Offshore Captive Center
Scale and retain your teams within Offshore Captive Center. We provide everything you need to succeed:
- Secure, in-house like product development
- Up to 40% savings compared to classic outsourcing
- Access to top-1% tech talent in LATAM & Eastern Europe
- Our hires adopt your corporate culture and workflows
- End-to-end operational support: Payroll, Legal, HR
- Exclusive ad-hoc services
Mexico 
Colombia 
Argentina 
Chile 
Poland 
Romania 
Ukraine 
Bulgaria Alcor’s Offshore Captive Center
as a Service
Offshore Captive Center Strategic Advantages
Acceleration
Top-10% hire in 2-6 weeksfor 2.5 years tenure
Safety
Zero launch cost and risk,100% legal compliance
Fusion
Your team, your management,your culture
Agility
Boutique service,pay as you grow
Offshore Captive Center is
a Single Tool for Tech Expansion
Offshore Captive Center
Contact usOperational Support
- Procurement & office rent
- Insurance provision
- IT support
- Employer branding
- HR services
Employer of Record
- 100% compliance
- Onboarding/offboarding
- Payroll & accounting
- Remitting remuneration
- Benefits management
Key Things about
Offshore Captive Center
What is an Offshore Captive Center
An Offshore Captive Center (OCC) is a captive unit of a tech company established in offshore or nearshore locations to handle product development, R&D, IT services, customer support, and back-office operations, ensuring cost efficiency, innovation, scalability, and operational control.
An Offshore Captive Center operates as an integrated extension of the parent company, offering full control over data security, intellectual property (IP), quality, and long-term goal alignment. Thus, such units are transforming from mere cost-saving solutions to innovation centers, adding more value to tech companies’ business.
Key Components of a Global Offshore Center Setup
Setting up a global offshore captive center requires a strategic approach and deep operational understanding. The process typically involves six key components, each influencing cost-efficiency, talent retention, and operational control.
Location selection
Choosing the right country is the first step in the offshore captive center setup. Eastern Europe, particularly Poland, Romania, Ukraine, and LATAM regions like Colombia and Mexico, have become go-to destinations due to their lower labor cost, skilled IT workforce, and cultural compatibility with Western businesses. These offshoring locations also provide legal transparency and robust data protection laws, which are critical for proprietary product development.
Legal and operational framework
To establish a captive offshore development center, businesses must navigate entity registration, IP protection, tax optimization, and employment law compliance. These legal structures ensure that ownership of all deliverables and teams remains with the parent company, reducing dependency on external vendors. Engaging legal consultants familiar with offshore operations is essential to reduce operational complexity.
Talent acquisition and retention
One of the biggest advantages of the captive offshore model is the ability to build a long-term, loyal team. Unlike outsourcing, this setup allows you to shape a dedicated engineering culture under your brand. IT recruitment strategies should target high-performing developers through employer branding, competitive compensation packages, and localized HR policies.
Infrastructure and IT systems
The physical center must be equipped with secure IT infrastructure that complies with data privacy laws such as the GDPR. This includes network security, internal communication tools, and development environments. Many offshore captive center providers assist in setting up office space, procuring equipment, and managing facility operations.
Employer branding and culture alignment
Establishing a captured center offshore under your brand enables tight integration with your corporate culture. When hiring software developers in new markets, aligning values and expectations is critical to team performance. Branding and onboarding initiatives should reflect your R&D vision to maintain engagement and reduce attrition.
Scaling strategy
An effective offshore development center setup allows for scalability. Whether the goal is to grow from 10 to 100+ engineers or to gradually add support functions like QA, DevOps, or customer service, your strategy should outline how the model adapts to future business goals. This includes workforce planning, local leadership development, and performance tracking mechanisms.
Benefits of an Offshore Captive Center Model
- Access to top talent
By eliminating geographic constraints, companies with Offshore Captive Centers gain access to the best specialists from any continent, addressing tech talent shortages. Moreover, developers from established OCC hubs like LATAM or Eastern Europe tend to have years of experience working for foreign tech companies, which means you get Silicon Valley-caliber skills at several times lower rates.
- Cost optimization
Speaking about lower rates in LATAM and Eastern Europe, cooperating with local professionals leads to 40-50% cost savings compared to the US, allowing reinvestment in growth initiatives. Plus, you’ll save even more with a provider that doesn’t charge large upfront fees but starts by hiring senior, lead, and C-level developers that will form a solid ground for your gradual OCC team expansion in the future.
