Nearshore accounting talent for US CPA firms
Ever thought about hiring outside your local market?
A short, no-pressure call to see if it fits your firm. If it doesn't, I'll tell you.
You interview and choose the person. The work stays on bookkeeping and write-up, so it never touches a tax return. And if a hire isn't right in the first 90 days, I replace them free.
Finding and keeping qualified staff is the top issue in the profession.
AICPA PCPS Top Issues SurveyThe drop in US accounting graduates: the pipeline that used to feed your bench is thin right now.
Journal of Accountancy / CFO DiveBrazil's offset from US Eastern. A preparer you can call at 2pm your time. Real workday overlap, not a night shift.
Time-zone fact (BRT vs. ET)The real bottleneck
The clients are there. The referrals are there. What's missing is people to do the work, and the local pond is empty, because the graduates are fewer and the seniors you'd poach are locked up by firms with money you can't match. So your best people are underwater in March, you've quietly slow-walked good clients you'd normally say yes to, and every return still waits on your review because there aren't enough hours of you.
The Nearshore Bench
A pre-vetted, English-speaking accountant who works your hours, matched to your criteria, in front of you to interview within about 30 days. You choose the person. The work stays on bookkeeping and write-up, so it never touches a tax return. If a hire isn't right in the first 90 days, I replace them free.
That's the whole offer, in a sentence. Every part of it is built to remove the reason firms hesitate: not the price, but the risk to your license, your client trust, and your standing with your partners.
Why nearshore, not offshore
If a Philippines or India pilot didn't stick, it usually failed for the same three reasons. Nearshore Brazil answers each one directly, which is why a burned firm gives it a second look.
Brazil is one to two hours off US Eastern. You get a preparer you can actually talk to at 2pm your time, not a batch that comes back overnight with questions you have to answer tomorrow.
You meet only candidates who've cleared an English-fluency screen and can work the way your firm works. Communication is the thing that quietly sinks offshore, so it's the thing that's screened first.
You're not subscribing to a faceless talent pool. You're placed one specific, named, pre-vetted human you interview like any other hire, and you never take anyone you didn't choose.
How it works
We define the seat: the work you need covered, the criteria that matter to you, and whether this is even a fit. If it isn't, you'll hear that.
I find and screen candidates where the US market can't reach: credential verification, an English-fluency screen, and an accounting skills and fit check.
You meet only candidates who cleared vetting, with a dossier on each. You interview them like any hire and pick the person. You're never handed someone.
Typically within about 30 days, working your timezone on bookkeeping and write-up, with an onboarding plan so there's no management headache. Backed 90 days.
What you get
A commodity shop sells access to a pool. This is a placement you can stand behind, because the screening that makes the guarantee safe is the same screening that protects your signature.
Credential verification, an accounting skills check, references, and a short English-fluency screen, so you're making a reviewable decision, not a blind bet.
Overlapping hours and a communication cadence built in, so "offshore staff" never means "another person I manage across the world."
How to plug the placement into your workflow with minimal overhead, so relief doesn't arrive as one more thing to run.
Language to tell your own clients, if you choose to, that preserves the trusted-advisor relationship you've spent years building.
The engagement is deliberately scoped to work that never touches a tax return, the cleanest possible answer to the data question.
Not a subscription. A specific accountant you interviewed and selected, placed into your firm and backed for 90 days.
The guarantee
If the hire isn't right, that's my problem, not yours.
If a placement isn't working in the first 90 days, I replace them free. And because you interview and choose the person yourself, you're never taking someone you didn't pick in the first place. The risk of a bad, hard-to-reverse hire, the thing that actually keeps firms from moving, sits on my side of the table.
One honest note: a guarantee is only as good as the vetting behind it, which is exactly why the screening comes before you ever meet a candidate. This is for firms that genuinely need the capacity. On the call I'll tell you plainly if it isn't a fit.
Book a 15-minute callThe data question
Most offshore pitches skip the data question entirely, which is exactly why partners don't bite. I raise it before you have to. The engagement is deliberately kept to bookkeeping and write-up (work that sits away from tax-return information), and any access the placement is given runs on systems you control and grant.
If you later want help on tax-season work, that's a separate conversation with the consent process handled up front, never assumed.
Straight talk
I'm building this the honest way, so I'm not going to fabricate testimonials from firms down the street. Here's why it works anyway: I've removed the reasons this normally goes wrong. You interview and choose the person, so quality is never handed to you sight-unseen. The scope stays off tax returns, so the data fear doesn't apply. The timezone is real, so the management headache doesn't materialize. And the 90-day guarantee means a bad fit is my cost to fix, not yours.
I'm also the person doing the sourcing, based in Brazil, working in the language, reaching candidates a US recruiter structurally can't. You're not buying a subscription to a platform. You're getting one operator whose whole job is putting a person you'd sign off on into your firm.
Fit
Why now
To have someone productive by January busy season, the hire and the onboarding have to happen this quarter.
There's no manufactured countdown here. It's just the calendar: sourcing, interviews, and onboarding take weeks, and busy season doesn't wait. I'm a solo operator and take on a limited number of firms at a time, so the earlier in Q4 you start, the more likely you have real relief in place before the crunch.
Questions
Usually it failed on timezone lag, weak vetting, and a commodity vendor with no stake in your outcome. This is built the opposite way: real workday overlap from Brazil, an English and skills screen before you meet anyone, a person you interview and choose, and a 90-day guarantee that puts a bad fit on me.
A specific, named accountant you interviewed and selected, who cleared credential, skills, and English screening first. You're not handed anyone. You see the dossier, you run the interview, and you decide, exactly as you would with a local hire.
The engagement is deliberately scoped to bookkeeping and write-up, work that sits away from tax-return information, so the return data never leaves your control. Any access the placement gets runs on systems you grant. If you ever want help on tax-season work, that's a separate conversation with the consent process handled up front, never assumed.
It's a one-time placement fee, quoted on the call once I understand the seat. It's a fraction of what a US hire for the same work would run you, plus the recruiter fee to find one, if you could find one. There's no fee until you've actually hired the person.
Typically within about 30 days from our first call to a pre-vetted candidate starting, depending on how specific the seat is. If timing matters for busy season, we plan backward from January on the call.
If a placement isn't right in the first 90 days, I replace them free. The vetting exists precisely so that rarely happens, and the guarantee exists so that when it does, it's my cost, not yours.
No. The first call is a 15-minute fit conversation with no obligation. You commit only after you've interviewed a pre-vetted candidate and decided you want to hire them.
Book a call
Fifteen minutes. We define the seat you can't fill, I tell you honestly whether nearshore Brazil is the right way to fill it, and if it is, I show you exactly what the next 30 days look like. If it isn't a fit, you'll know that too, and you'll have lost nothing but the quarter-hour.
No charge, no obligation, no pitch if it isn't a fit for your firm.