Philippine talent, engineered for offshore teams.
We source, vet and place Filipino professionals with offshore employers — deepest in software engineering, cloud and data, and across finance, operations and support.
Process and statutory figures. RecruitSphere opened in 2026, so there is no placement history to quote yet — these are what we can evidence today.
Six ways to hire, one intake
Most clients start with one model and add another as the team grows. We will tell you plainly when a cheaper model would serve you better.
Direct placement and headhunting
We run the search, you employ the hire. Suited to core roles you intend to keep for years, where the candidate should sit on your own payroll or that of your local entity.
Dedicated teams under your direction
Team members employed by us in the Philippines, working only on your roadmap, in your tools, at your standups. The commercial relationship is a monthly seat rate with no separate placement fee.
Employer of record and compliance
You have already chosen the person, or you are moving an existing contractor onto a compliant footing. We become the legal employer in the Philippines and run everything the law requires.
Executive and leadership search
Country managers, engineering leaders and functional heads. A retained process with a market map, referencing in depth and a shortlist you can defend to a board.
Recruiters embedded in your team
When hiring volume is the constraint, we place our own recruiters inside your process. They use your ATS, your employer brand and your interview loop, and report to your hiring manager.
Contract and project capacity
Fixed-term specialists for a migration, an audit season or a delivery crunch. Same vetting pipeline, shorter commitment, and a clear end date agreed at the start.
Why the Philippines
The reasons that hold up after the first year, not just the rate card. Cost matters, but retention and communication are what decide whether an offshore team works.
Business English is the language of instruction and of the workplace. Written communication in tickets, docs and code review lands without translation friction.
Cebu City sits eight hours ahead of London and two ahead of Sydney, so a single shift can reach AU mornings and US afternoons without splitting the team.
A large IT and BPO sector means senior engineers, cloud and data specialists are available in volume, with experience of offshore working practices.
Fully-loaded cost typically lands well below equivalent onshore hires, and tenure holds when people are employed properly rather than as disposable contractors.
Industries served
Technical and IT is our deepest benchHow an engagement runs
Four stages from intake to onboarding. You interview only shortlisted candidates, and you see the scorecard behind each one.
An hour on the role, the stack, the seniority band and the shift pattern. We agree the scorecard, and tell you at this point if the market will not support the brief.
Our recruiters work our own bench and the open market, then run technical screens, an English assessment and reference checks before anything reaches you.
Five profiles with assessment notes and indicative rates. We coordinate interviews across timezones and give candidates honest feedback either way.
We manage the offer, the local contract, statutory registration and equipment, then check in weekly through the first ninety days.
Vetting and compliance
Applied to every submission| Stage | Check | Method | Output |
|---|---|---|---|
| 01 | Identity and right to work | Government ID, NBI clearance | Verified |
| 02 | Technical assessment | Live exercise reviewed by a senior practitioner | Scorecard |
| 03 | English proficiency | Structured interview and written sample | Band rating |
| 04 | Employment history | Two prior-manager references | Reference note |
| 05 | Work environment | Connectivity, power backup, workspace | Readiness check |
| 06 | Confidentiality | NDA and IP assignment executed | Signed |
NDAs and IP assignment are signed before a candidate sees client material. Device management, VPN access and ISO 27001-aligned controls are available where your clients or regulators require them.
Case studies
Three engagements written as templates — the structure of a case note, with every client, figure and outcome still a placeholder.
A [0]-engineer platform squad, hired in [0] weeks
A [stage] product company in [city] had [0] open backend roles that had sat unfilled for [0] months, and a roadmap slipping because of it.
Calibrated the scorecard with the [role], sourced from our own bench, and ran technical exercises reviewed by a senior engineer before any client interview.
[0] engineers onboarded under staff augmentation, [0] of [0] still in seat at [00] months, with the squad now led by one of the original hires.
[00] seats through a season, without a local entity
A [size] accounting practice needed seasonal preparers and bookkeepers, and had no Philippine entity to employ them through.
