Published: January 2026
When Australian businesses think about offshore finance staff, the Philippines often comes to mind first. But India has distinct strengths that make it the better choice for certain types of work.
India offers the world's largest pool of qualified accountants, deep technical expertise, and a well-established outsourcing industry. For businesses that need more than basic bookkeeping, particularly for technical accounting, tax preparation, and financial analysis, India is worth serious consideration.
This guide covers when India makes sense, how it compares to alternatives, and how to structure teams for success.
Massive talent pool. India produces millions of commerce and accounting graduates annually. The Indian CA (Chartered Accountant) and CMA (Cost and Management Accountant) qualifications are rigorous and well-respected. You have access to depth of talent that simply does not exist in smaller markets.
Technical expertise. Indian accountants often have strong technical grounding in complex accounting standards, financial analysis, and tax preparation. For work that requires more than transaction processing, this matters.
Scalability. If you need to build a larger team, India can deliver. Recruiting 10 or 20 people in India is feasible in ways that would be challenging in smaller markets.
Established outsourcing industry. India has decades of experience delivering finance and accounting services to global clients. The infrastructure, processes, and management expertise are mature.
Cost effectiveness. Savings of 60-70% on labour costs are realistic. For some roles, savings may be even higher than the Philippines given the larger supply of qualified candidates.
Both markets have strengths. The right choice depends on what you need.
1. Communication and time zones: The Philippines has a 2-3 hour time difference from eastern Australia, making real-time collaboration easy. India sits 4.5-5.5 hours behind AEST depending on daylight saving. This gap is manageable but requires more asynchronous communication.
English proficiency is generally excellent in both countries for professional roles. Communication styles differ: Filipinos tend toward more direct, Western-style interaction, while Indian communication may require adjustment for Australian expectations.
2. Type of work: For client-facing roles, customer support, and communication-heavy tasks, the Philippines generally has an advantage. Cultural alignment with Australia tends to be closer.
For technical accounting, tax preparation, financial analysis, and audit support, India often has the edge. The depth of technical training and the size of the qualified talent pool make complex work more feasible.
3. Cost: Costs are similar, with India sometimes slightly lower for equivalent technical qualifications. Both markets deliver 60-70% savings on Australian labour costs.
4. Turnover: Both markets experience turnover, particularly in competitive cities. India's larger talent pool can make replacement easier, but the best candidates are always in demand.
If you need communication-heavy, client-facing finance support, lean toward the Philippines. If you need technical depth, complex accounting, or larger teams, India is worth prioritising.
India works particularly well for:
Technical accounting. Complex journal entries, IFRS/AASB compliance, consolidations, and technical accounting research.
Tax preparation. While Australian tax strategy needs local expertise, preparation work can be done effectively by trained Indian staff under proper supervision.
Financial analysis. Building models, analysing data, and preparing analytical reports.
Audit support. Preparing schedules, pulling documentation, and supporting audit processes.
Management reporting. Building complex reports, maintaining reporting templates, and preparing board packs.
ERP and systems work. Implementation support, data migration, and system maintenance for accounting platforms.
Larger teams. When you need to scale beyond two or three people, India's talent pool makes this feasible.
The most effective structure combines Australian oversight with Indian execution:
- Level 1: Australian oversight. A finance manager or controller based in Australia who sets direction, manages client relationships, handles complex decisions, and reviews all work.
- Level 2: Indian senior. A qualified accountant (ideally Indian CA or CMA) who leads the offshore team, handles complex technical work, and provides first-level review of junior output.
- Level 3: Indian juniors. Staff handling volume work like data entry, reconciliations, and routine processing under supervision.
This layered approach ensures quality while capturing the cost benefits of offshore delivery.
A typical ratio might be one Australian senior, one Indian senior, and two to three Indian juniors. The Indian senior becomes your key quality control point and reduces the management burden on Australian staff.
The 4.5-5.5 hour time difference requires deliberate management:
Overlapping hours. Australian morning (9am-12pm) typically overlaps with Indian end-of-day (4:30pm-7:30pm IST). Use this window for real-time communication and meetings.
Handoff rhythm. Establish clear handoff points. India can work on tasks during Australian evening/night, with completed work ready for review each Australian morning.
Asynchronous communication. Reduce dependence on real-time discussion. Detailed written briefs, recorded video instructions (using tools like Loom), and documented processes enable work to flow without constant back-and-forth.
