our Filipino remote worker is awake when their friends sleep, working when their family gathers, going days without sunlight. Time zones don’t just affect schedules. Here’s how employers can actually help instead of making it worse.
The timezone difference between Central and Philippine Time catches even experienced remote teams off guard. This guide covers accurate conversion, best meeting windows, and how to build schedules that don’t burn out your Filipino remote workers.
Filipino remote professionals are landing sustainable contracts with international companies at unprecedented rates in 2026. This guide provides a practical 60-day plan for building a contracting career, from creating your profile and developing skills to landing your first client and scaling to repeat work.
Hiring from the Philippines isn’t just legal—it’s simple when you follow the contractor model. No Philippine tax registration, no local benefits, just clear contracts and proper payments. Here’s the complete guide for foreign companies.
Most foreign companies overthink the legal side of hiring Filipino contractors. You probably don’t need BIR registration. You likely don’t withhold Philippine taxes. But you absolutely need a solid written contract. Here’s what actually belongs in it and why it matters for both sides.
Stop asking “where should I hire remote workers?” and start asking “what do I actually need?” Each region—Philippines, India, Latin America—has distinct advantages. This guide breaks down the real differences beyond the stereotypes.
When someone isn’t working out by day 30, most employers make the mistake of waiting too long to address it. Here’s your direct action plan.
Discover where to find pre-vetted Filipino marketing freelancers. Compare agencies vs platforms, screening tools, and actual costs to hire top talent.
Most exit interviews won’t change anything at the company, but that doesn’t mean you should skip them.
Everyone wants to hear “3 days” but the truth is more nuanced. The real timeline depends on five key factors: how clear you are about the role, how quickly you respond to applicants, where you’re looking, what kind of role you’re filling, and what you’re offering in compensation.