Business Now recently connected with Pierre Ivan Yaroslavskiy, Director France, to explore the unique “outshoring” model introduced by DeX. We delved into how this innovative approach differs from traditional offshoring and outsourcing, and discussed how it is successfully attracting top-tier professionals from around the globe. Below is our conversation with Pierre Ivan Yaroslavskiy, where he shared his vision for the future of work and the strategies behind DeX’s success.

Business Now: Can you explain the core philosophy behind DeX’s ‘outshoring’ model and how it differs from traditional offshoring and outsourcing?

Pierre Ivan Yaroslavskiy: For the past 40 years, two models have dominated our industry. In the 1980s, companies began hiring globally to reduce staffing costs. However, this approach often failed due to cultural differences and geographical distance, leading to the emergence of outsourcing. With outsourcing, companies delegated tasks to overseas subcontractors, making it simpler in some ways because it eliminated hiring paperwork and management. However, without close oversight, service quality suffered.

Now, many companies are re-localizing their teams, but this often comes at the expense of profitability because they’ve lost confidence in outstaffing models. My goal with DeX is to change that. We focus on providing top-tier expertise while minimizing the issues associated with traditional models, making sure businesses don’t have to sacrifice quality for cost-efficiency.

DeX promises to cut staffing costs by up to six times while maintaining high-quality expertise. How do you ensure this balance between cost efficiency and top-tier talent?

Cost-efficiency is achievable in many regions, but what sets us apart is our rigorous selection process. We are extremely selective, with a less than 1% acceptance rate for independent candidates who apply to become “DeXperts.” Our evaluation process revolves around real-world problems faced by our clients. We carefully assess candidates’ problem-solving abilities, ensuring they meet our high expectations. Our focus is on identifying true talent, which allows us to offer cost-effective solutions without compromising on quality.

With a growing demand for AI, cloud, and digital transformation expertise, how does DeX attract and retain world-class professionals, including former AWS and Google Cloud experts?

Our real value lies in our extensive network, including former Googlers like our CEO, Jordy Bayo. We also have our own Kalala Academy, a school where we teach IT specialties to young people from scratch — and at no cost to them. After completing our Emegwali program, graduates are guaranteed full-time job opportunities. They start with micro-tasking missions for clients and as they gain experience, they are given larger and more complex tasks. Over time, some choose to stay within DeX as senior experts with top-tier compensation or transition into management roles, while others pursue freelance work or start their own projects.

Seamless team integration is a key selling point of DeX. What strategies or tools do you use to ensure DeXperts truly become a natural extension of a client’s workforce?

Seamless integration is crucial for us. From day one, DeXperts adopt the same tools and practices as the client’s in-house team. Whether it’s using Slack, Jira, or Agile methodologies, we ensure that DeXperts become familiar with the client’s communication channels and workflows. By closely aligning with the client’s culture and processes, we make the integration as smooth as possible. It’s important that our team feels like a true extension of the client’s workforce.

What challenges have you encountered while establishing the ‘outshoring’ model in France, and how has the market responded to this new approach?

One challenge has been adapting to the rise of AI tools, which have replaced some roles, like design positions. To address this, we trained our designers on new AI tools and found them more complex tasks with new clients. Adapting to AI advancements is easy if you stay updated and embrace new tools. It enables you to take on more advanced projects, sometimes even those that were once considered out of reach.

The broader challenge, however, was entering the French and EU markets from scratch. When I met Jordy in a bar, we discussed the idea of expanding into France. A year later, we were making €100k and working with clients from multiple countries. Our vision even got presented at the Alpha Startup Program at WebSummit Lisboa 2024. Personally, I’ve placed over 20 DeXperts and traveled to Cameroon, where I discovered a new approach to doing business internationally.

The initial reaction from our first clients was sheer astonishment. When we showcased our use cases and past successes, several CEOs and executives couldn’t believe they could access former Oracle and Cisco professionals for just 1,000€/month. However, they soon discovered how to leverage this innovative model to maximize cost-efficiency while maintaining their unique identity and team spirit.

How would you describe the DeX team culture, and how does it evolve in different environments?

DeX is a bit like a club. While we all share the same values and are part of the same African tech ecosystem, each DeXpert has a unique specialization and works within different companies. We’re a diverse group, which helps us adapt to various environments. Our team is a blend of talents from across the globe, and that diversity allows us to tailor our solutions to each client’s needs while maintaining our core values.

Pierre Ivan Yaroslavskiy’s insights into the outshoring model reveal how DeX is not only innovating the way businesses manage remote teams but also providing a new level of opportunity for talented professionals. With a focus on cost-efficiency, top-tier talent, and seamless team integration, DeX is reshaping the future of work.