FAQs
Everything You Need to Know About Hiring Remote Talent.
Get clear answers about our services, hiring process, costs, compliance and building your remote team with StaffWiz.
- Global talentPhilippines, India and Pakistan
- Flexible hiring optionsDirect Hire, Managed EOR or Staff Augmentation
- Fast recruitingInitial shortlists often targeted within 7–14 days
- 90-day replacement guaranteeFor eligible Direct Hire placements, subject to agreement terms
Getting Started with StaffWiz
Understand who we help, where we recruit and how to begin.
StaffWiz is a U.S.-based staffing and recruitment company with operations in the Philippines, and access to technical talent through sourcing partners in India and Pakistan.
We help businesses recruit remote professionals, build managed teams and access technical talent through three services: Philippines Direct Hire, Managed Employer of Record (EOR) and Technical Staff Augmentation.
- Philippines Direct Hire — we recruit candidates for your company to employ directly.
- Managed EOR — employment administration and HR support are provided through an appropriate Philippine employment arrangement.
- Technical Staff Augmentation — access remote technical professionals for ongoing work or specific projects.
Our Philippines Direct Hire and Managed EOR services focus on the Philippines. For Technical Staff Augmentation, we can source suitable remote professionals from the Philippines, India and Pakistan, depending on the role and client requirements.
StaffWiz works with businesses seeking offshore and remote talent, including companies in the United States, Canada, Australia, New Zealand and the United Kingdom. Service availability, contracting and employment requirements may vary by country.
No. We can help you define the role, evaluate candidates and understand the onboarding requirements. If you prefer support with employment administration and HR, our Managed EOR service may be more appropriate than Direct Hire.
Yes. You can begin with a single role and expand as your business grows. You do not need to commit to building a large team.
We recruit across administration, customer support, finance and accounting, sales support, marketing, e-commerce, operations, real estate support and other remotely deliverable functions. Technical Staff Augmentation also covers software development, QA, cloud, DevOps and related technology specialties. Each request is assessed for suitability.
Timelines depend on the position, experience required, compensation, candidate availability and interview process. For suitable roles, we aim to begin presenting qualified candidates promptly, often targeting an initial shortlist within approximately 7–14 days. This is a target, not a guaranteed placement or start date.
Tell us the role you need, the responsibilities, your preferred experience level and expected start date. You can use our salary calculator to explore indicative compensation or book a free consultation with our talent team.
Our U.S. office is at 108 W 39th St, Ste 1006, New York, NY 10018, and our Philippines office is at 7F Finman Centre, Makati City. You can reach the team at [email protected] or 1-888-999-4311.
Yes. StaffWiz is a women-owned business.
Philippines Direct Hire
Recruit professionals who become employees of your business or its chosen employer.
Philippines Direct Hire is a recruitment service in which StaffWiz sources, screens and introduces candidates for your organization to hire. Once a candidate accepts your offer, the employment relationship is between the candidate and your company or designated employing entity — not StaffWiz under this service.
We begin with your job requirements, identify suitable candidates, conduct initial screening and coordinate introductions. Your team interviews the shortlisted candidates, selects its preferred hire and makes the employment offer. StaffWiz supports the recruitment process through placement.
The employer pays the employee directly or through its chosen payroll and employment provider. StaffWiz does not provide ongoing payroll administration under the standard Direct Hire service.
No. Our standard Philippines Direct Hire service uses a one-time recruitment fee rather than a recurring monthly StaffWiz management fee.
Our standard Philippines Direct Hire recruitment fee is 20% of the successfully placed candidate’s annual base salary, payable following a successful hire in accordance with the signed recruitment agreement. Any role-specific or volume-based terms must be agreed in writing.
The fee is triggered by a successful placement and is invoiced according to the payment terms in your recruitment agreement. We explain those terms before recruitment begins.
Yes. You retain control over the final selection. StaffWiz coordinates screening and introductions, while your team conducts its preferred interviews and decides whom to hire.
Eligible Philippines Direct Hire placements include a 90-day replacement guarantee, subject to the conditions in the signed agreement. This is a recruitment replacement commitment, not an unconditional salary refund or a guarantee of employee performance.