Recruited [00] staff against a defined skills matrix, then employed them ourselves as employer of record with [region]-hours shift coverage.
Full season covered with no compliance exposure, and [0] of the [00] retained year-round on a smaller ongoing team.
An embedded recruiter to clear a hiring backlog
A managed services provider was subcontracting technical talent and losing margin to agency fees on every placement.
Embedded one of our recruiters into their team for [0] months, working in their ATS and under their employer brand.
[00] hires across service desk and cloud operations, at roughly [a fraction] of the agency fees the same volume would have cost.
Who you are dealing with
RecruitSphere is a Philippine recruitment firm built by people who have hired offshore teams themselves — on both sides of the contract. We keep the firm small enough that a founder is on every discovery call.
Registration details are placeholders pending the firm’s own SEC and DOLE certificates.
[00] years in Philippine technical recruitment, previously building delivery teams for offshore software firms in Manila and Cebu.
Former engineering manager who hired and led distributed teams across AU and PH, and now owns our vetting standard.
Runs local employment, statutory filings and employer-of-record obligations for every seat we place.
Pricing
Indicative bands, and every figure below is a placeholder pending your own commercial terms. Final rates depend on seniority, shift pattern and volume, and are confirmed in writing before sourcing begins.
| Model | Commercial basis | Indicative range | Guarantee | Best suited to |
|---|---|---|---|---|
| Direct placement | % of first-year salary | [00]–[00]% | Probation replacement | Core permanent roles |
| Staff augmentation | Monthly per seat | From $[0,000] / seat | [00]-day swap | Scaling squads |
| EOR and payroll | Flat per head | From $[000] / head | Compliance covered | No local entity |
| Executive search | Retained, three stages | [00]–[00]% | [0]-month replacement | Leadership hires |
| Embedded RPO | Monthly per recruiter | From $[0,000] / recruiter | [0]-month minimum | High-volume hiring |
| Contract hires | Monthly or hourly | Quoted per role | Term agreed up front | Projects and surges |
Notes on offshore hiring
Benchmarks, compliance changes and what we learn placing Filipino professionals.
Writing a role brief we can actually source against
The five fields that decide whether a shortlist arrives in nine days or twenty-five.
Onboarding an offshore engineer in the first ten days
Access, buddy, first shipped change. What to have ready before day one so the first week is not spent waiting on permissions.
Staffing a data platform team from two engineers to nine
Twelve months, three seniority bands, and the two hires we got wrong first time.
Questions offshore clients ask
Standard shifts give four to six hours of live overlap with Australia, New Zealand and the US East Coast. Where a role genuinely needs full overlap we schedule the team on your hours and quote the night differential up front, so the cost is visible before you decide.
Under staff augmentation and employer of record, we hold the local employment contract, payroll, statutory contributions and 13th-month pay. Under direct placement the candidate is employed by you or your own local entity, and our involvement ends after onboarding.
Direct placements carry a replacement search inside the probationary period at no further fee. Augmented staff can be replaced on thirty days' notice, and we run that search as part of the existing seat rate.
NDAs and IP assignment are signed before a candidate sees any client material. Device management, VPN access and ISO 27001-aligned controls are available where your own clients or regulators require them, and we will complete your security questionnaire.
Yes. Finance, customer operations, executive support and back-office roles run through the same intake, vetting and reporting pipeline. Technical and IT hiring is simply where our bench is deepest and our screening is most rigorous.
No. Most engagements start with one role in whichever model is simplest, and change shape later. Moving a person from contract to permanent, or from our payroll to yours, is a conversation rather than a renegotiation.
Book a discovery call
Thirty minutes with a recruitment lead, not a salesperson. We will map the role, tell you which engagement model fits and give you an honest read on availability and rates before you commit to anything.
Request logged — ref
A recruitment lead will reply to within one business day, Cebu City hours, with two or three call slots in your timezone.