When should a company consider converting a contractor to an employee?

A company may review conversion when the relationship is ongoing, the worker operates as part of the company’s team, the company directs the daily work or the business wants a formal employment structure.

What factors should be reviewed before conversion?

Review the actual responsibilities, level of control, supervision, payment structure, duration of the engagement, work schedule and intended future relationship.

Can a contractor be converted through an EOR?

Yes. An EOR can employ the worker in the Philippines and manage employment administration while the customer continues to manage the employee’s daily work.

How much does EOR conversion cost?

The standard EOR management fee is US$190 per employee per month. Salary, employer statutory contributions, 13th-month pay, benefits, allowances, equipment and other employee-specific costs are separate where applicable.

How quickly can an existing contractor be onboarded?

Existing contractors can generally be onboarded in as little as five business days once the applicable agreement, employee information, required documentation and funding are complete.

What happens to the final contractor payment?

The company should confirm the final contractor invoice or payment, the contractor end date, any work handover and the employee start date before beginning the new arrangement.

Is recruitment included in the EOR management fee?

Recruitment is not assumed to be included in the standard EOR management fee. Recruitment support, where requested, should be confirmed separately.

Should a company obtain legal or tax advice?

Companies should obtain professional advice where the classification, conversion or tax treatment depends on the specific facts of the relationship.

Are developers in the Philippines suitable for international teams?

The right fit depends on the developer's experience, technology stack, communication skills, role requirements and ability to work within your development processes. Candidates should be assessed against the specific technical and product requirements of the role.

What is the average developer salary in the Philippines?

There is no single salary that applies to all developers. Compensation depends on seniority, technology stack, experience, role scope and working arrangement. Total employment cost should also account for statutory contributions, 13th-month pay, benefits, allowances, equipment and the EOR management fee.

Can I hire developers without a company in the Philippines?

Yes. An Employer of Record arrangement can allow your company to employ developers in the Philippines without immediately establishing its own Philippine entity.

Is an agency better than an EOR?

The appropriate model depends on how you want the work to be managed. An EOR may suit companies that want to manage developers directly, while an agency or outsourcing arrangement may use a different delivery and management structure.

How do I maintain quality in a distributed development team?

Use clear requirements, documented workflows, code-review procedures, testing standards, communication processes, reporting expectations and regular performance management. Your company manages technical quality and daily performance.

What is the biggest mistake companies make when hiring developers?

A common problem is hiring without clearly defining the technology stack, role scope, reporting line, development workflow, security requirements and expected deliverables. These requirements should be defined before recruitment or employment setup.

What is the SOS EOR fee?

SOS charges one EOR management fee of US$190 per employee per month. This is the only SOS EOR rate. It is not a starting price, estimate or price range.

Is recruitment included?

Yes. Recruitment and candidate selection are included in the SOS EOR service, with no separate recruitment fee.

How quickly can an existing developer be onboarded?

Existing developers can generally be onboarded in as little as five business days once the required agreement, employee information, documentation and funding are complete. Recruitment of a new candidate may require additional time.

Who manages the developer's daily work?

Your company manages the developer's daily technical work, including projects, priorities, workflows, tools, code reviews, training and performance. SOS manages employment administration, payroll, statutory processes, employee records and agreed HR support.

Are SDRs in the Philippines suitable for international teams?

The right fit depends on the SDR's communication skills, sales experience, target-market knowledge, role requirements and ability to follow the company's sales process. Candidates should be assessed against the specific market, buyer profile, outreach channel and qualification requirements.

What is the average SDR salary in the Philippines?

There is no single salary that applies to all SDRs. Compensation depends on experience, role scope, target market, working hours, seniority and any approved incentive or commission structure. Fully loaded cost also includes statutory costs, 13th-month pay, benefits, tools, commissions and provider fees.

Can SDRs handle cold calling?

Yes. Cold calling can be included where the role, employee skills, systems, training, working hours and approved sales process support that arrangement.

Do I need to set up a company to hire SDRs?

Not immediately for an EOR arrangement. SOS can employ the SDR in the Philippines as the legal employer while your company manages the employee's daily sales-development work.

How do I maintain SDR performance?

