From the Montecima Clubhouse at Monterrazas de Cebu, Bryan takes in a 360-degree view of Cebu City and shares what makes this place truly special.

 

 

Pointing out familiar landmarks below, he talks about what drew him to Cebu, why it feels like home, and why he chose to build not just a second home here, but a business as well. It’s a perspective on place, people, and potential, and why Cebu continues to stand out as a city worth believing in.

Los Niños Services is no stranger to excellence. As a multi-award-winning early childhood and educational services provider, its longstanding commitment to impact, innovation, and community support has made it one of New York’s most trusted organizations in its field. In this episode of The Philippine Business Playbook, CEO Scott Mesh shares how offshoring became a strategic extension of that mission and why the Philippines has become a natural fit for their growing team.

 

Finding the Ideal Offshoring Partner Through Clarity, Culture, and Alignment

 

Scott first explored offshoring after conversations with Bryan Luoma through the Entrepreneurs’ Organization network. Like many founders, he did extensive due diligence across several service providers. What stood out most was Tahche’s cost-plus model, which aligns incentives transparently. Because Tahche does not earn more or less based on an employee’s salary, raises and promotions are fully guided by performance and client needs rather than agency margins.

 

For Scott, whose organization values longevity, culture-building, and employee growth, this structure mattered immensely. He needed a partner whose model supported the very behaviors he wanted to encourage: long-term development, recognition, and clear pathways for advancement.

 

When the First Hire Sets the Standard

 

Los Niños Services’ very first offshore hire proved to be a turning point. Scott shares that Tahche delivered someone who checked every difficult box: knowledge in early childhood development, teaching experience, administrative capability, and an aptitude for supporting their digital transformation efforts. It was a rare combination and one that integrated seamlessly into their mission-driven team.

 

The Philippines quickly emerged as a cultural match for Los Niños Services. Scott highlights that Filipino professionals tend to be hardworking, pleasant to collaborate with, relationship-oriented, and naturally eager to deliver excellent work. For organizations in care-centric fields, this alignment of values is a competitive advantage in itself.

 

The High Performance Mindset

 

One of Scott’s biggest leadership priorities is cultivating people who not only accept feedback but actively seek it. He describes this trait as a marker of maturity and potential. It is something he consistently sees in Tahche-endorsed employees and Tahche’s Philippine-based support teams, both of which embrace open communication and continuous improvement.

 

Scott also emphasizes what he calls the three Cs for organizational success: Connecting, Communicating, and Coordinating. When companies do these well, leadership becomes easier, collaboration becomes smoother, and offshored teams become true extensions of the organization, not remote add-ons.

 

Why First-Time Offshorers Should Start Sooner, Not Later

 

When asked what advice he would give to leaders considering offshoring for the first time, Scott is direct: start immediately. In his view, virtual collaboration is no longer a hurdle, confidentiality concerns are addressable through proper governance, and productivity issues are rarely about geography at all. If a leader cannot tell whether their people are working, the real problem is unclear KPIs and poor performance systems, not offshoring itself.

 

With the right structure and expectations in place, offshore teams can thrive and drive sustainable business growth. For Los Niños Services, the experience has been so successful that Scott says he wishes he had embraced offshoring earlier.

 

A Partnership Rooted in Trust, Alignment, and Shared Purpose

 

This episode highlights what happens when values, processes, and incentives align. From the first hire to the growing team they have today, Scott’s experience demonstrates how strategic offshoring rooted in clarity and cultural fit can empower organizations to expand their capabilities without compromising quality or identity.

 

The takeaway is simple but powerful: the right partner helps you build a team that feels unified, mission-driven, and ready for long-term success, no matter where they are in the world.

 

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For more insights into building a strong offshore team, subscribe to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts

The modern workplace is evolving, and so are the companies shaping it. In this episode of The Philippine Business Playbook, Bryan speaks with Marc Schwartzberg, CEO of Office Furniture Heaven (OFH), to explore how a New York design firm successfully built high-performing teams in the Philippines without compromising quality, culture, or client expectations.

 

Their conversation highlights a truth more leaders are waking up to: offshoring is not about hiring virtual assistants. It is about building real departments, creating strong systems, and empowering professionals to do world-class work from anywhere.