- Task delegation & operational focus
By fully shifting non-core functions to an Offshore Captive Center (OCC), companies can focus on strategic management while ensuring seamless handling of tech recruitment, payroll, accounting, compliance, and other administrative support. This enhances efficiency and drives your offshore captive center transformation effectively.
- IP protection & data security
Direct oversight of processes lets you better protect sensitive information and source code. Since the OCC crew is an extension of your in-house team, you own your product IP rights, so no IP rights transfer will ever be necessary, like in outsourcing.
Destinations to Set up an OCC
With over 10,000 Offshore Captive Centers worldwide, Latin America and Eastern Europe are emerging as top choices for innovation and scalability. Here’s why:
- Mexico: Boasting 800,000+ tech professionals, Mexico offers developer salaries up to 49% lower than in the US and ranks highest in Latin America for financial attractiveness and business environment – perfect for scaling your OCC. Additionally, Mexico stands out as a fintech powerhouse, home to three globally acclaimed unicorns that are reshaping the industry.
- Colombia: The 3rd largest tech talent pool in Latin America with 165,000+ specialists skilled in JavaScript, Python, Ruby, and more. With the #3 business-friendly environment in LATAM, Colombia ranks 2nd for startup activity, creating endless opportunities for innovation and growth.
- Poland: Home to 650,000+ software developers, Poland leads EE countries in technical skills, making it a standout destination for high-quality innovation and growth. What’s more, Poland’s impressive English proficiency places it 2nd in the region and 15th globally, opening doors for seamless global collaboration.
- Romania: Boasting a highly skilled workforce of over 250,000 tech professionals and being the #4 largest tech market in EE, Romania stands as a prime destination for tech innovation. With costs about 2 times lower than in the US, the country offers a perfect blend of affordability and top-tier talent, making it an excellent choice for scaling your captive center.
- Ukraine: Has the second-largest talent pool in Eastern Europe, amounting to over 302,000 developers. The average senior developer salary here constitutes about $61,520 per year, with the most in-demand tech talents, such as AI Engineers, Cloud Developers, and DevOps. A strong work ethic is the backbone of corporate culture in Ukrainian tech companies. Local developers are committed hard workers who show exceptional programming skills & and a team-player attitude.
Role of an Offshore Captive Center Provider
A reliable offshore captive center provider plays a central role in ensuring a smooth and compliant setup. Unlike outsourcing vendors, these partners do not take control of product delivery. Instead, they offer infrastructure, recruitment, and legal services to enable full ownership of operations abroad.
HR, payroll, and compliance
A key benefit of using a provider is avoiding administrative overload. The vendor manages local labor cost compliance, payroll, tax reporting, and employee benefits under your direction. For example, Employer of Record (EOR) functions allow you to hire legally without opening a legal entity in the country.
Office lease and infrastructure setup
Beyond hiring, the offshore provider manages the physical and IT setup of your center. This includes finding suitable office space, signing lease agreements, and handling procurement of equipment and systems. With an expert offshore captive center provider, your team can start operations in as little as 4–6 weeks.
Ongoing operational support
The captive offshore center requires day-to-day support. The provider ensures smooth HR operations, resolves local issues, supports remote work environments, and tracks performance metrics. Their presence in the region reduces operational complexity and allows your HQ team to focus on R&D goals.
Transparent pricing and no IP risks
Unlike traditional outsourcing or augmentation, captive setups offer clear ownership over your codebase and team. Providers work on a flat-fee or service-based model—without hidden markups or buyout fees. Since the center operates under your brand, IP stays in-house and protected under your terms.
Challenges of Building an Offshore Captive Center
- Risking with outsourcing
If you choose to build your OCC through an outsourcing provider, you risk losing control over product development and team communication, leading to lower quality and only partial compliance with requirements and feedback. Additionally, engineers may show insufficient loyalty, as the temporary nature of the project discourages them from offering innovative solutions for the product’s long-term success.
- Choosing the wrong location
Focusing solely on the lowest salaries or minimal time differences when selecting an ideal destination can lead you to overlook other critical factors: the availability of a talent pool with your required tech stack, developers’ English proficiency, and the ease of doing business in your chosen country. As a result, you might get low-quality code and spend twice as much as you planned on its improvement before the release, also leading to protracted deadlines.
