We explore how companies with a history of offshoring attract their future employees. We reason that offshoring decisions send unintended signals about job insecurity to companies’ onshore labor markets. This signaling effect implies that offshoring companies must pay higher salaries for new hires than non-offshoring companies. We tested our predictions on a sample of 7971 matched managers and professionals recently hired by offshoring and non-offshoring companies. Our results indicate a 3–7% wage penalty for offshoring companies. Thus, we conclude that not only is offshoring challenging to implement, but it can also entail a number of general ramifications for the domestic labor market.

我们探讨了具有离岸外包历史的公司如何吸引他们未来的员工。我们认为，离岸外包决策向公司的在岸劳动力市场发出了关于工作不安全的意外信号。这种信号效应意味着离岸公司必须为新员工支付比非离岸公司更高的工资。我们对最近被离岸外包和非离岸外包公司聘用的 7971 名匹配的经理和专业人员的样本测试了我们的预测。我们的结果表明，离岸外包公司会受到 3-7% 的工资处罚。因此，我们得出结论，离岸外包不仅实施起来具有挑战性，而且还可能对国内劳动力市场产生许多一般性影响。