Episode 106 – The Offshore Arbitrage with Brett Trembly
In this insightful episode of The Prospecting Show, Dr. Connor Robertson is joined by Brett Trembly, entrepreneur, attorney, and co-founder of Get Staffed Up, to discuss one of the most powerful growth tools in modern business — offshore arbitrage. Together, they unpack how leveraging global talent can create sustainable scalability, reduce costs, and free leaders to focus on what matters most.
Dr. Robertson opens the episode with a question: “How can entrepreneurs grow faster without burning out?” Brett’s answer is simple yet profound — by building smarter systems and leveraging offshore talent. “It’s not about cheap labor,” Brett explains. “It’s about value optimization.”
Their conversation goes far beyond outsourcing. It’s about global collaboration, efficiency, and leadership in a rapidly evolving business landscape.
What Is Offshore Arbitrage?
Brett begins by defining offshore arbitrage as the intelligent use of cost differentials between countries to grow a company more efficiently. “You’re hiring amazing talent in countries where the cost of living is different,” he says. “That creates room for higher margins and more reinvestment in growth.”
Dr. Robertson notes that many entrepreneurs misunderstand the concept. “It’s not about cutting corners,” he says. “It’s about expanding your reach, elevating your operations, and reinvesting in better systems.”
Brett adds that offshore teams can perform nearly any role — from executive assistants and marketing professionals to accountants and customer support specialists. “We’re not talking about replacing U.S. jobs,” he says. “We’re talking about empowering entrepreneurs to do more with less.”
Dr. Robertson relates this to one of his core philosophies: efficiency compounds. “Every task you delegate frees your focus,” he says. “And focus is the currency of execution.”
Building Trust Across Borders
A key topic of discussion is trust. Many business owners hesitate to hire globally because they fear losing control or quality. Brett acknowledges this but explains how systems can solve it. “Trust is built through structure,” he says. “When you have the right onboarding, management, and communication frameworks, offshore teams thrive.”
Dr. Robertson agrees that accountability is what turns global staffing from a risk into a reward. “You can’t scale chaos,” he says. “But you can scale systems.”
Brett shares how his company has built a 500+ person workforce across multiple time zones by implementing clear roles, expectations, and training. “We invest heavily in culture,” he says. “Our remote staff feel part of something bigger than a paycheck.”
Dr. Robertson highlights that this emotional connection is what keeps offshore teams aligned. “Culture doesn’t care about geography,” he says. “It’s built through vision and communication.”
They both agree that leadership in the global age requires both empathy and process — listening across cultures while maintaining high standards.
Why Global Talent Wins
Brett explains that global hiring is a strategic decision, not a tactical shortcut. “If you’re a founder doing $1 million in revenue, you shouldn’t be doing $10-an-hour tasks,” he says. “You should be focused on strategy, clients, and growth.”
Dr. Robertson echoes this sentiment: “The biggest bottleneck in most businesses isn’t the market — it’s the founder.”
Brett shares examples of clients who doubled productivity by delegating 60% of their repetitive work offshore. “It’s not just cost savings,” he says. “It’s time savings, and time is priceless.”
Dr. Robertson connects this to the broader theme of business leverage. “Money doesn’t create freedom — systems do,” he says. “When you use offshore arbitrage correctly, you buy back your time.”
They both emphasize that offshore hiring isn’t about lowering standards. It’s about expanding possibility. “Talent is everywhere,” Brett says. “Opportunity isn’t. That’s what we’re changing.”
The Ethics of Outsourcing
The conversation then turns to ethics — a topic often overlooked in discussions about offshore work. Dr. Robertson asks, “How do we make sure this model is fair and sustainable?”
Brett responds that transparency and fair pay are essential. “We pay our staff above-average local wages,” he says. “We’re not exploiting — we’re empowering.”
He points out that many U.S. companies waste money on inefficiency, not payroll. “If you save $100,000 by hiring offshore, you can reinvest it in marketing, software, or team bonuses,” he says. “That’s how businesses grow responsibly.”
