A team with 8+ years placing Philippine talent into UK businesses
Build your UK team with Philippine talent
We source, evaluate and place highly skilled professionals from the Philippines into UK businesses. Staff sit inside your team, report directly to you and use your systems. We take on the hiring, the compliance and the currency, and reduce it to one monthly invoice from a UK company.
- Your email, your team, reporting to your managers
- 14-day average placement, from brief to onboarded
- Local support that continues long after placement
Offices in the UK and the Philippines
Grimsby, UK
11:18
Dumaguete City, PH
18:18
Our UK office in Grimsby and our Philippines office in Dumaguete City work UK business hours, the same as your team member. A 9am start in the UK is 4pm in the Philippines in summer.
8+ years
Our team's experience placing Philippine talent
14 days
Average time to hire
30–50
Applicants screened per role
50–60%
Typical saving against UK equivalents
Our offices
Two offices, one team
We're on the ground in both countries: a UK office in Grimsby for you, and a Philippines office in Dumaguete City for the people we place with you.
UK office
Grimsby
Local time
11:18
Your point of contact for hiring, fees and invoicing. Contracts and invoices come from our UK limited company.
Philippines office
Dumaguete City
Local time
18:18
Our team on the ground: recruitment, in-country checks, payroll, and day-to-day support for the people we place with you.
What we do
Simple, stress-free hiring from the Philippines
Our goal is to make it straightforward for UK businesses to recruit skilled professionals from the Philippines.
Accountancy
Bookkeepers, accounts assistants and qualified accountants.
Admin support
Organised, reliable people to run the day-to-day.
Marketing
Content, social, digital and campaign support.
IT
Developers, support and technical roles.
These are our main areas, but we're always happy to talk about other roles. The only area we don't cover is sales.
Why use us
The work we take off your plate
There's nothing secret about the benefits of hiring in the Philippines. What we find is that the groundwork takes far longer than people expect, and when it gets complicated it gets frustrating. These are the parts worth knowing about up front.
Finding the right people
Advertising on the job boards that actually work, and reviewing 30–50 applications per role, including local-language applications, as many local job boards aren't English-only.
Knowing who you're hiring
Confirming IDs, qualifications and previous employment means going to government and education bodies in the Philippines. There's no way to do that properly from a desk in the UK.
Cultural expectations
A 13th-month salary is expected, and you'll struggle to hire anyone worth having without it. Healthcare matters just as much, because there's no NHS equivalent to fall back on.
Paying them reliably
Twice-monthly payroll is the local norm. Getting money into the country on time, at a rate you can plan around, takes more than setting up a bank transfer.
Someone they'll talk to
A new starter who's remote, new and keen to impress will rarely tell you when something's wrong. A local contact who checks in will often spot a problem months before it would surface on a video call.
Not having to do it twice
Staff turnover is the single biggest disruption to offshore hiring. It costs money and time, and often ends the whole attempt. Keeping someone settled and supported is far cheaper than replacing them.
As simple as it can be
You interview, you choose, and from their first day you manage your team member the way you manage anyone else. Everything above sits with us and reaches you as one invoice a month.
How it works day to day
Their loyalty is to you, not to us
Your team member is contracted through us, and that's where our part in the working relationship ends. They report to your managers, use your company email and sit inside your structure, so they belong to your team rather than to a pool shared across accounts. What we take on is the billing, the compliance, the local expertise and the currency.
You handle
- The work itself and its day-to-day direction
- Line management, objectives and appraisals
- Your own systems, access and security policy
- Deciding the salary, which we can advise on
We handle
- Sourcing, screening, verification and shortlisting
- Payroll, currency, healthcare and the 13th month
- All Philippine tax and employment compliance
- Local mentoring, pastoral support and retention
How it works
How our recruitment works, end to end
14 days is our average. Senior or specialist roles can take longer, and we'll say so up front.
- Stage one · Days 1–5
Role defined, advertised and the first applications screened.
Step 1
Define the role
We work with you to pin down exactly what you need.
Step 2
Advertise
Across the leading Filipino job boards.
Step 3
Screen and shortlist
Usually 30–50 applicants per role.
- Stage two · Days 5–10
Verification, English assessment and your shortlist delivered.
Step 4
Verify
IDs, qualifications and background checks.
Step 5
Assess English
Spoken English and communication skills.
Step 6
Present a shortlist
Around 10–15 of the strongest candidates.
- Stage three · Days 10–14
Interviews, final selection and onboarding arranged.
Step 7
Coordinate interviews
First and second rounds, with as much or as little of your involvement as you like.
Step 8
Support to hire
We stay with you right through to your final decision.
After hiring
Once your new team member starts
You manage the work. We take care of everything behind it, so no overseas payroll, compliance or admin lands on your desk.
Payroll
Processed twice monthly in the Philippines.
Currency management
We absorb exchange-rate movement of up to 5%, so your monthly figure stays steady.
Mentoring and local support
Ongoing, from our team in the Philippines.
