Hire remote Filipino talent with a process built around fit, support, and retention.
MORE helps you define the role, meet pre-vetted candidates, make the final hiring decision, and support the hire after they start through onboarding, payroll coordination, coaching, and ongoing replacement coverage.
Trusted by operators, founders, and growing teams
From open role to onboarded hire.
Four phases, run by operators. No vague job board process. Each phase shows what happens, what MORE handles, and what lands in your inbox.
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 working hours, 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 does not disappear after placement. The managed model keeps us involved through onboarding support, payroll coordination, coaching, check-ins, and ongoing replacement coverage.
- Support onboarding expectations and early ramp up.
- Coordinate payroll and administrative workflow.
- Coach for communication, ownership, and remote effectiveness.
- Provide replacement coverage while your managed model 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 shifts from recruiting help to operating support around the hire.
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.
The hire is only part of the system.
The managed model keeps MORE involved around the support layer that helps remote hires perform and stay.
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 communication, ownership, and remote work habits.
Replacement coverage
Ongoing replacement coverage while your managed model remains 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, coaching, check-ins, and replacement coverage continue under the managed model.
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.
Supply chain expertise on flexible terms
Supply chain talent and fractional support expanded expertise without full-time overhead.
Director-level talent with major savings
Neowork hired senior talent support to strengthen operations while keeping labor costs efficient.
Questions founders usually ask before hiring.
Straight answers for the model, the process, and what happens after placement.
What is included in the managed model?
Recruiting, candidate vetting, interview support, onboarding support, payroll coordination, coaching, check-ins, retention support, and ongoing replacement coverage while you remain on the managed model.
How fast can we hire?
MORE targets candidate endorsement within 14 days. A typical hiring target is 3 to 4 weeks from start to placed, depending on the role, feedback speed, and client availability.
Do we choose the final hire?
Yes. MORE sources and vets the shortlist, but the client makes the final hiring decision.
What happens if the hire does not work out?
MORE provides ongoing replacement coverage while the client remains on the managed model.
Do talents work exclusively for us?
Full-time hires should be dedicated to the client. Part-time arrangements depend on the scope and agreement.
What roles can MORE hire for?
Remote-capable roles across admin, operations, finance, accounting, CX, marketing, creative, ecommerce, and supply chain.
Bring us the bottleneck. We’ll help map the role.
Tell us what is slowing the business down. We’ll help define the right remote role, salary range, hiring path, and support model.