- Opting for an unreliable provider
Cloudy pricing, buy-out fees, no offshore center setup experience in your industry, lack of local market knowledge, and zero client case studies are common issues with outsourcing vendors. That’s why it’s crucial to learn about the provider’s expertise, check client reviews on Clutch and GoodFirms, and ask for recommendations from previous and existing clients before making a decision.
- Cooperating with multiple providers simultaneously
If you choose to work with multiple OCC service providers simultaneously, it may lead to challenges in synchronizing their work, ensuring proper service quality, and meeting deadlines. As a result, you spend more money and require additional in-house resources to manage non-core tasks that could otherwise be allocated to product development & improvement, customer acquisition, and marketing.
An alternative is to establish your OCC abroad with a single provider capable of handling all non-core functions, offering an all-in-one solution, and becoming your strategic business partner for expansion in a new location.
Captive Offshore Model: Better Than Outsourcing
Many tech companies initially choose outsourcing to reduce costs and speed up delivery. But as they scale, limitations around ownership, transparency, and team loyalty become critical. That’s where the captive offshore model offers a more strategic path.
Full control over development processes
The captive offshore model gives you direct management of your team, unlike outsourcing where the vendor retains control. You set the roadmap, assign tasks, and define priorities—ensuring alignment with long-term product strategy. This leads to better quality, faster iteration, and fewer conflicts.
Stronger team culture and retention
In outsourcing, developers often work for multiple clients with limited motivation to go the extra mile. In contrast, captive centers build teams under your brand, with career growth, values, and mission aligned. Over time, this fosters stronger loyalty and lower attrition—key for scaling complex IT center operations.
Clear IP and data protection
Outsourcing often introduces IP leakage risks due to third-party involvement. With captive offshore development centers, the team is legally part of your structure, and all assets—from code to documentation—remain protected under your contracts. This is crucial when working on proprietary tech or in regulated industries.
Better long-term cost efficiency
While outsourcing may look cheaper short-term, hidden fees and markups drive up total cost over time. The offshore captive model, once set up, cuts recurring costs by removing the intermediary. It also offers savings on recruitment, labor, and back-office support in lower-cost countries.
Easier scaling and flexibility
A captive model supports stable team expansion. Whether you need to grow a mobile unit, QA department, or DevOps function, the setup adapts without restructuring or renegotiating contracts. This scalability is essential for product companies in fast-growth phases.
Set Up your Offshore Captive Center with Alcor
Alcor is your trusted Offshore Captive Center provider in Latin America and Eastern Europe – a smart solution for expanding your software development operations into new markets.
We offer a 360-degree approach that includes:
- Comprehensive EOR services to handle no-entity compliant employment, payroll & tax management, onboarding & offboarding, and employee benefits – all with zero buyout costs and no hidden fees.
- Full-cycle tech acquisition and recruitment leveraging a database of 253,000+ candidates to secure the top 10% of engineers. We close vacancies within 2–6 weeks and ensure a 98.6% success rate during probation, delivering reliable hiring outcomes.
- Operational and back-office support, managing hardware procurement & office rent, employer branding, and HR services, as well as providing the necessary infrastructure so you can focus entirely on your scaling goals.
And most importantly, with Alcor’s offshore captive center as a service solution, you can scale your operations without the stress of setting up a legal entity!
Companies Scaling with Alcor
Alcor is a reliable partner that meets our hiring needs. We finally hired experienced software engineers in Eastern Europe with strong tech skills and business acumen. Account Managers are awesome!
With Alcor’s all-in-one solution, we got a software R&D office with 15 senior PHP devs and a compliant operational coverage. I really appreciated their transparent pricing structure and deep expertise.
We interviewed a lot of EoR platforms and companies, but Alcor was the only one that provides a combo package of EoR and Recruting offerings. Alcor helped us build a full stack team in 1.5 month.
We wanted to switch from our outsourcing provider, and Alcor has become really game-changing for us. Within a mere 6 months, we got a fully-fledged team of 30 engineers in our own R&D office.
Alcor’s R&D solution eclipses full-cycle recruitment, EOR service, and operational support for our offshore team. Their ‘all-in-one place’ approach is far more cost-effective than I could’ve imagined.
I value their commitment to going the extra mile. We evolved from an outstaff project into an independent company, and Alcor’s support was crucial. They hired and ondoarded 15+ professionals for us.
Thanks to Alcor, we hired four engineers and a designer that strengthened our team. Beside stellar recruitment, Alcor flawlessly handled our payroll. Their approach was seamless and swift.
Alcor closed our 4 QA positions in a month and more than doubled the team in a year! We chose Alcor because of their communication style, cost, scope of services, and ideas to help us be successful.
