What do you want to know?

Both, and you can use either on its own. We offer three products. Managed Team handles the entire hire, search plus employment plus ongoing support, for companies that do not have a legal entity in the Philippines. Recruit is search only, for companies that already have a Philippine entity and just want help finding the right person. Employ is employment only, for companies that already found someone and need a compliant way to put them on payroll.

A recruiter's job ends at the offer. Ours continues into employment: once we place the person, they are employed compliantly through our infrastructure, with payroll, tax, benefits, and dedicated support all handled. We also charge fixed fees rather than a percentage of salary, so the cost is predictable and we are never paid more for placing a higher-salaried hire. Our guide on hiring DIY, via a recruiter, an EOR, or full-service lays out the trade-offs.

Most global platforms, the employer of record tools, lead with employment and, if they source at all, pull from a broad international talent pool with generalist depth. We are the reverse: expert-led search focused specifically on the Philippines, paired with compliant employment through established partners. You get a real person owning your account and a search team that knows the Philippine market.

Staffing agencies rent you people by the hour or on short contracts, and the agency stays the employer. With us, the hire is a full-time member of your team: you direct their work, they use your tools, they keep your schedule. We handle the employment and compliance in the background, but the working relationship is yours.

It depends on the product. With Recruit, you employ them directly through your own Philippine entity, and we just run the search. With Managed Team and Employ, they are employed through our compliant local infrastructure, so you get a full-time team member without needing your own entity. Either way, you direct the day-to-day work.

The discovery call is a free 30-minute conversation to work out whether we are a fit. We will talk through the role, give you directional market context on compensation and realistic timelines, confirm which product suits you, and, if it makes sense, walk you through the fee and the agreement. Detailed role scoping and specific compensation benchmarking happen after you sign, as part of kickoff. You will understand what you are paying for before you commit to anything.

From entry-level and mid-level individual contributors up through senior specialists, team leads, Head of function or Director-level roles, and executive searches at the VP and C-suite level. Our search fees are tiered by seniority rather than salary, from Professional at the entry to mid level up to Executive for the most senior searches, with a premium within tier for the hardest specialist fields.

Both technical and non-technical roles. On the technical side: cybersecurity, software and cloud, DevOps, data and analytics, IT and infrastructure, product, and AI/ML. On the non-technical side: sales and accounts, marketing, customer success, project management, HR and people, operations, and finance and admin. If your role is not on that list, it is worth a conversation, we hire across most business functions. For one of our lead specialisms, see our guide to hiring a cybersecurity engineer .

We cover a wide range of industries, including cybersecurity, fintech, insurance, healthcare, SaaS, e-commerce, HR tech, and professional services. Industry mainly affects how quickly we recognize the right profiles, not whether we can help. If yours is not listed, it is still worth a conversation.

Yes. If you have a role that does not fit a standard mold, bring it to a discovery call with a general idea of what you need, and we will be honest about whether we can help. It does not even have to be in the Philippines, our team has hiring experience across Southeast Asia, Australia, and other markets, and we can employ in several regions through our compliant infrastructure. Roles outside the Philippines are handled as custom requests.

Either works, though the smoothest, fastest engagements tend to start with a job description already in hand. If you have one ready, we can move quickly once the role is scoped. If you do not, we will build it with you: the first scoping conversation turns your rough idea into a first-draft JD you can refine. We shape it and advise, but the final call on the role and the budget stays yours. Our guide on writing a job description that attracts Filipino talent is a useful starting point.

Yes, to a point. We share market insight for the role, drawing on what we see in the Philippine market and what has worked for other international clients. We can also point you to our salary benchmarks by role in our cost-of-hiring guide so you can benchmark properly yourself. We know some roles better than others, and we will be honest about which. We advise; the final number is your decision, we do not set salary.

It depends on the role, and we will give you the honest trade-off on your call. For senior cybersecurity, software, and AI roles, the talent pool is small and every strong candidate is being approached by others, so paying above market reduces flight risk and often speeds up offer acceptance, at a higher cost. For entry to mid-level roles, competitive-but-at-market pay is usually enough, since retention there also depends on the quality of the work, the manager, and the growth path more than on the pay differential alone. We give you the benchmarks and the reasoning; you decide where to land. Our guide on setting competitive salaries in the Philippines goes deeper.

Both inbound and outbound. We run job postings to generate inbound applications and targeted headhunting where the role calls for it, then screen for skills and fit before anyone reaches your shortlist. You only see candidates we would put our name behind. If you also screen candidates yourself, our guide on vetting remote candidates in the Philippines covers what to look for.

Yes, always. You interview the shortlist yourself and make the final choice. We never place someone you have not met and approved, the decision is yours, not ours.

It varies by role, seniority, and industry. We have seen roles filled in as little as a week and others take a few months, depending on how specialized the role is, how well-scoped it is, how fast interviews move on your side, and the candidate's notice period. There are no guarantees, but on your call we will tell you which factors are working for or against your timeline. Our guide on how long hiring in the Philippines takes breaks down the realistic ranges.

There are only two fees, and both are fixed. A one-time search fee, tiered by the seniority of the role, charged when we find the right person. And, where you use our infrastructure, a flat monthly fee per seat to employ them. Never a percentage of salary, no commission, no markup on their pay. We confirm both numbers with you on a 30-minute call, because the right fee depends on the role, the seniority, and how hard the search actually is. How the fees work is set out on our pricing page .

