If there is one thing that I have learned in my (many) years on this earth, it is that human intuition is a powerful thing. Sometimes it can save you from a literal car crash, and sometimes it can save you from a metaphorical one. And that intuition saved me from a metaphorical one in the form of my team being outsourced.

I could tell that things weren't going well with the company and there were subtle signs that layoffs or outsourcing might be imminent. But I wasn't sure at first if I was being overly anxious or if the signs I was seeing were a real marker of things to come. Well, it wasn't long before new executives came in who wanted to talk about how great the new office in India was doing... and how excited we should be at its progress.

Like... how dumb do you think we are? Annoying.

And while I knew the company was probably pursuing broad cuts across the board, I wasn't sure if those cuts would directly involve me or not. So I was on the lookout for any clues that my job function might be headed overseas so that I was not caught off guard.

Below are ten signs that your job might be in the process of being outsourced, followed by the concrete steps you can take if you recognize them.

Signs Your Job May Be Outsourced

1.   You're suddenly asked to document everything you do: If your manager starts requesting detailed process documents, step by step guides, or "how to" manuals for tasks you've never had to write down before, pay attention. This is often the first stage of a knowledge transfer, and knowledge transfer is usually the first stage of outsourcing.

Capgemini was brought in to create SOP documentation for each major process my team did (for $10k a process... they were all inaccurate). Those documents existed so execs could decide which areas were best suited for outsourcing.

Hilariously, the areas they chose, due to that improper documentation, were probably the worst ones to outsource. But hey, I am not there anymore to bear the brunt of their bad decision-making!

2.   You're asked to train someone new, but their role is unclear: Training a new hire is normal. Training someone whose title, location, or reporting line no one can clearly explain (especially if that person works for a third party or is based overseas) is a signal worth watching.

At my last company, this was brought up as extra help for my role as we were low on people (funnily enough, they were aware that there were not enough workers for this role, and that still did not stop the outsourcing of jobs...). They may try and phrase it in a way that doesn't scare you... but maybe you should be.

3.   Communication with an offshore team increases: If your company starts looping in a vendor, contractor, or overseas office on meetings that used to involve only your team, it may mean that team is being evaluated to take over some or all of your responsibilities.

This became very apparent to me at my last job when All-Hands and Team Meetings were now required to be held at a time that is suitable for Indian colleagues. This was super fun for me as a CST resident now having to wake up at 6-7am to attend meetings that spanned multiple teams. Seeing how much effort was being made to include them in all company details was a big red flag about the company's overall direction.

4.   Your department has a hiring freeze while other locations are actively hiring: A freeze on backfilling roles in your office, paired with job postings for similar roles in another country or through a staffing agency, is one of the clearer red flags.

Usually they will let the freeze go on so long that you will be so desperate for help that you will welcome offshore teams to get some relief. Be wary even in your desperation!

5.   Leadership gets vague when asked about the team's future: Direct questions about headcount, budget, or long term plans that are met with non-answers ("we're still finalizing things" or "nothing to share right now") can indicate a decision has already been made but not yet announced.

This one will be hard if you are an individual contributor and if you just report to a manager (who also probably won't be looped into the overall company strategy around hiring). But clues may be dropped in organizational and company calls that give some insight into the overall company health and outlook.

6.   You hear the phrases "cost efficiency," "restructuring," or "operational alignment" a lot: These terms show up often in the lead-up to outsourcing decisions. They are not proof on their own, but combined with other signs, they're worth taking seriously.

I didn't hear a lot of this as a manager, but my director was hearing these words from our VPs a lot before changes were made. Get in touch with any friends you have in high places to get a feel for what is going on at the top.

7.   Outside consultants are reviewing your workflows: A third party firm coming in to "assess processes" or "benchmark efficiency" is sometimes standard business practice, and sometimes the groundwork for an outsourcing business case.

For me it was Capgemini. For others it may be Accenture or Bain or McKinsey. If you see any of the consulting firms sniffing around your work, it may be best to polish up your resume just in case.

