Tapping into overseas talent to tackle admin overload

By Jesse Sanchez. 

How roofing pros can reclaim time and scale smarter by hiring full-time remote staff. 

Sales leaders and business owners in the roofing industry often find themselves bogged down by administrative tasks that eat into their ability to focus on growth. In this episode of Roofing Road Trips®, host Karen Edwards sat down with Rory Young, chief revenue officer and founding member of DCX, to explore how roofing contractors are solving such problems by hiring full-time overseas team members. 

“We help companies hire, train, onboard and then co-manage employees that live in the Philippines,” said Rory. “We serve as their employer of record and take care of all of their employment needs.” Founded about five years ago, DCX originally served in the branded merchandise space before expanding into new industries, including roofing. According to Rory, the company was drawn to roofing because of its high administrative burden and the turnover and labor issues that many contractors face. 

DCX’s model isn’t traditional outsourcing, Rory noted. “I actually don’t use outsourcing as a term for us too often,” he said. “It's really more of overseas hiring. And when you’re doing that, you get to bring a resource in-house and let them work solely for you, understand your business and you can have way more control over how things work from there.” 

The Philippines was a natural fit for DCX’s operations, thanks to its strong English-speaking workforce and cultural compatibility with U.S. businesses. “Everybody there speaks English from the time they start any kind of schooling,” Rory explained. “It doesn't feel like we're dealing with something that feels incredibly foreign.” 

The real draw for contractors is the speed and cost of hiring. DCX offers fully trained, college-educated team members for around $25,000 a year, far less than the cost of a full-time U.S.-based employee. From the time a contractor signs on, the process typically takes just three to four weeks. 

“Our employees are only working for our partners,” Rory said. “We want one person that was hired with intention for our partners to stay for as long as we can possibly have them stay.” With administrative responsibilities off their plates, contractors can reallocate focus to business development, sales and long-term growth. Rory explained, “A lot of these businesses were started by amazing salespeople. But sometimes [they] can then get slowed down by everything that happens once you’re lucky enough to win a job.” By offloading the operational drag, contractors are finally able to step back into their zone of genius, building relationships, closing deals and driving the business forward. 

Listen to the podcast to learn how contractors are making the most of this game-changing model!