Expanding our engineering team outside the US with Alcor was a game-changer! They found 15 talented developers and provided seamless EOR & operational support. Great responsiveness to our needs!
Alcor’s flexible model helped us scale from 0 to 30 devs in a year first, and then to 50! No buy-out fees, seamless hiring, and top-tier talent. A hassle-free way to grow without setting up a subsidiary!
Alcor helped us hire the top 5% of tech talent while building our employer brand. They were proactive, never compromised on quality, and delivered. Three years later, our hires are still thriving!
FAQ
What is the Offshore Captive Center’s role in business expansion strategy?
An Offshore Captive Center (OCC) is a dedicated unit established in offshore or nearshore locations to manage product development, R&D, IT services, customer support, and back-office operations, providing cost efficiency, scalability, and innovation. Operating as an integrated extension of the parent company, OCCs offer complete control over data security, IP, and quality, transforming into innovation hubs that align with long-term goals and drive business value.
Who are the leading payroll and HR support providers for Offshore Captive Centers?
Below is a curated list of the top 10 payroll and HR support providers helping companies operate Offshore Captive Centers efficiently and compliantly.
1. Alcor – a specialized Offshore Captive Center provider in LATAM and Eastern Europe, offering secure in-house–like product development and up to 40% cost savings compared to outsourcing. Alcor hires top-1% engineering talent through a 253,000+ candidate database and fills roles within 2–6 weeks with a 98.6% probation success rate. The company provides compliant EOR employment, payroll and tax management, HR and legal support, onboarding/offboarding, and full operational infrastructure including hardware procurement, employer branding, and office management. With zero buyout fees, no hidden costs, and end-to-end in-country support, businesses can scale offshore without opening a legal entity.
2. Deel – a global payroll and HR platform supporting hiring in 100+ countries. Deel offers automated payroll, contractor management, benefits administration, and compliance tools suitable for Offshore Captive Centers operating across multiple jurisdictions.
3. Papaya Global – provides unified global payroll, HR support, contractor payments, and cross-border compliance across 160+ countries. Papaya’s automated workflows and centralized reporting make it ideal for offshore operations handling large distributed engineering teams.
4. ADP – an enterprise-grade leader in global payroll and HR administration. ADP supports complex multi-country payroll, tax compliance, and benefits management, offering robust governance frameworks for Offshore Captive Centers.
5. Rippling – an all-in-one workforce platform combining payroll, HR, IT, and finance automation. Rippling allows Offshore Captive Centers to centralize talent management, onboarding, device management, and global payroll in a single system.
6. G-P – enables compliant employment in virtually any country without requiring the setup of a local legal entity. G-P provides payroll, HR, compliance oversight, and workforce management for Captive Centers expanding rapidly offshore.
7. WorkMotion – supports fast hiring and automated compliance validation, offering payroll and HR operations across many regions. A strong fit for Offshore Captive Centers that need quick market entry and standardized employment workflows.
8. Multiplier – offers payroll, contractor payments, EOR services, and HR support in 150+ countries. Multiplier is well suited for offshore centers using hybrid workforce models across multiple markets.
9. TMF Group – provides managed payroll outsourcing, HR administration, tax reporting, and local compliance expertise through its global network of in-country offices. TMF is a reliable choice for Captive Centers that require deep regulatory knowledge.
10. CloudPay – a centralized global payroll provider offering secure multi-country payroll execution, compliance monitoring, and cross-border payment distribution, commonly used by multinational offshore operations.
Choosing a partner that delivers compliant payroll, robust HR operations, and comprehensive in-country support is essential for building and scaling an Offshore Captive Center that performs reliably and maintains full operational transparency.
When is it better to go with the OCC model?
The offshore captive center model is ideal for more mature companies with an established product, an in-house team, and existing investments. It works best if you aim to increase capacity or establish a dedicated technology presence in new markets. If you’re a non-tech company with short-term goals or limited resources, outsourcing may be a better fit.
What roles and functions does OCC cover?
The offshore captive center service focuses on tech-driven operations, offering a wide range of positions from the more common, such as DevOps and FrontEnd Engineers, to more specialized C-level roles. The OCC model also covers strategic functions, back-office operations, development, innovation, and scaling across technology teams.
Where is it better to build an Offshore Captive Center?