Regular scheduled calls. Weekly team meetings during overlapping hours maintain connection and provide space for discussion that does not fit written communication.
Clear expectations on response times. Define when responses are expected and when issues can wait for the next working day.
When offshore staff contribute to Australian tax or compliance work, quality assurance becomes critical. Key practices include:
Documented procedures. Every process that touches ATO compliance should be documented. Staff follow procedures, not discretion.
Review layers. All tax-related work receives Australian review before lodgement. This is not optional.
Checklists. For BAS, tax returns, and other compliance work, comprehensive checklists ensure nothing is missed.
Training on Australian requirements. Indian staff need specific training on Australian standards, which differ from Indian or US GAAP. Do not assume knowledge transfers.
ATO deadline tracking. Maintain a master calendar of lodgement dates and build in lead time for review cycles.
Error tracking and feedback. Track errors by type and individual. Patterns reveal training gaps or process problems.
Segregation of duties. Build controls into your processes. The person preparing work should not be the person reviewing it.
For a typical Indian finance professional:
Junior accountant (1-3 years experience): $12,000-$18,000 AUD annually including employer costs.
Senior accountant (5+ years, Indian CA or CMA): $20,000-$35,000 AUD annually.
Finance manager level: $35,000-$50,000 AUD annually.
Add provider margin if using an agency (typically 20-40%) and technology costs.
Compared to Australian equivalents:
Net savings of 50-65% are realistic after accounting for all costs.
Over-reliance on offshore without oversight. Indian staff can be excellent, but they need direction and review from someone who understands Australian context.
Expecting identical communication styles. Indian professionals may be less direct in raising concerns or pushing back. Create explicit space for questions and concerns.
Ignoring cultural differences in feedback. Feedback norms differ. Be specific and direct while maintaining respect. Vague feedback may not be actioned.
Underestimating training time. Even experienced Indian accountants need time to learn Australian-specific requirements. Plan for a three to six month learning curve.
Hiring too senior or too junior. Match seniority to the work. Very junior staff need heavy supervision. Very senior staff may be overqualified and disengaged.
Inconsistent engagement. Treat offshore staff as part of your team. Sporadic communication and lack of inclusion damages retention and performance.
Choose India when you need technical accounting depth, complex tax preparation, financial analysis, or larger teams. Choose the Philippines when you need client-facing roles, communication-heavy work, or minimal time zone difference.
The Indian CA (Chartered Accountant) is a rigorous qualification equivalent to Australian CA/CPA. The CMA (Cost and Management Accountant) is also well-respected. For junior roles, commerce degrees from good universities provide solid foundation. Look for candidates with IFRS exposure.
Identify overlapping hours (typically Australian morning/Indian evening) for real-time communication. Establish clear handoff rhythms. Use asynchronous communication tools like Loom for instructions. Schedule regular weekly meetings during overlap periods.
Indian staff can assist with preparation work under appropriate supervision. However, tax strategy, complex positions, and final review should involve Australian-qualified professionals. Lodgement requires Australian registration in most cases.
Implement documented procedures, review layers, and comprehensive checklists. All compliance work should receive Australian review before lodgement. Track errors and provide regular feedback. Build in lead time for review cycles.
Turnover varies by city and role. In competitive markets like Bangalore or Mumbai, 15-25% annual turnover is common for good staff. Smaller cities may have lower turnover. Retention strategies like career development, market compensation, and team culture matter.
We handle the complexity of managing offshore resources so you get the benefits without the overhead.
If you are considering offshore finance support, we are happy to discuss how our model might work for your business. Contact us at hello@scalesuite.com.au or visit scalesuite.com.au.
This article provides general information about offshore hiring for Australian businesses. Individual circumstances vary, and you should consider your specific needs when evaluating options.
Scale Suite delivers embedded finance and human resource services for ambitious Australian businesses.Our Sydney-based team integrates with your daily operations through a shared platform, working like part of your internal staff but with senior-level expertise. From complete bookkeeping to strategic CFO insights, we deliver better outcomes than a single hire - without the recruitment risk, training time, or full-time salary commitment.
Considering hiring finance staff?
We’ll show you the full cost of an internal hire vs our embedded team – and exactly how much you’d save.
We’ll reply within 24 hours to book your free 30-minute call. No lock-in contracts and 30-day money-back guarantee
