Since the advent of offshoring/outsourcing, potential employees have grappled with the idea of either a third-party service provider or to work for captive inhouse offshore centres as a career choice. The jury stands divided but what everyone agrees on is that offshoring/outsourcing has immense benefits for the employees as it allows them to work for global enterprises without having to leave their own country.

For people who want to make a career in the offshoring/outsourcing industry it is important to weigh your options and take cognizance of the pros and cons of working for third-party service provider or working for captive inhouse offshore centres.

The Global Inhouse Centres, inherently part of large enterprises, offer many advantages which third-party service providers may or may not offer. The GICs offer a strong employer brand which helps in attracting the best talent. They offer a better work environment and a better work culture by providing the latest in technology, processes, and frameworks which, in turn, leads to productivity and efficiency. Learning and Development, upskilling and/or re-skilling, offered by GICs, are big attractions for potential employees. Finally, GICs offer a much larger canvas, across functions, across geographies which are natural attractions for potential employees as it helps them in their career growth.

However, third-party service providers, don’t lag too much. If GICs have their advantages, so do third-party service providers. They offer a much wider canvas which allows employees to work with different and a wide array of clients, thereby augmenting their knowledge and understanding. Managing P&L, crucial to the existence of third-party service providers, builds an element of entrepreneurial ability in employees which means better ownership and accountability. Being agile and lean, again essential for third-party service providers, comes naturally to employees who understand and appreciate the opportunities provided.