 

A Legacy of Design and Reinvention

 

Office furniture and workplace design run deep in Marc’s history. His grandfather launched an office furniture business in New York before World War II, long before the modern concept of collaborative workspaces even existed. Marc carried that legacy forward but evolved the company into what OFH is today, continually adapting to market shifts, technology, and the changing demands of office environments.

 

That spirit of reinvention eventually led him to explore hiring offshore. What started as a casual idea about adding a virtual assistant transformed into something much more strategic.

 

Why OFH Looked Beyond New York

 

Marc and Bryan first connected through Entrepreneurs’ Organization, where conversations about growth, operational structure, and global talent eventually led to the topic of offshoring.

 

Marc initially explored the idea of hiring a single assistant, but through deeper discussions with his leadership team, it became clear that their needs were broader. Design talent in New York had become increasingly expensive and harder to retain. Recruiting qualified designers locally was becoming a major bottleneck.

 

As OFH assessed its needs, it became obvious that the opportunity was far bigger than administrative support. They needed design expertise, operations support, and long-term scalability. The timing aligned perfectly with their business momentum, and partnering with Tahche opened the door to building full departments instead of isolated roles.

 

Why Training Is Never the Problem

 

One of the concerns leaders often express about offshoring is whether offshore hires can keep up. Marc dismisses the idea entirely. For him, every employee, whether in New York or Manila, requires training. Great work comes from great onboarding, clear processes, and strong leadership. The blueprint does not change based on geography.

 

This mindset became part of OFH’s offshoring success. Designers in the Philippines were not hired to be cheaper alternatives. They were brought in as designers. Marc believes that the same talents that make great designers in New York are the same talents that make great designers in the Philippines. Skill, creativity, communication, and ownership are not limited by borders.

 

Today, team members in the Philippines who started in design roles have since grown into expanded responsibilities, including leadership and specialized positions, a reflection of both the talent they bring and the culture of development Marc continues to champion.

 

Systems and Leadership: The Real Differentiator

 

Both Marc and Bryan emphasize a critical point: success in offshoring is determined by management, not location.

 

The offshore roles that succeeded early on for OFH, according to Marc, were the ones supported by strong leadership and well-built systems and processes. In cases where the structure was less established, performance naturally lagged, highlighting how much effective management influences offshore success.

 

The lesson is simple. A company that invests in real leadership, clear direction, and strong workflow design will thrive with offshore teams. A company without those foundations will struggle whether the team is onshore or offshore.

 

This is why both leaders believe hiring only VAs, without a department or system behind them, often leads to poor outcomes. Hiring a team with defined responsibilities, upward mobility, and coordinated workflows creates far more stability and return on investment.

 

The ROI of True Offshoring: Professional Work, Not Cheap Labor

 

Bryan reiterates that the advantage of offshoring is not access to low-cost labor but access to high-level professionals at sustainable cost structures. When companies rely on the cheapest possible support, they often accept mediocre output. That mindset limits growth.

 

When companies invest in real talent, however, the returns compound. OFH is a clear example. Instead of relying on expensive designers who are difficult to hire and retain in the U.S., they built strong design and operations teams in the Philippines who deliver top-tier work. This created consistency, scalability, and resilience.

 

And when life happens, the benefits of a team model become even clearer. If one designer is unavailable due to emergencies, maternity needs, or personal circumstances, others can step in without disrupting client timelines.

 

One Global Standard, One Team

 

Even with teams in different time zones and different countries, Marc makes a deliberate effort to treat all employees the same. Culture should not be divided by borders. Recognition, quality expectations, and the sense of belonging must be consistent across locations.

 

That philosophy mirrors Tahche’s mission. For Bryan, the goal of offshoring is not only to help U.S. businesses scale but to create opportunities for Filipino professionals to build meaningful careers without leaving their families or abandoning their field of expertise. 

 

When global standards meet local opportunity, both sides win.

 

Rebuilding Strategy for a New Era of Work

 

With shifting office dynamics in the U.S., OFH chose to shift its strategy as well. Rather than chasing rapid growth, Marc focused on delivering exceptional service to a more targeted market. Quality over quantity. Precision over expansion.

 

Offshore teams became a core component of this model. They provide the consistency, expertise, and collaboration needed to maintain high service standards even with a leaner local team.