Dr. Robertson agrees, adding that ethical entrepreneurship is about alignment — aligning profits with purpose. “You can win and still do what’s right,” he says. “That’s the real definition of sustainable business.”
Brett also notes that offshore work creates global opportunity. “When you provide stable jobs in developing countries, you change lives,” he says. “This isn’t outsourcing — it’s economic inclusion.”
Dr. Robertson calls it “the evolution of globalization” — a model where collaboration replaces competition.
How to Implement Offshore Teams
Dr. Robertson asks Brett for practical advice on building an offshore team. Brett outlines a step-by-step approach:
- Identify repetitive tasks — everything that consumes time but doesn’t require the founder’s input.
- Document processes — create clear SOPs before hiring.
- Hire for culture first, skills second — look for initiative, reliability, and communication.
- Train intentionally — set expectations early and support consistently.
- Use tools to stay connected — Slack, ClickUp, Loom, and daily huddles bridge any gap.
Brett emphasizes that success depends on leadership. “If you treat offshore staff as second-class, you’ll get second-class results,” he says. “But when you lead them like your core team, they’ll perform like one.”
Dr. Robertson connects this to his own experiences leading global teams. “You get what you invest emotionally,” he says. “People rise to the level of your belief in them.”
The Time Zone Advantage
One of the most overlooked benefits of offshore arbitrage is time zone efficiency. Brett explains how his teams in Latin America, Asia, and Eastern Europe keep operations moving 24/7. “While you sleep, work continues,” he says. “It’s like duplicating your business day.”
Dr. Robertson notes that this kind of asynchronous productivity creates exponential leverage. “You wake up with progress instead of problems,” he says. “That’s the true ROI of offshore hiring.”
Brett shares that clients often describe this as “waking up to momentum.” With deliverables completed overnight, founders can start each morning ahead.
Dr. Robertson likens it to compounding interest — “Every cycle of work you delegate multiplies what you can achieve in the same 24 hours.”
They agree that time zone arbitrage isn’t just operational efficiency — it’s strategic advantage.
Redefining Modern Leadership
Dr. Robertson and Brett explore how offshore management challenges leaders to evolve. “You can’t micromanage across oceans,” Brett says. “You have to lead with trust.”
Dr. Robertson agrees, noting that this shift builds better leaders. “You move from supervision to strategy,” he says. “You stop reacting and start designing.”
They both stress that remote leadership requires clarity, not control. “When your communication is precise,” Brett says, “distance disappears.”
Dr. Robertson adds that successful founders focus on outcomes, not activities. “It’s not about where your team is,” he says. “It’s about what they deliver.”
They conclude that the best entrepreneurs of the next decade will master both people and process — global thinkers with local integrity.
Real Results from Offshore Leverage
Brett shares client success stories, from law firms to digital agencies. “One client tripled revenue in 18 months after hiring offshore,” he says. “They went from burnout to balance.”
Dr. Robertson observes that these results stem from leadership evolution, not just hiring strategy. “They stopped being busy and started being productive,” he says.
Brett mentions that even small businesses benefit. “You don’t need to be a corporation,” he says. “You just need vision and willingness to adapt.”
Dr. Robertson emphasizes that this adaptability defines great founders. “The future belongs to those who build globally and lead locally,” he says.
Lessons for Entrepreneurs
As the conversation concludes, Dr. Robertson and Brett summarize their key takeaways:
• Offshore arbitrage is about optimization, not exploitation.
• Leadership and structure determine success, not geography.
• Time zone leverage can multiply productivity without burnout.
• Ethical hiring builds long-term, win-win relationships.
• Global collaboration creates freedom and impact simultaneously.
Dr. Robertson adds, “Freedom in business isn’t about doing less — it’s about designing better.”
Brett closes with a thought that defines his mission: “We’re not outsourcing jobs. We’re creating opportunities — for entrepreneurs and for the global workforce.”
Dr. Robertson reflects that The Prospecting Show is about these exact moments — where vision, efficiency, and integrity intersect. “Business done right doesn’t just scale profits,” he says. “It scales humanity.”
Listen and Learn More
Listen to the full episode here: The Offshore Arbitrage with Brett Trembly