How to Find and Hire a Spanish Speaking Filipino Remote Worker in 2026

This might surprise you, but speaking Spanish is actually easier for Filipinos than Japanese or Mandarin.

The Philippines was a Spanish colony for 333 years. A lot of Filipino words come from Spanish. 

Schools like the University of Santo Tomas or the Colegio de San Juan de Letran (even Letran’s hymn is in Spanish) all had its roots going as far back during colonial times some 400 years ago. 

UST even held a conference recently about teaching Spanish specifically for virtual assistants and remote work.

They’re training people for exactly the kind of roles you’re trying to fill.

But most graduates still go to BPOs first because the pay is guaranteed and the job is stable.

Your job is to make remote work more appealing than the corporate gig. Here’s how

Where to Actually Find Filipino Spanish Speakers

Forget the generic job boards.

Here’s where bilingual Filipino workers actually hang out:

Job Platforms That Specializes in The Filipino Talent 

Use platforms that focus on Filipino talent. Don’t bury the Spanish requirement. 

Put it right in the title: “Spanish/English Bilingual Customer Support (Remote, Philippines).”

Then require proof upfront. Ask for a short video introduction in Spanish and English. Or a writing sample. Something that filters out people who exaggerate their skills.

On HireTalent.ph, you can create custom application questions that support text, video, and voice responses. 

Set these up once in your job posting, and every applicant automatically goes through your Spanish screening before you see their application.

Filipino Remote Work Communities

Filipino workers looking for remote opportunities gather in online communities and forums where they share job opportunities and advice.

Here’s what I’ve noticed: the best candidates respond to job posts that are specific. 

Tell them exactly what tools they’ll use, what the schedule is, and what percentage of their day will be in Spanish vs English.

If your post is concrete, serious candidates will respond.

BPO Specific Groups

This is sneaky but it works.

Go into BPO groups where bilingual reps talk about their jobs. A lot of them complain about the stress, the metrics, the commute.

These people already handle Spanish calls and emails every single day. They’re experienced. They’re burned out. And they’re looking for something better.

Reach out directly. Offer them remote work, better hours, and stability. You’re not competing on salary alone, you’re competing on quality of life.

Leverage referrals

A lot of quality Filipino workers find jobs through word-of-mouth, not public posts.

If you already have a Filipino team member, ask them to refer bilingual workers. Offer a referral bonus if the person stays for 3-6 months.

Personal recommendations go a long way in the Philippines.

Write a Job Post That Works

I’ve read hundreds of job posts for Filipino workers.Most of them are terrible.

Here’s what the good ones do differently:

Make Spanish non-negotiable

✅ Don’t say “Spanish preferred” or “Spanish a plus.”

✅ Say “Spanish/English bilingual (C1-level or better) required.”

Then explain exactly how they’ll use Spanish: “You’ll spend 50% of your time on Spanish email support, 30% on Spanish/English chat, and 20% on admin tasks in English.”

People need to know what they’re signing up for.

Include a Built-in Language Test

Ask applicants to:

• Record a 1-2 minute video introducing themselves in Spanish, then switch to English
• Complete a short written task: reply to a mock Spanish customer complaint and translate their response to English

This cuts your interview time in half. You’ll immediately see who’s fluent and who’s faking it..

Testing Spanish (Beyond “Can They Speak It?”)

Fluency isn’t one-dimensional.

Here’s what you actually need to test:

Professional tone

BPO workers are trained to use polite, neutral Spanish. Not slang. Not overly formal textbook Spanish.

Have them roleplay a difficult customer interaction in Spanish. See how they handle frustration and keep things professional.

Accent comprehension

Your Spanish-speaking customers could be from Mexico, Colombia, Argentina, Spain anywhere.

Filipino Spanish speakers need to understand different accents, especially fast-talking Latin American customers.

Give them a real-world Spanish voicemail or video clip. Ask them to summarize it in both Spanish and English.

Writing speed and clarity

Most Spanish customer support is written: email, chat, tickets.

Give them a timed writing test. Two customer emails in Spanish, 10-15 minutes. Then have them translate one to English.

This shows you if they can think and write quickly under pressure.

What to Actually Pay Them

Bilingual workers know they’re worth more. They’ve seen the language premiums in BPO. They’re not going to accept rock-bottom rates.

If you typically pay $5-7/hour for a Filipino remote worker, expect to pay $7-10+ for someone with strong Spanish.

And if the role is full-time and client-facing, don’t lowball. Good bilingual workers will just go back to corporate jobs where the pay and benefits are guaranteed.

The Reality of Hiring Bilingual Filipino Workers

Finding a Spanish/English bilingual Filipino worker is harder than hiring a regular remote worker from the Philippines.

The talent pool is smaller. The competition is fiercer. And the workers know their value.

But if you post in the right places, test properly, and offer something better than a BPO grind, you can find incredible people.

People who can handle your Spanish-speaking customers as well as your English-speaking ones. People who understand both cultures. People who can grow with your business.

You just have to be willing to do the work to find them.

And pay them what they’re worth.