If a placed employee leaves during the applicable guarantee period, contact StaffWiz promptly. We will review the circumstances and the agreement to determine whether a replacement search is covered.
You need a lawful arrangement for employing and paying the worker. That may involve your own Philippine entity or an appropriate third-party employment provider. If you do not have an employment structure in place, we can discuss whether Managed EOR is more suitable.
An overseas company should not assume it can treat a Philippine employee as an independent contractor simply because the work is remote.
Yes. If you already use a Philippine Employer of Record, StaffWiz can recruit candidates for employment through that provider, subject to the necessary contracting and coordination arrangements.
Yes. It is particularly suitable when you want to recruit a long-term team member and already have a way to employ, pay and manage that person.
Managed EOR & Remote Staffing
Engage Philippine team members without setting up your own local entity.
An Employer of Record is an organization that acts as the legal employer under an agreed arrangement and handles defined employment obligations, such as payroll, statutory contributions and employment documentation. The client generally directs the employee’s day-to-day work.
We help coordinate recruitment, onboarding and the agreed employment administration for Philippine-based team members. The scope may include payroll coordination, HR support, employee documentation and ongoing workforce administration, as set out in the service agreement.
An appropriately structured EOR arrangement can allow a foreign business to engage Philippine employees without forming its own Philippine subsidiary. Whether this is suitable depends on the work, duration, client activities and applicable legal and tax requirements.
The legal employer is the Philippine entity identified in the signed employment and service documents. The precise arrangement will be confirmed before onboarding.
Your business ordinarily directs daily assignments, deliverables, priorities and performance expectations. StaffWiz handles the HR and employment-administration responsibilities expressly included in your service plan.
Managed EOR pricing depends on the role, employee compensation, required benefits, employment costs and the scope of ongoing support. We provide a written estimate showing the applicable service charges and employment-related costs before you proceed.
A Managed EOR proposal should identify the salary and applicable employment-related costs alongside StaffWiz’s service charges. The exact inclusions and billing structure will be shown in your proposal rather than assumed from a headline price.
Payroll administration and applicable statutory employment obligations can form part of the Managed EOR arrangement. The exact responsibilities, remittance process and reporting obligations are defined in the signed agreement.
Employees may be entitled to legally required benefits, contributions, leave and other protections under Philippine law. Applicable entitlements depend on their employment status and circumstances and must be addressed in the employment arrangement.
Many remote roles can be organized around the client’s operating hours. Work schedules must be agreed with the employee and structured to comply with applicable working-time, overtime, rest-period and other employment requirements.
Yes, subject to the agreed security and operational requirements. Client-issued devices, approved software and secure remote access are options that can be considered during onboarding.
Your team manages operational expectations and documents performance concerns. StaffWiz can assist with the HR process within the agreed service scope. Formal employment actions must follow applicable law and contractual requirements.
A transition may be possible, but it requires review of the existing employment arrangement, applicable laws, notice requirements and any contractual transition provisions. We can discuss the practical steps before a change is made.
Technical Staff Augmentation
Add remote technical professionals to your existing team.
Technical Staff Augmentation allows a business to add external technical professionals to its existing team without necessarily recruiting them as permanent direct employees. Resources work within an agreed engagement model, typically under the client’s day-to-day technical direction.
In staff augmentation, your team usually controls priorities, architecture, task allocation and delivery oversight. In a fully outsourced project, the provider may take responsibility for delivering a defined scope or outcome. StaffWiz’s primary staff augmentation offering is a resource-based model rather than a blanket fixed-price project commitment.
Depending on availability, we can source software developers, QA testers, DevOps engineers, cloud specialists, technical support professionals, solution architects and other specialized technology roles. We review specific programming languages, platforms and experience requirements individually.
Yes. For suitable remote technical engagements, we can source candidates through talent networks in India and Pakistan as well as the Philippines. The permitted country of delivery and contracting model are confirmed with the client.
Both are possible. We can discuss an individual specialist, a small team or a phased expansion plan based on your requirements and the available talent pool.
Yes. We are developing and supporting staffing-vendor and MSP relationships for remote staff augmentation. Each opportunity is subject to the program’s vendor rules, subcontracting permissions, work-location restrictions, screening requirements and commercial terms.
