Building a Remote Team in the Philippines: A Step-by-Step Guide
The Philippines has become a top destination for companies looking to build reliable, remote teams. With a strong talent pool, cultural compatibility, and cost-efficiency, it’s no surprise that startups and global enterprises alike are expanding here.
But hiring in another country comes with its own set of rules—and risks.
In this guide, we’ll walk you through how to hire in the Philippines step-by-step, including legal requirements, payroll structure, and tips for building a productive offshore team—the right way.
Step 1: Define Your Hiring Needs
Before hiring, be clear on the scope of work:
- Is the role full-time, part-time, or project-based?
- Will the person work independently or as part of a larger team?
- What tools, schedule, and communication channels will they need?
This clarity affects not just the job description—but also the legal structure and pricing.
Step 2: Source the Right Talent
You can find Filipino talent through:
- Job boards (JobStreet, Kalibrr, LinkedIn)
- Recruitment agencies (like our partner, Dart Solutions in Singapore)
- Referrals and remote talent platforms
At Sabio Advisory, we offer sourcing as part of our Recruitment Process Outsourcing (RPO) service. Every candidate is screened, qualified, and benchmarked for role and culture fit.
Step 3: Choose the Right Employment Structure
Employer of Record (EOR)
We hire on your behalf. You manage the work; we handle legal compliance, payroll, and contracts.
Project-Based or Freelance Engagement
For short-term roles or temporary assignments, we provide contract-based onboarding that still meets compliance requirements.
Hybrid Models
Need to start with contractors and convert later? We can support transitions without disruption.
Step 4: Handle Payroll, Benefits & Compliance
Here’s what needs to be handled legally in the Philippines:
- SSS (Social Security System)
- PhilHealth (healthcare contribution)
- Pag-IBIG (housing fund)
- 13th-Month Pay (mandatory bonus)
- HMO (health insurance) – optional, but boosts retention
Sabio Advisory manages all of this under one monthly fee, so you stay compliant without hiring an in-house team.
Step 5: Onboarding and Equipment Setup
We coordinate onboarding end-to-end:
- Digital contracts and document collection
- Government registration
- Orientation and start date confirmation
- Optional: HMO enrollment, workspace, or laptop delivery
On average, we get your hire ready in 7–10 working days from final selection.
Typical Timelines
| Item | Timeline | Notes |
| Sourcing & Shortlisting | 3–10 working days | Depends on role complexity |
| Final Interviews & Offer | 2–3 working days | Client-managed or supported by Sabio |
| Contract + Government Setup | 3–5 working days | Handled by Sabio Advisory |
| Start Date | As early as 7 days | Post-approval |
Monthly Cost Sample (Full-time):
- Base salary (negotiated with hire)
- VAT (12%)
- Sabio service fee (flat per employee)
- 1 Month Salary RPO Fee (if applicable)
What Makes Remote Teams in the Philippines Succeed?
✅ Clear KPIs and feedback loops
✅ Stable internet and tech setup
✅ Regular check-ins (not just task updates)
✅ Recognition and inclusion in company culture
We’ve found that clients who treat their remote hires as real team members—not just offshore staff—see the highest ROI and retention.
You focus on growing your business—we’ll take care of the people who help power it.
Ready to Build Your Team in the Philippines?
Sabio Advisory helps companies worldwide hire top Filipino talent—safely, quickly, and cost-effectively.
📩 Talk to us today at consultants@sabio-advisory.com
🔗 Or learn more at www.sabio-advisory.com
