As a purchasing manager, if you want to reduce costs by hiring personnel from specific countries and promote the strategy within the company, it is recommended to systematically promote it in the following steps, taking into account risk management and internal persuasion.： --- ###**1. Build a data-driven business case** 1. **Cost comparison model** - Make a visual table to compare the full cost (salary + benefits + training + management fee + equipment fee) of the target country and the existing team to highlight the savings. -For example: if the salary of an engineer in the target country is 30% local, but the remote management cost needs to be increased by 10%, a net savings of 60%. 2. **Competitiveness analysis** -Citing third-party reports (such as labor force data from the World Bank) to prove the country's technological matching, such as the top five in the world in the output of IT talents. -Attached benchmark cases: List the top 3 companies in the same industry that have set up R&D centers in the country, and the cost has decreased by 40%. --- ###**2. Risk prediction and hedging plan** 1. **Political and compliance risks** - Contact your local law firm to issue a labor law compliance opinion form to clarify the terms of dismissal and cross-border data restrictions. -It is recommended to adopt the EOR (Employer of Record) model in the initial stage to avoid the risk of entity registration. 2. **Guarantee of operation continuity** -Design a dual-supplier mechanism: for example, establish teams in the Philippines and Vietnam at the same time to prevent single dependence. -Establish local core management positions: hire 1-2 project managers with international experience for cultural convergence. --- ###**3. Small-scale verification (MVP stage)** 1. **Select a non-core business pilot** -For example, outsource modular services such as customer service support or data labeling, and set a 3-month trial period. -Quantitative indicators: compare the cost of single ticket processing, response speed, and customer satisfaction NPS before and after the pilot. 2. **Visual presentation of results** -Make before and after comparison infographic: such as "customer service cost decreased by 55%, satisfaction increased by 20%". -Record a video of the work of the pilot team to demonstrate professional capabilities and collaborative processes. --- ###**4. Cross-departmental benefit integration strategy** 1. **High-level communication skills** -Related strategic objectives: package the plan as the "First stage of the global talent Strategy" and support the annual cost reduction KPIs. -Financial model: Use IRR (internal rate of return) to show the three-year input-output ratio. 2. **Departmental customized solutions** -For HR: provide a monthly report on the country's talent market to solve the problem of recruitment channels in advance. -For IT: clarify infrastructure requirements and budgets such as VPNs and collaboration tools. --- ###**5. Long-term mechanism of cultural integration** 1. **Two-way adaptation plan** -Local team cultural training: make a 15-minute micro-course on business etiquette in the country (such as cultural taboos at the Indian level). -Assignment rotation: two key personnel are selected to work in the target country for two weeks every quarter to promote the establishment of trust. 2. **Mixed work system** -Overlapping working time setting: If the target country team is required to have 4 hours a day to coincide with the headquarters time zone. -Virtual team building: Hold cross-border online game competitions every month, and set up small prize incentives. --- ###**6. ESG compliance and brand protection** 1. **Social responsibility audit** -Entrust a third-party organization (such as EcoVadis) to evaluate the labor rights and interests of suppliers in the target country. -Disclose "responsible outsourcing" commitments in the annual report, such as guaranteeing equal training opportunities for local employees. 2. **Public opinion response plan** -Prepare QA documents to deal with possible doubts, such as: "We achieve a win-win situation through a salary 20% higher than the local standard." --- ###**Seven, the phased promotion roadmap** | Stage | Time | Action item | Success sign | |------|---------|--------------------------------|-------------------------| | 1 / Q1 / Complete legal due diligence and start a 200-person pilot | The Board of Directors approves the pilot budget | | 2 / Q2-Q3 | Establish a local management team and resume trading on a biweekly basis | Cost savings of 80% as expected | | 3 | Q4 / Expanded to technical positions and started cultural training | The delivery cycle of multinational projects was shortened by 30% | | 4 / Q1 of the following year | Included in the annual strategy and formulated an expanded list of countries | Included by the CEO in the annual letter to shareholders | --- By transforming cost advantages into a systematic strategy, while using data to eliminate doubts and mechanisms to control risks, the program can not only achieve cost reduction goals, but also maintain corporate image and team stability. The key is to find a balance between efficiency and risk, and avoid operational risks caused by excessive pursuit of low costs.