Hire from the Philippines: offshore Filipino recruitment done properly.
The Philippines is the world's largest English-speaking offshore talent market. Sprint Labs recruits, vets, places and manages Filipino engineers, support and revenue specialists as independent contractors for companies in Australia, the US, the UK and beyond, through a managed contractor model.
One paragraph, then the detail.
The Philippines is the strongest market in the world for English-fluent, service-oriented offshore talent, customer success, support, virtual assistants, QA, revenue ops, plus a deep engineering bench. Sprint Labs recruits, vets, places and manages vetted independent professionals, handles contracts, fees and payments, time off, performance concerns, replacement and offboarding, and bills you a flat monthly fee in your own currency.
Why companies hire from the Philippines.
The Philippines has spent two decades building the infrastructure for offshore work — bilingual education, cultural alignment with Western business norms, and a mature BPO ecosystem. That is why it dominates customer success, support and revenue operations offshoring, and why its engineering and product-design pool has quietly become one of the deepest in Asia.
Where your Filipino team works.
People are vetted, engaged as independent contractors and supported by our regional operations, not sourced ad hoc from a marketplace.
Your tools, your standups, your timezone overlap.
Working hours are set to overlap with your business day, so collaboration feels the same as it does with your onshore team.
Roles Sprint Labs recruits in the Philippines.
Full-stack, mobile (iOS/Android), QA automation, Salesforce, WordPress, Shopify and Laravel are especially strong.
SDRs, appointment setters, LinkedIn outbound, lifecycle and email marketing, paid media buyers.
Tier 1 & 2 support, live chat, ticket triage, technical support with strong written English.
Onboarding managers, renewals, account management for SaaS — a Filipino specialty.
Indicative seat cost in USD per month.
Indicative managed offshore staffing fee in USD per month, covering the contractor's fee, recruitment and vetting, contracts, payments and FX, management support and replacement. A managed device is provided only where your setup needs one. Your quote is generated live in-app.
Contractor engagement and compliance support in the Philippines.
13th-month pay for direct employees
13th-month pay is a legal entitlement for regular employees in the Philippines. Sprint Labs engages Filipino professionals as independent contractors, so it does not provide 13th-month pay or change your monthly charge for it.
SSS, PhilHealth and Pag-IBIG
For direct local employers, SSS, PhilHealth and Pag-IBIG contributions may apply. Sprint Labs does not register or remit these contributions for contractors; each contractor is responsible for their own registrations and tax.
HMO / health cover
Private HMO is the standard retention tool in the Philippines. Sprint Labs includes it in every seat cost from day one — this is often the deciding factor for senior candidates.
Leave entitlements
Sprint Labs tracks the contractor's non-availability allowance in-portal. Requests are visible to you, and approvals route through the customer without changing the monthly charge.
Contract & IP
Every Filipino contractor signs a Sprint Labs contractor agreement, and work product is assigned to you from creation through the MSA and Work Order.
How the Philippines overlaps your working day.
Manila is UTC+8 — the same trading day as Sydney (1h behind), Singapore and Hong Kong. That means true synchronous overlap for Australian and New Zealand teams, a 6–8 hour overlap for the US West Coast morning, and a comfortable early-shift overlap with the UK. Most Sprint Labs Filipino hires already work a Western-aligned shift.
How Sprint Labs hires from the Philippines.
- 01Brief a role
Skills, seniority, Filipino language preferences, budget. Not a project scope — a job description.
- 02Shortlist in days
Named, vetted Filipino candidates with recordings, references and prior work.
- 03Interview like in-house
You interview and decide. Sprint Labs handles the offer, contract and onboarding.
- 04One monthly invoice
Flat seat cost in your currency. Sprint Labs manages the engagement; you direct the work.
People asking about offshore Filipino recruitment.
How much does it cost to hire a developer in the Philippines?
A mid-level Filipino software engineer through Sprint Labs typically costs USD 2,400-3,400 per month all-in, and a senior USD 3,600-5,200. That includes the contractor's fee, recruitment and vetting, contracts, payments and FX, management support and replacement. A managed device is provided only where you need one.
Do I need a Philippine entity to hire Filipino staff?
No. Sprint Labs uses a managed contractor model in the Philippines. Your Filipino team members are engaged by Sprint Labs as independent contractors, you direct their day-to-day work, and you receive one monthly invoice in your currency.
Is 13th-month pay part of Sprint Labs' Philippine contractor model?
No. 13th-month pay is a legal entitlement for regular employees in the Philippines, but Sprint Labs engages Filipino professionals as independent contractors, so 13th-month pay is not part of the Sprint Labs service and does not appear on your invoice.
Which roles is the Philippines strongest for?
Customer success, customer support, virtual assistance, revenue operations, QA, and full-stack web engineering (especially WordPress, Shopify, Laravel, React and mobile). The Philippines also has one of the world's deepest talent pools for English-first written communication, which is why so many SaaS companies base support and CSM teams there.
Can Filipino staff work Australian, US or UK hours?
Yes. Manila is UTC+8, giving full synchronous overlap with Australia and New Zealand, a strong early-shift overlap with the UK, and 6–8 hours with the US West Coast morning. Most Sprint Labs Filipino candidates already prefer a Western-aligned shift.
How does Sprint Labs vet Filipino candidates?
Every Sprint Labs hire clears a four-stage vetting process: application and screening (resume, initial skills screen, background and reference verification); a role-specific practical skills assessment under observation; a communication and culture interview in English, including recorded video; and security, client-communication and workflow training before any client introduction. Roughly 3% of applicants reach the talent pool. Every Filipino candidate also records a short voice introduction you can hear before shortlisting.
Brief a role. See a Filipino shortlist within 5–10 business days.
Tell us what you need. We come back with named, vetted Filipino candidates — recordings, prior work, references — and a flat monthly seat cost in your currency.