Questions About Our Service
Ascendia Works Next generation offshore outsourcing to help the modern company scale. This includes:
Ascendia Works has a proprietary methodology for building and supporting your offshore team called the Ascend Method ™. The Ascend Method is a tried and tested way to maximise your offshore team’s success. It includes:
- Mapping the function and process fit for your outsourced team.
- Building a plan to find and attract high quality talent.
- Deciding your offshore team’s remuneration.
- Establishing KPIs, reporting and an operating rhythm for your offshore team.
- Maximising your offshore team’s engagement and productivity.
- Addressing the challenges with transitioning to the new way of working with a remote team.
Thus, Offshore Talent as a Service (OTaaS) = Salary plus Employee Benefits + IT Equipment Rental Fee + Service Fee.
Our pricing is super transparent, and always clearly shows how much your offshore staff are being paid, including government benefits. The “Service Fee” includes many things, including:
- Ensuring your employees are paid in a timely and compliant manner (which is no small undertaking given the World Bank ranks the Philippines in 95th place for ease of doing business),
- HR support to address performance issues,
- A customer success team member who helps address any issues you have, ensuring you make the best use of your time,
- IT Support to keep the lights on, manage IT security and address any IT issues your remote team might encounter.
Our Offshore Talent as a Service (OTaaS) is an end-to-end work from home (WFH) outsourcing solution that allows our clients to focus on getting work done by their offshore team, without having to deal with a myriad of issues that can affect your outsourcing team’s performance and engagement.
If you have specific requirements – for example, in terms of your remote employees’ technology set-up beyond our standard specifications – there is an additional cost for this.
Work that is repetitive in nature or process-oriented is perfect for a Filipino workforce. However, it’s not limited to that. For example, you can also have software or website development work undertaken. We have identified over 37 roles – and counting – that are “fit for purpose” for sending work offshore.
You need to make sure you get your brief right. The amount of talent readily available in Metro Manila varies significantly depending on the roles you are looking to fill. For example, there is an abundance of accountants in the Philippines, whereas engineers with specific skills are less common. You need to draft the job description in such a way that it makes sense to a Filipino candidate. Filipino talent is often motivated by different things and this needs to be reflected in your job advertisement. It’s normal practice to administer a technical test during the candidate application process. This can range from something simple like a typing test to something more complex like a technical test for an engineer. This information can be supplied to your hiring manager coupled with the candidate’s resume for consideration during the hiring process.
You, the client, of Ascendia Works. We provide the talent, the infrastructure and support functions to give your offshore team every chance of success. Our model allows our clients to directly task their remote team, which is no different from you working with a remote employee in Australia.
There are several direct costs associated with hiring a remote employee that will be unfamiliar to businesses establishing and operating an offshore team for the first time. For instance, offshore employees in the Philippines quote their salary in terms of their “monthly basic salary” rather than an annual salary like in Australia. A highly experienced customer service representative might earn 30,000 PHP a month in “monthly basic salary”, otherwise known as gross monthly salary. Then there are several government-mandated contributions that both your remote employee and employer (Ascendia Works) pay on behalf of your offshore employees. These will be detailed on your quote to the nearest PHP to give you complete transparency of how much your remote employee is being paid and the benefits they have access to. Another benefit is employer sponsored healthcare coverage with a Health Maintenance Organisation (HMO).
The Government owned PhilHealth provides limited health insurance coverage and HMO providers bolster the level of coverage.
The Filipino labour code dictates that your remote employee is entitled to two paid time 15 minutes breaks throughout the day and a one-hour lunch, which is unpaid time. That means an employee who starts at 9am in the morning Sydney time will finish at 6pm Sydney time.
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