At Consortia, we’ve spent the last several years deep in conversations with hiring managers, engineering leaders, and senior developers—especially those working with distributed and offshore teams. Since we first shared this piece in 2021, a lot has changed. The tools are smarter, the global talent pool is more connected, and the expectations around leading offshore development teams have evolved.
We've updated this guide based on what works best for our clients in the product, UX, and software engineering space. Whether you're building out a new function or scaling a remote-first dev team, these are the six practices we still see making the biggest difference:
1. Anchor your team with clear goals and timelines
It might sound basic, but nothing derails a sprint or release faster than unclear objectives. Start with a clear vision, define what success looks like, and be specific about the timeline. Our clients who consistently deliver with offshore teams typically map out a detailed roadmap, break it into sprints, and keep those milestones visible across teams.
2. Prioritise regular and inclusive communication
This hasn’t changed: if you’re not communicating, you're falling behind. The best setup we’ve seen? Assign a dev lead to manage daily comms, but still hold full team check-ins at least weekly. Use this time to keep things aligned, use surface blockers, and ensure everyone feels like they are part of the project—not just executing tickets in isolation.
Time zones will always be a factor, but asynchronous comms (with clear updates, summaries, and Loom videos) can bridge the gap when meetings aren’t possible.
3. Invest in the right tech stack for collaboration
The tech has come a long way. What started with Slack and Trello has evolved—many teams now use tools like Linear, Notion, and GitHub Projects to keep things lean and traceable. Some are layering in AI code review tools or automated QA workflows. The key is making sure your offshore devs have access to everything your in-house engineers do.
We’ve also seen clients use internal documentation hubs that give offshore teams more context, so they’re not waiting around for answers and can solve problems proactively.
4. Don’t just brief—demo
Every team works slightly differently, and what “done” looks like can vary wildly. Reduce churn by offering video walkthroughs, sharing annotated code examples, and having a checklist of requirements. The upfront time investment saves countless hours of back-and-forth.
5. Build trust—and do your homework
At the start of any offshore engagement, it's normal to review work regularly. But over time, trust is what separates a good setup from a great one. The most successful leaders we work with avoid micromanaging and instead focus on outcomes.
It also pays to understand the basics of the offshore team’s location—public holidays, working hours, and cultural expectations. A shared team calendar helps here, and so does a bit of empathy. Respect leads to retention.
6. Create a strong team identity—regardless of location
Just because someone isn’t in your office doesn’t mean they’re not part of the team. The leaders we see doing this well go beyond assigning tasks—they actively include offshore developers in retros, decision-making, and even informal catch-ups.
A recurring issue that’s become more prominent over recent years is proximity bias—the unconscious preference for team members who are physically closer. This bias can mean remote or offshore engineers are unintentionally overlooked when it comes to recognition or having their ideas heard in hybrid meetings.
If you’re unfamiliar with proximity bias or haven’t considered its impact on global and hybrid dev teams, you can view more in the article 'Understanding Proximity Bias in the Modern Workplace'.
Creating a culture where everyone feels included—regardless of geography—goes beyond the tech stack. It means making space for remote voices, celebrating offshore contributions, and being deliberate about inclusion in both process and praise.
What’s Changed Since 2021?
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Dev collaboration tools are smarter and more integrated
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AI is starting to support QA, code review, and documentation
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More companies are embracing async-first communication styles
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Offshore teams are now involved earlier in the development lifecycle, not just for execution
Final Thoughts from Consortia
If you’re scaling an engineering team or managing multiple delivery pods, offshore talent can still be a huge asset—when managed well. These are the tactics we’ve seen work again and again for our clients. And if you're looking to hire, build, or scale your own development function, we’d be happy to share what we’ve seen in the market.