8.   Your access to strategic meetings or planning documents shrinks: Being quietly excluded from meetings you used to attend, or losing access to shared drives and planning documents, can mean you're being kept at arm's length from decisions that affect your role.

This could also be a case of just not getting much background on why certain requests are coming your way. For me, I was asked to write down what each person did on my team. When I asked why, it took a long time to get a response before being told it was for the next review cycle. Spoiler: it was not used for the next review cycle.

9.   Your manager's manager changes, and priorities shift fast: A new leader brought in specifically to "modernize" or "streamline" a department often arrives with a mandate that includes evaluating whether work should be outsourced.

In my case, the leadership that had the deepest connection with long-term employees was replaced with new executives who had worked on "major transformations at their previous companies." You can guess what that transformation was.

10.   Your department's budget shrinks while others grow: If your team's budget is frozen or cut while a vendor contract or an offshore office's budget increases, the money is telling you where the work is headed.

I should have realized this one was a hint sooner, but I initially chalked it up to my management not accurately telling the story of how we needed resources on our teams. I was watching client-facing teams get new hires and nothing for us in the technical tower of the organization. Turns out that was by design, as they were working on which of our roles to move offshore.

What to Do If You Think Your Job Is at Risk

Recognizing the signs is only useful if you act on them. Here's how to protect yourself while you still have time.

1. Document your value, quietly

•   Keep a running list of your accomplishments, projects, and measurable results. This helps in performance reviews, severance negotiations, and job interviews alike.

Also send yourself any documents you may need in the future. If your job gets outsourced and you lose immediate access to your device, you may lose years of valuable information.

2. Update your resume and LinkedIn now, not later

•   Waiting until after a layoff means job hunting under financial pressure. Updating your materials early gives you options and reduces panic if the news comes.

I already had my LinkedIn set to "Open to Work" (for recruiters only) and had my resume updated in case I was suddenly out of work.

3. Strengthen your financial cushion

•   Review your budget and look for ways to build or grow an emergency fund. Even a small cushion (one to two months of expenses) reduces stress if your role is eliminated.

4. Expand your network, inside and outside the company

•   Reconnect with former colleagues, join industry groups, and let trusted contacts know you're open to new opportunities. Most roles are filled through referrals, not job boards.

5. Invest in transferable, in-demand skills

•   Look at job postings in your field and identify skills that come up again and again. A short course or certification can make you a stronger candidate if you need to pivot.

6. Understand your company's severance and benefits policies

•   Check your employee handbook or HR portal for details on severance pay, health coverage continuation, and notice periods. Knowing this in advance removes a layer of uncertainty later.

7. Have a direct but tactful conversation with your manager

•   Asking about the team's roadmap or your role's long term outlook (framed around wanting to grow and contribute) can sometimes surface honest information, or at least tell you how your manager reacts to the question.

8. Explore internal transfers

•   If outsourcing is affecting one team or function, other departments in the same company may be stable or growing. An internal move can be faster and less disruptive than starting over externally.

In a very large company, the people making the layoff decisions might not have any understanding of your importance to the company. If you have allies in other parts of the company, leverage the fact that they know what a great worker you are to get the door open to a new opportunity while you still have the ability to.

9. Start a quiet job search

•   You don't need to wait for a layoff to begin applying. Treat it as building options, not necessarily leaving right away.

Even if you are too burnt out to start job hunting in earnest, it may be a good idea to start setting LinkedIn alerts about job postings that are out there to see if anything catches your eye. If something really jumps out at you, go for it!

It's Not You, It's Your Company

The important thing to remember with your job potentially getting outsourced is that this isn't a reflection on you, but on your company. More than ever, businesses care more about their bottom line than the people they employ, and while the decision to outsource you will feel personal, it actually has very little to do with the work you were doing.

Use the time you have to prepare financially, professionally, and emotionally. And you never know, maybe a job you love even more is right around the corner!