No. We charge fixed fees, so the cost is predictable and we earn the same whether your hire is paid more or less. That keeps our advice on compensation honest, we are never nudging you toward a higher salary to increase our own fee.

You are covered by a 90-day replacement guarantee on Managed Team and Recruit. If the hire does not work out within the first 90 days, we run the search again at no additional charge. It comes standard with those products, alongside an onboarding session so both sides agree up front what success looks like. Full terms are in your agreement.

Within the first 90 days, yes, at no charge under the replacement guarantee. After 90 days, a departure is treated as a new search at the standard fee. In practice, most hires stay well beyond that window when the role is well-scoped and the manager relationship is solid, which is exactly what the onboarding session is designed to set up. Our guide on retaining your best Filipino employees covers how to keep them past that window.

Like hiring in any country you are not familiar with, termination can be legally sensitive. In the Philippines there is due process around notice, grounds, and final pay, and getting it wrong can create real risk. You will be advised on how to do it properly and compliantly, and the legal employment risk sits with the compliant infrastructure employing the person, not with you. It is not something to take lightly, and you will not have to handle it alone. Our overview of Philippine labour law for foreign employers explains the due-process rules.

No. You manage the work exactly as you would any team member, you set priorities, give feedback, and lead them day to day. We run everything behind the employment: the local contract, payroll, tax, government-mandated benefits, compliance, and ongoing support. You get a full team member to lead without the administrative load that normally comes with employing across borders.

Yes. Managing a Philippine team across time zones is a learnable skill, and we help you build it, not by running your HR, but through focused sessions with clear outcomes. That includes our Onboarding Preparation, which produces a one-page 90-day success plan with you, and an optional Culture Briefing covering feedback norms, the statutory calendar, and the practical situations managers hit. You lead the team; we give you the playbook to do it well. Our guide on managing a remote Filipino team is a good primer.

As involved as you want to be on the work, and barely at all on the admin. As the manager, you will choose who to hire, set the direction, and lead the person day to day, the same core involvement any good hire needs from you. What you will not touch is the entity, payroll, tax filings, compliance, or paperwork, we carry all of that. Most clients find the ongoing time cost is just normal management, not overhead.

That is up to you, and it is something we scope with you up front. Filipino professionals routinely work US, UK, and Australian business hours, and full-time overlap with your team is common. You decide how much time-zone overlap the role needs, whether that is full alignment to your hours or a few hours of daily overlap, and we hire for it. We will advise on what is realistic and sustainable for the role you are filling.

We do, through our compliant local infrastructure. That covers local payroll, income tax, and the full set of government-mandated benefits , SSS, PhilHealth, Pag-IBIG, and 13th-month pay , plus anything additional you choose to offer, like health coverage or allowances. Your hire is employed on a proper local contract with everything handled correctly, which is what keeps the arrangement compliant and low-risk for you.

No. We employ your hire through our compliant local infrastructure, so you get a full-time team member without setting up an entity, running local payroll, or taking on employment risk yourself. Building your own entity in the Philippines typically means a significant capital requirement and months of setup, which is exactly what this avoids. If you would rather understand the entity route in detail, our guide on whether you need a local entity walks through it.

Then you have two options. Use us for search only, our Recruit product, and employ the person directly through your own entity. Or, if you would rather not run the employment even though you could, we can handle it through our infrastructure anyway. Both are valid; on your call we will help you decide which makes more sense given your team size and how much admin you want to carry.

Yes. Many companies start on our infrastructure and move to their own entity once their team reaches a size where that makes financial sense. When you are ready, we help you transition the team onto your own payroll smoothly. Our guide on whether you need a local entity covers the point at which that switch typically pays off.

We work with growing companies in the US, UK, Australia, New Zealand, Singapore, and Hong Kong, hiring talent into the Philippines. If you are based elsewhere, it is still worth a conversation, these are simply the markets we are set up to serve today.

The Philippines is our focus. That said, our team has hands-on hiring experience across Southeast Asia, Australia, and other markets, and we can employ in several regions through our compliant infrastructure. Hiring outside the Philippines is handled as a custom request, since pricing and setup vary by market. If you have a need beyond the Philippines, raise it on your call and we will be honest about whether we can help.

Because the Philippines is already a lower-cost market with top-tier talent. Hiring there typically reduces salary cost by up to 70 percent versus equivalent roles in the US, UK, and Australia, and that is before you factor in quality. Our sourced breakdown of the real cost of hiring in the Philippines vs hiring at home shows the side-by-side. You get a large pool of English-fluent professionals with strong cultural alignment to Western business, which makes them easy to work with and quick to integrate. If you are weighing the Philippines against other low-cost markets specifically, those markets often cost you elsewhere, in communication, quality, and turnover. Our guide comparing the Philippines and India goes deeper if you are choosing between them.

Yes. Employing someone through compliant local infrastructure is a standard, legal, and well-established way to hire in the Philippines without your own entity. The compliance, contracts, tax, and benefits are all handled correctly, which is precisely the risk we take off your plate.

Book a free 30-minute discovery call. We will talk through the role, give you directional market context, work out which product fits, and be honest about whether we are the right partner for you. No pitch, no pressure, just a straight conversation about what you need and how fast we can move. Not sure you are there yet? Our guide on signs you are ready to build a team in the Philippines is a quick gut-check.