 

A Partnership Built on Excellence

 

The success of OFH’s Philippine teams is a direct result of strong vision, strong management, and a commitment to doing things the right way. Both Bryan and Marc agree that when companies refuse to accept mediocrity and instead build systems that support excellence, offshoring becomes a powerful engine for growth.

 

OFH proves that world-class design does not rely on geography. It relies on people, leadership, and the willingness to evolve.

 

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For more insights into building a strong offshore team, subscribe to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts

In this episode of “The Philippine Business Playbook,” Bryan, Vicky, and Therese visit Ato-ah, now a Michelin Selected restaurant under the Michelin Guide Philippines 2025.

 

They went beyond the usual Filipino staples like lumpiang shanghai, pancit, and adobo, and discovered the rich flavors of authentic Cebuano cuisine. From humba to kilawin, each signature dish brought a burst of flavor and a unique gastronomic experience they won’t be forgetting any time soon. 

 

This is a true world-class dining experience, and one we highly recommend to anyone visiting the Philippines.

The Tahche Cheetahs Basketball Club is back in action for 2025, gearing up for another run at the BPO Clash championship. 

 

The grind never stopped, and this year, the goal is even bigger.

 

In this special episode, Bryan stops by practice to catch up with Coach Aries and the team, taking you behind the scenes for an inside look at the work, discipline, and camaraderie driving the Cheetahs both on and off the court.

Despite global protectionism and the growing influence of artificial intelligence, the Philippine BPO sector remains a pillar of stability and growth. Industry leaders and global investors continue to express confidence in its future, with companies like JPMorgan Chase expanding operations and opening new facilities in Manila. The sector’s ability to adapt beyond traditional voice services and into legal, medical, and creative fields reflects how it has evolved into a key global player in specialized outsourcing.

 

Bryan notes that this growth aligns with the broader trend of AI adoption, which is enhancing rather than replacing human capability. As AI tools improve communication, reporting, and analysis, they’re raising the quality of output across industries. For BPO professionals, this shift represents an opportunity to upskill and deliver even greater value to global clients. Far from being disrupted, the industry is experiencing a productivity boom fueled by smarter technology and strong human talent.

 

The momentum that began during the pandemic, when remote collaboration and offshoring proved essential, has only accelerated. American businesses that once viewed offshoring as a cost-cutting measure now see it as a strategic advantage for efficiency and quality.

 

The rise of U.S. millionaires and what it signals for global labor

 

A new UBS report reveals that the United States added 379,000 new millionaires in 2024, bringing the total to nearly 40% of the world’s millionaire households. Surging markets and a stable U.S. dollar have fueled this wealth creation, signaling resilience at the top end of the economy.

 

However, Bryan points out that even as wealth grows, businesses continue to face a persistent labor shortage. Many companies are struggling to fill roles domestically, particularly in specialized and support positions. This imbalance is driving more U.S. businesses to explore offshoring as a sustainable solution, especially in countries like the Philippines, where professionals bring both expertise and reliability to the table.

 

While the American economy remains strong, its labor constraints are pushing organizations to think globally. For companies looking to sustain growth without overextending their budgets, building offshore teams is becoming an increasingly strategic move.

 

A global shift in how businesses scale

 

Both stories underscore a fundamental shift in how companies grow. The BPO industry’s continued expansion in the Philippines and the surge in American wealth share a common thread: globalization is redefining how success looks in the modern economy.

 

As more businesses realize the potential of offshoring to balance cost, quality, and scalability, those that adapt early stand to gain the most. The partnership between skilled offshore professionals and forward-thinking companies is proving to be one of the strongest drivers of business resilience today.

Our Summer 2025 interns have officially taken over! And yes, they brought real intern chaos with them. 🤪 

 

From funny moments in the office to real lessons on work, culture, and life, these guys kept us entertained and inspired.

 

At Tahche, internships aren’t just about the job. They’re about learning skills you’ll use for life, making new friends, and having a whole lot of fun along the way.

 

 🎥 Watch the full episode if you’re ready to laugh and learn with us: https://www.youtube.com/watch?v=G40RWpC4gcM

When disaster strikes, the strength of a community is measured not just in resilience but in its capacity for compassion. 