Yes. A client-managed engagement is a natural fit for staff augmentation. The client defines tasks and acceptance standards while the resource performs the assigned work within the agreed schedule and scope.
Our current primary staff augmentation focus is remote delivery. Any location-specific or on-site requirement should be discussed separately rather than assumed to be available.
Where commercially and operationally appropriate, a short initial engagement can be discussed before expanding. Pilot duration, fees, resource commitments and termination terms must be agreed in writing.
Pricing depends on the technical skill, experience level, delivery country, working hours, engagement duration and contractual requirements. We provide a role-specific quotation rather than a single universal rate.
Intellectual-property ownership, confidentiality and permitted use should be established in the applicable client and resource agreements. We do not assume that every engagement has identical ownership terms.
Yes, subject to the client’s security policies and the agreed engagement requirements. Access controls, VPN or VDI arrangements, approved devices, credentials and onboarding procedures should be defined before work begins.
Salaries, Costs & the Salary Calculator
How our salary estimates work and what they do and don’t include.
Our salary calculator is a planning tool that provides indicative salary benchmarks for selected remote roles in the Philippines and a comparison with estimated compensation for a comparable role in a selected country.
The calculator is designed to compare Philippine salary estimates with benchmarks for the United States, United Kingdom, Australia or Canada, one comparison country at a time.
No. All salary figures are estimates for planning purposes. Actual compensation varies with experience, location, responsibilities, employer requirements, market conditions and candidate availability.
The calculator compares an indicative annual Philippine base salary with an indicative annual base salary for a comparable role in the selected country. The difference is a salary comparison — not a guaranteed reduction in total employment costs.
A salary comparison should not be interpreted as an all-inclusive hiring quotation. Recruitment fees, EOR service charges, employer contributions, benefits, equipment, currency conversion and other costs may be additional. Any separately displayed cost items will be identified.
No. Compensation levels differ between labor markets for many reasons. Candidate quality should be evaluated through relevant experience, skills, interviews, assessments and references rather than salary alone.
Where the calculator offers a salary-selection control, you can explore how a different assumed Philippine salary affects the comparison. The selected amount remains an estimate, not a confirmed candidate quotation.
We aim to review published wage information and market evidence periodically. Calculator figures are provisional planning estimates, not government-verified wages.
Yes. A consultation allows us to discuss your job description, experience requirements, preferred schedule and hiring model, then prepare a more specific commercial proposal. You can book a free consultation from this page.
Specialized technical roles often require individual market pricing because compensation varies substantially by technology, seniority and project requirements. We recommend requesting a tailored staff augmentation quotation rather than relying on the general Direct Hire calculator.
Recruitment, Screening & Onboarding
How we screen candidates and what to expect before a hire starts.
Screening is tailored to the role and may include resume review, an initial interview, experience checks, skills questions and coordination of further assessments. The exact steps are agreed according to the position and service model.
Yes. We can coordinate reasonable role-relevant assessments, subject to the agreed recruitment process, candidate consent and any applicable costs or requirements.
Yes. We aim to provide a suitable shortlist so you can compare qualifications, communication and fit before making a selection. The number of candidates depends on the role and available talent.
The client makes the final decision about whether a candidate meets its requirements and should receive an offer.
Yes. We can help clarify responsibilities, essential skills, experience level, work schedule and compensation expectations so the recruitment search is focused.
It helps to know the job title, main responsibilities, must-have skills, approximate budget, working hours, target start date and whether you already have an employment or payroll arrangement. You do not need a completed job description to begin the conversation.
Onboarding depends on the hiring model, employment documentation, equipment, system access, client approvals and the candidate’s availability. We confirm a realistic schedule once the hire and engagement arrangements are known.
Yes. StaffWiz can discuss coordinated recruitment for several roles, with separate candidate requirements and hiring timelines where necessary.
Remote Work, Security & Operations
Day-to-day collaboration, system access and data protection.
You can use your existing approved communication and collaboration tools, such as Microsoft Teams, Slack, Zoom, email or your internal project-management platform.
