Hire remote Filipino talent with a process built around fit, support, and retention.
Our offshore hiring process helps you define the role, meet pre-vetted Filipino talent, make the final call, and keep the people behind the work supported after they start.
Trusted by operators, founders, and growing teams
From open role to onboarded hire.
Four phases make the offshore hiring process clear from the first brief through post-hire support. You see what More Staffing handles, what you decide, and what happens next.
Scope the role like an operator would.
A focused intake replaces a stack of vague job descriptions. We map the actual work, the tools, the schedule and overlap expectations, the outcomes, and the traits that separate a great hire from a passable one.
- Define scope, deliverables, and success metrics for the role.
- Map your tools, working hours, and collaboration style.
- Translate the bottleneck into a clear hiring brief.
- Set realistic expectations around timeline, salary, and fit.
- A written role brief you can approve before we source.
- A custom scorecard tuned to your priorities.
- Clear salary guidance and role framing.
- A cleaner, faster process from the first step.
Most hiring issues begin with a fuzzy role. This step reduces wasted interviews later.
Search deeply. Screen hard. Send fewer, better candidates.
This is where MORE does the heavy lifting. We source Filipino remote professionals, screen them for role capability and communication, and filter for the kind of ownership founders actually need.
- Source through our networks and targeted outbound recruiting.
- Screen for role experience, tools, communication, and remote readiness.
- Assess fit against the role brief and scorecard.
- Narrow the field before you see any profile.
- A stronger shortlist instead of a pile of resumes.
- Candidate summaries that are easier to compare.
- Less founder time spent on low signal interviews.
- More confidence in who is worth meeting.
MORE targets candidate endorsements for client interview within 14 days.
Meet the top candidates. Choose the one you want to back.
You stay in control of the final decision. We guide the process, coordinate the loop, and keep momentum high without forcing a rushed hire.
- Present the top candidates with context and fit notes.
- Coordinate interviews and gather structured feedback.
- Support final comparison and selection.
- Help move from decision to offer smoothly.
- A shortlist worth your time.
- A cleaner interview sequence and decision flow.
- Space to focus on quality, not logistics.
- A faster path to a confident yes.
Most hires land in roughly 3 to 4 weeks from start to placed, depending on the role and feedback speed.
Set the hire up to stick, not just start.
More Staffing does not disappear after placement. We stay involved through onboarding support, payroll coordination, remote-work coaching, community, check-ins, fast support, and ongoing replacement coverage for as long as your partnership fee is active.
- Support onboarding expectations and early ramp up.
- Coordinate payroll and administrative workflow.
- Coach for remote communication, time management, and working well across distance.
- Provide ongoing replacement coverage while your partnership fee is active.
- A smoother start for the new hire.
- Less post hire admin on your side.
- Ongoing support when issues appear.
- More confidence in long term retention.
This is where More Staffing stays on the people-side of the hire. You direct the work, results, KPIs, and growth in the role. We support the person around it.
Six gates. One working shortlist.
Each layer of the labyrinth represents one gate in the vetting funnel. Hover a ring to inspect it, then click or tap to lock the details.
From pre-selection to reference checks, every gate filters for a different hiring signal.
Pre-selection
Résumé, work history, and baseline role-fit review to filter obvious mismatch early.
Industry interview
A role-relevant interview with an industry-aligned reviewer to test practical credibility.
HR interview
Communication, professionalism, motivation, and remote work maturity are screened here.
Work assignment
A tailored task plus work-style assessment checks whether the candidate can do the actual work.
Tech check
Device, internet, tools, and workspace readiness are validated before the shortlist stage.
Background & references
References, recommendations, and screening checks help reduce avoidable mismatch.
Offshore staffing should not end at the hire.
More Staffing stays involved on the people-side after placement, so your remote hire has support beyond day one. You direct the work. We help keep the person behind it engaged and supported.
Onboarding support
Clear expectations, ramp-up priorities, and communication rhythm from the start.
Payroll coordination
Cleaner recurring admin so payment operations do not become founder drag.
Talent coaching
Ongoing guidance around remote communication, time management, and working well across distance.
Replacement coverage
Ongoing replacement coverage for as long as your partnership fee is active.
Fast enough to move. Careful enough to fit.
Hiring speed depends on the role, feedback speed, and interview availability. The target is not rushed hiring. The target is a clear process that does not stall.
Intake and hiring brief
We clarify the work, tools, schedule, salary range, must-haves, and success markers before sourcing begins.
Shortlist for interview
MORE targets candidate endorsements for client interview within 14 days, depending on the role and market availability.
Meet and choose
You meet the strongest candidates, share structured feedback, and make the final hiring decision with MORE guiding the process.
Offer and start date
Once you select the hire, MORE supports the transition from offer to onboarding so the new team member starts with context.
Support after start
Onboarding support, payroll coordination, remote-work coaching, community, check-ins, fast support, and replacement coverage continue while your partnership fee is active.
Proof from teams that hired through MORE.
11 roles across a growing ecommerce team
Love in Faith hired across finance, inventory, CRM, media buying, executive support, data, supply chain, and creative roles.
13 hires with long-term support
Training, payroll, HR, and time tracking support for stronger retention.
Controller-level finance support
CPA and Controller support at $20/hr with improved financial operations.
High-level marketing ownership
Senior marketing bandwidth across strategy, CRM, and project management.
Project and creative capacity
Project management and graphic design support for stronger agency delivery.
One happy hire led to more
Wondery expanded into customer service, paid media, and retention after a strong first placement.
Sourcing solved across 9 roles
Flexible sourcing across UGC outreach, editors, design, data entry, and appointment setting.
Supply chain support expanded
Supply chain management support evolved into more flexible expert coverage.
Supply chain confidence restored
Three months of supply chain support improved process confidence and efficiency.
Multiple high-impact agency hires
Growth marketing, email, SMS, and graphic design support to sustain growth.
Experienced supply chain talent without the hiring drag
Farmer’s Defense hired a full-time Supply Chain Manager with more than 25 years of hands-on and leadership experience.
Director-level talent with major savings
Neowork hired senior talent support to strengthen operations while keeping labor costs efficient.
Bring us the bottleneck. We’ll help map the role.
Tell us what is slowing the business down. We’ll help define the right full-time remote role, salary range, hiring path, and partnership structure.