How does offshore labor fit into the modern construction company’s workforce strategy? 

Offshore labor is no longer just for tech or back-office industries. Construction companies are using nearshore professionals in Latin America to fill critical support roles – from estimating to project coordination – helping their U.S. teams stay focused on field execution and profitability. 

Table of Contents 

• What Offshore (and Nearshore) Really Means 
• Roles That Work – and Roles That Don’t  
• The Myths Holding Construction Leaders Back  
• Where Smart Construction Leaders Are Finding Leverage 
• The Easiest Way to Add Nearshore Support  

If you lead a construction company, you already know: hiring is harder than ever. Demographics are stacked against you. More people are leaving the workforce than entering it, and the ones you want – experienced, reliable, detail-oriented professionals – are in short supply. 

In 2009, there were roughly three job seekers for every open role in the U.S., according to the Bureau of Labor Statistics. Today, it’s closer to one-to-one. For construction leaders, that means every seat is critical and often unfilled.  

Meanwhile, administrative and coordination work keeps piling up. Estimators are buried in calls and data entry. Project managers are doing paperwork at night. Finance teams can’t close books fast enough. The result? Burnout, turnover, and missed profit opportunities. 

That’s why more construction executives are looking south to Latin America, where full-time professionals are ready to fill operational gaps at a fraction of U.S. costs. 

What Offshore (and Nearshore) Really Means

When people hear offshore labor, they often picture call centers halfway around the world. That’s not what we’re talking about. 

Nearshore talent – professionals in Latin America and South America – work in similar time zones, speak fluent English, and bring strong cultural alignment with U.S. companies. They’re bookkeepers, administrative coordinators, estimators, marketing specialists, and executive assistants who work full-time as part of your team. 

The key difference isn’t just geography; it’s integration. When you hire nearshore talent correctly, they don’t operate as freelancers. They’re full-time team members who report to your managers, use your systems, and follow your processes. 

Roles That Work – and Roles That Don’t

Let’s be clear: you can’t build a deck or pour concrete over Zoom. But many of the roles that keep your business running can absolutely be done remotely. 

What works: 

• Estimating support (data entry, subcontractor follow-up, proposal prep) 

• Project coordination and scheduling 

• Accounting, bookkeeping, and procurement 

• Marketing, lead tracking, and CRM management 

• Executive and administrative assistance 

What doesn’t: 

Field labor, site supervision, and client-facing construction management 

Some firms even assign departmental assistants – for example, an estimating assistant who gathers bids and tracks updates, or a sales assistant who ensures follow-up happens on every lead. These hires free up high-value team members to focus on what they do best. 

The Myths Holding Construction Leaders Back 

Myth 1: “They won’t understand our industry.” 
Every new hire – local or remote – requires training. The difference is that nearshore professionals tend to be more organized, process-focused, and ready to learn. A 2024 Auxis report found that 87% of companies using teams in Latin America are satisfied or very satisfied with their performance. These businesses said their nearshore teams are dependable, quick to adapt, and focused on doing things the right way. Once trained, they can handle repeatable tasks faster and with fewer mistakes than most in-house teams. 

Myth 2: “Communication will be difficult.” 
With nearshore professionals, it isn’t. Most operate in your same time zones, attend live meetings, and write and speak fluent English. Further, tools like Slack, Zoom, and project management platforms help make collaboration seamless. 

Myth 3: “It's risky.” 
All business has some risk – especially around technology and data security. But hiring nearshore talent doesn’t add more risk if your systems are set up right. The key is having clear IT rules, secure logins, and company-managed accounts.  

Other worries, like cultural fit or accountability, are mostly unfounded when you choose a trusted partner. Reputable nearshore providers screen for English skills, reliability, and strong work habits before placement. When you work with the right partner, nearshore hiring can actually feel less risky than hiring at home. 

Myth 4: “I'll lose control.” 
You actually gain control with offshore talent, in two ways:  

First, it’s easier to have greater visibility into a remote professional’s performance. When someone works on-site, you may see them walk by on the jobsite or by the water cooler, and you assume they’re on-task. With offshore talent, much of their performance is tracked digitally. You can even give them specific key performance indicators (KPIs) that they’re responsible for hitting - week-in, week-out.  

Further, offshore talent can handle those tasks that sometimes slip through the cracks – like job cost tracking, reporting, and client communication. This way, you and your executive team are freed up to focus on the business functions that can truly move your business forward.  

Where Smart Construction Leaders Are Finding Leverage 

Let me be clear: the answer is not to completely replace your on-site team with offshore professionals. But there is an opportunity to reimagine your team structure and find out how you can use nearshore talent to your advantage in your construction firm.  

Take estimating, for example. Instead of hiring another six-figure estimator, one New York general contractor, Eastman Cooke, added an estimating assistant based in Latin America. That single change doubled the number of bids their team could produce without increasing payroll or sacrificing accuracy. 

Others use nearshore professionals as project coordinators, ensuring daily updates, documentation, and cost tracking stay current – the very areas where many construction firms lose visibility. 

The Easiest Way to Add Nearshore Support 

You don’t need a major overhaul to see if nearshore talent can work for your company. Start small and focused. Many firms begin with one role, such as an executive assistant, estimator’s assistant, or project coordinator, and see results within weeks. 

Make sure your systems are clear and your expectations are simple. The better your processes, the faster a new team member can plug in and add value. Many nearshore professionals are tech-savvy and can even help streamline workflows using basic AI tools. 

Remember: the goal isn’t to replace your people. It’s to give them time to focus on high-value work. In a business where every margin point matters, nearshore talent helps construction leaders protect profit and build stronger, more efficient teams. 

About Us 

WorkBetterNow (WBN) provides outstanding remote talent to small and midsize businesses. Our highly skilled and pre-vetted Latin American professionals are tailor-matched for each client's unique needs. Hundreds of growing companies turn to us to unleash their potential through our exceptional talent, ease of hiring, and ongoing support. Learn more at workbetternow.com.