As the CEO of Lago, I specialize in scaling businesses by building and managing high-performing offshore teams. Over the last 8+ years of living in different countries, I have successfully overseen the growth of large 1,000+ hiring initiatives to support 30+ departments within a $2+ billon company and other startups through my multiple partnerships/connections in the Philippines, Serbia, and India. This has helped me develop a keen understanding of the complexities involved in talent acquisition, operational scalability, and maintaining quality in remote work environments.

I have successfully helped companies across various industries streamline their hiring processes, tap into global talent pools, and rapidly scale without compromising on quality or efficiency. From sourcing and vetting top-tier professionals to seamlessly onboarding them into a company’s culture, I focus on creating teams that drive growth and innovation.

With experience working with both startups and established businesses, I know exactly the steps to take to build teams that can move the needle. My passion lies in making outsourcing efficient, cost-effective, and results-driven, building relationships with me team, ensuring that businesses have the right people in place to achieve their goals.

Let’s connect and explore how I can help your business scale with top global talent.

Broc Langhaim

Attracting the best offshore talent is mind numbly simple.

Treat them like people.

Not “resources.”Not “headcount.”Not a cost-saving line item.

People.

People with ambitions, families, pride in their work, and careers they care deeply about.

The companies that win with offshore teams don’t win because they pay the lowest rates. They win because they build real relationships, communicate clearly, and create an environment where someone thousands of miles away still feels like part of the team.

Respect their time.Include them in conversations. Give them ownership over their work.

Do that, and they will give you their best this becoming the best talent and the word will get out this attracting the best talent.

I’ve done this now for over 50+ teams with over 1,000 contractors and it works every time.

Ask your best employees who their lazy coworkers are. I promise you they will know.

A performers want to work with A performers.

I have seen A performers join a company and a couple of months later they leave.

Was it because of pay? No, it’s because they want to work with other A players and grow rather than babysitting their coworkers.

I have been with companies that have learned this and went from underdogs to leading their industry.

Time to cut the C players the longer you keep them in the company the more A players you will lose.

There is a major problem between skilled offshore contractors and US companies/clients. If not fixed it will cripple the offshore industry.

Want to know how offshore contractors make more money as they get more experience?

You would think like in the US as you get more experience you go through the career ladder and get paid more?

Wrong.

They get more clients.

This is killing the offshore industry for so many talented individuals and the companies.

Because the company or client has a preconceived idea that offshore talent is always "cheap" they think they should never have to pay above a certain price window (lets say $12/hour).

Because of that, the offshore contractor who has 5+ years of job experience won't get paid more even if they are better than onshore talent. 

This then leads them to take more clients, which then leads the quality of work for each client to go lower.

Thus overtime a good offshore contractor doesn't focused on quality, they focus on quality. This is not sustainable, and will lead to them churning clients all the time however, as long as they have 2 clients at a time they will still be making more than just being good with 1 client.

This is something I have seen for over 8 years now in this industry. I am working on a solution to hopefully finally fix this issue, however, this is plaguing this industry.

The best way to fix this is to pay more for your talented offshore talent however, I have seen even when this is done sometimes the "quantity" culture as already taken hold so you have to build that trust from day one to counter it.

Anyways, longer Ted Talk today, however, something super important that I am working on fixing with this new project I keep hinting out that we are releasing later this year! 

Has anyone else seen this?

This is how I retain offshore top talent for years:

Many companies add offshore contractors, believing this will solve their challenges. However, they often overlook a vital aspect. 

Offshore talent desires to feel like they are part of something significant, not just an addition to the company.

These small moments like visiting Macedonia with Mitra Mihajlović Todorović  and Tatjana Kostic are impactful moments for our team and are essential in building a lasting team. 

Incredibly grateful for this team and the growth of Lago in such a short time!

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The offshore contractoring space is about to be flipped on its head. Can you feel the change in the space right now? 

There is a huge shift from “VA” work to professional end-to-end career driven work.

One year ago I started to post regularly about this change and in that one year been able to grow around 22k followers to now beat 30k+ followers.

This is just the tip of the iceberg with what we are about to launch at Lago later this year.

We will completely change the narrative and course correct the offshore industry to finally take care of top talent while at the same time showing companies the true potential of what offshore “contractors” can truly do.

Lago is becoming a strong contender in this industry and I love being an underdog.

Thanks to everyone who follows me and I’m excited to continue this journey with you all!

Alright, let’s settle the debate: What is the best offshore talent marketplace you’ve used, and why?

I am very curious on contractor and client feedback here. As a client myself for over 8 years, I have seen that these talent marketplaces have a natural cap on the caliber of talent is on these marketplaces.

The more experience the contractor gets the more you are pushed to leave one of these marketplaces because of the percent charge that they put on the client and the talent.

The only one I have seen not do this is Onlinejobs.ph however, it feels like Filipinos use that marketplace as more of a jumping board to get experience and then find a client outside of the platform.

Am I wrong? Have you seen the same thing? What else have you noticed as a contractor or client?

What contracting marketplace do you like the most?

Huge game changing moment in the industry!

Excited to look back at this post a year from now and see the hockey stick growth.

CEO, Luminize | Helping brands drive results through Amazon marketing and brand affinity. Keynote Speaker. Amazon 1P→3P Marketplace Transition Architect

As Luminize continues to grow, building the right leadership team is critical to what comes next.
That’s why I’m excited to welcome Josh Baran as our new Chief Brand Officer.
Josh has spent his career helping brands navigate the complexity of global commerce, building growth engines that combine strategy, technology, and operational excellence. His experience at Pattern, Joann, and Guitar Center gives him a unique perspective on what it takes for brands to win in today’s rapidly evolving ecommerce landscape.
At Luminize, our mission is simple: help brands grow profitably across digital marketplaces. Josh’s leadership will play a critical role in accelerating that mission as we enter our next phase of growth and expansion. 
Welcome to the team, Josh. Excited for what’s ahead.
Read the full announcement here.

As Luminize continues to grow, building the right leadership team is critical to what comes next. That’s why I’m excited to welcome Josh Baran as our 

Open article: Luminize Appoints Josh Baran as Chief Brand Officer to Accelerate Next Phase of Strategic Growth and Expansion by Sid Mikhail • 1 min read

Luminize Appoints Josh Baran as Chief Brand Officer to Accelerate Next Phase of Strategic Growth and Expansion

Experienced E-commerce Project Manager with a proven record of leading end-to-end projects and driving growth for global brands across Amazon Vendor Central, Seller Central, and D2C platforms. Skilled in managing cross-functional teams, optimizing marketplace operations, and delivering measurable business impact through data-driven strategies.

At Pattern, I’ve successfully handled multiple brand portfolios—enhancing product content, streamlining operations, and improving conversion and visibility across 1P (Vendor Central) and 3P (Seller Central) ecosystems. I also leverage Gen AI tools to automate workflows, accelerate creative execution, and boost overall efficiency.

With deep expertise in digital merchandising, content strategy, and eCommerce analytics, I’m passionate about using technology and insights to scale brands, strengthen online presence, and enhance customer experiences. Currently seeking opportunities to contribute to innovative, growth-oriented eCommerce ventures.

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Sunny Jeswani

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