Your Questions Answered.

Offshore staffing means hiring a talented Filipino professional who works for your business remotely from the Philippines. Instead of setting up your own Philippine entity (a complex and time‑consuming process), you partner with a third‑party provider who hires your team member compliantly, manages payroll and HR, and supports both you and your employee so you can focus on doing great work together.

We’ve now created 40+ roles in the Philippines for Australian and New Zealand SMBs. Popular roles include:

• Accountants & Bookkeepers
• AP/AR Specialists
• Financial Accountants
• Virtual Assistants & Executive Assistants
• Marketing Managers & Graphic Designers
• Customer Success Managers (CSM)
• Sales Support, SDRs & BDRs
• Full Stack, Front End & Back End Developers
• QA Specialists, DevOps Engineers & System Administrators
• IT Support Specialists
• HR Admin Specialists & Candidate Resourcers
• Procurement & Supply Chain roles
• Sales Administration Specialists

And many more. If the role exists locally, chances are we can hire it offshore.

After your verbal briefing session, we advertise the role the same day.

You’ll receive a shortlist of 3–4 high‑quality candidates within:

• 7 calendar days for administrative roles
• 14 calendar days for technical roles

Our fastest hire was made in 3 days. The longest took a month — only because the client went on a 10‑day holiday (how dare he).

No. Providers like Ascendia handle this for you.

Setting up a Philippine entity is possible, but it’s not as straightforward as in Australia or New Zealand. You’ll need to lodge 120+ compliance documents per year, and the approval process can take 200+ hours of back‑and‑forth with lawyers and government agencies.

If you plan to build a team of 50+ employees, it may be worth considering — but for most SMEs, partnering with a compliant local employer is the smarter path.

We run an Australian‑led, smart, and rigorous recruitment process designed specifically for hiring high‑calibre Filipino professionals.

It’s Australian‑led because we want to challenge vague or unrealistic briefs (politely), set expectations, and give practical advice on what works in the Philippine talent market. Filipino recruiters are exceptional, but culturally they may hesitate to push back on new clients — so we bridge that gap.

We advertise on JobStreet, the Philippines’ largest job board (owned by SEEK). The response rates are consistently strong:

• A recent Sales Support Specialist role received 300+ applicants in 48 hours
• A senior developer role received 70 applicants in 5 days

You’ll be spoilt for choice.

We use a multi‑step, quality‑driven process:

1. Paper screen — We shortlist 20–30 strong candidates based on skills, experience, and alignment.
2. First‑round interview (Ascendia‑led) — We assess communication, professionalism, work environment suitability, and factors unique to the Philippines (e.g., flood‑prone areas, power stability, remote‑work readiness).
3. Take‑home assessment — We evaluate not just the work quality but responsiveness, communication, and reliability.
4. Shortlist endorsement — We present the top 3–4 candidates to you with insights and recommendations.
5. Second‑round interview (client‑led) — You meet the candidates and narrow down to your top 1–2.
6. Optional third‑round interview — Ideal for addressing final questions or involving your broader team.

Speed matters. Companies that hire within 14 days consistently secure the best talent.

Absolutely. After our first‑round screening, you’ll meet candidates in round 2 (and round 3 if needed). This helps you compare finalists, involve your team, and ensure cultural and role fit.

Our process is designed to minimise mis‑hires — and it works. Currently:

• 1 in 7 candidates doesn’t pass onboarding
• Once they do, we maintain a 95% retention rate

If a mis‑hire occurs, Philippine labour law requires a minimum 4‑week Performance Improvement Plan (PIP) before termination. This ensures fairness and due process. If performance improves, great. If not, the employee is exited at the end of the PIP.

Yes. Sadly, many Aussies experience is limited to speaking to junior call centre agents and wrongfully assume everyone speaks like that. If you pay a Filipino premium in salary and benefits you can attract candidates with experience working for an Aussie or Kiwi employer and have the opportunity to develop their business grade English. Many clients are pleasantly surprised how strong professional Filipinos speak English.

For Sydney and Melbourne, the time difference is only 2–3 hours, depending on daylight savings.

Filipino professionals are accustomed to adjusting their schedules to align with client needs. In fact, the largest foreign employer in the Philippines — the United States — often requires night‑shift work. So when Australians offer a day‑shift role, it’s considered highly desirable.

Managing someone you’ve never met works surprisingly well when you have the right structure in place. We help you set clear expectations, communication rhythms, and measurable outcomes from day one. Your Filipino team member will work your hours, join your meetings, and integrate into your systems just like any local employee. We also coach you on best‑practice remote leadership so you avoid the common pitfalls. With the right onboarding and weekly cadence, most clients forget their team member is offshore — they simply become part of the team.

Filipino professionals are known for being respectful, hardworking, and deeply committed to doing great work. They value stability, clear expectations, and leaders who communicate openly. Culturally, they tend to be polite and avoid confrontation, which is why structured feedback and supportive leadership are so important. They take pride in their work and genuinely want to contribute to their employer’s success. When treated well, they show exceptional loyalty and long‑term commitment.

Once you select your preferred candidate, we handle all onboarding, contracts, payroll setup, and compliance. We also guide you through a structured 90‑day onboarding plan to ensure your new team member succeeds. During this period, we check in regularly with both you and the employee to address any early challenges. You’ll receive ongoing support around performance, communication, and cultural alignment. Our goal is to make the transition seamless so your new hire becomes productive quickly.

Engagement comes from clarity, connection, and growth. We help you build a simple rhythm of weekly check‑ins, recognition, and clear goals so your employee always knows where they stand. Filipinos value feeling part of a team, so including them in meetings, wins, and celebrations goes a long way. When employees feel supported and appreciated, they stay for years.

If performance dips, we step in early to diagnose the issue — whether it’s unclear expectations, training gaps, or genuine capability concerns. We guide you through a structured improvement process aligned with Philippine labour law. This includes setting measurable goals, weekly check‑ins, and clear timelines. If performance improves, fantastic. If not, we support you through the formal Performance Improvement Plan (PIP) and, if necessary, a compliant exit process.

Your Filipino employee receives full HR support, IT support, payroll management, compliance oversight, and ongoing check‑ins from our team. We help them navigate any challenges related to remote work, communication, or cultural challenges. This ensures they feel supported, connected, and confident in their role. A supported employee performs better and stays longer.

Legally, the employee is hired by Ascendia in the Philippines, but operationally they work exclusively for you. You manage their day‑to‑day tasks, priorities, and performance, while we handle contracts, payroll, benefits, and compliance. This structure protects you from Philippine employment liabilities while giving you full control over the work. It’s the best of both worlds: your team member, our compliance responsibility. This model is standard for offshore staffing across the region.

Your obligations are simple: treat your offshore employee fairly, provide clear direction, and pay the agreed service fee. You are not subject to Philippine labour law, tax law, or employment regulations, we handle all of that. You also avoid the need to register a foreign entity or lodge any compliance documents in the Philippines. From an ANZ perspective, the arrangement is treated as a service contract. This keeps your risk low and your operations clean.

We implement strict data‑security protocols, including secure contracts, encrypted systems, and controlled access to sensitive information. Your employee works within your tools and follows your internal security policies. We also ensure their home office setup meets minimum security standards for remote work. Regular check‑ins and audits help maintain compliance. Your data remains protected under both your policies and ours.

All intellectual property created by your Filipino employee belongs to you. This is clearly outlined in our contracts and reinforced through confidentiality and IP‑assignment clauses. Because the employee works exclusively for your business, all work produced is considered your property. We ensure compliance with both Philippine and ANZ legal standards. You maintain full ownership and control over everything they create.