Access can be arranged under your organization’s security policies. We recommend role-based permissions, multifactor authentication, approved devices and prompt access removal when an engagement ends.
No staffing provider can responsibly guarantee that security incidents will never occur. We can help coordinate appropriate operational safeguards, while specific contractual security commitments and responsibilities must be agreed for each engagement.
Exclusivity may be possible depending on the service model, resource arrangement and applicable contract. It should be expressly agreed rather than assumed.
Timekeeping, attendance reporting and performance oversight depend on the hiring model and the tools agreed with the client. Direct Hire employers generally manage their own employees, while Managed EOR and staff augmentation engagements may include defined reporting processes.
Business-continuity arrangements should be discussed during onboarding. Depending on the role and resources, these may include backup connectivity, alternate work arrangements or escalation procedures. Availability of a particular contingency is not guaranteed unless agreed.
Confidentiality agreements, access controls, security training, device policies and client-specific procedures can help reduce risk. The relevant contractual and technical safeguards should be established before sensitive data is shared.
Contracts, Billing & Client Support
Consultations, agreements, billing and who to contact.
Yes. The introductory consultation is free and does not obligate you to purchase a StaffWiz service. You can book a free consultation using the calendar on this page.
Our introductory discovery call is intended to take approximately 15 minutes. More complex requirements may need a longer follow-up discussion. The actual duration shown in the booking calendar will govern the scheduled appointment.
The applicable agreement and any required commercial approvals should be completed before StaffWiz begins a formal recruitment or resource engagement. The documentation depends on the service.
Contract duration varies by service and engagement. Direct Hire is generally a placement-based service, while Managed EOR and Staff Augmentation involve ongoing arrangements with terms specified in the agreement.
Available payment methods, invoice currencies and settlement terms are confirmed in the applicable proposal or agreement. They may differ between U.S. and Philippine contracting entities.
Tell us as soon as possible. We can review the revised role, compensation, headcount or start date and explain any effect on recruitment, pricing or contractual commitments.
Yes. For example, a company might use Direct Hire for permanent Philippine roles and Technical Staff Augmentation for a specialized development project. Each service retains its own commercial and contractual terms.
Your designated StaffWiz contact can direct questions about recruitment, scheduling, employment administration or an active engagement to the appropriate team member. You can also email [email protected].
For Job Seekers
Applying for roles with StaffWiz clients.
Yes. We recruit suitable candidates for open client requirements. Opportunities may include direct employment with a client, employment through an appropriate provider or a contractual technical engagement.
Our candidate network focuses on the Philippines, India and Pakistan, although eligibility for a specific vacancy depends on the client’s location, work authorization and engagement requirements.
Visit our careers page, review any active vacancies and apply through the relevant job listing. Each active role has its own job description and application process.
You may register through our Talent Network, if available, and provide your resume for consideration when relevant opportunities arise. Registration does not guarantee an interview or job offer.
No. Applications and Talent Network registrations are reviewed against actual client requirements, and selection depends on qualifications, availability and client decisions.
Not necessarily. The employer or contracting party depends on the vacancy and hiring model. The arrangement should be explained during recruitment and documented before you accept an offer.
Referrals & Partnerships
Introduce a business or partner with StaffWiz.
Yes. Our Refer a Business program allows eligible individuals to introduce companies that may need Philippines Direct Hire recruitment.
Eligible referrers may receive a reward for a successfully completed Philippines Direct Hire referral. Rewards are payable only after StaffWiz receives the qualifying recruitment fee and all program conditions are satisfied. The reward amount and full terms are set out in the program rules.
No. Sharing a link or submitting a company name does not by itself qualify for payment. The referral must be properly attributed, eligible under the program rules and result in a qualifying paid placement.
The standard referral offer is a reward to the eligible referrer, not an automatic discount for the referred business.
Yes. We welcome discussions with staffing firms, MSPs and other organizations that need suitable remote talent sourcing or delivery support. Each partnership is subject to qualification, program rules and agreed commercial terms.
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- Global talentPhilippines, India and Pakistan
- Flexible hiring optionsDirect Hire, Managed EOR or Staff Augmentation
- 90-day replacement guaranteeEligible Direct Hire placements
- Talent team supportFrom defining the role to placement