Health insurance
Enrolment in our healthcare package, as there's no NHS equivalent for staff to rely on.
13th-month salary
Managed and spread evenly across the year in your invoices.
Tax and legal compliance
All local obligations handled in full.
One monthly invoice
In GBP, from our UK limited company. One supplier, no overseas payments to arrange.
Close support during probation
We keep in touch throughout probation, watch how things are settling and are there whenever you need us.
Fees
Clear pricing, nothing taken from your hire
Two fees, both flat, both known up front. Whatever salary you agree with your team member is exactly what they receive.
Recruitment
£500
One-off, per hire
Management
£250
Per month, per hire (up to £300 at higher salary levels)
Deducted from pay
£0
We take nothing from employee salaries
Healthcare is passed through at cost and shown separately on your invoice, not built into the management fee.
Equipment and connectivity. Unless your IT policy says otherwise, staff provide their own laptop, reliable high-speed internet (which we check during screening) and a mobile as a backup, as typhoons can occasionally cause outages. If you need company-provided or managed devices, we'll work to that instead. It's far easier to build in from the start than to add later.
How you're billed. One invoice a month, in GBP, from our UK limited company. Salary, healthcare and our management fee appear as separate lines. There are no overseas payments to arrange and no currency accounts to open.
| Included in the monthly fee | Charged separately |
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We're happy to put together a costed comparison against the UK equivalent for any specific role.
Ask for a comparisonWhy this works
The savings are real. The people are the point.
A 50 to 60% cost reduction against UK equivalents is usually why companies contact us. The real difference in the long run is the calibre of the people.
Capable and motivated
Highly skilled professionals who are genuinely hungry for the opportunity.
No UK employment costs
No employer's National Insurance, no PAYE, no pension obligations.
Simple HR
No complex UK employment regulation and no long-term redundancy liabilities.
Very low turnover
Our placements stay. Loyalty is the norm, not the exception.
One thing we encourage from day one: don't aim for the lowest possible wage.
Paying well by local standards makes an enormous difference. Your team member can focus entirely on their work, and it builds real loyalty. Staff turnover is the number one disruption to offshore hiring. It wastes money, but more importantly it wastes time. A modest increase by UK standards can be genuinely life-changing in the Philippines.
Hear it from our clients, not from us
We're happy to introduce you to a few of our existing clients, so you can hear about their experience directly.
What roles do you recruit for?
Mainly accountancy, admin support, marketing and IT, though we're always happy to talk about other roles. The only area we don't cover is sales.
Who does my team member actually work for?
They're contracted through Talent Exxpert, but day to day they work for you. They report to your managers, use your company email and systems, and sit inside your team. We handle the billing, compliance, payroll and currency behind the scenes.
What does it cost?
A one-off £500 recruitment fee per hire, then £250 a month per hire (up to £300 at higher salary levels). You also pay the salary you agree with your team member, plus healthcare at cost. Nothing is ever deducted from their pay.
How are we invoiced?
One invoice a month in GBP from our UK limited company, with salary, healthcare and our fee as separate lines. No overseas payments or currency accounts needed.
What if the exchange rate moves?
We manage the exchange rate and absorb movement of up to 5%, so your monthly cost stays steady rather than drifting with the market.
How long does hiring take?
Our average is 14 days from brief to onboarded. Senior or specialist roles can take longer, and we'll tell you at the start.
How do you check candidates?
We screen 30–50 applicants per role, verify IDs, qualifications and previous employment with government and education bodies in the Philippines, and assess spoken English before you see a shortlist of around 10–15.
How much involvement do I have in interviews?
As much or as little as you like. We coordinate first and second rounds, and the final decision is always yours.
Do I need to provide equipment?
Not usually. Staff provide their own laptop, verified high-speed internet and a backup mobile. If your IT policy needs company-provided or managed devices, we'll set that up from the start.
What about power cuts and typhoons?
Occasional outages happen, which is why every team member has a backup mobile and we check their internet during screening.
What hours do staff work?
They work your hours, as part of your team. For UK office hours that means an afternoon-to-evening shift in the Philippines: 9am–5.30pm in London is 4pm–12.30am in Manila during British Summer Time.
Who sets the salary?
You do, and we'll advise you on it. We'd always encourage paying well by local standards: it makes a real difference to loyalty and retention.
What happens if it isn't working out?
Talk to us early. Our local team will usually know if something isn't right and can often help put it back on track. If you decide to end the placement, the monthly fee stops. If you'd like us to find someone new, the search runs again with the standard £500 recruitment fee.
Is there a minimum term?
No. You can end our services whenever you choose, and the monthly fee stops. Because your team member is contracted through Talent Exxpert, their placement with you ends at the same time: staff aren't transferred to clients.
Get started
Three simple steps
Step 1
A short call
Twenty minutes to go through the roles and the numbers, and answer any questions your team has.
Step 2
A written brief
We put the role spec and the full costs in writing for you to approve.
Step 3
We advertise
The search opens, and your shortlist follows within roughly two weeks.