Lessons on ICAs, Employment & Doing Right by People

What I’ve Learned About ICAs, Employment, and Doing Right by People

Five years ago when the COVID pandemic proliferated, the world didn’t just shut down all at once, it recalibrated and rewired in rapid fashion. Remote work became a lifeline, not a luxury. Employers scrambled and teams connected virtually across cities, countries, and even continents. Amidst the chaos, one thing became clear: Technology allowed for a borderless, global workforce but we weren’t exactly ready for it.

Suddenly, platforms like Upwork and Fiverr weren’t just freelance hubs anymore—they became global gateways to human capital. U.S. businesses, overwhelmed and understaffed, turned to international talent. Skilled overseas professionals found new pathways to opportunity, often earning more than local jobs ever paid. It was exciting and felt like the future. Yet it wasn’t always sustainable.

I’ve seen the same story unfold time and time again: The Illusion of the ICA Dream. A talented professional leaves a stable job with benefits to work as an Independent Contractor Abroad (ICA) for a U.S. client. The pitch at first may seem appealing: better pay, flexible hours, direct client access but what’s missing? And what are the risks?

• No healthcare coverage 
• No pension or government contributions
• No paid time off
• No labor protections
• No job security
• No compliance with local employment laws 
• No compliance with U.S. healthcare privacy laws like HIPAA

Now consider the preceding and then consider this: If the client’s priorities change, or expectations aren’t met, or the client who hired the ICA leaves—these professionals are left with nothing. No severance, no backup plan, and no easy way back to the job they left behind. From my experience most clients aren’t bad actors, they’re just under constant pressure. They’re not adept at onboarding across cultures, communicating expectations and ensuring compliance. Sadly many talented people fall through the cracks. It can be demoralizing, destabilizing and frankly unfair. 

The “Gig Economy” isn’t the safe bet everyone thinks it is. In 2023, 38% of the U.S. workforce, approximately 64 million people, were part of the gig economy. Yet studies keep showing:

• Lower job satisfaction
• Higher financial insecurity
• Unable to navigate economic downturns

In these situations employers are prone to misclassifying workers as contractors, especially in healthcare, which can lead to major compliance violations, fines, and reputational damage. This is especially true when protected health data is involved. We saw this trend coming and knew there had to be a better way.

At Snapscale, we’re not in the gig game. We’re not here to “fill seats.” We hire overseas team members as full-time employees because anything less just doesn’t work for the long term. We provide a suite benefits including, but not limited to:

• Healthcare coverage
• Pension contributions
• Paid time off
• Emergency support (like interest-free loans and financial coaching)
• Cultural training and ongoing support
• Comprehensive HIPAA compliance training and testing 

We’re not outsourcing freelancers and gig workers. We’re managing employees which includes onboarding, supervision, communication alignment, performance tracking, and support for both clients and staff. We are a true managed service model and for healthcare, it’s not just better, it’s required. Our clients understand the difference:

• Impact PT told us that having their Snapscale team members manage admin tasks gave them time back to actually treat patients for the first time since they opened.
• Parkchester Medical joined one of our virtual town halls and said they could feel the connection in our culture. It didn’t feel like outsourcing, it felt like a team.

At the core, this isn’t about staffing. It’s also about doing right by people and creating mutually beneficial relationships. Whether you’re a U.S. clinic trying to grow, or a Filipino assistant looking for a stable career, the same truth applies: People do their best work when they feel supported, respected, and secure. Technology gives us accessibility but structure, protections, and relationships makes it work for both sides.

Instead of a conventional closing summary, let me conclude with a few messages to our stakeholders:

To overseas colleagues: You deserve more than “gigs.” You deserve an opportunity for a career, and a company that sees your worth, not just your rate. You deserve benefits, security, and the support you need to succeed. 

To clients: You deserve more than a quick fix. You deserve trained, supported, and committed talent. You deserve results without the risks that ICAs face.

To healthcare clients: You deserve a HIPAA-compliant staffing solution that protects both your business and your patients. Not only is it required, it’s the right thing to do. This is what we do at snapscale and how we think. The global workforce only works well if it works for both sides: employer and employee. I appreciate you taking the time to read my post this far. While your daily grind persists, take the next step and let’s connect sometime for a brief exploratory conversation. I’d love to give you a sense of what snapscale can do for you.