LATAM and Eastern Europe are emerging as top destinations for an offshore captive center setups, catering to the needs of demanding employers with scalable solutions and skilled workforces. Mexico offers a vast talent pool of over 800,000 developers, while Colombia ranks 2nd in the region for startup activity. In Eastern Europe, Poland leads EE countries in technical skills and talent pool, while Romania offers salaries 40% lower than in the US.
Is it better to find a provider or build an OCC by yourself?
Building an offshore captive center independently involves registering a legal entity, assembling a full back-office team (lawyers, accountants, recruiters), and spending over a year before initiating product development – a process that is time-consuming, costly, and fraught with legal risks. As we know, delays in bringing your product to market provide competitors the chance to outpace you and launch a similar product first, which can be a significant disadvantage.
On the other hand, partnering with an OCC provider eliminates these challenges, offering market expertise, seamless legal support, and the ability to focus on building a high-class development team while delegating back-office tasks. At Alcor, our offshore captive center setup service helps clients establish operations in just 2-3 months and scale their teams to 100+ developers within a year.
How to evaluate an Offshore Captive Center provider?
When evaluating an offshore captive center service provider, always assess their expertise, knowledge of the local market, pricing transparency, and absence of hidden fees. Additionally, ensure the provider has positive client reviews and successful case studies that demonstrate their ability to deliver value. Consider their approach to scalability and operational efficiency, and make sure their solutions align with your business needs and growth plans.
What are the costs of set up and run an Offshore Captive Center?
The costs of setting up and running an offshore captive center model depend on your specific needs. At Alcor, we offer a boutique pricing approach, allowing you to scale your services and pay as you grow. Unlike traditional outsourcing, there are no large upfront investments or buy-out fees, enabling you to save up to 40%. This flexible model ensures you can build a dedicated team and the whole OCC while optimizing costs and avoiding unnecessary expenses.
What is Alcor, and why is it a better long-term alternative to outsourcing or generic EOR platforms?
Alcor builds software R&D centers and hires remote development teams for US and European tech product companies. Since 2017, we’ve been helping our clients scale in Latin America and Eastern Europe, adding 10 to 100 developers each year.
Our solution is designed only for the tech industry:
- hiring in top tech talent markets,
- benefiting from tax incentives for tech, and
- managing all the necessary contracts for tech (NDAs, IP rights protection agreements, etc.).
Alcor lets clients easily track and manage payroll, benefits, and more via its cloud platform, AlcorOS.
However, unlike other global payment platforms, our clients don’t just get robotic support; they work with a dedicated human Customer Operations manager.
Our solution is 50% more affordable than hiring in the US or tech outsourcing, and we offer custom pricing and volume discounts for even greater savings – no setup or hidden fees.
What services does Alcor provide to clients?
Our all-in-one solution includes tech-focused Employer of Record, full-cycle tech recruitment, and operational support, such as:
- hardware procurement,
- office/coworking leasing,
- insurance provision,
- employer branding,
- HR services,
- remote/office/hybrid strategy support,
- sysadmyn support,
- business/travel visa support,
- stock options & IP agreements – you name it.
We go the extra mile for clients, so they can get everything they need without engaging third parties.
What do you get with our tech-focused EOR service?
First of all, you don’t have to spend 3.5+ months on setting up your own legal entity and other infrastructure like a bank account, a local team, etc., in a new tech market. We’ll hire talent on your behalf right away.
Secondly, our EOR service covers everything: payroll, compliance, benefits, onboarding, offboarding, and other services. We commit to onboarding talent in 10 business days and provide free offboarding.
Last but not least, you’ll hire talent in top talent markets for tech – across Latin America and Eastern Europe – with 3.5+ million IT specialists and fast-growing tech industries.
But our solution is not just another HR payments platform – with us, you get EOR, plus tech recruitment from scratch with full operational coverage in one place.
How do you handle compliance, risk, and data protection?
Alcor acts as a legal shield, ensuring 100% compliance with labor laws in the countries of our operations and IP protection. We protect clients from risks related to worker misclassification, social security, and tax obligations while providing GDPR and CCPA solutions.
We also provide a background check service for our clients upon request. Moreover, Alcor has a mature policy set consisting of a publicly available Privacy Policy, Cookie Policy, Terms of Use, Security Policy, and Code of Ethics.
Does Alcor provide a full-cycle tech recruitment service?
Yes. With the help of our 40 in-house tech recruiters and researchers, we hire Silicon Valley-caliber talent from scratch. You can get 5 developers in the first month, 30 in 3 months, and 100 in a year.