 

On October 4, the Cebu running community came together for “Run for a Cause,” an impromptu event held at Cebu Business Park to support survivors of the recent 6.9 magnitude earthquake that shook the region. Among the runners was the Tahche Runners Club, joined by Tahche CEO Bryan Luoma, who ran alongside employees and local athletes, all united by a shared mission to help their fellow Cebuanos recover.

 

An Impromptu Effort That Became a Movement

 

The event was born out of pure bayanihan spirit. Local running groups organized the run in just a few days, spreading the word through social media and word of mouth. What began as a small call for help quickly grew into a crowd of runners bringing relief goods, donations, and moral support for families deeply affected by the quake.

 

Stories from the Track

 

As Bryan joined the run, he took the chance to speak with the organizers who were driven by empathy and a passion for community. They spoke about the importance of quick action and unity in times of crisis, values that resonate deeply with the Tahche culture. The initiative showed how ordinary people can move mountains when they act together, and how running, a seemingly personal pursuit, can become a force for collective good.

 

Runners with Purpose

 

Members of the Tahche Runners Club also shared their personal reasons for participating. Some were seasoned runners who regularly join local marathons, while others were newcomers still finding their rhythm. But that morning, experience didn’t matter. Everyone ran with one purpose: to help.

 

The Spirit of Bayanihan Lives On

 

Beyond the medals and finish lines, running is about connection, community, and care. For Tahche, it was also a reflection of what drives the company forward: a people-first culture that values both wellness and compassion.

 

Through this initiative, the Cebu community once again proved that even after an earthquake, hope can run stronger than fear. And together, every step forward helps rebuild what was lost.

In this special episode of “The Philippine Business Playbook,” Bryan and Vicky talk about the success of Tahche’s internship program, and how it has been a literal life-changing experience for our interns.

 

Because at Tahche, you don’t just learn technical skills. You also learn culture, interact with the best people, and learn the soft skills that get you through life inside and outside the office.

Building an offshore team is an exciting opportunity for any business, but the question always comes up: who should you hire first to ensure long-term success? The answer isn’t just about filling seats quickly. It’s about setting a strong foundation for growth.

 

Start at the Top: Hire Leaders First

 

When launching an offshore team, the most important hire is at the top of the hiring triangle: the leader. This person becomes the cornerstone of your offshore operations. They’re not just there to manage tasks; they set the standard for culture, performance, and accountability.

 

A strong offshore leader:

 

• Has a proven track record with references and past successes.

• Can pass thorough background checks.

• Is not only capable but also willing to roll up their sleeves and do the work.

• Provides training and mentorship for those who will follow.

 

With the right leader in place, businesses can confidently hire managers and staff in any order. That leader ensures every new hire integrates smoothly, receives proper training, and aligns with the company’s standards.

 

Why Leaders Bring the Highest Return

 

One of the biggest advantages of offshoring is the ability to access highly skilled professionals at a fraction of the cost compared to hiring locally in the U.S. While it may seem tempting to start by hiring entry-level staff to save money, the real return on investment comes from hiring at the executive or managerial level.

 

In the U.S., executives and senior managers come with very high price tags, often making them inaccessible to small or mid-sized businesses. In the Philippines, however, you can hire leaders with strong credentials and global experience at a significantly lower cost. This means you get top-level talent for a fraction of the local cost, freeing up resources to build out the rest of your team.

 

Simply put, hiring at a higher level offshore gives you more than just savings. You gain:

 

• A skilled professional who brings more than the basics of the role.

• The ability to scale your team more sustainably.

• A long-term advantage over competitors who settle for the lowest-cost hires.

 

Building a Sustainable Offshore Team

 

Once a leader is in place, businesses have the flexibility to hire middle managers and staff as needed. The order no longer matters because the leader drives training, oversight, and alignment. What matters most is that your team is guided by someone who understands both the local and offshore context, ensuring smooth communication and performance.

 

The takeaway? Don’t just hire for skills. Hire for leadership and potential. Leaders multiply the value of every subsequent hire, making your offshore investment more sustainable and impactful in the long run.

 

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For more insights into building a strong offshore team, subscribe to The Philippine Business Playbook on YouTube, Spotify, and Apple Podcasts