Most businesses treat rapid growth and strong culture as a trade-off. Pick one, lose the other. We built Access Offshoring on the bet that both were possible at once, and two Stevie Awards from the 2026 International Business Awards just confirmed we were right to make that bet.
We’re proud to share that Access Offshoring has been recognised with a Silver Stevie Award in the Business & Professional Services category, alongside a Bronze Stevie Award for Team Builder of the Year, awarded to our founder and managing director, Tiffany English.
Three years ago we were a team of thirty. Today we’re well over four hundred people working across Australia and the Philippines. Growth at that pace breaks most organisations. Onboarding gets rushed. Standards slip. The culture that made people want to join in the first place quietly disappears somewhere around employee two hundred.
We refused to let that happen.
The reason our internal team holds a hundred per cent leadership retention rate, and our people stay an average of 2.8 years against an industry average closer to 1.2, comes down to one decision we made early. We stopped treating team building as a soft skill and started treating it as a system.
Our proprietary training methodology bridges the gap between the direct, flat communication style common in Australian workplaces and the more considered, hierarchical style many of our Filipino colleagues grew up with. Rather than expecting one side to simply adapt, we built a framework that translates between the two. Offshore staff learn to be proactive problem solvers instead of order takers. Local leaders learn to ask questions differently. Both sides show up better because of it.
That framework is the reason eight out of every ten clients expand their offshore team within months of their first hire, and why sixty per cent of our new business now comes from client referrals rather than cold outreach. People do not refer a vendor. They refer a partner who made their team stronger.
The Team Builder of the Year recognition means something particular to us because it lands on an individual rather than a system. Tiffany built this business from the ground up while managing her own significant health challenges, and the leadership pivot that followed, from being the engine of every decision to designing a business that could run without her in the room, is the same pivot that let this company grow past four hundred people without losing what made it work at thirty.
None of this happens without the people behind it. Our team across Manila and Australia, our clients who trusted an unproven model early, and our partners at the Franchise Council of Australia who backed a case for offshoring that most of the sector still gets wrong. This result belongs to all of them.
We also want to acknowledge the part of our culture that rarely makes it into an awards entry. Our ongoing partnership with Little Lights Ministry now funds more than a hundred meals a week and education support for children in Manila’s slum communities. Every placement we make contributes to that work. Growth, for us, was never just a headcount number. It was always meant to carry weight beyond our own balance sheet.
If your business is wrestling with the same tension between speed and standards, we’d genuinely like to hear how you’re managing it. Get in touch with our team to see how a structured approach to global team building could work for your organisation.
Build Without Losing What Works
Growing your team shouldn’t mean losing your standards.
Talk to us about building a team that scales with you.