You get the first CVs of pre-vetted candidates in 5 business days, while one vacancy is typically closed in 2-6 weeks. These are your people from day one who become part of your in-house team and culture, with no buyout process and fees if you later insource.
Which geographies and seniorities can Alcor cover?
We hire top-10% engineers across Mexico, Colombia, Argentina, Chile, Poland, Romania, Ukraine, and Bulgaria – with a focus on senior, lead, and C-level talent. To ensure you get the best talent on the market, we prepare a location strategy and consultation from the start.
What is the quality of Alcor’s candidates?
To present you with the best candidates, we use an internal database of 253k software engineers and external resources. 80% of the CVs we send to clients are approved; 8 CVs are needed to secure an accepted offer; and 15% of vacancies are closed with the first CV.
If a client wants to further improve the quality of the candidate pipeline, we offer an Engineering Manager screening service. As a result, 98.6% of the developers that we hire for clients successfully pass probation.
How long do software developers that Alcor hires stay with clients?
90% of the talent we hire for clients stays with them long-term, while the average tenure of developers is 2.5 years. In case you’re unsatisfied with our hire or vice versa, we offer a 3-month free replacement warranty.
What’s more, you can increase the retention rate among your R&D team with the talent retention strategy developed for you by our HR professionals.
Is Alcor’s pricing transparent?
We don’t have setup fees, tricky rate cards, or expensive pricing wrappers. Also, our model doesn’t presuppose regular cost increases with no visible returns. Instead, we have custom pricing for each client, set and revise individual compensations, and give contractual volume discounts.
Who owns the team and assets, and can I insource later?
You own everything from day one – the team and all procured assets (hardware, software, office/coworking arrangements, and related records). You can insource the team at any time for free, with no buyout or lock-in.
Who manages the team day to day?
You do. We act as the official employer of record (EOR) for compliance and payroll, while decision-making, roadmap, and performance management remain on your side.
What documentation and visibility do I get?
You get full transparency – employment contracts, SLAs, and supporting documentation are shared with you from the start.
How is IP handled, and who can access our code?
IP remains 100% yours, protected by compliant IP rights agreements from day one. Alcor does not access your source code, product docs, or other sensitive materials.
Who bears compliance and other employment-related risks?
Alcor bears 100% of employment and compliance risk in each country by acting as your legal shield for labor, tax, and regulatory matters.
Who are the clients of Alcor?
Our clients include tech product companies from the US and EU – People.ai, BigCommerce, Grammarly, Sift, Ledger, Pindrop, Chartbeat, BIScience, ChargeAfter, Tubular Labs, and Teladoc – from domains like AI/ML, ecommerce, cybersecurity/fraud prevention, crypto/fintech, media & marketing analytics, and digital health.
Does Alcor have any industry awards, or is it featured in ratings?
Alcor has earned top rankings in the IT & business services, HR outsourcing, and legal outsourcing categories on Clutch, become the #1 HR Services Agency on SuperbCompanies, and won The Legal 500 EMEA Awards. We are also featured on Clutch, TrustPilot, G2, and GoodFirms.
What is the team behind Alcor?
We’re a 100+ in-house team with deep bench strength – 40 tech recruiters and 60 back-office specialists across 8 key locations, with 93% CSAT and a 93% Net Promoter Score. Leadership is hands-on and accessible: Founder & CEO – Dmytro Ovcharenko; COO – Viktoriia Keliar; Director of Technical Recruiting – Kassandra Ruiz; Head of Customer Operations – Oksana Petrus; Head of Legal – Oleh Danylchenko.
Supporting leaders include Head of People & Culture – Hanna Koval; Senior Legal Adviser (LATAM) – Gilda Orozco; Country Manager, Mexico – Javier Preciado; plus regional recruiting leads in Poland, Romania, and LATAM for on-the-ground execution.
How does Alcor make cross-region collaboration work – overlap windows, English proficiency, and executive availability?
We run teams across the USA, Latin America, and CEE – covering GMT-7, GMT-6, GMT-5, GMT-4, GMT, GMT+1, GMT+2, and more. That footprint lets us engineer reliable overlap windows: typically 5-8 hours within the Americas or Western Europe, and 2-5 hours between US time zones and CEE with modest schedule shifts.
English proficiency runs from intermediate to native, with customer-facing roles staffed at advanced/native levels. To improve leadership accessibility, we align recurring exec-level touchpoints within overlap windows and keep async updates flowing so decisions don’t wait on the clock.