You’re probably reading this because you’ve heard other real estate agents talk about their “secret weapon.”
A transaction coordinator who costs less than your monthly CRM subscription.
Someone who handles all the back-office work you hate doing.
And you’re thinking: “Where do I find one of these people?”
Here’s what most agents don’t tell you.
Finding good Filipino remote workers for real estate isn’t hard because the talent doesn’t exist.
It’s hard because most people look in the wrong places.
They post on generic job sites. They hire the first cheap applicant. They skip testing. Then they blame “bad hires” when it doesn’t work out.
Let me show you the five platforms that actually work for finding real estate talent in the Philippines.
Platform #1: HireTalent.ph
Full disclosure: this is our platform.
But here’s why it works specifically for real estate hiring.
HireTalent.ph was built for employers who want Filipino talent with actual verification and structure. Not just a resume database.
What makes it different? The platform uses AI to analyze and rank applicants across five categories: overall fit, job match, retention risk, experience level, and application effort.
You see red and yellow flags upfront. You know who spent genuine effort applying versus who’s mass-applying to everything.
You can create trial tasks to test someone’s skills before hiring. Paid or unpaid. Assign them to specific applicants. Review their work. Accept or reject it.
This matters for real estate because you need to see if someone can actually run comps or draft client emails, not just claim they can.
Why real estate employers use it. The job matching algorithm connects your listings with workers who already have real estate skills, tools, and industry experience.
You’re not sorting through hundreds of generic admin assistants. You’re seeing people who know Follow Up Boss, MLS systems, and transaction workflows.
Platform #2: OnlineJobs.ph
This is the most referenced site for hiring Filipino workers.
It’s been around since 2009. Massive database. Lower cost than most platforms.
How it works. You post a job. Filipino workers apply. You review applications, message candidates, and handle the whole hiring process yourself. Very hands-on.
The catch. You’re responsible for everything. Sourcing. Vetting. Testing. If someone doesn’t work out, you start over. There’s no backup coverage or quality assurance built in.
Platform #3: Upwork
Upwork gets mentioned constantly for real estate back-office roles.
It’s not Philippines-specific, but Filipino freelancers dominate the platform in real estate categories.
How it works. Post a job or search for freelancers. Review their profiles, work history, and reviews from other clients. Hire for project-based work or ongoing contracts. Upwork handles payments and takes a service fee.
The cost trade-off. Upwork takes a percentage of payments. Workers know this and factor it into their rates. You’ll often pay way more per hour than hiring directly.
How to write a job post that actually works
No matter which platform you use, your job post determines the quality of applicants.
Good posts get specific. Bad posts say “Real Estate Assistant Needed.”
Here’s what to include.
Explicit role and niche. “Transaction Coordinator – US Residential Sales” or “CRM Manager for Property Management Company.” Be specific about what they’ll do.
Responsibilities tied to outcomes. Not “manage CRM” but “keep CRM inbox at zero and tag all new leads within 2 hours.” Not “update listings” but “push listing changes live within 4 hours of notice.”
Tools and tech stack. Name the exact CRM (Follow Up Boss, KVCore, LionDesk), communication tools, and any MLS access workflow they’ll use.
Hours and time zone. Exact window in EST, UK time, or AEST. Whether weekends are required. Be upfront.
Pay and progression. Starting rate. When you’ll do a review. Any bonuses or 13th month pay. Stipends for power, internet, or equipment.
This filters out under-qualified generalists who apply to everything.
It attracts Filipino workers who already have real estate experience and know they can do the job.
What to actually pay people
This gets uncomfortable for some employers.
You need to pay fair rates. Not “as cheap as possible.”
Most Filipino remote workers in real estate earn between $6.50 to $8 per hour.
Pay fairly. Treat it as an investment in quality and retention.
Test people with real work before committing
Every real estate agent who’s happy with their Filipino remote worker mentions this.
They ran a small paid test before making a full-time offer.
Here are tests that actually work.
Back office test. Give them a sample listing. Ask them to build it into your CRM, draft a property description, and tag 20 leads correctly.
Comps test. Provide three subject properties and ask for quick comps using your preferred method. Or have them describe their process if they don’t have direct MLS access.
Communication test. Have them draft three emails: a buyer update, a seller listing update, and a vendor coordination message. You’ll see their tone and clarity immediately.
Process test. Record a quick Loom video explaining a task. Ask them to create a simple SOP from it. This mirrors how you’ll actually train them.
Pay them for 1-3 hours of test work.
Then do a 30-90 day trial period with defined checkpoints.
This weeds out people who interview well but can’t execute.
Finding someone good isn’t the hard part
The hard part is knowing what you need and hiring with a process.
Most agents fail at this not because Filipino talent is bad.
They fail because they post vague jobs, skip testing, and hire the cheapest person.
The good news: you now know better than most.
Pick your platform based on your needs. Write a specific job post. Test candidates with real work. Pay fairly.
Do that and you’ll find someone who makes your real estate business run smoother than it has in years.
Ready to Find Your Next Great Hire?
Join our growing community of employers and start connecting with skilled candidates in the Philippines.