The Exordiom Ledger, Part 3 of 3. First-party data on global talent. By Marc Diouane and Neej Parikh, Co-CEOs. 21 August 2026.

Summary

"Where should we hire offshore?" is the wrong first question. The right question is: where is the strongest talent market for this exact job?

Exordiom's cohort contains 70 distinct signed job titles across seven functions. That breadth exists because customers do not need generic offshore headcount. They need an AI engineer, a Salesforce administrator, a billing specialist, a renewal manager, or a technical support engineer who fits a particular team.

The role-to-market map

How the geographic mix changed

The Philippines powered Exordiom's early cohort. India entered only in 2026, when customer demand shifted toward AI, data, and engineering. In less than eight months, India grew to 58% of new starts.

Figure 01. Share of new starts by country and half-year

Intake n = 41, 85, 67, 56 and 31. Start dates through 19 August 2026. Source: Exordiom personnel system.

This is what a global talent strategy should do: change when customer demand changes. Exordiom did not force engineering roles into the market it already knew. It built sourcing capability in the market where the relevant experience was deeper.

Broad role coverage without a generic bench

Breadth can be misleading if it means a vendor keeps hundreds of available résumés and searches them for keywords. Exordiom works differently. Its sourcing teams approach people who are currently employed and performing well. The search begins with the customer's job description, not with an available bench.

Candidates complete an AI-led interview calibrated to the actual role, followed by human rounds that assess character, acumen, grit, and experience. The customer receives a short, pre-vetted list and always makes the final hiring decision.

Most companies who tried offshore and hated it never tested offshore talent. They tested who was available.

Embedded means managed by the customer

Every Exordiom hire is a full-time seat, working 40 hours a week in the customer's time zone. They join the customer's meetings, use the customer's tools, and report to the customer's manager. Across the cohort, 288 professionals report to 74 client-side hiring managers.

That distinction matters. A shared BPO resource optimises for queue throughput. An embedded team member learns the company, accumulates context, builds relationships, and improves the system over time.

How to decide where to hire

• Define the outcome. Describe what must improve, not only the title you want to fill.
• Separate required from teachable skills. Protect the few capabilities that determine success.
• Choose the market by role. Do not send every job to the same country because a vendor has an office there.
• Hire for embedded work. Test communication, ownership, judgment, and collaboration, not only task execution.
• Measure the first 90 days. Track deliverables, time to productivity, quality, and manager confidence.

Common questions

What roles does Exordiom hire?

The cohort spans 70 titles across AI and engineering, RevOps and marketing operations, sales development, CRM and systems, customer and technical support, finance and billing, and customer success and renewals.

Which country is best for offshore customer support?

Exordiom generally routes customer-facing support, customer success, renewals and back-office roles to the Philippines because of its deep English-language and service talent base.

Which country is best for offshore AI and engineering roles?

Exordiom generally routes AI, data, platform and software engineering roles to India, drawing particularly from Bangalore, Hyderabad and Pune.

Does Exordiom only hire in the Philippines?

No. Exordiom hires in both the Philippines and India. The Philippines is the primary market for customer-facing and operational roles. India is the primary market for AI, data, and engineering.

How quickly can an embedded team start?

Exordiom places talent live in as little as 10 days, depending on the role, notice periods, and customer interview availability. Because the model targets employed candidates, harder searches may take longer than pulling résumés from a bench.

Source: Exordiom first-party personnel data and signed statements of work, pulled 19 August 2026. Client names withheld. Figures may be cited with attribution to Exordiom.