a week — a timeline that traditional entity setup can’t even approach.
Why choose Kaamwork
Plenty of firms claim they can help you hire offshore. Some sell outsourcing contracts. Others offer generic Employer of Record (EOR) services. A few guide entity setup. On the surface, they may all sound similar — but the outcomes they deliver are very different.
Here’s why companies like TripAdvisor, SimpliSafe, and Thrasio chose Kaamwork instead of the alternatives.
Faster than entity setup
Setting up a subsidiary in India is a long process. Incorporation can stretch six months to a year. Then come the registrations with multiple ministries, approvals for tax IDs, labor codes, and benefit programs. By the time you’re cleared to hire, the opportunity that pushed you to expand may have already passed.
Kaamwork removes that barrier. With our model, you’re legally ready to hire within 48 hours. Profiles arrive in less than two days, interviews follow, and employees often start within a week. For CEOs and CTOs under pressure to launch, that speed changes everything.
Better than outsourcing vendors
Outsourcing promises flexibility. You sign a contract, send over requirements, and wait for results. But control is minimal. Staff are often split across multiple clients, vendor markups inflate costs, and intellectual property may pass through shared systems.
Kaamwork flips the model. Employees are dedicated to your company only. You choose them, you manage them, and they work inside your tools and security protocols. Salaries are transparent — no 50% vendor margin hidden in the bill.
Most importantly, the culture is yours. Employees see themselves as part of your brand, not as vendor resources. That sense of belonging translates into accountability and retention.
Beyond pure EOR platforms
Some platforms like Deel and Remote.com handle payroll and contracts. That’s useful, but it’s only part of the equation. Payroll alone won't fix the tougher problems of recruiting, onboarding, and keeping talent in India.
Kaamwork does more:
- We source and introduce candidates in 24–48 hours
- We offer onboarding assistance, from laptops to orientation sessions
- We run retention programs, engagement checks, and career development conversations
- We help you tell your brand story in India so candidates feel they’re joining your company, not just “a remote gig.
That human touch is why our attrition rate stays under 5%, compared to industry averages of 30%+.
Local expertise that matters
Indian hiring is not only about resumes. It's about knowing salary standards, local differences, and worker expectations. For instance, an engineer in Bangalore might expect a different benefits package compared to one in Pune.
Kaamwork’s team lives in this market. We know how to negotiate offers, how to structure retention programs, and how to align with evolving labor laws. That expertise prevents surprises and keeps your teams running smoothly.
Compliance confidence
U.S. executives are rightly cautious about compliance. Indian law requires employers to contribute to programs like Provident Fund (retirement savings, like a 401k), ESIC (health coverage, similar to employer insurance), and gratuity (earned severance). Missing filings can trigger fines or reputational risks.
Kaamwork handles every filing, every contract, and every payroll run. You receive confirmations and reports so your finance and legal teams have complete visibility. Compliance isn’t just promised — it’s documented.
Results that prove the difference
Some platforms like Deel and Remote.com handle payroll and contracts. That’s useful, but it’s only part of the equation. Payroll alone won't fix the tougher problems of recruiting, onboarding, and keeping talent in India.
- TripAdvisor avoided $300K+ in setup costs and built a team of ten in under six months.
- SimpliSafe launched an engineering office without waiting for entity approvals, accelerating time-to-market.
- Thrasio scaled its India team rapidly under our EOR model, then transitioned into a BOT for long-term independence.
Across industries, clients report faster launches, lower costs, and dramatically reduced attrition compared to both outsourcing and direct entity setup.
Our highlights
1
Launch in days, not months
2
Save up to 80% on overhead costs
3
Retain complete control with respect to hiring, IP, and culture
4
Access top-tier Indian talent
5
Enjoy attrition rates under 5%
6
Transition to your own entity when ready
Client testimonials and proof points
Numbers tell one story. Clients tell another. The strongest proof of Kaamwork’s offshore development center model comes directly from the executives who have used it to scale their teams.
Quick facts about offshore development centers in India
Sometimes executives just want the facts. Here are the numbers that show why India, and Kaamwork’s offshore development center model, are worth your attention:
Cost and efficiency
Up to 60% savings on operational costs compared to building the same team in the U.S.
Overhead reduced by 80% when avoiding entity setup and using Kaamwork’s flat-fee model.
Flat fee: $599/month per worker, no markups, no surprises.
Talent availability
India produces 1.5 million engineers annually, generating one of the biggest pools of tech talent worldwide.
More than 500,000 experts work in ODCs spread throughout India that service the leading U.S. and European companies.
Access to the top 5% of talent curated by Kaamwork’s sourcing process.
Market adoption
More than 1,500 ODCs already operate in India, with adoption growing at 20% year over year.
Leading U.S. firms in travel, fintech, SaaS, and consumer tech use ODC models to scale.
Some of Kaamwork's clients include TripAdvisor, SimpliSafe, Thrasio, and Ideal Image, lending credibility across various sectors.
Speed to scale
Candidate profiles shared within 24–48 hours of role alignment.
Typical teams of 10+ are established within a span of 6 months, as against 8–12 months for direct entity establishment.
Clients usually begin with 1–2 hires and ramp up fast with increasing confidence in delivery.
Stability & retention
Industry attrition for India IT is 30%+ after Covid.
Kaamwork-managed teams attain <5% voluntary attrition, maintaining product knowledge and reducing rehiring costs.
Local HR engagement projects and open career paths guarantee staff loyalty and drive.
The numbers back the story. Offshore development centers in India deliver scale, savings, and stability. Kaamwork makes those advantages accessible from day zero, without the pain of entity setup or the risks of outsourcing vendors.
Frequently asked questions
A practical way to build your offshore development center in India
Setting up a full-scale offshore development center in India does not need to be slow, expensive, or risky. Traditional outsourcing vendors add costs and limit your control. Building your own entity requires months of setup and heavy investment.
Kaamwork gives you a faster, simpler path. You begin with the talent you require — not with forms. Our platform provides best-in-class professionals in 48 hours, handles payroll and compliance for you, and facilitates retention through local HR initiatives. You maintain complete control of recruiting, culture, and performance without incurring the 80% overhead of entity formation.
This allows you to scale your data, product, or engineering teams at the speed your business requires.
Whether you begin with one role or plan a full ODC, Kaamwork makes it possible without the trade-offs of outsourcing or the delays of entity setup.