Possibly cue South Park Super Cool Ski Instructor meme. If your first-stated reason "to talk" is "more than 80% worth of discounts", then you're going to have a bad time if the work you are outsourcing is at all highly-skilled. For highly-routinized process work by ops staff, sure, knock yourself out; but you're going to find extremely qualified folks for that in the heartland of the US working for wages competitive with the offshore outfits as well.
How logical is it that you will find someone smart enough to hack full-stack or even a Fabrice Bellard-grade hacker, but not savvy enough to sift through sales channels until they command a rate commensurate with their demonstrated delivery capabilities? This is unicorn-hunting. They do exist, you can land them, but in the meantime your competitors are focusing on Getting Shit Done by not wasting time trying to prematurely optimize their expense structure. If these unicorns were so easily abundant, and if it was that easy, then Google would have long since abandoned recruiting at American universities.
You might have better results if you specified in more detail what you are looking for. Generally, my experience is that coding talent is roughly evenly smeared across the global pool; I'm looking generally for devops types that know their OS's, basic data and control structures in an Algol'ish language (scripted and/or compiled), and work well when customer-facing. There isn't enough difference between geographies to alter the basic recruitment search strategy though tactics will differ (the technical culture is relatively consistent across the globe). Not enough difference to yield dramatically better returns at least, so nationality won't determine whether you get "lower quality" or "outdated" coders. In my experience, individuals' personalities and company culture has a far greater impact on code quality than nationality or ethnicity.
In my market space, given how long it really takes to absorb a significant technical base, on the order of 12-18 months, I'm not inclined to "yield chase" by trying to find cheap technical staff with a turnover that is frequently sooner than that spin-up time before truly insightful work from them starts to get traction. YMMV, so please share your details.
How logical is it that you will find someone smart enough to hack full-stack or even a Fabrice Bellard-grade hacker, but not savvy enough to sift through sales channels until they command a rate commensurate with their demonstrated delivery capabilities? This is unicorn-hunting. They do exist, you can land them, but in the meantime your competitors are focusing on Getting Shit Done by not wasting time trying to prematurely optimize their expense structure. If these unicorns were so easily abundant, and if it was that easy, then Google would have long since abandoned recruiting at American universities.
You might have better results if you specified in more detail what you are looking for. Generally, my experience is that coding talent is roughly evenly smeared across the global pool; I'm looking generally for devops types that know their OS's, basic data and control structures in an Algol'ish language (scripted and/or compiled), and work well when customer-facing. There isn't enough difference between geographies to alter the basic recruitment search strategy though tactics will differ (the technical culture is relatively consistent across the globe). Not enough difference to yield dramatically better returns at least, so nationality won't determine whether you get "lower quality" or "outdated" coders. In my experience, individuals' personalities and company culture has a far greater impact on code quality than nationality or ethnicity.
In my market space, given how long it really takes to absorb a significant technical base, on the order of 12-18 months, I'm not inclined to "yield chase" by trying to find cheap technical staff with a turnover that is frequently sooner than that spin-up time before truly insightful work from them starts to get traction. YMMV, so please share your details.