Define the target market, outreach process, qualification criteria, KPIs, CRM requirements, reporting process and coaching schedule. Your company manages the SDR's daily performance and sales activity.

What is the biggest mistake companies make when hiring SDRs?

A common problem is hiring without clearly defining the target market, buyer profile, sales process, outreach expectations, qualification rules, reporting line and performance measures. These requirements should be defined before recruitment or employment setup.

What is the SOS EOR fee?

SOS charges one EOR management fee of US$190 per employee per month. This is the only SOS EOR rate. It is not a starting price, estimate or price range.

Is recruitment included?

Yes. Recruitment and candidate selection are included in the SOS EOR service. There is no separate recruitment fee. Salary, statutory contributions, 13th-month pay, benefits, allowances, equipment, commissions and other employee-specific costs are separate where applicable.

─ CASE STUDY | smartoutsourcing solution

Nikken Case Study

Efficient Multilingual Campaigns & Standardised Branding

PEOPLE • COMPLIANCE • SCALABILITY •GROWTH

─ In Brief

Engagement at a glance

CLIENT

Nikken Kosakusho

CLIENT INDUSTRY

Precision Engineering

INITIAL TRANSITION

Specialized Multilingual Team

CORE SERVICES

Multilingual Marketing • Graphic Design • Brand Standardisation

PEAK WORKFORCE

─ overview

Executive Summary

Nikken Kosakusho, a globally recognized Japanese company specializing in precision engineering and rotary tables, operates across multiple European countries, including France, the UK, Germany, and Italy.

The company faced challenges with standardizing marketing materials and integrating multilingual campaigns. SOS assembled a specialized team of multilingual graphic designers with a deep understanding of technical and engineering concepts to create a more cohesive and standardized approach.

─ ABOUT THE CLIENT

The Client

Nikken Kosakusho is a globally recognized Japanese company specializing in precision engineering and rotary tables.

Nikken operates across multiple European countries, including France, the UK, Germany, and Italy, with high-tech operations in sectors like aerospace and Formula One racing.

─ CASE STUDY EXPLAINED

The Challenge

Nikken faced a lack of standardized marketing materials and an inefficient process that struggled to integrate multilingual campaigns.

The challenge was compounded by the difficulty in finding talent with the right mix of language skills, graphic design expertise, and technical understanding of engineering concepts.

The engagement required SOS to address several needs at the same time:

─ OUR SERVICES

The Transition

SOS recognized Nikken’s specific needs and assembled a specialized team of multilingual graphic designers. The team combined graphic design expertise with language capabilities and an understanding of technical and engineering concepts. SOS then centralized Nikken’s marketing efforts to create a more cohesive and standardized approach across its European branches.

Fragmented Marketing

MULTILINGUAL DESIGN TEAM

Centralised Marketing

Consistent European Branding

─ OUR SOLUTION

The Solution

SOS recognized the specific needs of Nikken and assembled a specialized team to address these challenges.

We curated a group of multilingual graphic designers with a deep understanding of technical and engineering concepts.

This team was not just skilled in graphic design but also equipped with language capabilities that were essential for Nikken’s diverse European market.

Our approach streamlined Nikken’s marketing processes, transforming a previously fragmented and inefficient system.

By centralizing their marketing efforts, we created a more cohesive and standardized approach across all European branches.

This systemization was crucial in ensuring consistency in branding and messaging, despite the linguistic and cultural diversity.

─ OUTCOME

The Results

RESULT	BUSINESS IMPACT
Significant improvement in marketing efficiency and cohesion across Europe.	More streamlined marketing operations across European branches.
Separate translators and graphic designers were no longer required for different regions.	More streamlined and cost-effective processes.
Standardization of marketing operations across Europe.	Supported Nikken’s market presence and branding in Europe.

─ PARTNERSHIP

Client Perspective

Working with SOS revolutionized our approach to marketing across Europe. They provided us with a talented, multilingual team that understood our technical requirements and unified our marketing efforts. Before SOS, we struggled with inefficiencies and a lack of cohesion in our marketing campaigns. Their solution not only streamlined our processes but also enhanced our brand consistency across multiple languages and markets. We are extremely satisfied with their service and the professionalism they brought to this complex task.

T. Bowkett

CEO, Nikken Shousaku Shou

─ Let's talk

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