How RushTranslate Took Control: From BPO to EOR with WIND HR

The Problem

RushTranslate had built its operations on a BPO setup. At first, it seemed efficient: outsource the work, keep the core team lean. But cracks showed quickly. Hidden fees stacked up, quality was inconsistent, and team loyalty was nonexistent.

Instead of predictable delivery, every project felt like a gamble. The BPO handled staff, but that meant RushTranslate had no direct control over who was doing the work, how committed they were, or how much turnover would cost.

For a business built on reliability, the outsourcing model was quietly eroding trust, speed, and margins.

The Breaking Point

It wasn’t just about cost overruns — it was about control. The BPO dictated who worked on projects, when they worked, and how long they stayed. Communication bottlenecks slowed delivery. Quality varied wildly from one week to the next.

Deadlines slipped. Clients noticed. And internally, leadership realized: if they didn’t own the team, they didn’t own the outcome.

By the time RushTranslate reached out to WIND HR, the choice was obvious: keep bleeding through BPO dependency or transition to an in-house, accountable team that could scale sustainably.

The Solution

RushTranslate didn’t need another outsourcing vendor. They needed an EOR partner who could:

• Transition work away from the BPO model
• Build an in-house, fully managed LATAM team
• Handle compliance, payroll, and HR overhead seamlessly
• Deliver cost savings while increasing control and quality

That’s where WIND HR stepped in. Using our EOR hiring model, we built RushTranslate a stable, scalable team in-house — without the headaches of entity setup or legal complexity.

The WIND HR Approach

Step 1: Redefine the Operating Model
We mapped out what roles should be in-house versus outsourced, creating a lean, core team design.

Step 2: EOR Implementation
Through WIND HR’s EOR model, RushTranslate gained compliant contracts, payroll management, and full legal coverage in LATAM — no need for their own entity.

Step 3: Talent Transition
We recruited vetted LATAM professionals to replace the BPO dependency, focusing on adaptability, reliability, and long-term fit.

Step 4: Cost Optimization
By shifting from inflated BPO markups to direct hires under WIND HR’s EOR model, RushTranslate cut costs significantly while improving retention and quality.

The Result

In weeks, RushTranslate went from outsourced chaos to controlled, in-house stability:

• Reduced costs vs BPO model — without hidden fees or markups
• Direct control over team quality, performance, and accountability
• Improved client delivery with consistent, reliable output
• Scalable foundation for future growth, without the compliance burden

What used to feel like outsourcing roulette became a predictable, scalable team engine.

Why It Matters (Founder POV)

For RushTranslate, this wasn’t just about saving money. It was about:

• Regaining control over their team and operations
• Delivering consistent quality to clients
• Building a sustainable growth model without BPO dependency

In their words: outsourcing was a band-aid. WIND HR’s EOR model became the operating system for growth.

👉 Book your consultation with our expert today.
Take control of your team, cut BPO costs, and scale with confidence through WIND HR’s EOR model.