What's the total cost of hiring offshore vs. just the salary?
Our all-inclusive pricing covers: salary, government benefits (13th month, SSS, PhilHealth, Pag-IBIG), recruitment, HR management, facilities (office space, furniture), IT equipment, internet, software licenses, payroll processing, performance management, and training. Total cost is typically $18,000-$32,000 annually depending on role seniority, representing 60-70% savings vs. Australian equivalent ($65,000-$110,000). No hidden fees.
How long does recruitment and deployment take?
Our standard timeline is 2-3 weeks from initial meeting to your offshore team member starting work. Week 1: Define role requirements and start candidate search. Week 2: Shortlist candidates, conduct interviews, final selection. Week 3: Onboarding, IT setup, training commencement. For specialised or senior roles, allow 3-4 weeks. Rush placements possible in 10-14 days for urgent needs.
What happens if the offshore hire isn't the right fit?
We provide a replacement guarantee. If within the first 90 days the hire isn't meeting expectations, we conduct a performance review to identify gaps. Options include: additional training, role adjustment, or replacement at no additional recruitment fee. Our 12-step recruitment process and cultural fit assessment result in 95%+ retention rates, making replacements rare.
How do you ensure productivity and performance of offshore staff?
We implement: (1) Clear KPIs defined during onboarding, (2) Daily check-ins via Slack/Teams, (3) Weekly one-on-ones with your manager, (4) Monthly performance reviews tracking metrics, (5) Time tracking tools if required, (6) Output-based management (deliverables, not hours). Our management team in Philippines provides on-ground oversight. Most clients find offshore staff more productive than local employees due to fewer workplace distractions.
Do I need to visit the Philippines office?
Not required, but welcomed. Many clients visit annually to build team relationships and culture. We handle all facilities, equipment, and day-to-day management locally. You manage your offshore team member via video calls, project management tools, and regular communication (same as managing any remote worker). Client visits typically increase engagement and are scheduled around team events.
How do you handle employee leave, sick days, and absences?
Philippines offers 5 days leave annually (plus 13 paid holidays). Many clients offer additional leave (10-15 days) for retention. We manage leave requests, ensure coverage during absences, track leave balances, and handle government benefit claims for sick leave. For extended absences, we can provide temporary backfill. Leave is typically scheduled with 2-4 weeks notice to minimise disruption.
Can I scale my offshore team up or down as business needs change?
Yes. There are no lock-in contracts. You can scale up by adding team members (2-3 week deployment), or scale down with reasonable notice (typically 30 days). Many clients start with one role, prove the model, then expand to 3-10+ offshore staff. Our flexible model accommodates seasonal businesses, project-based work, and growth phases without the fixed cost burden of permanent local staff.
What if I already have someone in mind from Philippines I want to hire?
We can facilitate this through our 'Bring Your Own Talent' service. We handle employment contracts, payroll, government compliance, facilities, and HR management while you maintain the relationship you've built. This option costs less than traditional recruitment (no placement fee) but includes all managed service benefits. Setup time is 1-2 weeks.
