> Advice: If you want better results from Indian engineers(or designers or anyone else really), especially juniors (speaking as of now, things might change in near future), try to reduce the "authority" gap early on. Make it clear you are approachable and that asking questions is expected. For the first few weeks, work closely with them in the style you want them to follow.. they usually adapt very fast once they feel safe to do so.

Semi related to this, one of the biggest 'breakthroughs' in building the right trust/rapport with an offshore team was sending an email to their leadership making it clear and on the record that "Comments against pull requests should not be used against the employee in reviews, if there is a recurring issue I will discuss it via other channels."

That one email changed PR back-and-forth entirely, cause yeah I guess sometimes they'd get dinged for too many PR comments on some metric. At first their management wasn't thrilled, thankfully there was a good enough improvement in quality and defect rate that in a couple months they were won over.

Do you mean that they were dinged if a PR they opened received too many comments? Can you elaborate on how the communication style changed after this? Like they were more willing to seek clarification/discussion?

I missed adding this to the advice section. But glad you pointed it out and shared your positive experience with it. Thanks..